Ch 3,5,6 Flashcards
What is personality?
The sum total of ways in which an individual reacts to and interacts with others. *described in terms of measurable traits that a person exhibits
Assessmetn Dimensions
1. MBTI
*Myers-Briggs
MBTI:
- Introversion vs Extroversion (I,E): How do you get energized?
- Sensing vs Intuition (S,N): How you take in information?
- Thinking vs Feeling (T,F): How do you make decisions?
- Judging vs Perceiving (J, P): How do you relate to the outside world? Do you use your judging function (thinking or feeling) or your perceiving function (sensing or intuitoin)
Assessment Dimensions
2. IPIP-NEO (Big Five)
IPIP-NEO (Big Five)
- Extraversion: increased learning, more creative, more flexible and autonomous. Matters b/c training performance, enhanced leadership, more adoptable to change.
- Agreeableness: better liked, more compliant and comforming. Matter b/c higher performance, lower levels of deviant behavior.
- Conscientiousness: less negative thinking and fewer negative emotions, less hyper-vigiliant. it matters b/c higher job and life satisfaction, lower stress levels
- Emotional Stability : better interpersonal skills, greater social dominance, more emotionally expressive. it matter b/c higher performance, enhanced leadership, higher job and life satisfiaction
- Openness to Experience: greater effort and persistence, more drive and discipline, and better organized and planning. it matters b/c higher performance, enhanced leadership, greter longevity
Correlations b/w MBTI and Big Five
E,I = Extraversion (-.74)
S,N = Openness (.72)
T,F - Agreeableness (.44)
J-P - Conscientiousness (-.49)
What are other major personality attributes influcing OB?
- Core self evaluation (self like/dislike)
- Machiavellanism
- Narcissim
- Risk Taking
- Self monitoring (adjusts behavior to meet external, situational factors)
- Proactive personality (identifies opportuniteis, shows initative, takes action and perseveres)
- Other oreintation (thinks, and is concerened about, others’ well-being and feeling
Values
represent basic, enduring convictions taht ‘a specific mode of conduct or end-state of existence is personally or soically prefereable to an opposite or converse mode of conduct or end-state of existence’
work to live or live to work
Value Systems
Represent a prioritizing of individual values by
Content – importance to the individual
Intensity – relative importance with other values
The hierarchy tends to be relatively stable
Values are the foundation for attitudes, motivation, and behavior
Influence perception and cloud objectivity
Rokeach Value Survey (examples)
***Terminal Values (9 of 18) A Comfortable Life--a prosperous life • Equality--brotherhood and equal opportunity for all • An Exciting Life--a stimulating, active life • Family Security--taking care of loved ones • Freedom--independence and free choice • Health--physical and mental well-being • Inner Harmony--freedom from inner conflict • Mature Love--sexual and spiritual intimacy • National Security ***Instrumental Values Ambitious--hardworking and aspiring • Broad-minded--open-minded • Capable--competent; effective • Clean--neat and tidy • Courageous--standing up for your beliefs • Forgiving--willing to pardon others • Helpful--working for the welfare of others • Honest--sincere and truthful • Imaginative--daring and creative
Generational Work Value Differences
Silent Generations: (1927-1945); 1950s or early 1960s; Hard working, conservative, conforming; loyalty to the organization
Boomers: (1946-1964); 1965-1985; Success, achievement, ambition, dislike of authority; loyalty to career
Gen X: (1965-1983); 1985-2000; Work/life balance, team-oriented, dislike of rules; loyalty to relationships
Millennials (Gen Y): (1984-2002); 2000 to present: Confident, financial success, self-reliant but team-oriented; loyalty to both self and relationships
International Values Hofstede
Hofstede’s Framework for Assessing Cultures
Power Distance Individualism Versus Collectivism Masculinity Versus Femininity Uncertainty Avoidance Long-Term Versus Short-Term Orientation
“Fit” Issues
Person-Organization Values Culture Person-Job Vocational Inventories
Person-Organization fit predicts job satisfaction, organizational commitment and turnover.4
Match between interests and job requirements predicts job knowledge, performance, likelihood of turnover
Attitudes
Evaluative statements – either favorable or
unfavorable – concerning objects, people or
events
Attitudes reflect how one feels about
something
Do Attitudes Predict Behavior?
LaPierre (1934)
In this classic study, LaPierre drove through the U.S.
with a Chinese couple. They stopped at over 250
restaurants and hotels and were refused service only
once. Several months later, the owners were surveyed
on whether they would serve Chinese people. The
response was overwhelmingly negative with 92% of
those surveyed saying that they would not. Behavior
gave less evidence of racial bias than their expressed
attitudes.
Three Main Components of Attitudes
Cognition – an opinion or belief
“I just found out I am paid 20% less than my coworkers.”
Affect – the emotional or feeling segment associated with that belief
“I feel angry that I am not being treated fairly.”
Behavior – the intention to behave in a certain way
“I am going to quit this job soon as I can, and I am taking the red stapler with me!”
How have attitudes been measured?
Semantic differential
Good-Bad
Likert
Strongly Agree-Strongly Disagree with positive or negative statement
with respect to attitude object
Guttman Scale Example- Bogardus Social Distance Scale
Are you willing to permit immigrants to live in your country?
Are you willing to permit immigrants to live in your community?
Are you willing to permit immigrants to live in your neighborhood?
Are you willing to permit immigrants to live next door to you?
Would you permit your child to marry an immigrant?
Bogus Pipeline
Technique designed to minimize socially desirable responding on
certain types of attitudes (e.g., racial)
