Personality And Emotions.ppt

“

The dynamic organization within an individual of those psychophysical systems that determine his unique adjustments to his environment.” - Gordan Allport

 Measured   

by

Self Report surveys Observer-ratings Projective Techniques

Heredity

Environment

Situation

Myers-Briggs Type Indicator (MBTI) A personality test that taps four characteristics and classifies people into 1 of 16 personality types

Personality Types • Extroverted vs. Introverted (E or I) • Sensing vs. Intuitive (S or N) • Thinking vs. Feeling (T or F)

• Judging vs. Perceiving (P or J)

Score is a combination of all four (e.g., ENTJ)

Extraverted Characteristics 

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Act first, think/reflect later

Introverted Characteristics 

Think/reflect first, then Act

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Regularly require an amount of "private time" to recharge batteries

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Motivated internally, mind is sometimes so active it is "closed" to outside world

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Prefer one-to-one communication and relationships

Feel deprived when cutoff from interaction with the outside world Usually open to and motivated by outside world of people and things Enjoy wide variety and change in people relationships

Sensing Characteristics

Intuitive Characteristics

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Mentally live in the Here and Now

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Mentally live in the Future, attending to future possibilities

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Using common sense and creating practical solutions is automatic-instinctual

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Using imagination and creating/inventing new possibilities is automaticinstinctual

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Memory recall is rich in detail of facts and past events

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Memory recall emphasizes patterns, contexts, and connections

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Best improvise from theoretical understanding

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Comfortable with ambiguous, fuzzy data and with guessing its meaning.

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Best improvise from past experience Like clear and concrete information; dislike guessing when facts are "fuzzy"

Thinking Characteristics

Feeling Characteristics

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Instinctively search for facts and logic in a decision situation.

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Instinctively employ personal feelings and impact on people in decision situations

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Naturally notices tasks and work to be accomplished.

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Naturally sensitive to people needs and reactions.

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Easily able to provide an objective and critical analysis.

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Naturally seek consensus and popular opinions.

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Unsettled by conflict; have almost a toxic reaction to disharmony.

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Accept conflict as a natural, normal part of relationships with people.

Judging Characteristics 

Plan many of the details in advance before moving into action.

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Focus on task-related action; complete meaningful segments before moving on.

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Work best and avoid stress when keep ahead of deadlines.

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Naturally use targets, dates and standard routines to manage life.

Perceiving Characteristics 

Comfortable moving into action without a plan; plan on-the-go.

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Like to multitask, have variety, mix work and play.

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Naturally tolerant of time pressure; work best close to the deadlines.

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Instinctively avoid commitments which interfere with flexibility, freedom and variety

Extroversion Sociable, gregarious, and assertive extraverted, frank,

talkative, fun loving

Agreeableness Good-natured, cooperative, and trusting, submissive, accepting, compliant , mild, gentle, softhearted

Conscientiousness Responsible, dependable, persistent, and organized,

careful, fussy, tidy, hardworking, neat, punctual

Emotional Stability Calm, self-confident, secure under stress (positive) High Neurotics Angry, anxious, worried, guilt ridden, nervous, depressed, and insecure under stress (negative)

Openness to Experience Curious, imaginative, sensitive, artistic, creative, broad

interests, cultured, knowledgeable

Personality Is Measured by:  Self-Report

Surveys  Observer-Rating Surveys  Projective Measures  

Rorschach Inkblot Test Thematic Apperception Test

 Core

Self-Evaluation



Self-Esteem



Locus of Control

 Machiavellian

type

 Narcissism  Self-Monitoring  Risk

Taking

 Type

A vs. Type B Personality

 Proactive

Personality

 The   

degree to which an individual

likes/dislikes himself/herself Considers self capable/incapable Considers self in control/out of control

Self-Esteem Individuals’ degree of liking or disliking themselves

Locus of Control The degree to which people believe they are masters of their own fate •Internals (Internal locus of control) Individuals who believe that they control what happens to them •Externals (External locus of control) Individuals who believe that what happens to them is controlled by outside forces such as luck or chance

Machiavellianism (Mach) Degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means

Conditions Favoring High Machs • Direct interaction with others • Minimal rules and regulations • Emotional distracts for others

“If it Works, Use It”

These people are practical in their approach,  maintain an emotional distance from others, and believes that ends justify the means.  Individuals who score high on Mach are good at manipulating others and try to win by any means.  They do not need to be persuaded to work but instead are able to successfully persuade others.  People having a high Mach perform well in situations that involve face-to-face meetings.  They are especially productive in jobs that require the use of bargaining (persuasion) skills and in jobs that offer substantial rewards for the achievement of goals. 

