2. What is Personality?
Personality
The sum total of ways in which an individual reacts
and interacts with others.
Personality Determinants
• Heredity
• Environment
• Situation
5. The Myers-Briggs Type Indicator
Personality Types
• Extroverted vs. Introverted (E or I)
• Sensing vs. Intuitive (S or N)
• Thinking vs. Feeling (T or F)
• Judging vs. Perceiving (P or J)
Myers-Briggs Type Indicator (MBTI)
A personality test that taps four characteristics and
classifies people into 1 of 16 personality types.
6. Development of the MBTI®
• Katharine Cook Briggs and her daughter Isabel
Briggs Myers developed the Instrument
• Based on the Theory of Psychological types of
the Swiss psychiatrist ,Carl G. Jung
7. Carl G. Jung on Personality
• Differences in behavior result from people’s
inborn/natural tendencies to use their minds
in different ways
• As people act on these tendencies, they
develop patterns of behavior
8. Carl G. Jung on Personality
• Every person carries out two kinds of mental
process:
– we take in information (Perception),
– then make decisions (Judgment) about the
incoming information
• There are only two ways to take in
information:
– Sensing and
– Intuition
9. Carl G. Jung on Personality
• We all use both methods of taking in
information, but you can’t use them
simultaneously – you have to choose
• As a result, over a lifetime, we each develop a
preference for using one process over the
other
• Having taken the information in, we then
make decisions about it
10. Carl G. Jung on Personality
• There are only two ways to make decisions about
incoming information:
Thinking and
Feeling
• We all use both methods of making judgments, but
you can’t use them simultaneously – you have to
choose
• As a result, over a lifetime, we each develop a
preference for using one process over the other
11. Jung’s Mental Processes
• Perceiving
– Taking in information
• Judging
– Organizing information
and coming to
conclusions
Perceiving
Sensation Intuition
Judging
Thinking Feeling
12. Carl G. Jung on Personality
• Jung also described another ‘attitude’ or ‘orientation’
• He observed that we all live in two worlds:
the Outer world of things, people and events, and
the Inner world of our own thoughts, feelings and
reflections
• Because you can’t be in both worlds simultaneously
– you have to choose
13. Carl G. Jung on Personality
• As a result, of having to choose, over a lifetime, we
each develop a preference for being in one world
more than the other
• People who prefer the outer world are said to have a
preference for Extraversion
• People who prefer the inner world are said to have a
preference for Introversion
14. Carl G. Jung on Personality
• Jung believed that preferences are innate – ‘an
inborn predisposition’
• He also recognized that our innate preferences
interact with and are shaped by environmental
influences:
– Family
– Country
– Education
– and many more
18. Some Key Words Associated With
Extraversion
Action
Outward
People
Interaction
Many
Expressive
Do-Think-Do
Introversion
Reflective
Inward
Privacy
Concentration
Few
Quiet
Think-Do-Think
E I
19. Sensing - iNtuition
The way we take in information and the kind of
information we like and trust
20. Some Key Words Associated With
Sensing
Facts
Realistic
Specific
Present
Keep
Practical
What is
iNtuition
Ideas
Imaginative
General
Future
Change
Theoretical
What could be
S N
22. Some Key Words Associated With
Thinking
Head
Distant
Things
Objective
Criticise
Analyse
Firm but Fair
Feeling
Heart
Personal
People
Subjective
Praise
Understand
Merciful
T F
24. Some Key Words Associated With
Judging
Organized
Decision
Control
Now
Closure
Deliberate
Plan
Perception
Flexible
Information
Experience
Later
Options
Spontaneous
Wait
J P
26. The Big Five Model of Personality
Dimensions
Extroversion
Sociable, gregarious, and assertive
Agreeableness
Good-natured, cooperative, and trusting.
Conscientiousness
Responsible, dependable, persistent, and organized.
Openness to Experience
Imaginativeness, artistic, sensitivity, and intellectualism.
Emotional Stability
Calm, self-confident, secure (positive) versus nervous, depressed,
and insecure (negative).
