6+ +personality+and+attitude

Chapter – 6 Personality & Attitudes

Defining Personality  Combination

of stable physical and mental characteristics that give the individual his identity

 Sum total of ways in which an individual reacts and

interacts with others  Set of characteristics that underlie a relatively stable

pattern of behavior in response to ideas, objects or people.

Determinants of Personality

Heredity

Environment

Personality

Situation

Measuring Personality

Personality Traits The BIG FIVE Model 2. Extraversion 3. Agreeableness 4. Conscientiousness 5. Emotional Stability 6. Openness to Experience •

Conscientiousness Strongest association with Task performance

The Myers Briggs Type Indicator Dimensions of MBTI Extraversion Sensing Thinking Judging

(E) (S) (T) (J)

– – – –

Introversion (I) Intuition (N) Feeling (F) Perceiving (P)

Combined into 16 unique personality types

Circle the number that best represents your behavior for each dimension 1

Am casual about appointments

1 2 3 4 5 6 7

Am never late

1 2 3 4 5 6 7

Am very competitive

2

Am never competitive

3

Never feel rushed even 1 2 3 4 5 6 7 under pressure

Always feel rushed Try to do many things at once, think about what I am going to do next

4

Take things at a time

1 2 3 4 5 6 7

5

Do things slowly

1 2 3 4 5 6 7

Do things fast (eating, walking etc.)

6

Express feelings

1 2 3 4 5 6 7

‘sit on’ feelings

7 Have many interests

1 2 3 4 5 6 7

Have few interests outside work

1 – Strongly Disagree 2 – Disagree 3 – Neither Agree nor Disagree

4 – Agree 5 – Strongly Agree

1.

The best way to handle people is telling them what they want to hear

2.

When u ask someone to do something for u, it is best to give the real reason for wanting it rather than giving reasons that might carry more weight

3.

Anyone who completely trusts anyone else is asking for trouble

4.

It is hard to get ahead without cutting corners and bending the rules

5.

It is safest to assume that all people have a vicious streak and that it will come out when given a chance

6.

It is never right to lie to someone else.

7.

Most people are basically good and kind

8.

Most people work hard only when they are forced to do so.

Personality Attributes 1) Locus of Control 2) Machiavellianism 3) Self Esteem 4) Self Efficacy 5) Self Monitoring 6) Risk Taking 7) Type A – Type B

Personality Theories 1) Traits Theory ‘Common set of traits’ on which individuals can be compared

2) Psychoanalytic Theory Sigmund Freud – powerful unconscious biological drives motivate human behavior

7) Behavioral Theory ‘Focuses on behavior that can be seen and factors that cause it’

Personality Theories 4) Cognitive Theory Persons pattern of thinking affect how he interprets and internalizes life’s event.

5) Physique – Temperament theory Endomorphy (Plump)

– Relaxed, Sociable, Tolerant

Mesomorphy (Muscular) – Assertive, risk taking, adventurous Ectomorphy (Thin) – Apprehensive, Avoid social interaction

Levinson’s theory of Adult Life Stages  Daniel Levinson (1986) developed a comprehensive

theory of adult development  Personality development progresses with age Era’s Pre-adulthood

Phases

Early adulthood

Transition in period

Middle adulthood

Period of Stability

Late adulthood

Transition out period

Levinson’s theory of Adult Life Stages 22 Step into Adult stage 28

STABILITY Period

Age 30 Transition 33 Settle down

40 Mid-life Transition

45 Enter mid -adulthood 50

Age 50 Transition

55 Approaching old age 60 Late adult Transition 65

Hall’s Career Stage Model 1. Exploration Seek identity for himself, unstable, less productive

2. Establishment Settling down, Interactions, Productivity increase

 Maintenance Mentoring, Productivity maximum, stagnation

5. Decline Productivity declines, evaluate his life/career

Immaturity – Maturity Theory  Chris Argyris  ‘Seven personality changes should take place

in individuals if they are to develop as mature individuals.’  ‘Changes reside on a continuum and the

healthy personality develops along continuum from immaturity to maturity.’

the

Personality – Job Fit Theory  John Holland  ‘Extent to which a person’s ability and personality match

requirements of job’  Vocational Preference Inventory Questionnaire

Personality

Work environment + Job Requirement

Turnover Job Satisfaction

Personality – Job Fit Theory  Most people are one of six personality types  People who choose to work in an environment similar to

their personality type are more likely to be successful & satisfied  People of the same personality type working together in

a job create a work environment that fits their type.  People of the same personality tend to "flock together."  Most people, are a combination of types -- like

