Personality

Frameworks
Rajesh Mokale
Personality Determinants

Nature: Heredity
• Factors determined at conception: physical stature, facial
features, gender, temperament, muscle composition
and reflexes, energy level, and bio-rhythms
• This “Heredity Approach” argues that genes are the source
of personality
Nurture: Environment
• There is some personality change over long time periods
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Personality Determinants

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Personality Determinants

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Personality frameworks
A person’s total personality
• Exploration of the facets of personality

Myers-Briggs Type Indicator (MBTI)

• Little empirical support for its use, widely used

Big Five
• A solid foundation of decades of research

Dark Triad
• Explain certain aspects, but not the total, of an individual’s personality
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Jung’s explanation about personality
The perceiving function
• Swiss psychiatrist Carl • How people prefer to gather information
Jung • Occurs through two competing orientations: sensing (S) and
intuition (N)
• Personality is represented • Perceiving Orientation - open, curious, and flexible - Prefer to
by the individual’s keep their options open and to adapt spontaneously to events
preferences regarding as they unfold
perceiving and judging Sensing
information • Perceiving information directly through the five senses
• Relies on an organized structure to acquire factual and
preferably quantitative details
• focus on the here and now
Intuition
• Insight and subjective experience to see relationships among
variables
• Focus more on future possibilities 6
Perception - Subprocesses

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Jung’s explanation about personality
The judging function
• How people prefer making decisions based on what they have perceived—consists of two
competing processes: thinking (T) and feeling (F)
• Judging types prefer order and structure and want to resolve problems quickly

Thinking
• Rational cause–effect logic and systematic data collection to make decisions

Feeling
• Rely on their emotional responses to the options presented, as well as to how those choices
affect others.

People also differ in people differ in their level of extraversion–introversion

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MBTI
• The MBTI extends Jung’s list of personality traits
• Measures Jung’s broader categories of perceiving and judging, which represent a
person’s attitude toward the external world
• The most widely practiced measure of cognitive style in management
research
• Most popular for career counseling and executive coaching

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 Sample items

Are you usually What course do you like?

A. a "good mixer", or [E] A. fact courses, or [S]
B. rather quiet and reserved? [I] B. courses involving theory? [N]

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 Sample items

Which word in the pair below appeals to you more ?

Sample items
• A. Analyze [T]
• B. Sympathize [F]

When you go somewhere for the day, would you rather

• A. plan what you will do and when, or [J]
• B. just go? [P]

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Myers-Briggs Type Indicator (MBTI)
• Most widely used personality assessment instrument
• How they usually feel or act in situations?
• Extroverted (E) versus Introverted (I)
• Extroverted individuals are outgoing, sociable, and assertive
• Introverts are quiet and shy
• Sensing (S) versus Intuitive (N)
• Sensing types are practical and prefer routine and order, and they focus on details
• Intuitives rely on unconscious processes and look at the big picture
• Thinking (T) versus Feeling (F)
• Thinking types use reason and logic to handle problems
• Feeling types rely on their personal values and emotions
• Judging (J) versus Perceiving (P)
• Judging types want control and prefer order and structure
• Perceiving types are flexible and spontaneous
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Utilizing
• Identifying one trait (e.g., extroversion) from each of the four pairs (e.g.,
extroversion-introversion) and combining them to form a personality type
• Introverted/Intuitive/Thinking/ Judging people (INTJs)
• Visionaries with original minds and great drive
• Skeptical, critical, independent, determined, and often stubborn
• Rather unscientific, subjective way based on Carl Jung’s neo-Freudian
theories - Professor Dan Ariely, Professor Ronald Riggio
• Professor Merve Emere
• Test is written to be so nonjudgmental that no matter what you select, the results are
desirable and appealing
• Very “appealing fantasy” of a coherent understanding of “who you are” and
how to maximize your potential using this knowledge
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Issue with MBTI
Can potentially identify employees who prefer face-to-face versus virtual
teamwork
• Does not seem to predict how well a team develops

A poor predictor of job performance

Generally not recommended for employment selection or promotion
decisions

Does not predict leadership effectiveness

Used by artificial intelligence engineers to adapt the behavior of robots to

user preferences
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MBTI Application
As CEO (now executive chair) of Hawaii’s Central Pacific Bank, John Dean
realized that the executive team needed to work together better to
rebuild the bank and its culture. The executives completed the Myers-
Briggs Type Indicator with debriefing by executive coaches. The executives
shared their results to gain a better understanding of each other’s
personality, particularly how they perceive things and analyze information.
“Knowing this personal information leads to more trust,” says Dean. He has
noticed that disagreements are now resolved more easily. “Knowing more
about someone’s personality can help alleviate some of those problems
that crop up when management teams work together

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 Scan the QR to know
who you are

22-06-2023 Dr. Anurag Singh

22-06-2023 Dr. Anurag Singh
Big Five
Experts identified more
than 17,000 words that
describe an individual’s
personality

Distilled down to five

broad personality
dimensions

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Big Five Personality

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Personality Determinants of Big Five Personality

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Example

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Openness to Experience

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Conscientiousness

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Extroversion

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Agreeableness

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Neuroticism

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 Big Five Traits

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Big Five Traits

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Low Big Five Personality Traits

Low Low Neuroticism Low extroversion

Conscientiousness • Poised, secure, and calm • More inclined to direct
• Careless, disorganized, their interests to ideas
and less thorough than to social events.

Low Less Open to

Agreeableness Change
• Uncooperative and • More resistant to
intolerant of others’ change, less open to
needs as well as more new ideas, and more
suspicious and self- conventional and fixed
focused in their ways

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Big Five and Job Performance

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Big Five and Job Performance

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Big Five Personality

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Issues with Big Five
• Views people with higher scores as better than those with lower scores
on each dimension
• A restrictive view of personality
• Makes more difficult to apply in coaching and development settings
• Do personality, values and skills predict behaviors?
• Theories
• Most theories of personality and values are developed to capture as many
people with as few categories as possible
• Practice
• Response constrains
• There will always be individual differences
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The Dark Triad

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The Dark Triad

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The Dark Triad

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The Dark Triad

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The Fraud Triangle

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Types of Personality

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