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OB, Personality : (Personality traits that influence organisational…
OB, Personality :
Personality traits that influence organisational behaviour
Machiavellianism (Mach): refers to the degree to which an individual is pragmatic/realistic, maintains emotional distance and believes that end can justify means. "If it works use it" attitude. They are more likely to be aggressive and have another counterproductive work behaviour.
Core self-evaluation(CSE): They like themselves, and see themselves as useful, capable and in control of their environment.
.They set higher goals and are more determined to finish their goal.
Narcissism: Refers to the tendency to be arrogant, a grandiose sense of self-importance, requires excessive admiration and a sense of self-entitlement.
.Narcissist are more charismatic than others.
.Both leaders and managers score higher in narcissism,
Self-Monitoring: It is an individual's ability to adjust his/her behaviour to external situational factors. People with higher self monitoring, tend to behave differently in different situations and are sensitive to cues from other parties and are capable of presenting themselves well.
However, people with lower self monitoring tend to not be insensitive to cues and display their true dispositions and attitudes in every situation.
Proactive Personality: They are people who identify opportunities, show initiatives, take action, and persevere until meaningful change occurs, compared to others who passively react to situations, proactive people are also more innovative and they have a higher level of job performance and career success.
The Big 5 Personality Model
Conscientiousness: Describes the measure of reliability of an individual.
High: responsible, organised, dependable and persistent
Low: Unreliable, easily distracted, and disorganised
employees who score higher in this develop higher levels of job knowledge as they learn more, contributing to higher levels of job performance. important for front line managers.
Emotional Stability: Describes one's ability to withstand stress
Negative: Nervous, anxious, insecure, and depressed
Positive: calm, self-confident, secure
high scorers: more positive and optimistic. Low scorers: hyper vigilant and vulnerable to physical and psychological effects of stress
Agreeableness: Describes one's propensity to defer to others.
Highly Agreeable: cooperative, warm, and trusting
Lowly Agreeable: cold, disagreeable, and antagonistic
more agreeable individuals are more liked, they do better in interpersonally oriented jobs like customer service. more compliant and rule abiding and less likely to get into accidents and are more satisfied in job
Openness to Experience: Describes one's range of interests and fascination with novelty
High: curious, creative, artistically sensitive
Low: conventional, finds comfort in the familiar
more open, more effective leaders. more comfortable with ambiguity, cope better to organisational change and more adaptable in varying context. susceptible to workplace accidents
Extraversion: Describes one's comfort level with relationships
Extravert: gregarious, assertive, sociable
Introvert: reserved, timid, quiet
extraverts are more positive than introverts, they also perform better in jobs with more significant interpersonal skills. have more social skills. strong predictor of leadership emergence, more socially dominant and more assertive
4 variables that influence an individual behavior
Biographical characteristics, data in employee personnel file
Example: Gender, few differences between males and females that affect job performance
Tenure (length of service):
Positively
related to job performance/productivity,
Negatively
related to absenteeism and turnover
Ability refers to an individual's capacity to perform in a job. It is measured in terms of 3 sets of skills.
Intelelctual ability e.g. number aptitude, verbal comprehension
inductive reasoning
Physical ability e.g. strength, flexibility and other factor such as stamina, body coordination
Emotional Intelligence e.g. self-awareness, self-management,
self-motivation, empathy & social skills
Learning: occurs all the time
learning to take place, there must
permanent
change in behavior. Occurs as a result of some form of
experience
.
Experience
could be acquired
directly
through observation or practice or
indirectly
through reading
Personality
Knowing individual personality help one to understand their behavior or reaction in ways different from others
Factors that determine an individual personality
Heredity: determined at the time of conception (birth)
Example: Physical stature, facial attractiveness, gender
Environment: Culture of how you are raised, early conditioning, family, friends and social group that shape our personalities
Culture
norms, attitudes, and values passed from down from generation.
Socialisation
interactions with family, friends and social group.
Definition: The sum total of ways in which an individual reacts and interacts with others
Described in terms of measurable traits
Common Techniques used for personality assessments
Personality Tests
Advantages: there would be an ease of administration
Disadvantages: Problem of faking answers and the related issue of approval motive, i.e. the respondent's tendency to answer in a socially desired fashion.