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Topic 2 Lecture Slides - 3slides

The document provides learning objectives and reading materials for a topic on personality and values. It outlines key concepts including defining personality and how it is determined by both hereditary and environmental factors. It also discusses measuring personality using models such as the Myers-Briggs Type Indicator and Big Five Personality traits. Additionally, it defines values, how they develop individually and culturally, and how values can differ between generations.

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Mohammad Rashman
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© © All Rights Reserved
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Download as PDF, TXT or read online on Scribd
51 views

Topic 2 Lecture Slides - 3slides

The document provides learning objectives and reading materials for a topic on personality and values. It outlines key concepts including defining personality and how it is determined by both hereditary and environmental factors. It also discusses measuring personality using models such as the Myers-Briggs Type Indicator and Big Five Personality traits. Additionally, it defines values, how they develop individually and culturally, and how values can differ between generations.

Uploaded by

Mohammad Rashman
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 12

3/10/2015

Personality
&
Values

Topic 2
1

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
9

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)
10

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

11

Personality determinants
Hereditary

biological, physiological
and psychological characteristics
Environment shaped by life
experiences
Situation displays of personality
dependant upon the situation

12

3/10/2015

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
13

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
14

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!
15

3/10/2015

Extroversion

Agreeableness

The Big-Five
Personality Model
Conscientiousness

Openness to
Experience

Emotional
Stability/Neuroticism

16

3/10/2015

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

21

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
22

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

23

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
24

3/10/2015

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

3/10/2015

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

3/10/2015

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
34

10

3/10/2015

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
35

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
37

11

3/10/2015

So, can personality make


someone happy at work and
committed to the
organization?

38

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

39

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

40

12

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