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02.55 PM. The Test Would Be Conducted For 30

The document discusses various aspects of personality including personality determinants like heredity and environment, Holland's personality-job fit typology, and personality traits measured by tests like Myers-Briggs and Big Five. It also covers topics like self-concept, emotions, emotional intelligence, and applications of emotions in organizational behavior contexts like selection and leadership.

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Aditya Kumar
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32 views

02.55 PM. The Test Would Be Conducted For 30

The document discusses various aspects of personality including personality determinants like heredity and environment, Holland's personality-job fit typology, and personality traits measured by tests like Myers-Briggs and Big Five. It also covers topics like self-concept, emotions, emotional intelligence, and applications of emotions in organizational behavior contexts like selection and leadership.

Uploaded by

Aditya Kumar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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NCP 1

NCP 1 would be online MCQs for OB- Sec A


on Friday, July 13, 2018 in IT Lab from 02.25 PM to
02.55 PM. The test would be conducted for 30
minutes, the number of questions would be 40 and
information on negative marking, if any, would be
shared soon. Syllabus covered would be till
Perception chapter.
Personality
Big-5
1. Agreeableness
2. Conscientiousness
3. Neuroticism
4. Extraversion
5. Openness
Big-5 (contd.)
1. Sympathetic, warm
2. Dependable, self-disciplined
3. Anxious, easily upset
4. Extraverted, enthusiastic
5. Open to new experiences, complex
Scoring
Emotions
• Emotions are intense feelings that are directed at someone or something. They are:
 Caused by specific events
 Very brief in duration( Seconds or minutes)
 Specific and numerous in nature (anger, fear, sadness, happiness, disgust and surprise)
 Usually accompanied by distinct facial expressions
 Action oriented in nature

• Sources of emotions are personality, time, weather, stress, social activities, sleep,
exercise, age and gender

• Basic emotions are anger, contempt, enthusiasm, envy, fear, frustration,


disappointment, embarrassment, disgust, happiness, hate, hope, jealousy, joy, love,
pride, surprise and sadness

• The functions of emotions may be:


 Emotions may make us irrational
 Emotions may make us ethical
Emotional Labor
It is a situation in which an employee expresses organizationally desired
emotions during interpersonal transactions. The features are:

• Felt emotions: They are an individual’s actual emotions

• Displayed emotions: They are organizationally required and considered


appropriate in a given job

• Emotional dissonance: It is a state of inconsistencies between the emotions


people feel and the emotions they project

• Surface acting: It is hiding one’s inner feelings and forgoing emotional


expressions in response to display rules

• Deep acting: It is a process of trying to modify one’s true inner feelings based
on display rules
Emotional Intelligence
• It is a person’s ability to:
 Be self aware to recognize own emotions when they are experienced
 Detect emotions in others
 Manage emotional cues and information

• It is favored for:
 Its intuitive appeal
 Criteria prediction
 Being biologically based

• It is criticized for:
 Being vague
 Difficult to measure
 Its validity
OB Applications of Emotions
• Selection of employees

• Decision-making

• Creativity

• Motivation

• Leadership

• Negotiation

• Customer service

• Job Attitudes

• Deviant Workplace behavior

• Safety and Injury at Work


Definition of Personality

• Personality can be defined as the sum total of ways in which


an individual interacts with people and reacts to situations

• Personality can also be defined as the traits exhibited by a


person during these interactions
Big Five Personality Traits
• Extraversion: Extent to which a person is comfortable with other
people

• Agreeableness: Extent to which a person subjugates (brings under


control) his interests for the sake of the group

• Conscientiousness: Extent to which a person is responsible and


achievement oriented

• Emotional stability: Individual’s ability to withstand stress

• Openness to experience: Refers to an individual’s range of interests


and indicates how innovative or how rigid he/she is in beliefs
• https://
docs.google.com/spreadsheets/d/1AdWGrszE
owVpvBUCQ9GGhvG5iX9wScamTxZZsMO5ijo/
edit#gid=0
Myers-Briggs Type Indicator

• The MBTI was constructed by Katharine Cook Briggs and her


daughter Isabel Briggs Myers.
• It is based on the conceptual theory proposed by Carl
Jung, who had speculated that humans experience the world
using four principal psychological functions – sensation,
intuition, feeling, and thinking – and that one of these four
functions is dominant for a person most of the time
• It is a personality test that taps four characteristics and
classifies people into 1 of 16 personality types.
Activity

• Divide the class into two sections


Myers-Briggs Type Indicator

Extraverted Introverted
• Outgoing • Quiet
• Sociable • Shy
• Assertive
• What do you like least (or find annoying)
about the other trait?
• What do you like most (or admire) about the
other trait?
• What possible sources or conflict could occur
in a work setting when dealing with people
who have the other trait?
Myers-Briggs Type Indicator

