This document discusses personality and the Big Five model of personality. It provides definitions of personality as the unique combination of characteristics that capture a person's interactions with others and self-view. The Big Five model identifies the five main dimensions of personality as openness, conscientiousness, extraversion, agreeableness, and neuroticism. Each dimension is described in terms of typical behaviors and workplace implications. For example, openness relates to curiosity and creativity, while conscientiousness consistently predicts job performance. The document also lists factors that influence personality development such as heredity, environment, physical features, and socialization.
Notes on Attitude & Values in Organisation BehaviorYamini Kahaliya
this document is on Attitudes and values in organisation behavior for BBA/B.com students .
it tells about that how an individual behave in an organisation.
Attitude : An attitude is a way of thinking or feeling about something, a certain state of mind at the time.
Notes on Attitude & Values in Organisation BehaviorYamini Kahaliya
this document is on Attitudes and values in organisation behavior for BBA/B.com students .
it tells about that how an individual behave in an organisation.
Attitude : An attitude is a way of thinking or feeling about something, a certain state of mind at the time.
Talks about Personality and Individual Behavoiur for educational purposes.
* Personality
* Components of Personality
* Nature of Personality
* Framework Of Personality
** Iceberg Theory
** Psychoanalytic Theory
** The Myers Brigg Type Indicators
** The Big 5 Model
* Determinants of Personality
** Biological Factors
** Social Factors
** Cultural Factors
** Situational Factors
* Individual Behaviour
** Individual Behaviour Framework
* Causes of Individual Behaviour
Introduction of Organisation Behaviour
Nature and Scope of OB
Challenges and opportunities for OB
Organization Goals
Models of OB
Impact of Global and Cultural diversity on OB.
Individual dimensions of organizational behaviorAshutosh
This presentation will give an insight into individual dimensions of organizational behavior. it includes the concepts of perception, motivation and personality.
Talks about Personality and Individual Behavoiur for educational purposes.
* Personality
* Components of Personality
* Nature of Personality
* Framework Of Personality
** Iceberg Theory
** Psychoanalytic Theory
** The Myers Brigg Type Indicators
** The Big 5 Model
* Determinants of Personality
** Biological Factors
** Social Factors
** Cultural Factors
** Situational Factors
* Individual Behaviour
** Individual Behaviour Framework
* Causes of Individual Behaviour
Introduction of Organisation Behaviour
Nature and Scope of OB
Challenges and opportunities for OB
Organization Goals
Models of OB
Impact of Global and Cultural diversity on OB.
Individual dimensions of organizational behaviorAshutosh
This presentation will give an insight into individual dimensions of organizational behavior. it includes the concepts of perception, motivation and personality.
Notes on personality in organisation behavior (For BBA/B.com Students)Yamini Kahaliya
This document is on notes on personality in Organisation Behavior and it covers detail about following points :-
1. Meaning
2. Characteristics
3. Traits of Personality
4. Major Personality Attributes
5. Theories of Personality
6. Types of personality
Attitude ,sources of attitude ,congnitive dissonance , organization related attitudes , personality , determinants of personaliity , personality traits in OB , types of personality
This presentation based from Jennifer M. George and Gareth R. Jones book, with title "Understanding and Managing Organizational Behavior".
Use Ms. Power Point 2013.
WEEK 12Building and leading teams (part 1) Leadership in pract.docxmelbruce90096
WEEK 12
Building and leading teams (part 1)
Leadership in practice
12.1 Aims this week
The focus this week is on: ‘Building and Leading Teams’ This is outlined below:
· Develop an understanding of the practice of leadership in early childhood settings/centres
· Consider leadership of self and others within the team
· Reflect on the specific aspects of leadership likely to be most effective in supporting learning and personal development within teams
· Engage with relevant theory and reflect on leadership practice
We begin the week by considering the following quote in relation to building and leading teams:
‘Effective leadership and teamwork are considered to be factors which contribute to increased self-esteem, high job satisfaction and staff morale, reduced stress and a decreased likelihood of staff burnout’ (Schiller, 1987 cited in Rodd 2006:p.147).
