Behaviour styles

Who & What ??
Personality & Behaviour
December 16, 2022

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Title of Slide
• Bullet Points
– Sub Bullet Points

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We use the term personality frequently
but what does it actually mean?
“She has a wonderful personality.”
“He has no personality.”
“He has personality plus.”
“We seem to have a personality conflict.”
“It’s just her personality.”
“She has her mother’s personality.”

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"The way in which the person does such
things as remembering, thinking or
loving."
Personality

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Personality Development
•Personality development program is an important
factor that decides an individual career.

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Classification
• Personality
Development
• Personality
development is related
to the physical aspects
of human beings i.e
external
• Personality
assessment
• Personality
assessment is related
to both internal
aspects of human
beings

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Physical aspects
• Rate of speech
• Indianisms
• Communication skills
• Asking questions
• Listening
• Building rapport
• Verbal and vocal
attributes

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Physical Aspects
• That form the basis of a person’s behavior. Personality
includes all traits .The word “Trait” refers to a consistent
way of behaving in which people differ from one another .
Introversion, Intelligence, anxiety,
• Aggressiveness, Prejudice, musical aptitude, Honesty,
sensitivity, Seriousness, and friendliness are all examples
for traits.

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TRAITS
• The traits that people possess and the degree to which
they possess them are part of their psychological feature .
• Traits or characteristic is stable and enduring attribute of
person that is revealed consistently in a variety of
situations .

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extroversion Talkative
Frank
sociable
Silent
Secretive
Reclusive
agreeableness Mild,gentle
Good-natured
Not jealous
Headstrong
Irritable
jealous
Trait Dimensions & Polar
Adjectives

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Conscientiousness(
careful/hardworkin
g)
Fussy(picky
choosy),tidy
Responsible
Scrupulous
Careless
Undependable
Unscrupulous(disho
nest,crook)
Emotional stability Poised(bear)
Composed
Calm
Nervous
Excitable
Anxious
Continued:

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Culture Polished
Imaginative
Artistically
sensitive
Crude
Simple
Artistically
insensitive
Continued:

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Big Five Personality Dimensions
Outgoing, talkative
Sensitive, flexible
Careful, dependable
Courteous, caring
Anxious, hostile
Extroversion
Openness to Experience
Conscientiousness
Agreeableness
Neuroticism

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Myers-Briggs Type Indicator
Extroversion Introversion
vs.
Sensing Intuition
vs.
Thinking Feeling
vs.
Judging Perceiving
vs.

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Types of personality
• Directness
• Extroversion
• Pace
• Structure

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Directness:
• They act proactively
• Naturally self confident, High ego people
• Hard-driving and decisive. Authoritative
• Are candid(frank, open, outspoken, honest, Straight)
• Interested in results than people
• Attack things aggressively
• Often do not realize how strongly they communicate to
others
• Good Trouble shooters
• Thrive on solving problems

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Extroversion
• Are enthusiastic and pleasant
• Are versatile
• Like to build organization
• Get things accomplished through people
• Like team work , will involve people
• Like group discussions and encourage participation in
decision-making
• persuasive

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Pace (speed)
• Persistent and Co-operative
• Love peace and harmony
• Dependable and reliable
• Do-not like to be rushed at the last minute
• Good Planners
• Interested in making every move count
• Have good memory
• Good listeners

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Structure
• Hate to make mistakes
• Well organized
• Will double check themselves and others
• Are very loyal in their circle
• Have eye for details
• Good at developing systems
• Meticulous,(careful)can be fussy(picky , selective)

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Employee Behaviour Defined
• The employee’s emotional and cognitive (rational)
motivation
• Ability to perform the job,
• Clear understanding of the organization’s vision
• His/her specific role in that vision,
• A belief that he/she has the resources to get the job
done

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Individual
Behaviour
and Results
Role
Perceptions
Situational
Factors
Motivation
Ability
Values
Personality
Perceptions
Emotions
Attitudes
Stress
MARS Model of Individual Behaviour

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M
A
R
S
BAR
Employee Motivation
• Internal forces that affect a person’s voluntary choice of
behaviour
– direction
– intensity
– persistence

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M
A
R
S
BAR
Employee Ability
• Natural aptitudes and learned capabilities required
to successfully complete a task
– competencies  personal characteristics that lead to
superior performance
– person  job matching
• select qualified people
• develop employee
abilities through training
• redesign job to fit
person's existing abilities

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M
A
R
S
BAR
Employee Role Perceptions
• Beliefs about what behaviour is required to achieve the
desired results
– understanding what tasks to perform
– understanding relative importance of tasks
– understanding preferred
behaviours to accomplish tasks

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M
A
R
S
BAR
Situational Factors
• Environmental conditions beyond the individual’s short-
term control that constrain or facilitate behaviour
– time
– people
– budget
– work facilities

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Organizational
Citizenship
• Performance beyond the
required job duties
Task Performance
• Goal-directed behaviours under
person’s control
more
Types of Behaviour in Organizations

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Maintaining Work
Attendance
• Performance beyond the
required job duties
Joining/staying with
the Organization
• Goal-directed behaviours under
person’s control
Types of Behaviour in Organizations
Counterproductiv
e Work
Behaviours
• Voluntary behaviour that
potentially harms the
organization

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Values in the Workplace
• Stable, evaluative beliefs that guide our
preferences
• Define right or wrong, good or bad
• Value system -- hierarchy of values
• Espoused vs. enacted values:
– Espoused -- the values we say we use and often think
we use
– Enacted -- values we actually rely on to guide our
decisions and actions

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Utilitarianism
Individual Rights
Greatest good for the greatest
number of people
Fundamental entitlements
in society
Distributive
Justice
People who are similar should
receive similar benefits
Three Ethical Principles

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Influences on Ethical Conduct
• Moral intensity
– degree that issue demands ethical principles
• Ethical sensitivity
– ability to recognize the presence and determine the relative
importance of an ethical issue
• Situational influences
– competitive pressures and other conditions affect ethical behaviour

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Supporting Ethical Behaviour
• Ethical code of conduct
– Establishes standards of behaviour
– Problem: Limited effect alone on ethical behaviour
• Ethics training
– Awareness and clarification of ethics code
– Practice resolving ethical dilemmas
• Ethics officers
– Educate and counsel; hear about wrongdoing
• Ethical leadership
– Demonstrate integrity and role model ethical conduct

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Locus of Control and Self-Monitoring
• Locus of control
– Internals believe in their effort and ability
– Externals believe events are mainly due to external causes
• Self-monitoring personality
– Sensitivity to situational cues, and ability to adapt your behaviour
to that situation

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Thank you
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Tel: 91-11-46001100-01, Fax: 91-11-46001111
E-mail: contactus@bharti.in

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