Organizational Behavior Quiz 1- Chapter 5 Personality and Values
what are the determinants of personality?
a combination of heredity and environment, the first being of greater importance.
extraversion - why is it relevant?
better interpersonal skills, greater social dominance, more emotionally expressive
agreeableness - why is it relevant?
better liked, more compliant and conforming
approach-avoidance framework
casts personality traits as motivation. Approach and avoidance motivation represents the degree to which we react to stimuli whereby approach motivation is our attraction to positive stimuli, and avoidance motivation is our aversion to negative stimuli.
other attributes that are powerful predictors of behavior in organizations
core self-evaluations, self-monitoring and proactive personality.
self-monitoring
describes an individual's ability to adjust her behavior to external situational factors. high self-monitors pay closer attention to the behavior of others, and are more capable of conforming than low self-monitors.
extraverted (E) vs introverted (I)
extraverted individuals are outgoing, sociable and assertive. Introverts are quiet and shy
what is heredity?
factors determined at conception.
conscientiousness - why is it relevant?
greater effort and persistence, more drive and discipline, better organized and planning
emotional stability- what does it affect?
higher job and life satisfaction, lower stress levels
high conscientiousness =
higher levels of job knowledge therefore higher levels of job performance. It is more important than other traits.
extraversion - what does it affect?
higher performance*, enhanced leadership, higher job and life satisfaction
agreeableness - what does it affect?
higher performance*, lower levels of deviant behavior
conscientiousness - what does it affect?
higher performance, enhanced leadership, greater longevity
openness - why is it relevant?
increased learning, more creative, more flexible and autonomous
the big five and behavior at work
individuals who are dependable, reliable, careful, thorough, able to plan, organized, hardworking, persistent, and achievement-oriented tend to have higher job performance.
what is narcissism?
individuals who have grandiose sense of self-importance, require excessive admiration, have a sense of entitlement and are arrogant.
what is machiavellianism?
individuals with high machiavellianism are pragmatic, maintain emotional distance, and belief ends can justify means.
what is the Myers-Briggs Type Indicator (MBTI)
is the most widely used personality assessment in the world; 100 question personality test that asks people how they usually feel or act in situation.
why is it important to know how to measure personality?
it is important for managers to know how to measure personality because research has shown that personality tests are useful in hiring decisions and forecast who is best for the job.
the big five personality model
its thesis states that five basic dimensions underlie all other and encompass most of the significant variations in human personality.
judging (J) vs perceiving (P)
judging types want control and prefer order and structure. perceiving types are flexible and spontaneous
what is psychopathy?
lack of concern for others, lack of guilt or remorse when their actions cause harm.
emotional stability - why is it relevant?
less negative thinking and fewer negative emotions, less hyper vigilant
socially undesirable traits - Dark Triad - personality framework
machiavellianism, narcissism, psychopathy
what problems come from self-report surveys?
respondents might lie when they know the test will be used by managers for hiring and another problem is accuracy: a person's responses might change depending on their mood
sensing (S) vs Intuitive (N)
sensing types are practical, prefer routine and order, and focus on details. Intuitives rely on unconscious processes and look at the "big picture"
big five factor 2: agreeableness
the agreeableness dimension refers to an individual's propensity to defer to others. Highly agreeable people are cooperative, warm and trusting. People who score low on agreeableness are cold, disagreeable, and antagonistic.
big five factor 3: conscientiousness
the conscientiousness dimension is a measure of reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized and unreliable.
big five factor 4: emotional stability
the emotional stability dimension - often labeled by its convene, neuroticism - taps a person's ability to withstand stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed and insecure.
big five factor 1: extraversion
the extraversion dimension captures our comfort level with relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid and quiet.
Problems with the MBTI
the model forces people in one type or another, there's no in between. The model is also hard to interpret and it requires trained interpretation.
who is personality measured?
the most common means of measuring personality is through self-report surveys in which individuals evaluate themselves on a series of factors.
big five factor 5: openness to experience
the openness to experience dimension addresses range of interests and fascination with novelty. Open people are creative, curious, and artistically sensitive. Those at the other end of the category are conventional and find comfort in the familiar.
what is personality?
the sum of ways in which an individual reacts to and interacts with others. We most often describe it in terms of the measurable traits a person exhibits.
thinking (T) vs feeling (F)
thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions.
core self-evaluations
those who have positive CSE like themselves and see themselves as effective, capable, and in control of their environment. Those with negative CSE tend to dislike themselves, question their capabilities, and view themselves as powerless over their environment.
proactive personality
those with proactive personalities identify opportunities, show initiative, take action, and persevere until meaningful change occurs.
openness - what does it affect?
training performance, enhanced leadership, more adaptable to change