In order to achieve effective leadership and team work it is important to consider how we lead, guide and support individuals as well as teams.
.
12.2 Follow my leader
.
.
A fairly standard definition of leadership is one such as behaviour that enables and assists others to achieve personal and organisational ambitions and goals.
.
This suggests that leadership might have as much to do with making helpful suggestions as issuing strategic directives (to the team), as much about listening to other people’s ideas as expounding your own, and as much about gentleness as about toughness.
.
Effective leadership is about helping people and teams to be as effective as they have the potential to be. Leadership which flows from this idea, has some important features:
.
· Leadership needs to be seen as a function of a group rather than the role of an individual
.
· Leadership can be behaviour which gives power away
.
.
· The aims of leadership should be the increase of self-directedness and the release of energy, imagination and creativity in all those who form the organisation
.
· Leadership behaviour also needs to be designed by the followers. Leaders need to seek information from their colleagues about the sort of leadership that suits them best as a team
.
· One of the key functions of leadership is to help in the creating of conditions in which people feel motivated to work to the optimum levels of their capacity, energy, interest and commitment
.
In striving for more life enhancing forms of leadership, we need to question our very assumptions about people and personal power. This new concept of leadership adopts an approach, which recognises that, the potential and power to work effectively lies within the person as well as the team rather than the leader. We still cling on to assumptions that people cannot be trusted to direct their own work and that they must be instructed, guided, monitored, controlled, rewarded and punished – the theory X position discussed in week 3. Life centred leaders believe in the basic dignity and worth of people and in their capacity for c.
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
The session includes a brief history of the evolution of search before diving into the roles technology, content, and links play in developing a powerful SEO strategy in a world of Generative AI and social search. Discover how to optimize for TikTok searches, Google's Gemini, and Search Generative Experience while developing a powerful arsenal of tools and templates to help maximize the effectiveness of your SEO initiatives.
Key Takeaways:
Understand how search engines work
Be able to find out where your users search
Know what is required for each discipline of SEO
Feel confident creating an SEO Plan
Confidently measure SEO performance
SEO as the Backbone of Digital MarketingFelipe Bazon
In this talk Felipe Bazon will share how him and his team at Hedgehog Digital share our journey of making C-Levels alike, specially CMOS realize that SEO is the backbone of digital marketing by showing how SEO can contribute to brand awareness, reputation and authority and above all how to use SEO to create more robust global marketing strategies.
As the call for for skilled experts continues to develop, investing in quality education and education from a reputable https://www.safalta.com/online-digital-marketing/best-digital-marketing-institute-in-noida Digital advertising institute in Noida can lead to a a success career on this eve
Videos are more engaging, more memorable, and more popular than any other type of content out there. That’s why it’s estimated that 82% of consumer traffic will come from videos by 2025.
And with videos evolving from landscape to portrait and experts promoting shorter clips, one thing remains constant – our brains LOVE videos.
So is there science behind what makes people absolutely irresistible on camera?
The answer: definitely yes.
In this jam-packed session with Stephanie Garcia, you’ll get your hands on a steal-worthy guide that uncovers the art and science to being irresistible on camera. From body language to words that convert, she’ll show you how to captivate on command so that viewers are excited and ready to take action.
Mastering Local SEO for Service Businesses in the AI Era is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
Key Takeaways:
Embrace AI for Local SEO: Learn to harness the power of AI technologies to optimize your website and content for local search. Understand the pivotal role AI plays in analyzing search trends and consumer behavior, enabling you to tailor your SEO strategies to meet the specific demands of your target local audience. Leverage the Content Factory Model: Discover the step-by-step process of creating SEO-optimized content at scale. This approach ensures a steady stream of high-quality content that engages local customers and boosts your search rankings. Get an action guide on implementing this model, complete with templates and scheduling strategies to maintain a consistent online presence. Maximize ROI with Dollar-a-Day Advertising: Dive into the cost-effective Dollar-a-Day advertising strategy that amplifies your visibility in local searches without breaking the bank. Learn how to strategically allocate your budget across platforms to target potential local customers effectively. The session includes an action guide on setting up, monitoring, and optimizing your ad campaigns to ensure maximum impact with minimal investment.