Realistic-Investigative, or Artistic-Social

Personality – Job Fit Theory Realistic

Investigative

Conventional

Enterprising

Artistic

Social

Socialization Process

The process through which an individual’s personality is influenced by his interaction with others

Organizational Socialization  “Process through which people move from outsiders to

effective, participating members of their organization”  “Process that adapts employee’s to organization’s

culture”  Gradual & continuous process  Schein – Socialization process is learning the prevailing

values, norms & behavioral patterns

Stages in Organizational Socialization Taking on the role Settling in

Reality Breaking in Expectations Getting in

So

liz a i c

n

o ati

1. Anticipatory Socialization – Learning about prospective organization 2. Encounter Stage

– Newcomer learning about duties

3. Metamorphosis Stage

– Full fledged member

Mentoring  Socializing people individually  “The process by which a more experienced

employee (Mentor), advises, counsels & enhances the professional development of a new employee (protégé)

Techniques for Socialization  Orientation programs  Mentors  Role models  Training  Reward system  Assigning to high performance work groups

Beliefs, Values & Attitudes

Beliefs “ Beliefs are assumptions or convictions you hold as true about some thing, concept or person” Beliefs are about how we think things really are, & what therefore expect as likely consequences that will follow from our behavior

Values “ Individuals idea of what is right or desirable” Values are about how we have learnt to think things ought to be or people ought to behave, especially in terms of qualities such as honesty, integrity and openness  Values form gradually within individuals and society.  Deeply held values are frequently formed early in life  Values maybe – Personal, Social, Political, Economic

etc.

Attitudes “ The mental predisposition to act that is expressed by evaluating a particular entity with some degree of favor or disfavor .”  Attitudes are the established ways of responding to people and

situations that we have learned, based on the beliefs, values and assumptions we hold.  Attitudes manifested through behavior  Acquired

from interactions reference groups

with

family,

friends,

society,

Attitudes

av io r Be h

Components of Attitude

e itiv gn Co

Intention to behave in a certain segment

al

Opinion, value, belief segment

Affective

Emotional or feeling segment

(THOUGHTS)

Changing Attitudes

 Through information/ coercion/ involvement/

feedback etc.

Job Related Attitudes  Job Satisfaction  Job Involvement  Organizational Commitment

Job Satisfaction “Collection of feelings and beliefs that people have about their current job.” “Individuals general attitude towards his/her job”

Job Satisfaction Job satisfaction is an  Affective attitude  Dynamic  A part of life satisfaction  An emotional response to a job

Determinants of Job Satisfaction Personality

Work Situation

Job Satisfaction

Social Influence

Values

Impact of Job Satisfaction  JS – Productivity  

“Happy workers are productive workers” – Myth Research – “Productive workers are likely to be happy”

 JS – Turnover  JS – Absenteeism  JS – Morale

Measuring Job Satisfaction 1)

JS Surveys / Attitude Surveys  

3)

Single Global Rating method Summation Score

Use of existing information       

Performance records Turnover Exit interview Absenteeism Medical records Suggestions Grievances

Effects / Outcomes of Job Satisfaction

 Attitudes > Good predictor of behavior  Positive attitude - Constructive behavior  Negative attitude - Destructive behavior

Effects / Outcomes of Job Satisfaction A)

Withdrawal Behavior

1) Psychological withdrawal - wasting time, daydreaming - not putting best effort

2) Physical withdrawal - Turnover - Absenteeism - Lateness

Expressing Dissatisfaction Active EXIT

VOICE

Destructive

Constructive NEGLECT

LOYALTY

Passive

B) Counterproductive Behavior  Workplace Violence  Theft  Drug use/ Alcohol

Constructive Behavior Organizational Citizenship Behavior    

‘above and beyond call of duty’ Helping co-workers, constructive suggestions spreading goodwill

Cognitive Dissonance Theory  Leon Festinger  Dissonance “Existence of non – fitting relations among cognitions” “ Conflict among attitudes”

 Key assumption of the theory “Dissonance is psychologically uncomfortable and an individual will seek to reduce it”

Cognitive Dissonance Theory “ People want to behave in accordance with their attitudes and usually will take corrective action to alleviate dissonance and achieve balance”

Reducing dissonance Depends on - Significance of the element - Their Controllability - Rewards associated