3/10/2015
Personality
&
Values
Topic 2
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Learning Objectives
On
completing this weeks topic, you should:
Define personality, describe how it is measured
and explain the factors that determine individual
personality
Discuss and apply the Myers-Briggs Type Indicator
personality framework
Identify and discuss the key traits in the Big Five
Personality Model
Understand how different personality traits can
influence the way a person performs at work
Apply theories of personality to organisational
examples to understand how people react to
workplace situations differently
Learning Objectives (continued)
On
completing this weeks topic, you should:
the definition of values and
explore how individual values are developed
Explain how individual values affect the
way we approach work
Compare generational differences in values
and identify the dominant values in todays
workforce
Identify and discuss Hofstedes five value
dimensions of national culture
Understand
3/10/2015
Reading for this week
Textbook: Chapter 4
Essential Reading:
Abbott,
G.N., White, F.A. & Charles, M.A. (2005).
Linking values and organizational commitment: A
correlational and experimental investigation in two
organizations. Journal of Occupational and
Organizational Psychology, 78, pp. 531-551.
Amos, E.A. & Wheathington, B.L. (2008). An analysis
of the relation between employee-organization value
congruence and employee attitudes. The Journal of
Psychology, 142(6), pp. 615-631.
Reading for this week
Recommended Reading:
Erickson, T.J. (2009). Gen Y in the workforce. How I learned
to love millennials (and stop worrying about what they were
doing with their iPhones). Harvard Business Review,
February, pp. 43-49.
Tolbize, A. (2008). Generational differences in the
workplace. Research & Training Centre on Community Living
(August). Minnesota, USA: University of Minnesota
Van Vuuren, M., Veldkamp, B.P., De Jong, M.D.T. & Seydel,
E.R. (2008). Why work? Aligning foci and dimensions of
commitment along the axes of the competing values
framework. Personnel Review, 37(1), pp. 47-65.
The individual level of OB
Individual
behaviour:
Personality
Values
Perceptions
& Learning Styles
Emotions
Attitudes
Job satisfaction
Organisational commitment
Stress
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3/10/2015
Personality
Personality
is:
The
sum total of ways in which an
individual reacts to and interacts with
others (Robbins & Judge, 2012, p. 167)
The
relatively enduring pattern of
thoughts, emotions and behaviours that
characterise a person... (McShane
et.al, 2010, p. 50)
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Temperament vs. Personality
Temperament
= genetically
determined traits of a person
Your
typical traits
Persona
= what you project to the
outside world i.e. how you want
others to see you
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Personality determinants
Hereditary
biological, physiological
and psychological characteristics
Environment shaped by life
experiences
Situation displays of personality
dependant upon the situation
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Personality dimensions
What shapes our personality?
Self
concept knowledge, assumptions and
feelings about ourselves
Many identities, both private and public
Made up of hereditary, environment and context
Humans have capacity to judge ourselves as
inadequate
Self
esteem the degree of like/dislike we have
for ourselves
Different across sex up until around 40
High SE linked to risk taking, creativity, ability to
succeed and adjustment to change
Low SE linked to stress, depression, people-pleasing
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Personality dimensions
What shapes our personality?
Locus
of control:
Degree
to which we feel we are in charge
of our fate
Self-efficacy:
Belief
in own ability
Self-monitoring:
Ability
to change our behaviour according
to the context we are in
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Personality dimensions
Other
aspects include:
Narcissism
Extreme sense of importance
Machiavellianism
How to gain and use power
Personality people who identify
opportunities, show initiative, take action, and
persevere until meaningful change occurs.
Proactive
*Also take note of the additional reading on Moodle
called The Dark Triad from Daniel Golemans
book Social Intelligence!
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Extroversion
Agreeableness
The Big-Five
Personality Model
Conscientiousness
Openness to
Experience
Emotional
Stability/Neuroticism
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The
five factors appear in almost all cross-cultural
studies.
Generally, the findings corroborate what has been
found in U.S. research
Of the Big Five traits, conscientiousness is the best
predictor of job performance.
Most widely used instrument in the world.
Participants are classified on four axes to determine
one of 16 possible personality types, such as ENTJ.
Sociable
and
Assertive
Introverted
(I)
Extroverted
(E)
Practical
and
Orderly
Sensing
(S)
Use Reason
and Logic
Intuitive
(N)
Thinking
(T)
Want Order
& Structure
Quiet and
Shy
Judging
(J)
Unconscious
Processes
Feeling
(F)
Uses Values
& Emotions
Perceiving
(P)
Flexible and
Spontaneous
Myers-Briggs Type Indicator
Social
Interaction
Extrovert (E)
Introvert (I)
Preference for
Gathering Data
Intuitive (N) subjective data
Preference for
Decision Making
Thinking (T) detachment
Style of
Decision Making
Judgmental (J) controlled
Sensing (S) - factual data
Feeling (F) affect on others
Perceptive (P) - flexible
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3/10/2015
Class Exercise
How
do you feel about some or all of
the following issues?