It's another new era of digital and marketers are faced with making big bets on their digital strategy. If you are looking at modernizing your tech stack to support your digital evolution, there are a few can't miss (often overlooked) areas that should be part of every conversation. We'll cover setting your vision, avoiding siloes, adding a democratized approach to data strategy, localization, creating critical governance requirements and more. Attendees will walk away with actions they can take into initiatives they are running today and consider for the future.
When most people in the industry talk about online or digital reputation management, what they're really saying is Google search and PPC. And it's usually reactive, left dealing with the aftermath of negative information published somewhere online. That's outdated. It leaves executives, organizations and other high-profile individuals at a high risk of a digital reputation attack that spans channels and tactics. But the tools needed to safeguard against an attack are more cybersecurity-oriented than most marketing and communications professionals can manage. Business leaders Leaders grasp the importance; 83% of executives place reputation in their top five areas of risk, yet only 23% are confident in their ability to address it. To succeed in 2024 and beyond, you need to turn online reputation on its axis and think like an attacker.
Key Takeaways:
- New framework for examining and safeguarding an online reputation
- Tools and techniques to keep you a step ahead
- Practical examples that demonstrate when to act, how to act and how to recover
Is AI-Generated Content the Future of Content Creation?Cut-the-SaaS
Discover the transformative power of AI in content creation with our presentation, "Is AI-Generated Content the Future of Content Creation?" by Puran Parsani, CEO & Editor of Cut-The-SaaS. Learn how AI-generated content is revolutionizing marketing, publishing, education, healthcare, and finance by offering unprecedented efficiency, creativity, and scalability.
Understanding
AI-Generated Content:
AI-generated content includes text, images, videos, and audio produced by AI without direct human involvement. This technology leverages large datasets to create contextually relevant and coherent material, streamlining content production.
Key Benefits:
Content Creation: Rapidly generate high-quality content for blogs, articles, and social media.
Brainstorming: AI simulates conversations to inspire creative ideas.
Research Assistance: Efficiently summarize and research information.
Market Insights:
The content marketing industry is projected to grow to $17.6 billion by 2032, with AI-generated content expected to dominate over 55% of the market.
Case Study: CNET’s AI Content Controversy:
CNET’s use of AI for news articles led to public scrutiny due to factual inaccuracies, highlighting the need for transparency and human oversight.
Benefits Across Industries:
Marketing: Personalize content at scale and optimize engagement with predictive analytics.
Publishing: Automate content creation for faster publication cycles.
Education: Efficiently generate educational materials.
Healthcare: Create accurate content for patients and professionals.
Finance: Produce timely financial content for decision-making.
Challenges and Ethical Considerations:
Transparency: Disclose AI use to maintain trust.
Bias: Address potential AI biases with diverse datasets.
SEO: Ensure AI content meets SEO standards.
Quality: Maintain high standards to prevent misinformation.
Conclusion:
AI-generated content offers significant benefits in efficiency, personalization, and scalability. However, ethical considerations and quality assurance are crucial for responsible use. Explore the future of content creation with us and see how AI is transforming various industries.
Connect with Us:
Follow Cut-The-SaaS on LinkedIn, Instagram, YouTube, Twitter, and Medium. Visit cut-the-saas.com for more insights and resources.
For too many years marketing and sales have operated in silos...while in some forward thinking companies, the two organizations work together to drive new opportunity development and revenue. This session will explore the lessons learned in that beautiful dance that can occur when marketing and sales work together...to drive new opportunity development, account expansion and customer satisfaction.
No, this is not a conversation about MQLs and SQLs. Instead we will focus on a framework that allows the two organizations to drive company success together.
In today's digital world, customers are just a click away. "Grow Your Business Online: Introduction to Digital Marketing" dives into the exciting world of digital marketing, equipping you with the tools and strategies to reach new audiences, expand your reach, and ultimately grow your business.
website = https://digitaldiscovery.institute/
address = C 210 A Industrial Area, Phase 8B, Sahibzada Ajit Singh Nagar, Punjab 140308
What’s “In” and “Out” for ABM in 2024: Plays That Help You Grow and Ones to L...Demandbase
Delve into essential ABM ‘plays' that propel success while identifying and leaving behind tactics that no longer yield results. Led by ABM Experts, Jon Barcellos, Head of Solutions at Postal and Tom Keefe, Principal GTM Expert at Demandbase.
