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Chapter 5: Personality and Individual Differences - Coggle Diagram
Chapter 5: Personality and Individual Differences
Linking Individuals to the Workplace
Personality-job Fit Theory:
identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.
Realistic
Investigative
Artistic
Social
Enterprising
Conventional
Personality-organization Fit Theory:
people are attracted to and selected by organizations that match their values and leave when there is no compatibility
Person-group Fit
Person-supervisor Fit
Personality
Definition:
sum of ways in which an individual reacts to and interacts with the world around them
Personality Traits:
enduring characteristics that describe an individual’s behavior
Measuring Personality
Personality Test
Self-report Surveys
Observer-ratings Survey
Personality Frameworks
Myers-Briggs Type Indicator (MBTI):
Taps four characteristics and classifies people into one of sixteen personality types
Extroverted / Introverted
Sensing / Intuitive
Thinking / Feeling
Perceiving / Judging
Big Five Personality Model:
Proposes five basic dimensions encompass most of the differences in human personality
Conscientiousness - responsible, dependable, persistent, organized
Emotional Stability - calm, self-confident, secure / nervous, anxious, insecure
Extroversion - sociable, gregarious, assertive
Openness to experience - imagination, sensitivity, curiosity
Agreeableness - good natured, cooperative, trusting
Dark Triad:
Constellation of negative personality traits
Machiavellianism - pragmatic (facts), maintains emotional distance, and believes that ends can justify means (lacks in emotions & morality)
Narcissism - the tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement
Psychopathy - the tendency for a lack of concern for others and a lack of guilt or remorse when their actions cause harm. (+antisocial behavior, and being manipulative and volatile)
Personality Attributes
Core Self-evaluation (Confidence)
bottom line conclusions individuals have about their capabilities, competence, and worth as a person
Self-monitoring (Adaptive)
measures an individual’s ability to adjust his or her behavior to external, situational factors
Proactive Personality (Initiative)
people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs
Personality and Situations
Situation Strength Theory:
the way personality translates into behavior depends on the strength of the situation.
Clarity -work duties & responsibilities are clear
Consistency - work duties and responsibilities are compatible with one another
Constraints - individuals’ freedom to decide or act is limited by forces outside their control
Consequences - actions have important implications to others
Trait Activation Theory:
Some situations, events, or interventions "activate" a trait more than others
Ability:
An individual's capacity to perform the various tasks in a job
Intellectual Abilities:
The capacity to do mental activities-thinking, reasoning, and problem solving
Number aptitude
Verbal comprehension
Perceptual speed
Inductive reasoning
Deductive reasoning
Spatial Visualization
Memory
General Mental Ability (GMA):
An overall factor of intelligence, as suggested by the positive correlations among specific intellectua; ability dimmensions
The Wonderlic Ability Test
Physical Abilities:
The capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics
Dynamic Strength
Trunk Strength
Static Strength
Explosive Strength
Extent Flexibility
Dynamic Flexibility
Body Coordination
Balance
stamina
Values:
basic convictions about what is right, good, or desirable.
Value System:
ranks values in terms of intensity
Importance:
Lay the foundation for understanding of attitudes and motivation
Influence attitudes and behaviors
Terminal Values:
desirable end-states of existence
Instrumentals Values:
preferred modes of behavior or means of achieving terminal values
Generational Values:
Research does support perceived generational differences - stereotypes that are often applied in the workplace
Baby Boomers
Generation X
Millennials
Generation Z
Generation Alpha