Personality and Organizational Behaviour
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The document discusses the concept of personality, its determinants, and its significance in organizational behavior. Key factors influencing personality include biological, cultural, family, and situational aspects, while personality traits are analyzed through frameworks like the Big Five and other characteristics such as self-concept and risk propensity. Various methods for measuring personality, such as projective tests, inventories, interviews, case histories, and observations, are also outlined.
Personality and Organizational Behaviour
- 1. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 Affiliated to Institution of G.G.S.IP.U, Delhi ORGANISATIONAL BEHAVIOUR (OB) BBA201 PERSONALITY PINKI BHARDWAJ,ASSISTANT PROFESSOR
- 2. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 PERSONALITY Personality can be defined as the sum total of ways in which an individual interacts with people and reacts to situations. The term personality has been derived from Latin word ‘persona’ which means ‘to speak through’. This Latin term denotes the masks which actors used to wear in ancient Greece and Rome. According to Ruch, personality should include: i) External appearance and behaviour or social stimulus value; ii) Inner awareness of self as a permanent organising force; and iii) The particular pattern or organisation of measurable traits, both inner and outer.
- 3. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 DETERMINANTS OF PERSONALITY INDIVIDUAL PERSONALITY BIOLOGICAL FACTORS SITUATIONAL FACTORS CULTURAL FACTORS FAMILY & GROUP FACTORS
- 4. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 DETERMINANTS OF PERSONALITY Biological Factors The general characteristics of human biological system influence the way in which human being tends to sense external event data, interpret, and respond to them. It can be divided into three major categories: Heredity Brain Physical features Family and Group factors The development of the individual proceeds under the influence of many socializing forces, from nuclear family to more distant or global groupings. These groups impact through : Socialization process Identification process
- 5. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 DETERMINANTS OF PERSONALITY Cultural factors Culture is the underlying determinant of human decision making. It generally determines attitudes towards independence, aggression, competition and cooperation. Each culture expects and trains its members to behave in the ways that are acceptable to the group. Situational Factors According to Mailgram's research situation exerts an important pressure on the individual. It exercises constraints or provide push. In certain circumstances, it is not so much the kind of person a man is, as the kind of situation in which he is placed, that determines his actions.
- 6. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 PERSONALITY TRAITS Personality can also be defined as the traits exhibited by a person during these interactions. These personality traits are very significant to the study of organisatinal behaviour. Psychologists have tried to identify types of personality and personality traits. These efforts have resulted into identification of thousands of personality traits and dimensions that differentiate one person from another. From organisational behaviour point of view, following classification of personality trait is relevant: Personality Traits Big 5 Personality Traits Other Personality Traits
- 7. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 BIG FIVE PERSONALITY TRAITS Researchers have identified five fundamental traits that are specially relevant to organisations, they are called big five personality traits. These five traits are as follows: Agreeableness Agreeableness refers to a person’s ability to get along with others. Highly agreeable people are better in developing good working relationships with coworkers, subordinates, superiors, whereas less agreeable persons are not likely to have good working relationships. Conscientiousness Conscientiousness refers to the number of goals on which a person focuses his attention. People with high conscientiousness focus on relatively few goals at a time and are likely to be organised, systematic, careful, thorough and disciplined whereas persons with less conscientiousness tend to pursue a wider array of goals and, as a result, to be more disorganised, careless, and even irresponsible as well as less thorough and self disciplined.
- 8. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 BIG FIVE PERSONALITY TRAITS Negative Emotionality Emotion means moving of the feelings or agitation of mind. Persons with less negative emotionality are relatively poised, calm, resilient and secure,;they tend to better handle job stress, pressure and tensions. Persons with more negative emotionality are more excitable, insecure, reactive and subject to extreme mood swings. Extroversion This refers to the extent to which a person s comfortable with other people. People who have high degree of extroversion are social, talkative and friendly. They are extroverts and tend to develop new relationships easily. People who are low in extroversion are introverts. They are reluctant to interact with other people and avoid developing new relationships. Openness Openness refers to person’s rigidity of beliefs and range of interests. Persons with high level of openness are willing to listen to new ideas and to change their own ideas, beliefs and attitudes to new information. On the other hand, persons with low level of openness tend to be less receptive to new ideas and less willing to change their minds.