A Narcissistic Person • Grandeur sense of self-importance •An obvious self-focus in interpersonal exchanges •Hypersensitivity to any insults or imagined insults •Flattery towards people who admire and affirm them

•Pretending to be more important than they really are •Bragging (subtly but persistently) and exaggerating their achievements •Claiming to be an "expert" at many things

•Inability to view the world from the perspective of other people • Requires excessive admiration •Tends to be rated as less effective

Self-Monitoring • A personality trait that measures an individual’s ability to adjust his or her behavior to external, situational factors • They are highly sensitive to external cues • Can behave differently in different situations leading to at times contradictory personal and professional image • Good observers • Receive better performance ratings

• Likely to emerge as leaders • Show less commitment to their organizations

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High Risk-Taking Managers Make quicker decisions  Use less information to make decisions  Operate in smaller and more entrepreneurial organizations 

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Low Risk-Taking Managers Are slower to make decisions  Require more information before making decisions  Exist in larger organizations with stable environments 

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Risk Propensity 

Aligning managers’ risk-taking propensity to job requirements should be beneficial to organizations

Type As 1.

2. 3. 4. 5.

Are always moving, walking, and eating rapidly Feel impatient with the rate at which most events take place Strive to think or do two or more things at once Cannot cope with leisure time Are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire

Type Bs 1. 2. 3. 4.

Never suffer from a sense of time urgency with its accompanying impatience Feel no need to display or discuss either their achievements or accomplishments Play for fun and relaxation, rather than to exhibit their superiority at any cost Can relax without guilt

Type A •

Enjoy achievement of goals, with greater enjoyment in achieving of more difficult goals.

•

Find it difficult to stop, even when they have achieved goals.

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Feel the pressure of time, constantly working flat out.

•

Type B 

Generally live at a lower stress level and are typically

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Work steadily, enjoying achievements but not becoming stressed when they are not achieved.

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When faced with competition, they do not mind losing and either enjoy the game or back down.

Highly competitive

• •

Hate failure and will work hard to avoid it.

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Creative and enjoy exploring ideas and concepts.

•

Generally pretty fit and often welleducated (a result of their anxiety).

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Often reflective, thinking about the outer and inner worlds.

Obstinate, in search of perfection.  - The work is his vital center.  - Gets up early.  - Is always in a hurry or urgency.  - Eats rapidly and does not chew well the food.  - Involves himself in many projects with deadlines.  - Likes eating salty and spicy food.  - Can be negligent in many aspects apart from work  - Comes early to work; is impatient. 

Gets impatient in FACE of obstacles that impede the accomplishment of a goal.  - Is frequently checking his watch.  - They tend to measure the achievements in terms of quantity.  - He commits himself in a lot of activities.  - Seeks to triumph, to excel. Has strong commitment.  - Speaks loudly and rapidly sometimes Confusing words.  - Drives faster than normal. 

Proactive Personality Identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs Creates positive change in the environment, regardless or even in spite of constraints or obstacles

Personality-Job Fit Theory (Holland) Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover

Personality Types • Realistic • Investigative • Social • Conventional • Enterprising

• Artistic

Source: Reprinted by special permission of the publisher, Psychological Assessment Resources, Inc., from Making Vocational Choices, copyright 1973, 1985, 1992 by Psychological Assessment Resources, Inc. All rights reserved.

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Self Awareness—understand your emotions, accurate self-assessment, self-confidence

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Self-management—self-control, trustworthiness, conscientiousness, adaptability, achievement orientation, initiative

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Social Awareness—empathy, organizational awareness, service orientation

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Social Skill—vision, develop others, communication, conflict management, teamwork, collaboration

 “Subset

of Social Intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and actions” – Salovey and Mayer  “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships”

 Self

Awareness

 Self-management  Social

Awareness

 Social

Skill

 Concept

given Hochschild (Emotional Work and Labor)  A situation in which an employee expresses organizationally desired emotions during interpersonal transaction at work  Can create Emotional Dissonance

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When employees have to express one emotion (Displayed) while they are experiencing another emotion (Felt). Emotional Labor : Employees expression of emotion that the organization desires during interpersonal transaction at work. Impact: Resentment, Anger, Frustration, Burnout Dealing with Emotional Dissonance:  

Surface Acting: Hiding ones emotional expressions in response to Display rules Deep Acting: Modifying true Inner feeling based on display rules