1. 1
MANAGEMENT – Paper 3 (Sem:4)
MODULE: 4 PERSONALITY AND PERCEPTION
MEANINGAND DEFINITION OF PERSONALITY:
The term personality represents the overall profile or combination of characteristics that
capture the unique nature of a person as that person reacts and interacts with others and how
he views himself. Personality combines a set of physical and mental characteristics that
reflect how a person looks, thinks, acts, and feels. An understanding of personality
contributes to an understanding of organizational behavior in that we expect a predictable
interplay between an individual’s personality and his or her tendency to behave in certain
ways.
Personality is the sum total of behaviors, attitudes, beliefs, and values that are characteristic
of an individual. Our personality traits determine how we adjust to our environment and how
we react in specific situations. No two individuals have the same personalities. Each
individual has his or her own way of interacting with other people and with his or her social
environment.
NATURE/CHARACTERISTICS OF PERSONALITY:
- Personality is something which is unique in each individual: Personality refers to
internal as well as external qualities, some of which are quite general. But it is unique
to each individual. It is not possible for any other individual to reproduce or imitate
the qualities of the personality of the individual.
- Personality is greatly influenced by social interactions: Personality is not an
individual quality. It is a result of social- interaction. In other words, it means that
when we come in contact with other members of the society, we acquire certain
qualities while we exhibit certain others. All these come to form personality.
- Personality refers particularly to persistent qualities of an individual:
Every individual has certain feeling as well as other permanent traits and qualities.
Personality is mainly composed of the persistent or permanent qualities that exhibit
themselves in form of social behaviour and attempt to make adjustment with the
environment.
2. 2
- Personality represents a dynamic orientation of organism to environment:
Personality represents the process of learning. It takes place in reference to the environment.
We do not acquire all the traits of personality all at once.
- Personality represents a unique organisation of persistent dynamic and social
predisposition:
In personality various qualities are not put together. They are, in fact, integrated into one.
This integration is nothing but a result of organisation which may be different from man to
man. The behaviour of a person directed to one particular individual may differ from the
behaviour of another person. That is why; we put the condition of suitable environment. This
suitability is concerned with individual specificity.
Determinants/Factors of Personality
Following are the factors which help in shaping one’s personality:
1.Heredity - Heredity refers to factors that are determined once an individual is born. An
individual’s physique, attractiveness, body type, complexion, body weight depend on his/her
parents biological makeup.
2.Environment - The environment to which an individual is subjected to during his growing
years plays an important role in determining his/her personality. The varied cultures in which
we are brought up and our family backgrounds have a crucial role in shaping our
personalities.
3.Situation - An individual’s personality also changes with current circumstances and
situations. An individual would behave in a different way when he has enough savings with
him and his behavior would automatically change when he is bankrupt.
4.Physical Features: It determines personality formation is physical characteristics and rate
of maturation. An individual external appearance, which is biologically determined, is an
important ingredient of personality. Ina narrow sense personality is referred to the physical
features of a person. A person’s physical feature has some influence over his personality
because he will effect influence on others and in turn will affect his self-concept.
3. 3
5.Cultural Factors: Culture is the underlying determinant of human decision making. It
generally determines attitude towards independence, aggression competition and co-
operation. Each culture expects and trains its members to behave in the way that are
acceptable to the group. To a marked degree the child’s cultural group defines the range of
experiences and situations he/she is likely to encounter and the values and the personality
characteristics that will be reinforced and learned.
6.Social Factors: There is increasing recognition given to the role of other relevant persons,
groups and especially organizations, which greatly influence an individual's personality. This
is commonly called the socialization process. Socialization involves the process by which a
person acquires, from the enormously wide range of behavioural potentialities that are open
to him or her. Socialization starts with the initial contact between a mother and her new
infant. After infancy, other members of the immediate family – father, brothers, sisters and
close relatives or friends, then the social group – peers, school friends and members of the
work group, play influential roles.
