Chapter 2

Cognitive Processes-II

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 Personality and Attitudes

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 Personality

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• The overall profile or combination of
characteristics that capture the
unique nature of a person as that
person reacts and interacts with
others.

• Combines a set of physical and

mental characteristics that reflect
how a person looks, thinks, acts, and
feels.
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 Nature Of Personality
• Personality refers to the set of traits &
behaviors that characterize an
individual.

• Personality has both internal

(thoughts, values & genetic
characteristics that is inferred from
observable behaviors) & external
(observable behaviors) elements.

• Personality of an individual is
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 Importance of Personality in OB
• Law of Behavior: “People are
different”

• To ensure high performing employees

in an organization.

• To manage workforce diversity.

• Summarizing person’s behaviors &

attitudes in relation to a wide range
of events.
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• Personality consists of characteristics
or traits that describe how people are
likely to behave in a given situation.

• Personality is useful in predicting &

understanding the general feelings,
thoughts and behaviors of individuals
at the workplace.

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 Personality
• Personality can be
defined as “the complex
of characteristics that
distinguishes an
individual or a nation or
group;

• Understanding
personalities is a vital
part of being a manager.

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• People are different and that’s a fact and
to better understand how to interact and
engage with them it is important to
understand what type of personality your
dealing with.

• Having an understanding of personality

and learning styles of individuals in your
organization can generate a productive
pleasant place to work.

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 PERSONALITY TRAITS

• Myers-Briggs Type Indicator (MBTI)

• The Big Five Model

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 Myers-Briggs Type Indicator
(MBTI)

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The Myers-Briggs test was developed
by a mother/daughter team in the
40’s based of off the lifelong work of
Carl Jung

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 The test is broken down into four categories.

1. Favorite World: Do you prefer to focus

on the outer world or your own inner
world? This is called Extraversion (E) or
Introversion (I)

2. Information: Do you prefer to focus on

the basic information you take in or do
you prefer to interrupt and add meaning?
This is called Sensing (S) or Intuition (N)

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 3. Decisions: When making decisions, do
you prefer to first look at logic and
consistency or first look at the people
and special circumstances? This is called
Thinking (T) or Feeling (F)

4. Structure: In dealing with the outside

world, do you prefer to get things
decided or do you prefer to stay open to
new information and options? This is
called Judging (J) or Perceiving (P)

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 Extraversion ( E )
• Act First
• Prefers interaction from the outside
world.
• Motivated by the outside forces and
people
• Enjoys a wide verity of relationship
with several individuals

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Introversion ( I )
• Think and reflect before
responding
• Needs time alone to
recharge
• Finds motivation from
within, closes mind off from
outside world
• Prefers one-on-one time in
relationships
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 Sensing ( S )
• Mental state of mind
dwells in the present
• Uses common sense to
create practical solutions
• Vivid memory
• Utilizes past experiences
for improvisation
• Prefers clear concrete
information
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 Intuition ( N )

• Mentally dwells in the future and

future possibilities
• Uses imagination and creativity to
formulate new solutions
• Memory recalls patterns, content, and
connections
• Comfortable with deciphering fuzzy
data
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 Thinking ( T )
• Make decisions based on
facts and logic
• Notices task and work to
be done
• Provides objective and
critical analysis
• Accept conflict as part of
human nature in
relationships
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 Feeling ( F )
• Use personal feeling to
make decisions
• Sensitive to the needs of
others and takes others
into consideration
• Seeks approval from peers
and sides with popular
opinion
• Becomes unsettled around
conflict and disorder
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 Judging ( J )
• Plans details in advance
• Focus task at hand and
completes meaningful
segments before moving on
• Works to avoid stress and
stays ahead of deadlines
• Uses target dates and goals
to manage life

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 Perceiving ( P )
• Moves into action with out a
plan
• Multitask and mixes work with
pleasure
• Tolerant of deadlines, dose best
work under pressure
• Avoids commitments that
interfere with flexibility,
freedom, and variety

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 The Code
• After taking the test a
four letter code is
generated based on
your answers.
• There are 16 possible
combinations of letters
and each combination
defines the individuals
personality.
• Taking your
combination of letters
into consideration
determines
Copyright your
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 Personality Types

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 The Big Five Model
1. Openness to experience
(inventive/curious
vs consistent/cautious)

2. Conscientiousness
(efficient/organized vs
easy-going/careless)

3. Extraversion and introversion

(outgoing/energetic vs. solitary/
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1-25
 4. Agreeableness
(friendly/compassionate
vs challenging/detached)

5. Neuroticism
(sensitive/nervous vs. secure/confident)

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 Johari Window and Transactional
Analysis

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 Johari Window

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 Johari Window

• Named after the first names of its

inventors-
• Joseph Luft and Harry Ingham
• Useful models describing the process of
human interaction.

