chapter 4 personality and values

Adeyl Khan, Faculty, BBA, NSU

Chapter 4Personality and Values

Stephen A. Schwarzman7 Billion Dollar Man, “King of Wall street”

Grand 60th Birthday CelebrationSuccessful, Glamorous!

Adeyl Khan, Faculty, BBA, NSU2

Mr. Schwarzman wants!CEO of Blackstone Group

A financial advisory firmMission

Inflict pain on rivals Kill off rivals

Successful, 5’6”Firing employees

Not wearing proper shoes Sound of employee’s nose

Narcissist


What is Personality?The sum total of ways in which an

individual reacts and interacts with others; measurable traits a person exhibits.

“The dynamic organization within the individual of those psychophysical systems that determine his unique adjustmentto his environment” Gordon Allport

Quiet vs. aggressive people?Personality types vs. job types?

Personality shapes

behavior

Personality TraitsEnduring characteristics that describe an individual’s behavior. E.g. shy, aggressive, submissive, lazy, loyal, timid


Measuring PersonalitySelf-report surveysObserver-rating surveysProjective measures

Myers-Briggs Type Indicator Big Five Model Rorschach Inkblot Test Thematic Apperception Test

Influence of Psychometric Tests

For hiring …


Personality DeterminantsHeredity- Genes

Factors determined at conception- biological, physiological and psychological makeup Molecular structure- genes Identical twins (39/31 yrs, 45 miles)

Smoke, car, dog, vacations Twins on different household Vs. Siblings

Environment Parental environment!

Situations (Experience)

!Change in Rank Ordering

DependabilitySmartness


Measuring Personality- TestsTests are good

Hiring decisions Managing decisions (understand, manage) “I worry a lot about the future”

Problems- Accuracy Lie “Fake good”

Impression management Individual Rating Vs. Observer Rating Bad mood during test

Identifying primary traits

Shy, aggressive, submissive,

lazy, ambitious,

loyal, timid, … … …


The Myers-Briggs Type IndicatorMBTI- A personality test that taps four

characteristics and classifies people into 1 of 16 personality types.

100 Question How people feel

or act in certainsituations


MBTI- Personality TypesExtroverted vs. Introverted (E or I)

Social Vs. ShySensing vs. Intuitive (S or N)

Detail (routine) Vs. Big Picture (unconscious process)

Thinking vs. Feeling (T or F) Logic Vs. P. Value/emotions

Judging vs. Perceiving (P or J) Control/Order Vs. Flexible/Spontaneous

Indicator


MBTI IndicatorCan be a valuable tool for self-awareness

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

•Visionaries•Original mind with drive for own ideas and purpose•Skeptical, critical, independent, determined, stubborn

ESTJ•Organizers•Realistic, logical, analytical, decisive

ENTP•Conceptualize•Innovative, Individualistic, Versatile, Entrepreneur•Challenging problem Vs. Routine

NT•Apple•FedEx (Frederick W. Smith)•Honda•Microsoft•Sony (Akio Morita)

What is your type


IA-C4Do an MBTI test.

Analyze the result and explain your career choice with respect to the test.

Due June 22nd

10


Big Five Personality Model …Five basic Dimension

Major Dimensions Encompasses most variations others underlie

Research support


The Big Five Model-Personality Dimensions

Extroversion

• Comfort level with relationship• Sociable, gregarious, and assertive Vs. reserved, timid, and quiet

Agreeableness

• Cooperative, warm, trusting Vs cold, disagreeable, antagonistic

Conscientiousness/Reliability

• Responsible, dependable, persistent, and organized Vs. opposite!

Emotional Stability• Neuroticism (craziness)• Calm, self-confident, secure under stress (positive), Vs. nervous,

depressed, and insecure under stress (negative).Openness to Experience

• Range of interest with novelty• Curious, imaginative, artistic, and sensitive Vs. routine (familiarity)


Organizational impactRelationship with Job PerformanceConscientiousness

Higher skill levelEmotional Stability

Job Satisfaction Good decisions on bad mood!

Extrovert Socially Dominant Leaders Impulsive

Dependable

Reliable

Careful

Thorough

Planner

Organized

Hardworking

Persistent

Achievement-oriented

Employee traits

Exhibit4-

2/4.4

Job Performanc

e


Other Major Personality AttributesIn OrganizationsCore Self-evaluationMachiavellianismNarcissismSelf-monitoringRisk takingType A vs. Type B personalityProactive Personality


Core Self-Evaluation: ComponentsIndividuals’ degree of liking or disliking

themselves. Find themselves capable and effectiveFeel control over environment

Self EsteemLocus of Control

The degree to whichpeople believe they are masters of their own fate.

Positive Negative

Internals•Individuals- control what happens to them.

Externals•Individuals- controlled by outside forces such as luck or chance.

Job Satisfaction•Challenge in jobs•Attain more complex jobs

Job Performance•Ambitious goals•Commitment•Persistence•Insurance Agents

Too Positive


Machiavellianism (Mach)Degree to which an individual is pragmatic,

maintains emotional distance, and believes that ends can justify means.

Strive for Power

Machs•Manipulates•Wins•Persuaded less•Persuades more

Conditions Favoring High

Machs•Direct interaction with others•Minimal rules and regulations•Emotions distract for others


NarcissismA Narcissistic Person

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

Mirror

Selfish

Exploitive

Leaders !

Views of othersHow bad is it?