Socialization process is especially relevant to organizational behaviour because the process is
not confined to early childhood, taking place rather throughout one's life. In particular,
evidence is accumulating that socialization may be one of the best explanations for why
employees be have the way they do in today's organizations.
4. 4
THE BIG FIVE MODEL OF PERSONALITY:
1.Openness is the degree to which a person is curious, original, intellectual, creative, and
open to new ideas. People high in openness seem to thrive in situations that require being
flexible and learning new things. They are highly motivated to learn new skills, and they do
well in training settings. [11] They also have an advantage when they enter into a new
organization. Their open-mindedness leads them to seek a lot of information and feedback
about how they are doing and to build relationships, which leads to quicker adjustment to the
new job. [12] When supported, they tend to be creative. [13] Open people are highly adaptable
to change, and teams that experience unforeseen changes in their tasks do well if they are
populated with people high in openness. [14] Compared to people low in openness, they are
also more likely to start their own business.
2.Conscientiousness refers to the degree to which a person is organized, systematic, punctual,
achievement oriented, and dependable. Conscientiousness is the one personality trait that
uniformly predicts how high a person’s performance will be, across a variety of occupations
and jobs. [16] In fact, conscientiousness is the trait most desired by recruiters and results in the
most success in interviews. [17] This is not a surprise, because in addition to their high
5. 5
performance, conscientious people have higher levels of motivation to perform, lower levels
of turnover, lower levels of absenteeism, and higher levels of safety performance at
work. [18] One’s conscientiousness is related to career success and being satisfied with one’s
career over time. [19] Finally, it seems that conscientiousness is a good trait to have for
entrepreneurs. Highly conscientious people are more likely to start their own business
compared to those who are not conscientious, and their firms have longer survival rates.
3. Extraversion is the degree to which a person is outgoing, talkative, and sociable, and
enjoys being in social situations. One of the established findings is that they tend to be
effective in jobs involving sales. [21] Moreover, they tend to be effective as managers and they
demonstrate inspirational leadership behaviors. [22]Extraverts do well in social situations, and
as a result they tend to be effective in job interviews. Part of their success comes from how
they prepare for the job interview, as they are likely to use their social network. [23] Extraverts
have an easier time than introverts when adjusting to a new job. They actively seek
information and feedback, and build effective relationships, which helps with their
adjustment. [24] Interestingly, extraverts are also found to be happier at work, which may be
because of the relationships they build with the people around them and their relative ease in
adjusting to a new job. [25] However, they do not necessarily perform well in all jobs, and jobs
depriving them of social interaction may be a poor fit. Moreover, they are not necessarily
model employees. For example, they tend to have higher levels of absenteeism at work,
potentially because they may miss work to hang out with or attend to the needs of their
friends
4. Agreeableness is the degree to which a person is nice, tolerant, sensitive, trusting, kind,
and warm. In other words, people who are high in agreeableness are likeable people who get
along with others. Not surprisingly, agreeable people help others at work consistently, and
this helping behavior is not dependent on being in a good mood. [27] They are also less likely
to retaliate when other people treat them unfairly. [28] This may reflect their ability to show
empathy and give people the benefit of the doubt. Agreeable people may be a valuable
addition to their teams and may be effective leaders because they create a fair environment
when they are in leadership positions. [29] At the other end of the spectrum, people low in
agreeableness are less likely to show these positive behaviors. Moreover, people who are not
agreeable are shown to quit their jobs unexpectedly, perhaps in response to a conflict they
6. 6
engage with a boss or a peer. [30] If agreeable people are so nice, does this mean that we
should only look for agreeable people when hiring? Some jobs may actually be a better fit for
someone with a low level of agreeableness. Think about it: When hiring a lawyer, would you
prefer a kind and gentle person, or a pit bull? Also, high agreeableness has a downside:
Agreeable people are less likely to engage in constructive and change-oriented
communication. [31] Disagreeing with the status quo may create conflict and agreeable people
will likely avoid creating such conflict, missing an opportunity for constructive change.
