October 6, 2009

October 6, 2009

PERSONALITY BY GROUP SIX PERSONALITY

What is personality? The dynamic organization within the individual, of those psychophysical systems that determine his unique adjustments to his environment.

Measuring Personality Helpful in hiring decisions Most common method: self-reporting surveys Observer-ratings surveys provide an independent assessment of personality – often better predictors

Personality Determinants

 Heredity: refers to those factors that were determined at conception. Physical structure,

facial attractiveness, gender, temperaments, muscle composition and reflexes, energy level and biological rhythms are characteristics that are generally considered to be either completely or substantially influenced by who your parents are; that is, by their biological, physiological and inherent physiological makeup.

 Environment: culture plays a major role in the formation of our personality. The society

in which we are raised, our early conditioning, the norms among our family, friends, socials groups and other influences that we experience. For example, culture establishes the norms, attitudes, and values that are passed along from one generation to the next and create consistencies over time.

October 6, 2009

PERSONALITY BY GROUP SIX

Factors effecting Personality development

Biological contributions • Heredity

Cultural and Family Contribution • Learning

• Genetic

Socialization Process

Situational

• Social Groups

factors • Place of

Content

• Peer

work

• Organizations

Engineering

•

Values system

and

•

Beliefs

Intelligence

•

Traits such as

• Split-brain

independence,

thinking and

aggressiveness

psychology.

etc

• Physical Characteristics and the rate of maturing

 Situation: Influences the effects of heredity and environment on personality. An

individual’s personality, although generally stable and consistent, does change in different situations. The different demands of different situations calls forth different aspects of one’s personality. For example, place of work.

October 6, 2009

PERSONALITY BY GROUP SIX

LOCUS OF CONTROL

The degree to which people believe that they are the masters of their own fate.  Externals: Individuals who believe that what happens to them is controlled by outside forces such as luck or chances. •

Individuals who rate high in externality are less satisfied with their jobs, have higher absenteeism rates, are more alienated from the work settings.

•

Externals perceive themselves as having less control over the organizational outcomes that are important to them.

•

Externals are more compliant and willing to follow directions.

 Internals: Individuals who believe that they control what happens to them. •

Internals exhibit more motivation and willingness to take action in their initial interviews, which has been shown to relate to significantly more second interviews.

•

Initials attribute organizational outcomes to their own actions. If the situation is unattractive, they believe they have no one else to blame but themselves.

•

Internals search more for information before making a decision, are more motivated to achieve, and make a greater attempt to make difference to their environment.

SELF-ESTEEM: Self-esteem refers to feeling of like or dislike of one-self. This trait, naturally, varies from person to person.

October 6, 2009

PERSONALITY BY GROUP SIX

Self-esteem is directly related to desire for success. People with high self-esteem believe that they have abilities to undertake challenging jobs. They tend to choose unconventional jobs than those with lower self-esteem. People with low self-esteem are more susceptible to external influence than are those with high esteems. Low esteems are dependent on the receipt of positive evaluations from others. As a result, they are more likely to seek approval from others and more prone to conform to the beliefs and behaviors of those they respect than are high esteems. In managerial positions, low esteems will tend to be concerned with pleasing others and, therefore, less likely to take unpopular stands than are high esteems. Self-esteem is also related to job satisfaction. High esteems are more satisfied with their jobs than the low esteems.

SELF-MONITOR: Another personality trait that has recently received increased attention is called self-monitoring. It refers to an individual’s ability to adjust his or her behaviors to external factors. Individuals high in self-monitoring can show considerable adaptability in adjusting their behavior to external, situational factors. They are highly sensitive to external cues and can behave differently in different situations. High self-monitors are capable of presenting striking contradictions between their public, personal and their private selves. Low self-monitors cannot deviate their behaviour.They tend to display their true dispositions and attitude in every situation, hence there is high behavioral consistency between who they are and what they do. The high self-monitors tend to pay closer attention to the behavior of other’s and are more capable of conforming than are low selfmonitors. We might also hypothesize that high self-monitors will be more successful in managerial positions where individuals are required to play multiple, and even contradicting roles. The high self-monitor is capable of putting on different “faces” for different audiences.

October 6, 2009

PERSONALITY BY GROUP SIX

Machiavellianism:This term is derived from Niccolo Machiavelli’s writing ,who wrote how to gain and use power i.e. on an individual’s ability to manipulate people .Thus such Mach can easily be game for participating in organizational politics those who are high Machs , believe ‘end justify means .They try to manipulate more and themselves less persuaded .Yet there are situational factors which affect high mach and they are able to flourish face to face rather than indirect situations. Whereas situations involving minimum rules and regulations and emotional involvement with details irrelevant to winning is a cause of distraction for low Machs For instance ,where jobs involve good bargaining skills (could be negotiations with labour) Or where rewards are awarded for good performance and winning (commission sales) Machiavellians can perform better.

The Big Five model: The five factor model of personality – more typically called as “Big Five.” Extroversion: A personality dimension describing someone who is sociable, gregarious and assertive. This dimension captures one’s comfort level with relationships. Introverts tend to be reserved, timid and quiet.

Agreeableness: This dimension refers to an individual’s propensity to defer to others. This personality dimension that describes about someone who is good-natured, cooperative and trusting. People who score low on agreeableness are cold, disagreeable and antagonistic.

October 6, 2009

PERSONALITY BY GROUP SIX

Conscientiousness: A personality dimension that describes someone who is responsible, dependable, persistent and organized. This dimension is a measure of reliability. Those who score low on this dimension are easily distracted, disorganized and reliable.

Emotional Stability: This dimension taps a person’s ability to withstand stress. People with positive emotional stability tend to be calm, self-confident and secure. Those with high negative scores tend to be nervous, anxious, depressed and insecure.

Openness to experience: The final dimension addresses one’s range of interests and fascination with novelty. Extremely open people are creative, curious and artistically sensitive. Those at the other end of the openness category are conventional and find comfort in the familiar.

Types of personality Type A personality: Aggressive involvement in a chronic incessant struggle to achieve more and more in less time and if necessary against the opposing efforts of other things or people. Characteristics: 1. Is restless so he always moves walks and eats rapidly. 2. Is inpatient with the pace of things ,dislikes waiting and is impatient with those who are not impatient. 3. Does several things at once. 4. Cannot cope with lesser time. 5. Usually does not complete one thing before starting another.

October 6, 2009

PERSONALITY BY GROUP SIX

6. Uses nervous gestures such as clenched fists and banking on tables 7. Does not have time to relax and enjoy life Type B personality It is just opposite and is more relaxed ,sociable and has a balanced outlook on life. Characteristics: 1.Never suffer from a sense of time urgency with its accompanying impatience 2. Can relax without guilt. 3. Play for fun and relaxation, rather than to exhibit their superiority at any cost. 4 .Feel no need to display or discuss either their achievements or accomplishments unless such exposure is demanded by the situation.

BY APOORV SUPRAJA SAJIT SREEJITH CHAKRADHAR

October 6, 2009

PERSONALITY BY GROUP SIX