Personality can be defined as the set of psychological traits that distinguish individuals. The Big Five personality traits are agreeableness, conscientiousness, emotional stability, extraversion, and openness to experience. Personality is determined by biological factors, environmental factors like family and culture, and situational factors like work or home environment. At work, personality is reflected in traits like locus of control, self-efficacy, and core self-evaluation. Holland's theory proposes that personality types should match job types for optimal productivity and satisfaction. Personality-organization fit is also important, where personal values align with organizational culture.

1. Personality

2. Definition
• Personality is the relatively stable set of psychological
attributes that distinguish one person from another
• Personality can be defined as the sum total of ways in which
an individual interacts with people and reacts to situations

3. Big Five Personality Traits
• Agreeableness: Ability to get long with others
• Conscientiousness: Number of goals on which a person focuses.
• Emotional stability/Neuroticism: Individual’s ability to experience
unpleasant emotions such as anger, stress, anxiety depression etc
• Extraversion: Extent to which a person is comfortable with other
people/relationships
• Openness to experience: Refers to an individual’s range of interests
and indicates how innovative or how rigid he/she is in beliefs

4. Personality Determinants
• Biological factors: physiological and psychological
and hereditary characteristics inherited from parents
• Environmental Factors: The environment (Cultural-
values, traditions, norms; and social factors-
community, society, organization, workplace,
relationships, family)
• Situational factors: The situation in which an
individual is in (work/home) influence his/her
personality

5. Personality attributes at work
• Locus of Control: degree to which people believe that they can
control their fate or any situation
• Self efficacy: Person’s belief about his or her capability to perform
task
• Authoritarianism: degree to which person believes that power and
status differences are appropriate in hierarchy
• Machiavellianism: degree to which an individual is practical in
approach, maintains an emotional distance, control other’s
behaviour, willing to lie, unemotional
• Self esteem: degree to which a person believes in self that he/she is
worthwhile and deserving (higher/lower-status job, intrinsic
/extrinsic motivation)

6. Personality attributes at work(Continued)
• Self monitoring: It is the ability to adapt the behavior to the
demands of the situation
• Risk taking: It is the extent to which an individual is prepared to
take risk
• Type A Personality: Individuals who strive continuously to achieve
more things in less time
• Type B Personality: Individuals who are not obsessed with the
desire to achieve too many things within a short span of time
• Narcissism: It is the tendency to be arrogant, trying to impose self-
importance, require excessive admiration and have a sense of
entitlement
• Core self-evaluation: tendency of individuals to evaluate
themselves based on capability to handle the tasks and challenges
they face

7. Personality-Job Fit: Holland’s Typology
Personality of employees --- Job assigned ----Productivity
Holland’s Typology includes six personality types:
• Realistic- Skill, strength and coordination
• Investigative- Thinking, organizing and understanding
• Artistic- creativity
• Social- Helping and developing others
• Enterprising- ambitious, leaders, powerful
• Conventional- Rule regulated, orderly
Motivates employees for better performance
Employee feels connected

8. Personality-Organization Fit
• People are attracted to and selected by organizations that
match their values
• Value Congruence: between personal values and
organizational values
• It’s important that employees’ personalities fit with the overall
organization’s culture
• At the time of hiring, new employees who fit better with
organization’s culture, should be identified
• A Personality- Organization Fit should result in higher
employee satisfaction and reduced turnover

9. The Self Concept
• Self: It refers to the personality of an individual as viewed by
that person himself/herself
• Self Concept: It refers to the efforts made by an individual to
understand his/her own self
• Self efficacy: It refers to a person’s perception of his ability to
do task, cope with different situations as they arise.

10. Emotions
• Emotions are intense feelings directed at someone or something.
They are:
 Caused by specific events
 Reactions to an object
 Very brief in duration( Seconds or minutes)
 Specific and numerous in nature (anger, fear, sadness, happiness,
disgust and surprise)
 Usually accompanied by distinct facial expressions
• Basic emotions are
 Positive emotions (love, affection, happiness, hope, pride)
 Negative emotions (fear, sadness, anger disgust, shame, frustration,
disappointment, hate, jealousy )
• Sources of emotions: personality, time, weather, stress, social
activities, sleep, exercise, age and gender

11. Emotional Labor
It is a situation in which an employee expresses organizationally
desired emotions during interpersonal transactions. The features are:
• Emotional dissonance: It is a state of inconsistencies between the
emotions people feel and the emotions they project
• Felt emotions: They are an individual’s actual emotions
• Displayed emotions: They are organizationally required and
considered appropriate in a given job
• Surface acting: It is hiding one’s inner feelings and forgoing
emotional expressions in response to display rules
• Deep acting: It is a process of trying to modify one’s true inner
feelings based on display rules

12. Emotional Intelligence
• It is a person’s ability to own self and other’s feelings
 Be self aware to recognize own emotions
 Detect emotions in others
 Manage emotional cues and information
• Goleman’s dimensions of emotional intelligence:
 Self awareness (being angry in a situation and wait to cool
down)
 Self management (controlling the anger with colleague)
 Self motivation (in spite frustration, employee tries to
complete the project)
 Empathy (manager realises that team is tired, so provide
refreshments)
 Social skills (manager meeting employees individually and
explain them the benefit of new policy )