27. BigFivePersonalityFactorsand
Performance
Big Five Personality
Factor
Relationship to Job
Performance
Relationship to Team
Performance
Extroversion *Positively related to job
performance in occupations
requiring social interaction
*Positively related to training
proficiency for all occupations
*Positively related to team
performance
*Positively related to degree of
participation within team
Agreeableness * Positively related to job
performance in service jobs
* Most studies found no link
between agreeableness and
performance or productivity in
teams
* Some found a negative link
between person’s likeability and
team performance
Conscientiousness *Positively related to job
performance for all occupational
groups
*May be better than abilityin
predicting job performance
28. Big Five Personality
Factor
Relationship to Job
Performance
Relationship to Team
Performance
Emotional Stability *A minimal threshold amount
may be necessary for adequate
performance; greater degrees
not related to job performance
* Positively related to
performance in service jobs
*May be better than ability in
predicting job performance
across all occupational groups
Openness to Experience *Positively related to training
proficiency
BigFivePersonalityFactorsand
Performance
29. Major Personality Attributes
Influencing OB
• Locus of control
• Machiavellianism
• Self-esteem
• Self-monitoring
• Risk taking
• Type A personality
• Type B personality
30. Locus of Control
Locus of Control
The degree to which people believe they are
masters of their own fate.
Internals
Individuals who believe that they control what happens to
them.
Externals
Individuals who believe that what happens to them is
controlled by outside forces such as luck or chance.
31. Machiavellianism
Conditions Favoring High Machs
• Direct interaction
• Minimal rules and regulations
• Emotions distract for others
Machiavellianism (Mach)
Degree to which an individual is pragmatic,
maintains emotional distance, and believes that ends
can justify means.
32. Self-Esteem and Self-Monitoring
Self-Esteem (SE)
Individuals’ degree of liking or disliking themselves.
Self-Monitoring
A personality trait that measures an individuals
ability to adjust his or her behavior to external,
situational factors.
33. Risk-Taking
• High Risk-taking Managers
– Make quicker decisions
– Use less information to make decisions
– Operate in smaller and more entrepreneurial organizations
• Low Risk-taking Managers
– Are slower to make decisions
– Require more information before making decisions
– Exist in larger organizations with stable environments
• Risk Propensity
– Aligning managers’ risk-taking propensity to job
requirements should be beneficial to organizations.
34. Personality Types
Proactive Personality
Identifies opportunities, shows initiative, takes
action, and perseveres until meaningful change
occurs.
Creates positive change in the environment,
regardless or even in spite of constraints or
obstacles.
35. Personality Type A
Type A personality implies a temperament which is stress-
prone, concerned with time management. They are ambitious,
rigidly organised, hard-working, anxious, highly status-
conscious, hostile and aggressive. Individuals who possess
Type A personality have the following behavioural patterns:
• They move, walk and eat fast.
• Great at multitasking.
• Self-driven feels guilty when relaxing.
• Feels impatient with the pace of things, dislikes waiting.
• They have a busy schedule and does not have time to enjoy
life.
• Uses nervous gestures, like a clenched fist or banging hand
on the table.
• They are high-achievers, perform beyond par.
• They do not easily accept failure.
36. Personality Type B
Type B personality is one that is less prone to stress, easy
going, work steadily, enjoy achievement, modest ambition, and
live in the moment. They are social, creative, thoughtful,
procrastinating. Individuals who possess a Type B personality
are associated with the following behavioural traits:
• They are not concerned about time.
• They compete for fun, not to win.
• Mild-mannered.
• Never in a hurry and has no pressing deadlines.
• Does not brag.
• Focus on quality rather than quantity.
• Laidback and live a stress-less life.
37. Achieving Person-Job Fit
Personality Types
• Realistic
• Investigative
• Social
• Conventional
• Enterprising
• Artistic
Personality-Job Fit
Theory (Holland)
Identifies six personality
types and proposes that
the fit between personality
type and occupational
environment determines
satisfaction and turnover.
38. Person-Organization Fit
• It is more important that
employees’ personalities fit
with the organizational
culture than with the
characteristics of any specific
job.
• The fit predicts job
satisfaction, organizational
commitment and turnover.
