PERSONALITY

A set of relatively enduring behaviorally charectericts that describes how a person reacts to the environment. A relatively stable set of characteristics that influences an individual's behavior. A trait is a relatively permanent individual characteristic. For example, outgoing, friendly, confident, or shy. When we describe these people, we use these traits to better understand their personality; to better understand who they are.

 Type and Trait Approaches The Type approach assumes each of us fits into one personality category and that all people within a category are basically alike. The Trait approach categorizes people according to the degree to which they manifest particular characteristics.

Theories of personality
Trait Theory: The personality theory that states that in order to understand individuals, we must break down behavior patterns into a series of observable traits( Gordon Allport). Raymond Cattell identified 16 Traits that formed the basis for differences in individual behavior. Describe traits in bipolar adjectives. Reserved vs. outgoing; Submissive/ dominant.

THE BIG FIVE extraversion agreeableness conscientiousness emotional stability Openness to experience

Personality Traits Core Traits & characteristics Conscientiousness Dependable, hardworking, organized, selfdisciplined, persistent, responsible Other side characteristics

Lazy; disorganized and unreliable.

Emotional stability Calm, secure, happy, unworried Self satisfied

Anxious, Insecure; Self pitying ; depressed .

Agreeableness Cooperative, warm, caring, good-natured, courteous, trusting Extraversion Sociable, outgoing, talkative, assertive, gregarious Openness to experience Curious, intellectual, creative, cultured, artistically sensitive, flexible, imaginative

Ruthless; suspicious & uncooperative ; cold ; disagreeable

Reserved; Sober ; timid; quite

Practical; preference for routine Conforming ; narrow interest.

Predicts behavior at work.

Emotional stability Higher job and life satisfaction, Lower stress level. Extraversion: Higher performance , enhanced leadership, Higher job and life satisfaction. Openness: Training performance , enhanced leadership, More adaptable to change Agreeableness: Higher performance ,Lower level of deviant behavior. Conscientiousness: Higher performance, enhanced leadership

Myers Briggs type indicators(MBTI): Personality test that asks people how they usually feel or act in particular situation. Classified as: Introvert-extrovert (E or I). Sensing or Intuitive (S or N). Thinking or feeling (T or F). Perceiving or Judging (P or J).

 Sensing/intuiting : Perception or how we prefer to gather information. Sensing: Gathering information through the five senses and to what actually exists. They prefer specific answers to questions . They liked jobs that yield tangible results and dislike learning new skills. Intuiting: Gathering information through sixth senses and focusing on what could be rather what actually exists.

 Thinking / feeling : Thinkers tend to analyze decisions , impersonal whereas feelers sympathizes and based their decision on how the outcome will affect the people involved.
Judging /Perceiving: Judging: Planned, organized Perceivers; more flexible , open.

1. warmth; Reserved vs. warm outgoing Reasoning Concrete vs. Abstract Emotional distance changeable vs. Stable Dominance Avoid conflict vs. forceful , asserervitive Liveliness Serious vs. spontaneous Rule conscious nonconforming vs. dutiful Social boldness shy vs. bolds Sensitivity objective vs. sensitive Vigilance trusting vs. suspicious Abstractness practical vs. imaginative Private genuine vs. non disclosing Apprehension unworried vs. apprehensive Openess to change traditional vs. experimenting Self reliance affiliative vs. self reliant Perfectionism flexible vs. organized tension : relaxed vs. high energy tension :

 Core self evaluation's concept of self perspective in which people differ in the degree to which they like or dislike themselves and whether they see themselves as capable and effective . Ineffective & powerless Relates to JS, more ambitious goal oriented Narcissism: Greek : who has grandiose sense of self importance, require excessive admiration, has sense of entitlement and arrogant

 Psychodynamic theory (Sigmund Freud) The personality theory that emphasizes on unconscious determinants of behavior. Id: The source of drives, impulses that operate on pleasure principle. Ego : Reality principle Superego: moral principles.

The Self-concept: Self-esteem and Self-efficacy

Humanistic theory Carl Roger : self concept. Self rfers to the personality of an individual as viewed
by that person himself. According to personality theory," self-concept refers to the efforts made by an individual to understand his own self. Self-concept is closely related to the concepts of self-esteem and selfefficacy. Traditionally, more attention was given to the concept of self-esteem than to the concept of selfefficacy.

Self-esteem refers to the self-perceived competence and self-image of people. Individual general feeling of self worth Self-efficacy refers to a persons perception of his ability to cope with a different situations as they arise. People with high self-efficacy have the capability and the required confidence to rise to the occasion.

 Individuals with high self esteem have positive feelings about themselves, perceive themselves to have strengths as well as weakness, and believe their strengths are more important than their weakness. Individuals with low self esteem view themselves as negative . They are more affected by what other people think of them and they compliment individuals who give them positive feedback and cutting down who give them negative feedback.

 Performed better and more satisfied with their job and seek higher status job. strongly affected by situations. Success tends to raise self-esteem , whereas failure tends to lower it.

Personality characteristics in Organization

Locus of control: An individuals generalized beliefs about internal control(self control) and external control ( control by the situation or by others). Internal locus----High job satisfaction; higher wok motivationassume managerial positions , prefer participative management; hold stronger beliefs that efforts to performance high salaries.

 External locus of control prefer more structured work setting and more reluctant to participate in decision making. Internal locus of control will not do well in closely supervised situation.

 Self- monitoring : The extent to which people base their behavior on cues from people and situations. High self monitors pay attention to what is appropriate in particular situations and to the behavior of other people and they behave accordingly. Behavior varies with situation; unpredictable and less consistent. More likely to be promoted , change employer.(flexibility negative) Low monitor act from internal states rather than paying attention to

 Machiavellianism: the degree to which an individual is pragmatic, maintains emotional distance and believes that ends can justify means. Pragmatic, maintains emotional distance. Manipulate more, win more are persuaded less and persuade others more. They are more effective when interact face to face .

 The theory describes a Type A individual as ambitious, aggressive, highly competitive, impatient, preoccupied with his or her status, time conscious. They are often high-achievers a workaholics" involved in multi-task, push themselves with deadlines, and hate delays . Obsessed with numbers measuring their success in terms of how many or how much of everything they acquire. They operate under high level of stress The theory describes Type B individuals as perfect contrast to those with Type A personalities. People with Type B personalities are generally patient, relaxed, without any guilt easy-going, and at times lacking an sense of time urgency.

 Type A are fast workers because they emphasis quantity over quality. In managerial position , they display competitiveness by working long hours and not making poor decisions to new problems. During interview they are more likely to be judged as having desirable traits such as high drive, competence, aggressiveness and success motivation.

 Proactive personality: Those individuals who participate actively and take initiative to improve their current circumstances or create new ones while others sit by passively reacting to situations. They create positive change in their environment , regardless of any constraints or obstacles . They are more likely to be seen as leaders and change agent in rthe organization. They are more likely to challenge or voice their

 High- Flyers: Ambitious workforce Dimensions:

Sensitive to cultural differences Has Business knowledge Courage to take a stand Brings out the best in people. Acts with integrity Is insightful Is committed to success Takes risks Uses feedback Seek opportunities to learn Is open to criticism. Seeks feedback and flexible.

 Projection Displacement Reaction Formation Rationalization Identification

Regression Denial Intellectualiz ation Sublimation Repression. Suppression