Chapter

FOUR

Personality and Values

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What is Personality?
Personality The sum total of ways in which an individual reacts and interacts with others; measurable traits a person exhibits. Personality Personality Traits Enduring characteristics that describe an individual s behavior. Determinants
Heredity Environment Situation

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The Myers-Briggs Type Indicator

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)

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The Myers-Briggs Type Indicator

 Ekstrovert Introvert
Ekstrovert digambarkan sebagai individu yang ramah, suka bergaul, dan tegas. Introvert digambarkan sebagai individu pendiam dan pemalu

 Sensitif intuitif
Sensitif adalah individu yang praktis, lebih menyukai rutinitas dan urutan, dan berfokus pada detail. Sebaliknya intuitif mengandalkan proses-proses tidak sadar dan melihat gambaran umum

 Pemikir Perasa
Pemikir menggunakan alasan dan logika untuk menangani berbagai masalah individu dengan karakteristik perasa dan mengandalkan nilai-nilai dan emosi pribadi
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The Myers-Briggs Type Indicator

 Menilai Memahami
Individu dengan karakteristik memahami cenderung memiliki karakteristik memahami, menginginkan kendali dan lebih suka dunia mereka teratur dan terstruktur, sedangkan individu dengan karakteristik menilai cenderung lebih fleksibell dan spontan

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Meyers-Briggs, Continued
A Meyers-Briggs score
Can be a valuable too for self-awareness and career guidance

BUT
Should not be used as a selection tool because it has not been related to job performance!!!

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The Big Five Model of Personality Dimensions

Extroversion
Sociable, gregarious, and assertive Agreeableness (Mudah akur atau mudah bersepakat ) Good-natured, cooperative, and trusting.

Conscientiousness (Sifat berhati-hati)

Responsible, dependable, persistent, and organized.

Emotional Stability
Calm, self-confident, secure under stress (positive), versus nervous, depressed, and insecure under stress (negative).

Openness to Experience
Curious, imaginative, artistic, and sensitive
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Measuring Personality

Personality is Measured By
 Self-report surveys  Observer-rating surveys  Projective measures
Rorschach Inkblot Test Thematic Apperception Test

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Major Personality Attributes Influencing OB

 Core Self-evaluation
Self-esteem Locus of Control

 Machiavellianism  Narcissism  Self-monitoring  Risk taking  Type A vs. Type B personality  Proactive Personality
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Machiavellianism
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 Emotions distract for others

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 Machiavellianisme (M-ach), sejauhmana seorang individu bersifat pragmatis, menjaga jarak emosional, dan meyakini bahwa tujuan dapat menghalalkan cara M-ach tinggi memanipulasi lebih banyak, memenangkan lebih banyak, dan membujuk orang lebih banyak  Penghargaan Diri (Self-Esteem), derajat suka atau tidak suka dari individu terhadap diri mereka sendiri Individu dengan SE tinggi yakin bahwa mereka memiliki kemampuan yang lebih daripada yang mereka perlukan agar berhasil dalam pekerjaan. Individu dengan SE tinggi akan mengambil lebih banyak resiko dalam seleksi pekerjaan dan lebih besar kemungkinannya untuk memilih pekerjaan yang tdk konvensional

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Narcissism
A Narcissistic Person Has grandiose sense of self-importance Requires excessive admiration Has a sense of entitlement Is arrogant Tends to be rated as less effective

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Self-Monitoring
Self-Monitoring A personality trait that measures an individual s ability to adjust his or her behavior to external, situational factors. High Self-Monitors Receive better performance ratings Likely to emerge as leaders Show less commitment to their organizations
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 Pemamtauan Diri (Self-monitoring), kemampuan individu untuk menyesuaikan perilakunya pada faktor-faktor situasional luar
Individu dengan SM tinggi mampu menjadikan kontradiksi yang mengejutkan antara sosok publik dengan diri pribadi mereka (mampu menyembunyikan sifat asli mereka untuk menyesuaikan dengan lingkungannya yang sedang dihadapi)

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

 Low Risk-taking Managers

Are slower to make decisions Require more information before making decisions Exist in larger organizations with stable environments

 Risk Propensity
Aligning managers risk-taking propensity to job requirements should be beneficial to organizations.
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Personality Types
Type As 1. are always moving, walking, and eating rapidly; 2. feel impatient with the rate at which most events take place; 3. strive to think or do two or more things at once; 4. cannot cope with leisure time; 5. are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire. Type Bs 1. never suffer from a sense of time urgency with its accompanying impatience; 2. feel no need to display or discuss either their achievements or accomplishments; 3. play for fun and relaxation, rather than to exhibit their superiority at any cost; 4. can relax without guilt.
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Personality Types
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.
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Chapter Check-Up: Personality

Which of the following is not a typical personality trait considered to be organizationally relevant?
Locus of control SelfSelf-monitoring SelfSelf-enhancing Self esteem Machiavellianism Discuss with your neighbor how each of the three traits above would influence a college instructors behavior, and where you think your teacher falls with respect to each of them.
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Chapter Check-Up: Personality

Alison arrives to class and realizes that shes forgotten her homework to turn in. She says Oh man, its just not my lucky day today. Alison has ______________.