NarcissismIn adults, a reasonable amount of healthy

narcissism allows the individual's perception of his needs to be balanced in relation to others.

Healthy narcissism is the feeling of greatness. This is used to avoid feelings of inadequacy or insignificance.


Self-MonitoringAn 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

I am true to myself- I do not remake myself to please others

I monitor behavior of my customer and conform accordingly!


Risk-TakingHigh Risk-taking Managers

Make quicker decisions Use less information to make decisions Operate in smaller and more entrepreneurial

organizationsLow Risk-taking Managers

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

environmentsRisk Propensity

Aligning managers’ risk-taking propensity to job requirements should be beneficial to organizations.

Mr. Trump 1980 ~ Rise1994 ~ -850 M2007 ~ +2.9 B

Are you going to take risk?

Stock Market Vs.GrameenPhone


Personality Types- A & B

Type A’s ~ Competitive•Always moving, walking, and eating rapidly•Feel impatient with the rate at which most events take place•Strive to think or do two or more things at once•Cannot cope with leisure time•Obsessed with numbers, measuring their success ….

Type B’s ~ Rarely Hurried

•Never suffer from a sense of time urgency/impatience•Feel no need to display/discuss their achievements•Play for fun and relaxation, rather than to exhibit their superiority at any cost•Can relax without guilt

Stress Quantity o work

Behavior Prediction


Proactive PersonalityIdentifies 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.


Chapter Check-Up: PersonalityWhich of the following is not a typical

personality trait considered to be organizationally relevant?

Locus of control

Self-monitoring

Self-enhancing

Self esteem

Machiavellianism


Example- PersonalityAsifa arrives to class and realizes that she’s

forgotten her homework to turn in. She says “It’s just not my lucky day today.” Asifa has

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

If Asifa 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?


Example- PersonalityHanifa is known for being a go-getter. She

never leaves a task incomplete, and is involved in a number of activities. Moreover, she’s at the top of her class. She’s so busy that sometimes, she forgets to stop and eat lunch. Hanifa can be easily characterized as someone that has/is a Type ____ Personality.

A


Example- PersonalityHanifa is also likely to not be very • Happy? • Fun? • Creative? • Stressed?

In general, Type A’s are rarely creative because they generally don’t allocate the necessary time for new solution development; they usually rely on past experiences to solve problems in order to be speedy.


ValuesMode of conduct or end state of existence

is personally or socially preferable vs. not pref.

What is right & good

Value System: A hierarchy based on a ranking of an

individual’s values in terms of their intensity.

Fluid and Flexible Vs. Stable and Enduring

Gray Areas

Types of Values- Rokeach Value Survey (RVS)


Importance of ValuesProvide understanding of individuals

(cultures ) attitudes, motivation, and behaviors of

Influence our perception of the world around us

Represent interpretations of “right”, “wrong” and preference Some behaviors or outcomes are preferred

over others.

Allocation of pay per Performance Vs. Seniority


Values in the Rokeach Survey

E

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


Values in the Rokeach Survey

E

Preferable modes of behavior or means of

achieving one’s terminal values.


E12/U13

Mean Value Ranking (RVS)Varies across group- People insimilar occupation/categories ….

E14/U14

Negotiation !


Values, Loyalty, and Ethical Behavior

Ethical Values and Behaviors of

Leaders

Ethical Climate in the Organization


Generational (Work) ValuesValue changes over generation

Work values- Exhibit 4.10

Nexters ! High Expectation Seek meaning in their work Goal- Rich and famous Questioning, socially conscious,

enterprenueal


Achieving Person-Job FitPersonality matches Job Personality and values matches

organization Flexibility vs. ability

Personality-Job Fit Theory (Holland) Identifies six personality types

and proposes that the fit betweenpersonality type and occupational environment determines satisfaction and turnover.

Personality Types• Realistic• Investigative• Social• Conventional• Enterprising• Artistic


Create a personality profile

Holland’s Typology


Relationship

* Compatibility among categories

* Satisfaction** Realistic person in social job


Person-organization fitOrganizational Culture Profile (OCP) is

useful for determining person-organization fit Survey that forces choices/rankings of one’s

personal valuesHelpful for identifying most important

values to look for in an organization (in efforts to create a good fit)

Result >> Job Satisfaction, Org. Commitment, Low Turnover


Values across Cultures: Hofstede’s FrameworkPower DistanceIndividualism vs. CollectivismMasculinity vs. FemininityUncertainty AvoidanceLong-term and Short-term orientation

Big Five

Hofstede’s Framework for accessing culture


Hofstede’s Framework (cont’d)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


Hofstede’s Framework (cont’d) 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.

Individualism

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

Vs.


Masculinity

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

Femininity

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

Vs.

Separate Roles

Hofstede’s Framework (cont’d)


Uncertainty AvoidanceThe 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.



Long-term Orientation

A national culture attribute that emphasizes the future, thrift, and persistence.

Short-term Orientation

A national culture attribute that emphasizes the present and the here and now.

Vs.



Exhibit XXXHofstede’s Cultural Values by Nation

Bangladesh


Chapter Check-Up: ValuesIn Country J most of the top management

team meets employees at the local diner for a dinner on Fridays, and there are no reserved parking spaces. Everyone is on a first name basis with each other. Country J, according to Hofstede’s 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.


G-C4 Due 24th(GW= Higher quality work)

Case: Rise of a nice CEO? P: 2, 4, 5

Nothing Individual

48

chapter 4 personality and values

Documents