Personality:

1. Personality: A very very very brief introduction

2. What is personality? Defn: The relatively stable set of psychological characteristics influencing the way an individual interacts with his or her environment Sources: Genetic predisposition Learning Nature vs. Nurture

3. Personality and OB Dispositional Approach Focus on individual dispositions and personality Individuals are predisposed to behave in certain ways Significant focus on personality testing (eg., selection of military personnel). http://haleonline.com/psychtest/ Research => mixed and inconclusive findings

4. Personality and OB Situational Approach Other factors in the work environment that can predict and explain behaviour Characteristics of org setting and work tasks: rewards and punishments, etc.

5. Personality and OB Interactionist Approach (interactionism) Org behaviour is a function of both situation and disposition To predict org. behaviour, one must know something about both personality and situation Weak vs. strong situations Weak: Not always clear how to behave (therefore personality has more influence). Eg., newly formed orgs Strong: More defined rules, roles and contingencies (personality has less impact) Eg., routine military ops FIT: some personality characteristics are useful in some situations (fit the right person with right job)

6. Recent interest in Personality Recent emphasis: Service jobs w customer contact, concern about ethics and integrity, teamwork and cooperation Development of new frameworks: Five Factor model (Big Five)

7. Five Factor Model Five basic, general dimensions: Extraversion (vs intraversion) Emotional stability (vs. neuroticism) Agreeableness Conscientiousness Openness to experience Cross-cultural correspondence; some genetic basis

8. Five Factor Model Link to job performance Strongest predictor of job performance = conscientiousness Big Five related to other work behaviour Conscientiousness -> retention, attendance; antidote to absenteeism, discipline probs Extraversion -> promotes managerial performance (when high consc.), else promotes absenteeism (more than introverts)

9. Five Factor Model Relation to motivation Relation to job satisfaction Relation to job search behaviour and career success Relation to vocational orientation

10. Locus of Control Set of beliefs about whether one�s behaviour is controlled mainly by internal or external forces High internal control � behaviour determined by: self-initiative, personal actions, free will High external control � behaviour determined by: fate, luck, powerful people

11. Self-Monitoring The extent to which people observe and regulate how they appear and behave in social settings and relationships Low self-monitors: Pay less attention to fitting in High self-monitors: behave like actors. Importance of projecting images, social cues. Advantages and Disadvantages

12. Self Esteem Degree of self-evaluation. Self-image: (+ve/-ve, accurate/inaccurate) Behavioural Plasticity Theory: People with low self-esteem tend to be more susceptible to external and social influences than those with high self-esteem Events and people have more impact on their beliefs and actions Seek social approval. React badly to ambiguous/stressful situations Relation between low self-esteem and feedback How to improve self-esteem?

13. Recent Developments Positive / Negative Affectivity: Propensity to view the world in +ve / -ve light Proactive Personality: Stable personal disposition reflecting a tendency to behave proactively and to effect +ve change in one�s environment

14. Recent Developments General self-efficacy (GSE): Belief in one�s ability to perform successfully in a variety of challenging situations. Motivational trait (belief about ability as opposed to feeling about self). Develops with experiences.

15. Recent Developments Core self-evaluations: specific traits reflecting evaluations people hold about themselves and their self-worth. Self-esteem, GSE, locus of control, neuroticism/stability Related to job-satisfaction and life-satisfaction