The
death penalty
Abortion
Animal
testing
Religious
Gay
war
marriage
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Values
Values
= stable, long-lasting, evaluative
beliefs that guide our preferences, decisions
and actions
Define right or wrong, good or bad
Foundation of attitudes, motivations, and
perceptions
Tend to be derived from:
Mindset
Socialisation and conditioning (domestication)
Family
Religious beliefs
Friends/peers
Education
Life experiences
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Types of values
Within
individuals = personal values
groups of people hold similar values
= shared values
When shared by people throughout an
organisation = organisational values
When shared by a society = cultural values
Distinguish between:
When
Espoused
values = values we say we use and
in many cases think we use
Enacted values = values we actually rely on
to guide our decisions and actions
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Discussion Point
What
are some of the differences in values
you can see between your generation and
the generation of your parents?
Why do you think these values might be
different?
Examples of
generational workplace values
Veterans/Traditional/Silent generation:
Born 1922-1943
Entered workforce 1946-1964
Approximate current age = mid-70s to mid-80s most
are retired
Influenced by the Great Depression & World War II
Loyal to employer; dedicated to their work
Respectful of authority
Strong work ethic, driven, detail oriented
Hardworking, conservative, disciplined
Risk-averse
Prefer to make decisions based on what
worked in the past
Value a comfortable life & family
Examples of
generational workplace values
Baby Boomers:
Born 1943-1965
Entered workforce 1965-1985
Approximate current age = mid-50s to mid-60s
Born after World War II
Hippie ethic & distrust of authority
Equates work with self-worth, contribution & personal
fulfillment
Hardworking started the workaholic trend
Pragmatists who believe the ends can justify the means
Value achievement & material success
Value a sense of accomplishment & social recognition
Believe in teamwork, collaboration & group decision-making
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Examples of
generational workplace values
Generation X/Baby Bust/MTV generation:
Born 1968-1980
Entered workforce 1985-2000
Approximate current age = mid-30s to mid-40s
Children of older boomers; grew up in a period of financial, familial &
societal insecurity
Shaped by globalisation; 2-career parents/divorced parents; MTV;
HIV/Aids & computers
More independent, autonomous & self-reliant than other generations
Want opportunities to advance
Work for an organisation with good reputation; sceptical of authority
Enjoy team-orientated work
Want work flexibility but not willing to sacrifice
personal time; value work-life balance
Value continuous learning & skills development
Value family & relationships
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Examples of
generational workplace values
Generation Y/Millennials/Nexters/Internet/Digital
generation:
Born 1981-2002
Entered workforce 2000-present
Approximate current age = early-20s to early-30s
Non-nuclear family; searching for identity
Shaped by computes & dramatic technological advances
Most highly educated generation; goals of becoming rich & famous
Higher levels of job turnover than Gen X
Questioning, electronically networked & entrepreneurial
At ease with diversity
Tend to take technology for granted; multi-taskers
Less likely to respond to command & control type management
High expectations of their employers
Would like immediate responsibility & regular feedback
Value Congruence
Where
2 or more entities have similar
value systems
Problems with incongruence:
Incompatible
decisions
satisfaction, commitment, motivation
Increased stress and turnover
Lower
Benefits
of (some) incongruence:
Differences
can lead to better decision
making and problem solving
Prevents corporate cults
Culture reflective of different values
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Hollands Theory of Personality-Job Fit
Type
Realistic
Personality
Occupations
Mechanic, Farmer,
Shy, Stable, Practical
Assembly-Line Worker
Investigative
Analytical, Independent
Biologist, Economist,
Mathematician
Social
Sociable, Cooperative
Social Worker,
Teacher, Counselor
Conventional
Practical, Efficient
Accountant, Manager,
Bank Teller
Enterprising
Ambitious, Energetic
Lawyer, Salesperson
Artistic
Imaginative, Idealistic
Painter, Writer,
Musician
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Person-Organization
Fit
People high on extraversion fit well with aggressive and
team-oriented cultures.
People high on agreeableness match up better with a
supportive organizational climate than one focused on
aggressiveness.
People high on openness to experience fit better in
organizations that emphasize innovation rather than
standardization.
Hofstedes Cultural Framework
Individualism vs.
collectivism
Power distance
Hofstedes framework
Uncertainty
avoidance
Time
orientation
Quantity vs.
Quality of life
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So, can personality make
someone happy at work and
committed to the
organization?
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Homework
Read
about the Big 5 Factor Model
a reflection on the value of the Big 5
Factor Model. Consider how it can be used to
inform decisions about recruitment & selection
of employees & the selection of members of a
work team. Highlight which of the 5 personality
traits you think employers value most.
Write a reflection on what you value
most in life
Write
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Homework (Continued)
Complete
the Self-Image Inventory to
determine how you think & feel about
yourself
If you have not been allocated to a
presentation team for the team tutorial
activity ensure that you sign up for a
team this week
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