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PRESENTATION ON
PERSONALITY, VALUES &
WORK BEHAVIOR
Presented by Group C
Dept. of IPE, SUST
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Md. Adnan Hossen

Group 2019334042

Members Sajjad Bepari

2019334062

Md. Kabirul Islam

2019334063

Sukanta Saha
2019334075

Palash Chandra Dey

2018334034
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OBJECTIVES

PERSONALITY

TABLE VALUE

OF CONTENTS WORK BEHAVIOR

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OBJECTIVES
• To know about personality, personality
theories & Big Five Personality Model
• To know about values
• to know about work behavior in organization
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PERSONALITY
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WHAT IS PERSONALITY?
• Word "Personality" derived from Latin word "Persona" denotes
masks that used to be worn by theatrical players.

• A dynamic concept describing the growth and development of a

person’s whole psychological system[1].

• For our purposes, you should think of personality as the sum total of
ways in which an individual reacts to and interacts with others. We
most often describe it in terms of the measurable traits a person
exhibits.
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Measuring Personality

• Importance for Managers

⚬ Personality tests aid in hiring
decisions.
⚬ Predicts job suitability effectively
[2].
• Common Methods
• Self-Report Surveys
• Observer-Ratings Surveys
• Optimal approach
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Personality Determinants
• Heredity vs. Environment
Both Factors
• Genetic Factors
Traits are influenced by genetic
makeup.
• Parental Influence
Genetic Contribution
• Personality Stability
Change and Stability
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THE BIG FIVE PERSONALITY MODEL
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CONSCIENTIOUSNESS
⚬ Measure of reliability.
⚬ Highly conscientious: responsible,
02 organized, dependable, persistent.
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AGREEABLENESS ⚬ Low conscientiousness: easily EMOTIONAL STABILITY
distracted, disorganized, unreliable. ⚬ Ability to withstand stress.
⚬ Propensity to defer to others.
⚬ Highly agreeable: ⚬ Positive stability: calm, self-
cooperative, warm, trusting. confident, secure.
⚬ Low agreeableness: cold, ⚬ High negative scores:
disagreeable, antagonistic. nervous, anxious, depressed,
insecure.
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EXTRAVERSION OPENNESS TO
⚬ Comfort level with EXPERIENCE
relationships.
⚬ Extraverts: gregarious, ⚬ Range of interests and
assertive, sociable. fascination with novelty.
⚬ Introverts: reserved, ⚬ Extremely open: creative,
timid, quiet. curious, artistically
sensitive.
⚬ Low openness:
conventional, comfort in
the familiar.
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1 PROACTIVE PERSONALITY

Other Personality 2 CORE SELF-EVALUATION

Traits in
Organizational 3 MACHIAVELLIANISM

Behavior
4 SELF-MONITORING

5 RISK TAKING
 References
1) Costa, P. T., & McCrae, R. R. Revised NEO Personality Inventory
(NEO-PI-R) and NEO Five-Factor Inventory (NEO-FFI) professional
manual. Psychological Assessment Resources.

2) Goldberg, L. R. (1990). An alternative "description of personality":

The Big-Five factor structure. Journal of Personality and Social
Psychology, 59(6), 1216-122
 QUESTIONS?
• What is personality? Why is it so important?

• Discuss the big five personality traits with appropriate figure.

• Write down the role of personality in a society.

• How does personality influence the choice making of brain.

Explain?

• Discuss the role of personality in society.

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VALUES
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WHAT IS VALUES ?

• A specific mode of conduct or end-state of existence is personally or

socially preferable to an opposite or converse mode of conduct or end-
state of existence[4].

Importance of Values
• Values are influential in shaping attitudes and behaviors within
organizations, guiding individuals' perceptions of morality and ethics.

• When personal values clash with organizational policies, it can result in job
dissatisfaction and reduced motivation among employees.

• Recognizing and addressing value congruence is crucial for effectively

managing organizational dynamics and fostering a positive work
environment.
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TYPES OF VALUES

INDIVIDUAL VALUES RELATIONSHIP VALUES ORGANIZATIONAL VALUES SOCIETAL VALUES

⚬ Personal beliefs and ⚬ Principles governing ⚬ Core principles defining ⚬ Norms and ideals upheld
principles guiding interactions and an organization's culture by a community or
individual behavior. connections with and identity. society.
⚬ Shaped by upbringing, others. ⚬ Influence decision- ⚬ Shape laws, institutions,
experiences, and ⚬ Crucial for fostering making, policies, and and collective behaviors.
aspirations. healthy relationships employee behavior. ⚬ Examples: justice,
⚬ Examples: honesty, and communication. ⚬ Examples: innovation, equality, sustainability.
autonomy, personal ⚬ Examples: trust, teamwork, customer
growth. empathy, respect.. focus.
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UNDERSTANDING VALUES: TERMINAL VS. INSTRUMENTAL

TERMINAL INSTRUMENTAL
VALUES VALUES
These represent the desired These denote the preferred
end-goals individuals aim to modes of behavior or means
achieve in their lives, such as to achieve the terminal values,
prosperity, freedom, health, including self-improvement,
and social recognition. autonomy, kindness, and goal-
orientation.
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VALUES IN THE WORKPLACE

Person-Job Fit Person-Organization Fit

Matching employees' personalities with the

John Holland's personality-job fit theory
organization's culture is crucial in dynamic
emphasizes matching job requirements with
environments. The person-organization fit theory
personality types to enhance satisfaction
posits that individuals are attracted to organizations
and reduce turnover. The theory suggests
that align with their values, reducing turnover and
that alignment between personality and
increasing satisfaction. Matching values with
occupation leads to higher satisfaction and
organizational culture predicts job satisfaction and
lower turnover rates[5].
commitment.
 References
1) Rokeach, M. (2015). The Nature of Human Values. Free Press.

2) Goldberg, L. R. (1990). An alternative "description of personality": The Big-

Five factor structure. Journal of Personality and Social Psychology, 59(6),
1216-122
 QUESTIONS?
• What is value?

• Classify values. Give examples for each of them.

• What are the value sources that affect and influence

individual values?

• Why values are so important in society?

• What is terminal value? Write with example.

• What is terminal value? Write with example.

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WORK BEHAVIOR
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WHAT IS WORK BEHAVIOR?

• Refers to observable actions and interactions of

individuals within their work environment[1].

• Includes both task-related activities and

interpersonal behaviors.

• Crucial for organizational productivity, employee

satisfaction, and overall effectiveness.
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The Importance of Work Behavior

• Organizational Performance: Work behavior

directly impacts productivity, efficiency, and
overall performance within an organization[2].

• Employee Engagement: Positive work behavior

fosters employee engagement, leading to higher
levels of motivation, commitment, and job
satisfaction.

• Organizational Culture: Work behavior shapes

the organizational culture, influencing
teamwork, communication, and collaboration
among employees.
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WORK BEHAVIOR VS. HUMAN BEHAVIOR

Work Behavior Human Behavior

• Actions, reactions, and interactions in • Actions, reactions, and interactions

the workplace across all life domains
• Confined to the professional setting • Extends to family, social, personal, and
other contexts
• Task-oriented and professional • Includes emotions, motivations, and
interactions experiences in diverse contexts
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QUESTIONS?
• What is work behavior?

• Classify work behavior with examples.

• Discuss the importance of work behavior.

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References
1) Robbins, S. P., & Judge, T. A. (2018).
Organizational behavior (15th ed.). Pearson

2) McShane, S. L., & Von Glinow, M. A. (2024).

Organizational behavior: Emerging knowledge.
Global reality (8th ed.). McGraw-Hill Education.
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Thank
you