CHAPTER

THREE

PERSONALITY & VALUES

DEFINITION

A relatively stable set of characteristics that

influences an individual’s behavior

Individual differences in patterns of thinking,

feeling and behaving that makes a person
unique

People are different…

PERSONALITYY
Personality refers to the set of traits and behaviours that characterize
an individual. It refers to the relatively stable pattern of behaviour
and consistent internal state and explains an individual’s behavioural
tendencies.

Personality has both internal (thoughts and values) and

external (observable behaviours) elements.

Measurable traits that a person exhibits such as being shy, aggressive,

submissive, lazy, ambitious, loyal and timid. Or the psychological traits
we use to classify and describe a person in terms of characteristics such
as quiet, passive, loud, aggressive etc.
PERSONALITY DETERMINANTS

BIOLOGICAL

PSYCHOLOGICAL CULTURAL

PERSONALITY

LIFE FAMILY
EXPERIENCES BACKGROUND

SITUATIONAL
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INSTRUMENTS FOR PERSONALITY CLASSIFICATION

People are different. In order to better understand, interact and engage with
people, it is important to understand what type of personality you are dealing
with.

Having an understanding of personality and learning styles of individuals in

your organization can generate a productive and pleasant place to work. There
are at least two types of personality classification instrument which are:

1) The Myer-Briggs Type Indicator

2) The Big Five Model
MYER-BRIGGS TYPE INDICATOR
The Myers-Briggs personality test is a tool that a manager can use to define the personality
of individuals in the organization. The test is broken down into four categories.

SOCIAL The direction in which we focus our attention

and energy
DECISION MAKING The way we make decisions

INFORMATION COLLECTION The way we take in information and the kind of

information we like and trust
CONTROL Our attitude toward the external world and how
we orient ourselves to it
 MYER-BRIGGS TYPE INDICATOR
SOCIAL INFORMATION COLLECTION
EXTROVERT INTROVERT SENSING INTUITION
Focus their energy and Focus their energy and Prefer to take in & absorb Go beyond what is real or
attention outwards. They attention inwards. They information using their concrete and focus on
are more interested in the are interested in the inner five senses: meaning, associations,
world of people and also world of thoughts and Sight ,Sound ,Smell and relationships. Very
things. Active, sociable, reflections. Less active, Touch & Taste imaginative and artistic.
good speakers prefer to be alone and Takes and present things Takes and presents in
interact only with people step-by-step (sequence) snapshots (big picture)
they know.
DECISION MAKING CONTROL
THINKING FEELING JUDGING PERCEIVING
Make their decisions Make their decisions with Want the external world Seek to experience the
based on impersonal, a person-centered, to be organized and world, not organize it.
objective, factual logic. values-based process. orderly. Look at the world Look at the world and
Steps back and decide. Steps in and decide. Very and see decisions that see options that need to
Very well organized, empathetic, loyal and needs to be made be explored
analytical and evaluative appreciative
MYER-BRIGGS TYPE INDICATOR – 16 PERSONALITY TYPES

Which one is you?

https://www.16personalities.com/free-personality-test
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H
E

B
I
G

F EXTRAVERSION Outgoing, sociable, assertive, gregarious

I AGREEABLENESS Cooperative, warm, open

CONSCIENTIOUSNESS Hardworking, organized, dependable
V EMOTIONAL STABILITY Calm, confident, cool
E OPENNESS TO EXPERIENCE Creative, curious, cultured
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TASK
1) Get in pairs
2) Evaluate and identify your partner in terms of his/her personality:

a) Describe 2 strengths
b) Describe 2 weaknesses
c) Describe him / her in one short sentence and why?

10 minutes to prepare
5 minutes to present
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LOCUS (POSITION/LOCATION) OF CONTROL
Refers to the degree by which individuals believe they can control situations and events affecting
them. It is an indicator of self-evaluation and self-confidence.

