The Individual

UNIT II, Lesson 4

Personality and Values

BA 24
Organizational Behavior
After studying this module, you should be
able to

Evaluate the
Apply Illustrate how
Discuss how Relate applicability
concepts of Identify perception
organizations attitudes, of early
emotions and relevant works and
manage behavior and theories of
moods to personality desirable
diversity job motivation in
specific OB traits values in the
effectively performance today’s
issues workplace
organizations
 This Module will cover the
following Lessons:

Lesson 1. Diversity in Organizations

Lesson 2. Attitudes and Job Satisfaction
Lesson 3. Emotions and Moods
Lesson 4. Personality and Values
Lesson 5. Perceptions
Lesson 6. Motivations and Rewards Systems
Personality

A stable set of characteristics

(often referred to as TRAITS)
representing internal properties
of an individual reflected in
behavioral tendencies in various
situations (Hitt, et. Al, 2011)
Sum total of ways in which an
individual reacts to and interacts
with others (Robbins & Judge,
2010)
Measuring Personality

To forecast who is best for a

job
Tools
Personality test scores
Self report surveys ( I
worry a lot about the
future)
Observer ratings survey
 Phy
Traits
sique

Abili Gen Motiva

ties der tions

Phy/Cul
Atti tural
People are different. tudes Aspects

- But share the same

Perce
humanness; ptions

- May have same

gender and PERSONALITY
personality
dimensions. shapes our sense
of self.
Determinants of Personality

• Physiological Determinants (Stature,

health, sex)
Personality
1 • Cultural Determinants (capitalist vs.
socialistic orientation)

• Family and Group Orientation

Heredity (democratic vs. authoritarian home)
• Role Determinants (sex,
2 socioeconomic determinants)

Environment • Situational Determinants (events in

life)
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Myers-Briggs Type Indicator

Most widely use personality assessment

instrument in the world
Measures what they usually feel or act in
particular situations
Classifies individuals as
Extraverted or Introverted (E or I)
Sensing or Intuitive (S or N)
Thinking or Feeling (T or F)
Judgingor Perceiving (J or P)
 EXTROVERTED (E) INTROVERTED(I)
Outgoing, sociable and Quiet, shy
assertive
SENSING (S) INTUITIVE (N)
Practical and prefer Rely on unconscious
routine and order processes and look at the
‘big picture’
THINKING (T) FEELING (F)
Use reason and logic to Rely on their personal
handle problems values and emotions
JUDGING (J) PERCEIVING (P)
Want control and prefer Flexible and spontaneous
their world to be ordered
and structured
Big Five Personality Traits
EXTROVERSION CONSCIENTIOUSNESS
Degree to which an
Degree to which an
individual is outgoing and
individual focuses on goals
derives energy from being
and works toward them in
around people a disciplined way

OPENNESS TO PERSONALITY
EXPERIENCE AGREEABLENESS
Degree to which an individual Degree to which an
seeks new experiences and individual is easygoing and
thinks creatively about the tolerant
future
EMOTIONAL STABILITY
Degree to which an
individual easily copes with
stressful situations or
heavy demands
Other Personality Traits
Type Positive/High Negative/Low
Core Self Likes and sees himself as Dislikes himself, questions his
Evaluation effective, capable and in capability and views himself as
control of his environment powerless over his
environment
Machiavellia Pragmatic, maintains Likes his job less, is more
nism emotional distance and stressed by his work and
believes ends can justify engages in more deviant work
means (“If it works, use it.”) behaviors
Narcissism Has a grandiose sense of self- Is selfless, humble and puts
importance, requires excessive others before him.
admiration and is arrogant;
Tends to talk down to those
who threaten him treating
them as inferior. He is
exploitative and believe others
exist for his benefit.
Other Personality Traits
Type Positive/High Negative/Low
Self Monitoring Shows considerable Tends to display their true
adaptability in adjusting his dispositions and attitudes in
behavior to external every situation (“I am true to
situational factors myself, I don’t remake myself
to please others”)
Risk Taking Willing to take chances; makes Fearful of taking chances
more rapid decisions and use
less information
Type A/B Type A. Aggressively involved Type B. Don’t suffer from a
Personality in a chronic, incessant struggle sense of time urgency with its
to achieve more and more in accompanying impatience, can
less and less time relax without guilt
Proactive Identifies opportunities, shows Passively reacts to situations
Personality initiative, takes action and
perseveres until meaningful
change occurs
Values