Sensing Intuitive
• Practical and • Unconscious
• prefer routine and processes and “big
order picture”
• What do you like least (or find annoying)
about the other trait?
• What do you like most (or admire) about the
other trait?
• What possible sources or conflict could occur
in a work setting when dealing with people
who have the other trait?
Myers-Briggs Type Indicator

Thinking Feeling
• Use reason and logic • Rely on personal
to handle problems values and emotions
• What do you like least (or find annoying)
about the other trait?
• What do you like most (or admire) about the
other trait?
• What possible sources or conflict could occur
in a work setting when dealing with people
who have the other trait?
Myers-Briggs Type Indicator

Judging Perceiving
• Want control and • Flexible and
prefer their world to be spontaneous
ordered and structured
• What do you like least (or find annoying)
about the other trait?
• What do you like most (or admire) about the
other trait?
• What possible sources or conflict could occur
in a work setting when dealing with people
who have the other trait?
Myers-Briggs Type Indicator

• Extraverted versus Introverted


Extraverted: Outgoing, sociable and assertive
Introverted: Quite and shy

• Sensing versus Intuitive


Sensing: Practical and prefer routine and order
Intuitive: Unconscious processes and “big picture”

• Thinking versus Feeling


Thinking: Use reason and logic to handle problems
Feeling: Rely on personal values and emotions

• Judging versus Perceiving


Judging: Want control and prefer their world to be ordered and structured
Perceiving: Flexible and spontaneous
The Self Concept
• Self: It refers to the personality of an individual

• Self Concept: It refers to the efforts made by an individual to


understand his/her own self

• Self efficacy: It refers to a person’s perception of his ability to


cope with different situations as they arise. It is measured by:
 Level: It refers to the number of tasks a person can effectively perform

 Strength: It refers to how firmly a person believes he/she is capable of


performing a task

 Generality: It refers to the extent to which the self-efficacy expectations


of an individual can be generalized instead of varying from situation to
situation
Personality Determinants

• Heredity: An individual’s personality is determined by the type of genes


(biological, physiological and psychological characteristics) he/she inherits
from his/her parents

• Environment: The environment (Culture, Norms, Situations and


Experiences) that an individual is exposed to shapes a personality

• Situation: The situation in which an individual is influence his/her


personality

• Locus of Control: It refers to the degree to which people believe that they
can control their fate or any situation

• Machiavellianism: It is the degree to which an individual is practical in


approach, maintains an emotional distance from others and believes that ends
justify means

• Self esteem: It is the degree of liking an individual has for himself/herself


Personality Determinants (Continued)
• Self monitoring: It is the ability to adapt the behavior to the demands of the situation

• Risk taking: It is the extent to which an individual is prepared to take risk

• Type A Personality: Individuals who strive continuously to achieve more things in less
time, even in the face of opposition are Type A personalities

• Type B Personality: Individuals who are not obsessed with the desire to achieve too
many things within a short span of time are Type B personalities

• Narcissism: It is the tendency to be arrogant, have a grandiose(imposing) sense of self-


importance, require excessive admiration and have a sense of entitlement(having a right
to something)

• Proactive Personality: People who identify opportunities, show initiative, take action
and persevere until meaningful change occurs are proactive personalities

• Core Self evaluation: Bottom-line conclusions individuals have about their capabilities,
competence and worth as a person
Personality-Job Fit: Holland’s Typology

Holland states that the job satisfaction of an individual and


his/her tendency to quit a job are determined by the extent to
which his/her personality matches with the work environment
and requirements of the job. He described six personality types

• Realistic- Skill, strength and coordination


• Investigative- Thinking, organizing and understanding
• Social- Helping and developing others
• Conventional- Rule regulated, orderly and unambiguous
• Enterprising- Verbal activities and power attainment
• Artistic- Ambiguous and unsystematic activities and creative
expression
Personality-Organization Fit
• People are attracted to and selected by organizations that match their values

• They leave organizations that are not compatible with their personalities

• An organization might face a dynamic and changing environment

• It would require employees to readily change tasks and move easily


between teams

• It’s important that employees’ personalities fit with the overall


organization’s culture

• At the time of hiring, new employees who fit better with organization’s
culture, should be identified

• A Personality- Organization Fit should result in higher employee


satisfaction and reduced turnover
• https://www.youtube.com/watch?v=1-
oIL9cLHDc
Personality Determinants
• Heredity
• Environment
• Situation
Other Personality Attributes that Affect OB

• Locus of control
• Machiavellianism
• Self-esteem
• Self-monitoring
• Risk taking
• Type A personality
• Core self evaluation
• Narcissism

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