Organizational Behavior CH 9 - Personality and Cultural Values

Introversion and Extraversion

- Being energized by private time and reflection - Being energized by people and social interactions

The Big Five Personality Traits

- Conscientiousness - Agreeableness - Extraversion - Neuroticism - Openness to Experience

Personality Tests

- Integrity Test - Clear Purpose Test - Veiled Purpose Test

Personality Determinants

- Nature - Nurture

Sensing

- Preferring clear and concrete facts and data

Nature

- Study of identical twins - Genes

Nurture

- Surroundings - Experiences

Myers-Briggs Type Indicator (MBTI)

4 Main Preferences - Extraversion - Introversion - Sensing - Intuition - Thinking - Feeling - Judging - Perceiving Not a tool for predicting job performance but helpful in team building

Project GLOBE

A collection of 170 researchers from 62 cultures who have studied 17,300 managers in 951 organizations since 1991 - Main purpose is to examine the impact of culture on the effectiveness of various leader attributes, behavior's, and practices

Positive Affectivity

A dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement, and elation - Glass half full - Sandwich ex, how nice of them to give me half their sandwich

Negative Affectivity

A dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance - Glass half empty - Sandwich ex, how rude of them to only give me half of their sandwich

Thinking

Approaches decision with logic and critical analysis

Feeling

Approaching decisions with an emphasis on others needs and feelings

Judging

Approaching tasks by planning and setting goals

Clear Purpose Test

Ask applicants about their attitudes toward dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty and confessions for past dishonesty

Veiled Purpose Test

Assess more general personality traits that are associated with dishonest acts

Importance of Personality and Cultural Values

Conscientiousness affects job performance - It is a key driver of what's referred to as typical performance - More likely to engage in citizenship behaviors - Tend to be more committed - An employee's ability is a key driver of Maximum Performance

Assertiveness

Culture values assertiveness, confrontation, and aggressiveness in social relationships

Openness to Experience

Curious, imaginative, creative, complex, refined, and sophisticated - Do well in training situations - More likely to be valuable in jobs that require high levels of creative performance, where job holders need to be able to generate novel and useful ideas and solutions - Highly open individuals are more likely to migrate into artistic and scientific fields

Traits

Defined as recurring regularities or trends in peoples responses to their environment

Cultural Values

Defined as shared beliefs about desired end states or modes of conduct in a given culture, influence the development of a persons personality Traits

Culture

Defined as shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of society and are transmitted across generations

Conscientiousness

Dependable, organized, reliable, ambitious, hardworking, and preserving - Most important for success and has biggest influence on job performance - These employees prioritize Accomplishment Striving

Cultural Values

Employees working in different countries tended to prioritize different values, and those values clustered into several distinct dimensions - Culture - Ethnocentrism

Investigative

Enjoy abstract, analytical, theory-oriented tasks

Artistic

Enjoy entertaining and fascinating others using imagination

Social

Enjoy helping, serving, or assisting others

Conventional

Enjoy organizing, counting, or regulating people or things

Enterprising

Enjoy persuading, leading, or outperforming others

Realistic

Enjoy practical, hands-on, real-world tasks

Faking

Exaggerating your responses to a personality test in a socially desirable fashion

Integrity Test

Focus specifically on a predisposition to engage in theft and other counterproductive behaviors - Scores are more strongly related to job performance than conscientiousness scores

Individual Collectivism

Formalized practices encourage collective action and collective distribution of resources

In-Group Collectivism

Individuals express pride and loyalty to specific in-groups

Differential Reactivity

Meaning that neurotic people are less likely to believe they can cope with stressors they experience

Differential Exposure

Meaning that neurotic people are more likely to appraise day-to-day situations as stressful

Neuroticism

Nervous, moody, insecure, jealous - Synonymous with Negative Affectivity - Associated with a Differential Exposure to stressors - Associated with a Differential Reactivity to stressors - Strongly related to Locus of Control

Intuition

Preferring hunches and speculations based on theory and imagination

Perceiving

Preferring to have flexibility and spontaneity when performing tasks

Ethnocentrism

Propensity to view ones own culture as "right" and to those of other cultures as "wrong" - Americans going to other countries and expecting them to all speak English's

Personality

Refers to the structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior - Captures what people are like

Maximum Performance

Reflecting performance in brief, special circumstances that demand a persons best effort

Typical performance

Reflecting performance in the routine conditions that surround daily job tasks

Accomplishment Striving

Reflects a strong desire to accomplish task-related goals as a means of expressing personality

Status Driving

Reflects a strong desire to obtain power and influence within a social structure as a means of expressing personality

Locus of Control

Reflects whether people attribute the causes of events to themselves or to the external environment - Neurotic people tend to hold an external view. Often believe events that occur around them are driven by luck, chance, or fate

Zero Aquaintance

Situations in which two people have only just met

Holland RIASEC Model

Suggests interests can be summarized by 6 different personality types - Realistic - Investigative - Artistic - Social - Enterprising - Conventional Commonly used by companies to provide a personality profile and a list of occupations that might be a good match

Principle of Situational Strength

Suggests that "strong situations" have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas "weak situations" lack those cues - Professor ex, is extroverted but does not like talking or making eye contact on planes

Principle of Trait Activation

Suggests that some situations provide cues that trigger the expression of a given trait

Extraversion

Talkative, sociable, passionate, assertive, bold, and dominant - Easiest to judge in Zero Acquaintance situations - Prioritize Status Driving - Tend to be high in Positive Affectivity

Human Orientation

The culture encourages and rewards members for being generous, caring, kind, fair, and altruistic

Performance Orientation

The culture encourages and rewards members for excellence and performance improvements

Future Orientation

The culture engages in planning and investment in the future while delaying individual or collective gratification

Gender Egalitarianism

The culture promotes gender equality and minimizes role differences between men and women

Power Distance

The degree to which a culture prefers equal power distribution (low power distance) or an unequal power distribution (high power distance)

Uncertainty Avoidance

The degree to which a culture tolerates ambiguous situations (low uncertainty avoidance) or feels threatened by them (high uncertainty avoidance)