PERSONALITY

Presented By
Rishabh Gupta
Madhurkant Gaur
DEFINITION
The dynamic organization within the individual of
those psychophysical systems that determine his
unique adjustment to his environment.
By Gordon Allport


Enduring characteristics that describes an individuals
behaviour.
PERSONALITY DETERMINANTS
PERSONALITY is a result of heredity and of
environment.
Heredity refers to factors determined at conception
completely and substantially influenced by parents.

Physical Stature
Muscle composition and Reflexes
Facial attractiveness
Energy level
Gender

Biological Rhythms
Temperament
RESEARCH ON IDENTICAL TWINS
One set of identical twins separated for 39 years and
raised 45 miles apart.
Drove the same model and colour car.
Chain-smoked the same brand of cigarettes.
Owned dogs with the same name.
Vacationed in the same beach community.
Genetics accounts for:-
1. 50% of the personality similarities.
2. 30% of the similarities in occupational and leisure
interests.


SOME IMPORTANT POINTS
The previous study doesn't suggest that personality
never changes.
Everyone tends to change by about same amount ,
so their rank order remains same.
If a person X is smarter than person Y when both
are 10 years old, then he or she is likely to be so at
age 20 too.
Personality is more changeable in adolescence and
more stable in among adults.
PERSONALITY TRAITS
Traits are distinguishing qualities or characteristics of
a person.

Traits are a readiness to think or act in a similar
fashion in response to a variety of different stimuli or
situations.

Characteristics that describes an individuals
behaviour, including, shy, aggressive, lazy,
submissive, lazy, ambitious etc.
PERSONALITY TRAITS
Early efforts to identify the primary traits that govern
behaviour resulted in long lists that were difficult to
generalize.

Exceptions :-
1. Myers-Briggs Type Indicator.
2. Big Five Model.

THE MYERS-BRIGGS TYPE INDICATOR
Most widely used personality assessment instrument
in the world.
100 questions test that asks people how they feel or
act in particular situation.
Respondents are classified as:-
Extraverted (E) versus Introverted(I)
Sensing (S) versus Intuitive (N)
Thinking (T) versus Feeling (F)
Judging (J) versus Perceiving (P)


THE MYERS-BRIGGS TYPE INDICATOR
Extraverted (E) Introverted(I)
Individuals are outgoing, sociable and
assertive.
They are quiet and shy
Sensing (S) Intuitive (N)
Practical and prefer routine and order.
Focus on details
Rely on unconscious processes and look at
the big picture.
Thinking (T) Feeling(F)
Use logic to handle problems Rely on personal values and emotions.
Judging(J) Perceiving(P)
Want control and want their world to be
ordered and structured
Flexible and spontaneous
THE MYERS-BRIGGS TYPE INDICATOR
A person is identified by four traits, one trait from
each category.
Example:
INTJs (Introverted/Intuitive/Thinking/Judging)
Visionaries with original minds.
Sceptical
Critical
Independent
Determined
Stubborn



THE MYERS-BRIGGS TYPE INDICATOR
PROBLEM WITH MBTI
The MBTI is used by many big organisations and the
evidence is mixed about its validity as measure and most
of the evidence is against it.
It forces a person into one type or another; that is, you
are either introverted or extraverted.
In reality people can be both to some degree.
CONCLUSION
Valuable tool for increasing self-awareness and providing
career guidance.
Results tend to be unrelated to job performance,
managers probably should not use it as a selection test.

THE BIG FIVE PERSONALITY MODEL
Five basic dimensions underlie all others and encompass
most of the significant variation in human personality.




EXTRAVERSION
CAPTURES OUR COMFORT LEVEL WITH RELATIONSHIP
EXTRAVERTS INTROVERTS
Gregarious, assertive and sociable. Reserved, timid and quiet
AGGREEABLES
INDIVIDUALS PROPENSITY TO DEFER TO OTHERS
HIGH LOW
Cooperative, warm and trusting Cold, disagreeable, and antagonistic
CONTINUED




CONSCIENTIOUSNESS
MEASURE OF RELIABILITY
HIGH LOW
Responsible, organized, dependable and
persistent
Easily distracted, disorganised and
unreliable.
EMOTIONAL STABILITY
PERSONS ABLITY WITH WITHSTAND STRESS
POSITIVE NEGATIVE
Calm, self-confident and secure Nervous, anxious, depressed and insecure.
OPENNESS TO EXPERIENCE
ADDRESSES RANGE OF INTERESTS AND FASCINATION WITH NOVELTY
HIGH LOW
Creative, curious and artistically sensitive. Conventional and find comfort in the
familiar.
PERSONALITY ATTRIBUTES AFFECTING
OB
CORE-SELF EVALUATION
Positive Self-Evaluation

See Themselves as
Effective, Capable, and in
control of their
environment.

Job Performance
Perform better as they set
more ambitious goals,
committed to goals, persist
longer to reach these goals.

Negative Self-Evaluation

Tend to dislike
themselves, question their
capabilities, and view
themselves as powerless
over their environment.

Can we be TOO
Positive??
MACHIAVELLIANISM
Kuzi (a young bank manager in Taiwan) says
Iam prepared to do whatever I have to do to get ahead

An Individual high in it is Pragmatic , maintains emotional distance & believes
ends can justify means.

if it works, use it is consistent with a high-Mach perspective.

High Machs manipulate more, win more, are persuaded less & persuade others
more than low Machs.
For Example :-
Jobs requiring bargaining Skills ( labor negotiation) ,
Jobs offering substantial rewards for winning ( Commissioned Sales).

NARCISSISM
A person who has grandiose sense of self-importance , requires excessive
admiration, has a sense of entitlement & is arrogant.
They are more Charismatic , thus more likely to emerge as leaders.

A Study found that while narcissists thought they were better leaders than their
colleagues, their supervisors rated them as worse.

They are Selfish and exploitive and believe that others exist for their benefit.
For Example :-
Narcissistic CEOs of baseball organizations

SELF-MONITORING
An Individuals ability to adjust his /her behaviour to external, situational factors.
High Self Monitors pay closer attention to the behaviour of others and are more
capable of conforming.

They receive better performance ratings , are more likely to emerge as leaders
and show less commitment to their org.

More mobile in their careers, receive more promotions and are more likely to
occupy central positions in an org.
RISK TAKING
An Individuals ability to adjust his /her behaviour to external, situational factors.
79 managers worked on simulated exercise that required them to make hiring
decisions.

High risk taking managers made more rapid decisions and used less information
than did the low risk takers.
RESULT- Decision accuracy was same.
Willingness Big organisation and Entrepreneur. example
- Stock trader and accountant example.
For Example :-
Dhirubhai Ambani

PROACTIVE PERSONALITY
Identify opportunities, show initiative, take action and persevere until meaningful
change occurs , compared to others who passively react to situations.
Create positive charge in their environment, regardless of or even in spite of
constraints or obstacles.

Satisfied with their work and help others with their tasks, because they build
relationships with others .

More likely than others to achieve career success
Voice their displeasure when situations arent to their liking.
More likely to leave the org. & start their own business.
OTHER ORIENTATION
Thanks