5. Neuroticism refers to the degree to which a person is anxious, irritable, aggressive,
temperamental, and moody. These people have a tendency to have emotional adjustment
problems and experience stress and depression on a habitual basis. People very high in
neuroticism experience a number of problems at work. For example, they are less likely to be
someone people go to for advice and friendship. [32] In other words, they may experience
relationship difficulties. They tend to be habitually unhappy in their jobs and report high
intentions to leave, but they do not necessarily actually leave their jobs. [33] Being high in
neuroticism seems to be harmful to one’s career, as they have lower levels of career success
(measured with income and occupational status achieved in one’s career). Finally, if they
achieve managerial jobs, they tend to create an unfair climate at work.
http://catalog.flatworldknowledge.com/bookhub/3?e=bauer-ch03_s02
http://personalityspirituality.net/articles/what-is-personality
7. 7
TYPE A and TYPE B PERSONALITIES
Type A
Type A personality generally refers to hard workers who are often preoccupied with
schedules and the speed of their performance.
People are impatient, aggressive, & highly competitive, work hard & are more productive.
Negative side is that they are very impatient, more irritable, have poor judgement. Measures
success by quantity, does two things at a time.
The Type A personality generally lives at a higher stress level. This is driven by
They enjoy achievement of goals, with greater enjoyment in achieving of more
difficult goals. They are thus constantly working hard to achieve these.
They find it difficult to stop, even when they have achieved goals.
They feel the pressure of time, constantly working flat out.
They are highly competitive and will, if necessary create competition.
They hate failure and will work hard to avoid it.
They are generally pretty fit and often well-educated (a result of their anxiety).
Type B
Type B personalities may be more creative, imaginative, and philosophical
TYPE B :- Easy going, non-competitive. Do better in complex tasks involving judgement &
accuracy rather than speed & hard work. Relaxes without guilt, has no pressing deadlines. Is
never hurry, mild mannered.
The Type B personality generally lives at a lower stress level and are typically:
They work steadily, enjoying achievements but not becoming stressed when they are
not achieved.
When faced with competition, they do not mind losing and either enjoy the game or
back down.
They may be creative and enjoy exploring ideas and concepts.
They are often reflective, thinking about the outer and inner worlds.
8. 8
Measurement of Personalities/ Personalities pattern
1. AUTHORITARIANISM
2. MACHIAVELLIANISM
3. INTROVERSION & EXTROVERSION
4. SELF CONCEPT & SELF ESTEEM
5. LOCUS OF CONTROL
1. AUTHORITARIANISM
• A authoritarian personality tend to be rigid in their positions
• They place high moral value on their beliefs
.• Strongly oriented towards conformity of rules & regulations.
• Naturally prefer stable & structured work environments which are governed by clear
rules & procedures
.• Likely prefer autocratic or directive leadership.
2. MACHIAVELLIANISM
• This personality trait is also known as ‘Mach’ is named after Niceolo Machiavelli.
• An individual with high Mach is Pagmatic, maintains emotional distance, & believes
that ends can justify means, manipulate more, win more, are persuaded less and
persuade others more
.• Successful when situations have minimum number of rules & regulations.
• Have no hesitation using taking advantage of others in order to serve their own
goals.
• High self confidence & high self esteem.
3. INTROVERSION & EXTROVERSION
• Introverts are:- Shy, quiet & retiring ; Excels at tasks that require thought &
analytical skills
.• Extroverts are:- Suitable for positions that require more interaction with others.
4. SELF CONCEPT & SELF ESTEEM
• Self concept denotes the extent to which they consistently regard themselves as
capable, successful, important & worthy. Self concept (Both ‘I’ & ‘Me’) gives the
individual a sense of meaningfulness and consistency.• People assignments &
contribute to achieve organizational goals.
9. 9
Self esteem is directly related to the with high self esteem tend to take challenging
expectations for success. High self esteem people believe that they possess the ability
needed to succeed at work.
5. LOCUS OF CONTROL: Personality is developed on the basis of person’s locus of
control which is how one perceives the locus of control in one’s life