A specific mode of
conduct or end state of
existence that is
personally or socially
preferable;
Provide standards for
choosing one’s own
behavior and for
evaluating the behavior
of others;
Contain a judgmental element in
that they carry an individual’s ideas
as to what is right, good or
desirable.
A judgment that certain goods are
‘good’ or ‘bad’, ‘important’ or
‘unimportant’
A significant
portion of the
values we hold is
established in our
early years
Taught absolute
‘black or white’
learning of values
that ensures
stability and
endurance
Importance of
Values

Lay the foundation of

understanding people’s attitudes
and motivation and influence
man’s perceptions
We enter an organization with
preconceived notions of what
‘ought” and “ what ought not”
to be
Own interpretations of right
and wrong and preferences for
certain behaviors or outcomes
Classification of Values (Rokeach Value
Survey)
TERMINAL VALUES INSTRUMENTAL VALUES
Desirable end states of existence Preferable modes of behavior or means
Goals a person would like to achieve of achieving one’s terminal values
during his lifetime
A comfortable/prosperous life Ambitious
An exciting life Broad-minded
Sense of accomplishment Capable/competent/efficient
World peace Cheerful
A world of beauty Courageous/Standing up for one’s beliefs
Equality Imaginative
Family security Independent
Freedom Intellectual, Loving
Happiness Obedient
Inner harmony Polite
Pleasure Responsible
Salvation Self controlled
Dominant Work Values in Today’s
Workforce
 Generational Values (as of 2020)
Cohort Born Approx. Dominant Work Values
Current Age
Veterans Earlier that 75+ Hard working, conservative, conforming;
1945 loyalty
to the organization
Boomers 1945-1964 56-75 Success, achievement, ambition, dislike of
authority; loyalty to career

GenXers 1965-1980 40- 55 Work/life balance, team-oriented, dislike of

rules; loyalty to relationships
Nexters/ 1981-96 24-39 Confident, financial success, self-reliant but
Millenial team-oriented; loyalty to both self and
s relationships
Gen Z 1997- 2012 8 - 23 Desire to work individually, mobile first
habits,
 The Veterans
• Born before 1946
• Experienced the Great Depression and World War
II
• Valued financial security, teamwork, sacrifice,
delayed gratification, and the government which
got them through these ordeals
• Their values more closely resembled biblical
values; extended families were close, and
marriages lasted a lifetime
The Veterans: values

Hard work Honor

Organization Respect for authority
Hierarchy Consistency,
Tradition uniformity
Logic Discipline
Family
 The Baby Boomers

Born from 1945-1964

Arrived to postwar affluence and the indulgence of parents
who wanted them to have a better life than theirs
More aware of political and social issues and became more
and more disillusioned with government, big business,
traditional religion, and parents
Other issues affecting their values were the increasing
divorce rate, working mothers, and the sexual revolution
Values included self-fulfillment, individualism, and material
wealth
The Baby Boomers: values

Fairness Personal Approach

Optimism Youth
Team orientation Work Ethic
Personal Growth Involvement
Personal Gratification Consensual Leadership
Service Recognition of
Family Achievement
The Generation X
Born form 1965-1976
Grew up in a difficult time financially and socially
The struggling economy, increase in single-parent
households, created many "latch-key kids"
While parents were striving for self-fulfillment and
monetary success, their children were feeling
abandoned
Became skeptical of big organizations, through
things like Watergate and environmental pollution
AIDS, threatened shortages of natural resources,
and a lack of good jobs influenced their worldview
Gen X’ers: values
Diversity Fun
Self-reliance Informality
Questioning Pragmatism
Authority
Family
Thinking
Globally Entrepreneurial
Balance Spirit
Techno-literacy
The Net Generation
Born from 1977 to 2000
Growing up with the internet, incredible
skills in accessing & applying information,
giving them a sense of competence and
optimism about their future
Growing up with more positiverelationships
with their parents
Just starting to enter
the workforce
 Nexters’ Generation
Nexters (AKA Net Generation, Millennials,
Generation Y, Nintendo Generation)
Linking an Individual’s Personality and Values to
the Workplace

The extent that employee’s personality

must fit with the organizational culture.
People are attracted to organizations that
match their values.
Person – Those who match are most likely to be
Organization Fit selected.

Mismatches will result in turnover.

Can use the Big Five personality types to

match to the organizational culture.
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