Lecture 8 -Individual factors intelligence personality values Flashcards
Why Useful for organisations to understand an employees’ individual differences
1) Recruitment (P-E fit, ruling people in and out)
2) Career Development (identifying train needs)
3) Globalised business (Managing diversity)
4) Organising teams and identifying leaders (Narcissism)
Categorisation of differences
1) Genetic (intelligence, gender, physique)
2) Dispositional (Personality)
3) Acquired (values, education, skills)
Intelligence
- Charles Spearman (1904) - examined ‘g’ inter-correlations
- General Intelligence tests - measure cognitive ability
- 2 facets of ‘g’ 1) Vernon - verbal/educational and spatial/mechanical intelligence 2) Cattle - fluid ability (gf- make sense of stuff) , and crystallised ability (gc - draw from experience)
How does ‘g’ predict outcomes
- Average predictive validity of ‘g’ is .51
- explains 25% of performance differences between people
- value of ‘g’ get greater with experience/complex job - effect of experience gets smaller - Low IQ and High IQ same job but longer
- IQ related to individuals overall life outcomes (unemployed likelihood, poverty, jail)
Criticism
1) Do tests measure ‘intelligence’ or ‘acquired knowledge’
2) The ‘Flynn effect’: ‘Test scores are certainly going up all over the world, but whether intelligence itself has risen remains controversial’
3) Difficulty in separating effect of crystallised/fluid intelligence
4) Emphasis on g is misplaced and entails a devaluation of other important abilities
5) Not a measure of ‘real life’
The hierarchal model of cognitive ability
(Carroll, 1993)
- Fluid intelligence, crystallised intelligence, General memory & learning, broad visual perception, broad auditory perception, broad retrieval ability, broad cognitive speediness, processing speed
Multiple Intelligences (can link - operate concurrently) -
(Gardner 1983)
- logical mathematical, bodily- kinaesthetic, spatial, musical, interpersonal, intrapersonal, linguistic
Triarchic theory of intelligence
(Sternbergs 1985)
1) Analytical (academic problem solving)
2) Creative ( thinking creatively)
3) Practical (‘Everyday tasks’, real world problems, tacit knowledge)
Emotional Intelligence - how you relate/get on with other people
(Jordan, 2006)
2) Directly linked to career progression (Goleman, 1998)
3) Results in individuals that make better leaders (Goleman, 1998)
5) Leads to people being self starters and self-motivated (Goleman, 1998)
4) Contributes to better teamwork (Wolff, 2001)
6) Leads to better decisions (Jordan, 2002)
7) Results in better coping with stress (Jordan, 2004)
- evidence patchy: Conte’s 2005 review of EI measures
1) Validity and reliability are significant issues
2) Convergences across EI measures
3) Divergence with personality assessments
- ‘EI is invalid both because it is not a form of intelligence and because it is defined so broadly and inclusive that it has no intelligible meaning’ (Locke, 2003)
What is personality
- Personality traits are latent variables/dispositions to demonstrating behaviour
1) Latent variable - what we infer (hidden) e.g. shyness, happiness, extraversion
2) Observable variable - what we see e.g. blushes often, always laughing, talks loudly
Measuring personality e.g. Myers Briggs Type Indicator (MBTI)
- 100 questions puts people into 1 of 16 personality types (e.g. INTJ)
- Introverted or extraverted (no in between - polarise) - popular but evidence is generally unsupportive
- Self report or observer-rating surveys (co-workers or observer)
1) Extraverted (E) vs Introverted (I)
2) Sensing (S) vs Intuitive (N)
3) Thinking (T) vs Feeling (F)
4) Judging (J) vs perceiving (P)
Five Factor Model (FFM)
)Costa, 1989) 1) Openness to Experience 2) Conscientiousness 3) Extraversion (trait level - excitability, liveliness, habitual response level - enthuastistic in most situations, laughing at jokes, specific response level - planning a church picnic, laughing at my jokes) 4) Agreeableness 5) Neuroticism (Emotional Stability)
Give Factor Model Evaluation
- simpler previous models
- consistent across cultures/global organisations
Criticisms
1) Too few factors
2) Correlations significant but not high
3) Combinations of 5 factors might be better predictors
Other types of personality traits
1) Locus of control (Rotterm spector) - belief people hold about who controls key events in their lives - Internality (primary own behaviour) - Externality - others, fate, chance
2) Self-Monitoring - extent someone adjust their behaviour according to situational factors
3) Proactive personality - extent someone shows initiative/takes action
4) Self-Efficacy (Bandura) more explicitly pertains to a persons belief that they can actually perform adequately in a situation
Determinants of behaviour
1) Person itself 2) Behaviour they demonstrate 3) Situation they find themselves in
- situation strength (what extent do a situations’ norms, cues or standards dictate ‘behaviour’?
- Trait activation theory (TAT- some situations activate a trait more than others)
Values
1) Terminal states e.g. economic success, freedom, health/wellbeing, prosperity
2) Instrumental states e.g. Autonomy, self-reliance, personal discipline, kindness
- Generational differences, person-environmental fit, cultural values