Alison has a high external locus of control. Alison believes that things outside of her control determine what happens.

If Alison works on a team with you, and you have a very high internal locus of control, what kinds of discussions do you think the two of you might have? Discuss with a
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friend.

Chapter Check-Up: Personality

Julia is known for being a go-getter. She never leaves a task incomplete, and is involved in a number of activities. Moreover, shes at the top of her class. Shes so busy that sometimes, she forgets to stop and eat lunch. Julia can be easily characterized as someone that has/is a Type ____ Personality.

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Chapter Check-Up: Personality

Julia is also likely to not be very Happy? Fun? Creative? Stressed?

In general, Type As are rarely creative because they generally dont allocate the necessary time for new solution development; they usually rely on past experiences to solve problems in order to be speedy.
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Values
 Definition: Mode of conduct or end state is personally or socially preferable (i.e., what is right & good)
Terminal Values
Desirable End States

Instrumental Values
The ways/means for achieving ones terminal values

 Value System: A hierarchy based on a ranking of an individual s values in terms of their intensity.

Note: Values Vary by Cohort

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Importance of Values
 Provide understanding of the attitudes, motivation, and behaviors of individuals and cultures.  Influence our perception of the world around us.  Represent interpretations of right and wrong.  Imply that some behaviors or outcomes are preferred over others.

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Types of Values - Rokeach Value Survey

Terminal Values Desirable end-states of existence; the goals that a person would like to achieve during his or her lifetime.

Instrumental Values Preferable modes of behavior or means of achieving one s terminal values.
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Values in the Rokeach Survey

Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).

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Values in the Rokeach Survey (contd)

Source: M. Rokeach, The Nature of Human Values (New York: The Free Press, 1973).

E X H I B I T 4-3 (contd) 2007 Prentice Hall Inc. All rights reserved.

Mean Value Rankings of Executives, Union Members, and Activists

Source: Based on W. C. Frederick and J. Weber, The Values of Corporate Managers and Their Critics: An Empirical Description and Normative Implications, in W. C. Frederick and L. E. Preston (eds.) Business Ethics: Research Issues and Empirical Studies (Greenwich, CT: JAI Press, 1990), pp. 12344.

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Values, Loyalty, and Ethical Behavior

Ethical Values and Behaviors of Leaders

Ethical Climate in the Organization

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Values across Cultures: Hofstedes Framework

     Power Distance Individualism vs. Collectivism Masculinity vs. Femininity Uncertainty Avoidance Long-term and Short-term orientation

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Hofstedes Framework for Assessing Cultures ofstedes

Power Distance The extent to which a society accepts that power in institutions and organizations is distributed unequally. Low distance: relatively equal power between those with status/wealth and those without status/wealth High distance: extremely unequal power distribution between those with status/wealth and those without status/wealth
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Hofstedes Framework (contd)

Individualism The degree to which people prefer to act as individuals rather than a member of groups.
Vs.

Collectivism A tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

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Hofstedes Framework (contd)

Masculinity The extent to which the society values work roles of achievement, power, and control, and where assertiveness and materialism are also valued.
Vs.

Femininity The extent to which there is little differentiation between roles for men and women.

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Hofstedes Framework (contd) Uncertainty Avoidance

The extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
High Uncertainty Avoidance: Society does not like ambiguous situations & tries to avoid them.

Low Uncertainty Avoidance: Society does not mind ambiguous situations & embraces them.
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Hofstedes Framework (contd)

Long-term Orientation A national culture attribute that emphasizes the future, thrift, and persistence.
Vs.

Short-term Orientation A national culture attribute that emphasizes the present and the here and now.

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Achieving Person-Job Fit

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

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Hollands Typology of Personality and Congruent Occupations

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Relationships among Occupational Personality Types

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.

E X H I B I T 49

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Organizational Culture Profile (OCP)

 Useful for determining personorganization fit  Survey that forces choices/rankings of ones personal values  Helpful for identifying most important values to look for in an organization (in efforts to create a good fit)

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Chapter Check-Up: Values

In Country J most of the top management team meets employees at the local bar for a beer on Fridays, and there are no reserved parking spaces. Everyone is on a first name basis with each other. Country J, according to Hofstedes Framework, is probably low on what dimension? Collectivism Long Term Orientation Uncertainty Avoidance Power Distance

How would a College or University in Country J differ from your College or University? Identify 3 differences and discuss with a neighbor.
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