- 9. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 OTHER PERSONALITY TRAITS There are certain other personality traits which are relevant for organisations. Self-concept and Self-esteem Self concept is the way individuals define themselves as to who they are derive their sense of identity. Self-esteem denotes the extent to which they consistently regard themselves as capable, successful, important and worthy individuals. Machiavellianism Machiavellianism refers to manipulation of others as a primary way of achieving one’s goals. People with high score on mach scale, tend to be cool, logical in assessing the system around them, willing to twist and turn facts to influence others, and try to gain control of people, events and situations by manipulating system to their advantage. Locus of control Locus of control means whether people believe that they are in control of events, or events control them. Those who have internal locus of control believe that they control and shape the course of events in their lives; those ho have external locus of control tend to believe that events occur purely by chance or because of factors beyond their own control.
- 10. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 OTHER PERSONALITY TRAITS Tolerance for Ambiguity Some people can tolerate high level of ambiguity without experiencing undue stress and still function effectively while people who have a low tolerance for ambiguity may be effective in structured work setting but it is almost impossible to operate effectively when things are rapidly changing and much information about the future turn of events is not available. Type A and B Personality has been grouped into two categories denoted by alphabets A and B. Type A people always feel a sense of time urgency, are highly achievement –oriented, exhibit a competitive drive and are impatient when their wrk is slowed down for any reason. On the other hand, type B people are easygoing, do not have urgency for time, and do not experience the competitive drive. Work –ethic Orientation People may have different work-ethic orientation. The extremely work-ethic oriented people get greatly involved in the job. On the other hand, people with low work ethic orientation try to do minimum that is necessary to get without being fired on the job.
- 11. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 OTHER PERSONALITY TRAITS Risk Propensity Risk propensity is the degree to which a person is willing to take chances and make risky decisions. He may introduce new ideas, gamble on new products, and lead the organisation in new and different directions. A person with high risk propensity experiments with new ideas. On the other hand, a person with low risk propensity believes in excessive conservatism and tries to maintain status quo. Apart from big five personality traits, effective managers need to have high level of self- concept and self-esteem, internal locus of control, high tolerance for ambiguity, orientation to A type, high work-ethic orientation and moderate risk propensity.
- 12. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 PERSONALITY MEASUREMENT Some of the major methods to measure the personality are as follows: • Projective method: A projective method of personality measurement consists of different procedures that claim to disclose the basic personality structure and motivation of a subject by having him organise, respond to, or deal with materials or stimuli in a free, unlimited way without reference to a preconceived system of correct or incorrect answers. • Personality inventories: Personality inventories take both external and internal features of the individuals. While external features can be measured by observations, for measuring internal features, various questionnaires and other techniques are used. • Interview method: Interview is a formal, in-depth conversation conducted to evaluate the personality characteristics of persons. There are two types of interviews for measuring personality-exhaustive and stress. Exhaustive interview is a semi- structured and involves questions on various dimensions of personality. Stress interview aims at how finding out how the individual behaves in a stressful situations.
- 13. TRINITY INSTITUTE OF PROFESSIONAL STUDIES Sector – 9, Dwarka Institutional Area, New Delhi-75 PERSONALITY MEASUREMENT • Case history method: in the case history method, the personality appraises the personality characteristics of an individual based on the information collected from different sources. The information so collected is analysed and the personality of the individual is assessed. • Observation method: in the observation method of personality assessment, personality characteristics of an individual are assessed by observing his behaviour in different situations. The basic idea behind this method is that the behavioural pattern of any person reflects his personality and the assessment of this overt behaviour pattern will provide clue about his personality.