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• A four paned "window," dividing personal
awareness into four different types
• as represented by its four quadrants: open,
hidden, blind, and unknown.
• The lines dividing the four panes are like
window shades, which can move as an
interaction progresses.

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 • Known to Self Not Known to Self

Known to Others OPEN BLIND

Not Known to Others HIDDEN UNKNOWN

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 Open

1. The "open" quadrant represents

things that both I know about myself,
and that you know about me

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 Blind

2. The "blind" quadrant represents

things that you know about me, but
that I am unaware of

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 Hidden

3. The "hidden" quadrant represents

things that I know about myself, that
you do not know

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 Unknown

4. The "unknown" quadrant represents

things that neither I know about
myself, nor you know about me

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 TRANSACTIONAL
ANALYSIS

37
04/29/2022
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 TRANSACTIONAL ANALYSIS
definition
• T.A. is a method of understanding
communication between people

• T.A. is a system of analysing and understanding

human relationships

• Transactional analysis was first developed by

an American psychiatrist, Eric Berne.

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 STRUCTURAL
ANALYSIS

SCRIPT TRANSACTIONA
ANALYSIS L ANALYSIS-

STROKE
GAME ANALYSIS
ANALYSIS
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 Ego States
• Berne believed that when we interact with
other people, our state of mind affects
what happens
• He believed that there were three states of
mind in all humans, no matter how old
they were, called ego states.
ADULT
PA
PARENT
CHILD

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 People have three ego states: parent, adult,
child

Parent: when a person thinks, feels &

behaves in ways copied from his/her parents

Child: thinking, feeling, behaving as one did

as a child

Adult: thoughts, feelings, or behaviors that

are a direct result of current happenings
Key point: people shift in & out of these
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 The Three Ego States

• Parent- “Do as I do”

• Child- “What shall I do?”
• Adult- “I will be frank with you”

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 STROKES
We communicate with other people by
giving
strokes.
A stroke is the basic unit of
communication.
A stroke can be: a.) positive
b.) negative
Strokes are fundamental units of
social action.

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 TRANSACTIONS

An exchange of strokes between two

people is the basic transaction of
human communication.

Transaction is the fundamental unit of

social intercourse.

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 Transactional Analysis
Transactional analysis - Transactions
between people are seen as having 3
levels:
• Complementary – both people are
operating from the same ego state
• Crossed – the other person reacts
from an unexpected ego state
• Ulterior – two ego states within the
same person but one disguises the
other
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 Types of Transaction
Complementary Transactions

P This is a
P
complementary
transaction
A A because the
employee accepts
C the child ego state
C assigned to him
DIRECTOR EMPLOYEE by the director
“I’m really sorry, I and responds in
“You’re three slept through the child ego state.
hours late, I want alarm, it won’t
an explanation.” happen again, I
promise.”
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 Crossed Transaction
This is a crossed
transaction because
P P although the manager,
parent ego state,
attempted to address
A A the employee as a
child, the employee
C C refuses this ego state
and responds in adult
ego state to the
DIRECTOR EMPLOYEE
manager’s ego state.
“You’re three “Oh, didn’t you get
held up by that .
hours late, I
want an accident on the
explanation.” road as well?”
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 Transactional Analysis
• Four basic life scripts:
• I’m OK, you’re OK – ideal
• I’m OK, you’re not OK – get away
from me
• I’m not OK, you’re OK – I’ll never get
anywhere
• I’m not OK, you’re not OK – get rid of
each other

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 Life Positions
Attitude toward Oneself

I’m OK — I’m OK —
Positive
You’re not OK You’re OK

I’m not OK — I’m not OK —

Negative You’re not OK You’re OK

Negative Positive
Attitude toward Others

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 The Nature & Dimension
of
Attitudes

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 Attitude can be defined as : ‘A
persistent tendency to feel & behave
in a particular way towards some
object’.

