Chapter 5 Personality And Values Flashcards
Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses.
MBTI: A personality test that taps four characteristics and classifies people into one of 16 personality types.
Extraverted (E) versus Introverted (I). Extraverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy.
• Sensing (S) versus Intuitive (N). Sensing types are practical and prefer routine and order. They focus on details. Intuitives rely on unconscious processes and look at the “big picture.”
• Thinking (T) versus Feeling (F). Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions.
• Judging (J) versus Perceiving (P). Judging types want control and prefer their world to be ordered and structured. Perceiving types are flexible and spontaneous.
欠点は間がない。
長点MBTI can be a valuable tool for increasing self-awareness and providing career guidance.
3 Identify the key traits in the Big Five personality model.
- Extraversion. The extraversion dimension captures our comfort level with relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet.
- Agreeableness. The agreeableness dimension refers to an individual’s propensity to defer to others. Highly agreeable people are cooperative, warm, and trusting. People who score low on agreeableness are cold, disagreeable, and antagonistic.
- Conscientiousness. The conscientiousness dimension is a measure of reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable.
- Emotional stability. The emotional stability dimension—often labeled by its converse, neuroticism—taps a person’s ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed, and insecure.
- Openness to experience. The openness to experience dimension addresses range of interests and fascination with novelty. Extremely open people are creative, curious, and artistically sensitive. Those at the other end of the category are conventional and find comfort in the familiar.
4 Demonstrate how the Big Five traits predict behavior at work.
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5 Identify other personality traits relevant to OB.
Machiavellianism手段を選ばない人, narcissism, self-monitoring(適応力), propensity for risk taking, proactive personality, and other-orientation.
proactive personalityチャンスを逃さない、すぐに行動に出る、満足する結果が出るまで辛抱強くやり抜く、
Other-orientation: 他人を思いやる人？よくわからんw
Define personality, describe how it is measured, and explain the factors that determine an individual’s personality.
Definition: sum total of ways in which an individual reacts to and interact with others.
Definition: Enduring characteristics that describe an individual’s behavior.
Measuring personality could be done by Observer-ratings survey and self-report survey.
Factors:
Heredity, Personality traits
6 Define values, demonstrate the importance of values, and contrast terminal and instrumental values.
Basic convictions（信念、自信） that a specific mode of conduct（行い、行為） or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.
Values lay the foundation for our understanding of people’s attitudes and motivation and influence our perceptions. We enter an organization with preconceived notions of what “ought” and “ought not” to be. These notions are not value-free; on the contrary, they contain our interpretations of right and wrong and our preference for certain behaviors or outcomes over others. As a result, values cloud objectivity and rationality; they influence attitudes and behavior.
terminal values: Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime.生涯の間で成し遂げたい目標
instrumental values: Preferable modes(手段) of behavior or means of achieving one’s terminal valuesお金持ちになる事、世界平和、健康維持とか
terminal valuesは自分のゴール。
instrumental valueはterminal valueにたどり着くまでに必要とする物
terminal values are where you want to be, what you want to achieve. Instrumental values are behaviors that will get you there”
Compare generational differences in values and identify the dominant values in today’s workforce.
generational value: 世代によって価値観が異なる事
Boomers 1965-1985
DWV(Dominant Work Value): 成功、達成感、野心、権力に対する嫌悪感、仕事に誠実さ
Xers 1985-2000
DWV: 仕事/私生活のバランス、チームワーク、ルールに対する嫌悪感、人間関係に誠実
Nexters 2000 to present
DWV: 自信、金銭的な成功、自立成人＋チームワーク、仕事と人間関係両方に誠実
Personality-job fit theory
A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.
Realistic技術/力が必要とされる仕事を望む人
Investigative思考/管理/理解を求める仕事を望む人
Social:他人を助けたり発達させる仕事を望む人
Conventional（型にはまった/ありきたりの/昔気質の）:rule-regulated,unambiguous activities
Enterprising（冒険心にあふれた）:verbal activitiesで他人を影響する事もあり、力を得る事のある仕事
Artistic:芸術性が求められる仕事
8 Identify Hofstede’s five value dimensions of national culture.
• Power distance. Power distance describes the degree to which people in a country accept that power in institutions and organizations is distributed unequally. A high rating on power distance means that large inequalities of power and wealth exist and are tolerated in the culture, as in a class or caste system that discourages upward mobility. A low power distance rating characterizes societies that stress equality and opportunity.
• Individualism versus collectivism. Individualism is the degree to which people prefer to act as individuals rather than as members of groups and believe in individual rights above all else. Collectivism emphasizes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
• Masculinity versus femininity. Hofstede’s construct of masculinity is the degree to which the culture favors traditional masculine roles such as achievement, power, and control, as opposed to viewing men and women as equals. A high masculinity rating indicates the culture has separate roles
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for men and women, with men dominating the society. A high femininity rating means the culture sees little differentiation between male and female roles and treats women as the equals of men in all respects.
• Uncertainty avoidance. The degree to which people in a country prefer structured over unstructured situations defines their uncertainty avoidance. In cultures that score high on uncertainty avoidance, people have an increased level of anxiety about uncertainty and ambiguity and use laws and controls to reduce uncertainty. People in cultures low on uncertainty avoidance are more accepting of ambiguity, are less rule oriented, take more risks, and more readily accept change.
• Long-term versus short-term orientation. This newest addition to Hofstede’s typology measures a society’s devotion to traditional values. People in a culture with long-term orientation look to the future and value thrift, persistence, and tradition. In a short-term orientation, people value the here and now; they accept change more readily and don’t see commitments as impediments to change.
7) Which of the following is true of values?
a) They are void of a judgmental element.
b) They are invariably fluid and flexible in nature.
c) They have content and intensity attributes.
d) They never change irrespective of external factors.
e) They are always established in a person’s later years.
C
8) Which of the following is an instrumental value?
a) economic success
b) social recognition
c) personal discipline
d) world peace
e) meaning in life
C
