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)