- “I control what happens to me”

- “I believe what happens to me is controlled by what I do, my
behavior, my actions”
EXTERNAL - Tends to have better control in behavior, active socially and politically
- More satisfied with their jobs because of perceived ability to have
control over situations and events

- “People and circumstances control my fate”

- “What happens to me depends on my luck, fate, chance and/or
INTERNAL other people”
- Focus more on internal factors
- Tends to feel more helpless and ineffective
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SELF MONITORING
Refers to the capability to control behavior based on cues from people and situations

HIGH SELF-MONITORS

- Adjust behavior according to situations and the behavior of others

- Can appear unpredictable and inconsistent
- More likely to be promoted and be more successfully

LOW SELF-MONITORS

- Act from internal emotions rather than from situational cues

- Shows consistency
- Less likely to respond to workgroup norms or supervisory feedbacks
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‘TYPE A’ AND ‘TYPE B’ PERSONALITY
TYPE A TYPE B
Aggressive Calm and laid back
More sense of time urgency Less sense of time urgency
Focus on achievement Stops to review achievements
Continuously create new activities Not bothered by common events
Do things quickly Play for fun and relaxation
Tendency to dominate others More accommodating
Suffers from stress No compromise on health issues
Quantity over quality Focus on quality
Poor decision maker Good decision maker
Predictable behavior Unpredictable behavior
HOLLAND’S THEORY
Having a match between a person and
their environment results in satisfaction,
longevity and contribution
 REALISTIC

CONVENTIONAL INVESTIGATIVE

RIASEC

ENTERPRISING ARTISTIC

SOCIAL
 HOLLAND’S SIX TYPES

Artistic
Realistic
Work with art, music, words to
Work with hands, tools, express self creatively. Likes
equipment and animals. See to entertain, don’t like rules
tangible results and prefer to
work alone

Investigative
Work with science, math, abstract
thinking and ideas. Prefer to work
alone and are problem solvers
HOLLAND’S SIX TYPES

Enterprising
Work face-to-face with people to
sell, lead and manage. High
value on influencing others, take
risks to make money, influence Conventional
people toward goals
Work with data, numbers,
records to keep them
Social orderly. Follows rules

Work face-to-face with people

to help, teach, counsel. High
value on verbal skills
HOLLAND’S THEORY APPLICATION
1) Learn about the interests of individuals
2) Understand why people are satisfied or
dissatisfied with their work ?
3) Assist individuals to choose career
pathways, courses of study and leisure
activities
4) Organize high school curriculum or
college majors and career days
5) Provide the structure for career guidance
services
6) Assist individuals to find careers in which
their interests can be used and matched
VALUES
A permanent belief or ideas held to be important
that influences thought and behavior

Values involve judgement because it represent an individual’s

ideas about what is right, good and desirable

Stable, evaluative beliefs that guide

our preferences
IMPORTANCE OF VALUES
1) Provide understanding of the attitudes, motivation and behaviours of individuals and
cultures
2) Influence our perception of the world around us
3) Represent interpretations of “right” and “wrong”, implying that some behaviours are
preferred over others

TYPES OF VALUES
1) ROKEACH VALUE SURVEY
- Terminal values
- Instrumental values

2) INTRINSIC AND EXTRINSIC WORK VALUES

 1) ROKEACH VALUE SURVEY

TERMINAL VALUES INSTRUMENTAL VALUES

Desirable end-states of existence, the end goals to Preferable modes of behavior or means of
achieve during his/her lifetime achieving one’s terminal values

 A comfortable life (a prosperous life)  Ambitious (hard working, aspiring)

 An exciting life (stimulating, active life)  Broad-minded (open-minded)
 A sense of accomplishment (lasting contribution)  Capable (competent, efficient)
 A world of peace (free of war and conflict)  Cheerful (lighthearted, joyful)
 A world of beauty (beauty of nature and the arts)  Clean (neat, tidy)
 Equality (brotherhood, equal opportunity for all)  Courageous (standing up for your beliefs)
 Family security (taking care of loved ones)  Forgiving (willing to pardon others)
 Freedom (independence, free choice)  Helpful (working for the welfare of others)
 Happiness (contentedness)  Honest (sincere, truthful)
2) INTRINSIC VS EXTRINSIC VALUES

INTRINSIC VALUES EXTRINSIC VALUES

Values related to the work Values related to the outcome
itself (resulting) from the work

❑ Interesting work ❑ High pay

❑ Challenging work ❑ Job security
❑ Learning new things ❑ Job benefits
❑ Making contributions ❑ Status
❑ Responsibility ❑ Social contacts
❑ Autonomy ❑ Personal leisure time
❑ Creativity
IMPORTANCE OF VALUES AT THE WORKPLACE

1) Plays an important role in the fulfilment of an individual’s

work performance
2) Influences individual and group responses and attitude within
the organization
3) Influences self-behavior and how the person evaluate others
4) Create norms and routine behavior within organizations