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 JOB SATISFACTION

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 WORK
PERFORMANCE

JOB
SATISFACTION

MOTIVATION TO
ASPIRATION
WORK

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 Definitions - Job
Satisfaction
• A pleasurable emotional state
resulting from the appraisal of one’s
job.
• An affective reaction to one’s job
• An attitude towards one’s job

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 JOB SATISFACTION
• Job satisfaction is based on attitudes,
which in turn are shaped by values
and ethics

• Self-concept is one’s attitude about

oneself

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 Work Values

• A worker’s personal convictions about

what outcomes one should expect from
work and how one should behave at
work.
• The most general and long-lasting
feelings and beliefs people have that
contribute to,how they experience work.
• Values can be intrinsic (i.e., related to
the nature of work itself) or extrinsic
(i.e., related to the consequences of
work).
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 INTRINSIC VS. EXTRINSIC WORK VALUES

Intrinsic Values Extrinsic Values

• Interesting work • High pay
• Challenging work • Job security
• Learning new • Job benefits
things • Status in wider
• Making important community
contributions • Social contacts
• Responsibility and • Time with family
autonomy • Time for hobbies
• Being creative
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 Job Satisfaction
• Job satisfaction – a set of attitudes
toward work
• It is what most employees want from
their jobs
• Job satisfaction affects absenteeism and
turnover, which affect performance
• Job satisfaction survey – process of
determining employee attitudes about
the job and work environment

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 Job Satisfaction
• The happier an individual is
with their job  the more
satisfied they are said to
be.
• Job satisfaction is not the
same as motivation,
although it is clearly linked.
• Job design aims to
enhance
 job satisfaction and
performance, methods
(include job rotation, job
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 The Nature of Job
Satisfaction
• Definition: how people feel about their
jobs overall and about different aspects of
them -- the extent to which they like their
jobs
• Why is job satisfaction important?
• Approaches to Job Satisfaction
 Global
 Facet

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 Multi-faceted nature of
Job Satisfaction

G e n e ra l
J o b S a ti s fa c ti o n

W o rk P a y P ro m o ti o n S u p e rv i s i o n C o w o rk e r
S a ti s fa c ti o n S a ti s fa c ti o n S a ti s fa c ti o n S a ti s fa c ti o n S a ti s fa c ti o n
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 Job Satisfaction
• There are a variety of factors that can
influence a person’s level of job
satisfaction
• Some of these factors include:
 the level of pay and benefits,
 the perceived fairness of the promotion
system within a company,
 the quality of the working conditions,
leadership and social relationship,
 the job itself
• (the variety of task involved, the interest
and challenge the job generates, and the
clarify of the job description/requirements)
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 Antecedents of Job
Satisfaction
• Environmental • Personal antecedents
 Personality
antecedents • negative affectivity
 job characteristics • locus of control
 Gender
 role variables  Age
• role ambiguity  Genetics
• role conflict  Cultural and ethnic
– intrarole conflict differences
– extrarole conflict • Person-job fit
 Work-family conflict
 Pay
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 The Facet Model
Focuses primarily on work situation factors by
breaking a job into its component elements, or
job facets, and looking at how satisfied
workers are with each.
A worker’s overall job satisfaction is determined
by summing his or her satisfaction with each
facet of the job.
Sample job facets :
Ability utilization: the extent to which the job
allows one to use one’s abilities.
Activity: being able to keep busy on the job.
Human relations supervision: the
interpersonal skills of one’s boss.
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 JOB SATISFACTION
THEORIES
1. Maslow’s Need Hierarchy theory
(Maslow, 1954)
2. Herzberg’s Two-Factor theory
(Motivation-Hygiene theory) –
(Herzberg, Mausner & Snyderman,
1959)

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 Herzberg’s Two-Factor
theory

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 Motivational needs and
processes

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 Motivational needs

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 Motivational processes

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 Positive Organizational Behavior

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 Emotional Intelligence

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 Emotional intelligence

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