Essentials of Organizational Behavior 8e Stephen P Robbins

Essentials of Organizational Behavior, 8/e Stephen P. Robbins Personality and Emotions Chapter 3 1 © 2005 Prentice-Hall

After reading this chapter, you should be able to: 1) Describe the eight categories in the MBTI personality framework 2) Identify the "Big Five" personality variables and their relationship to behavior in organizations 3) Describe the impact of job typology on the personality/job performance relationship 2 © 2005 Prentice-Hall

After reading this chapter, you should be able to: 4) Differentiate felt from displayed emotions 5) Identify the six universal emotions 6) Describe ways in which emotions influence work-related behavior 3 © 2005 Prentice-Hall

Personality The combination of psychological traits we use to classify & describe a person in terms of characteristics such as quiet, passive, loud, aggressive, etc. 4 © 2005 Prentice-Hall

Myers-Briggs Type Indicator • Most widely used personalityassessment instrument in the world • Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P) 5 © 2005 Prentice-Hall

Extroverted vs. Introverted • Extroverts are outgoing, sociable, and assertive • Introverts are quiet and shy 6 © 2005 Prentice-Hall

Sensing vs. Intuitive • Sensitive types are practical and prefer to focus on details • Intuitives rely on unconscious processes and look at the big picture 7 © 2005 Prentice-Hall

Thinking vs. Feeling • Thinking types use reason and logic to handle problems • Feeling types rely on their personal values and emotions 8 © 2005 Prentice-Hall

Judging vs. Perceiving • Judging types want • Perceiving types control and prefer are flexible and their world to be spontaneous ordered and structured 9 © 2005 Prentice-Hall

The Big-Five Model • • • Extroversion Agreeableness Conscientiousness Emotional Stability Openess to Experience 10 © 2005 Prentice-Hall

• Extroversion - one's comfort level with relationships 11 © 2005 Prentice-Hall

• Agreeableness - refers to an individual's propensity to defer to others • Conscientiousness - a measure of reliability 12 © 2005 Prentice-Hall

• Emotional stability -taps a person's ability to withstand stress 13 © 2005 Prentice-Hall

• Openness to experience addresses an individual's range of interests and fascination with novelty 14 © 2005 Prentice-Hall

Other Key Personality Attributes Locus of control - Belief that life is controlled by oneself vs. outsiders Machiavellianism - Tendency to manipulate and maintain emotional distance Self-esteem - Degree one likes or dislikes oneself 15 © 2005 Prentice-Hall

Other Key Personality Attributes Self-monitoring - Sensitive to external cues to behave differently Risk propensity - Willingness to take chances Type A personality - Incessantly struggling to achieve more 16 © 2005 Prentice-Hall

Matching Personalities and Jobs • Six-personality-types model - an employee’s satisfaction with and propensity to leave his or her job depend on the degree to which the individual’s personality matches his or her occupational environment 17 © 2005 Prentice-Hall

Personality Types and Sample Occupations 18 © 2005 Prentice-Hall

Diagram of the Relationship among Occupational Personality Types 19 © 2005 Prentice-Hall

Key Points • There do appear to be intrinsic personality differences among individuals • There are different types of jobs • People in job environments congruent with their personality type should be more satisfied and less likely to resign 20 © 2005 Prentice-Hall

What are Emotions? • Affect – covers a broad range of feelings that people experience • Emotions – intense feelings directed at someone or something • Moods – feelings that tend to be less intense, lack a contextual stimulus 21 © 2005 Prentice-Hall

Emotional Labor • Employee expresses organizationally desired emotions during interpersonal transactions 22 © 2005 Prentice-Hall

• Felt emotions are an individual's actual emotions • Displayed emotions are those that are organizationallyrequired and considered appropriate in a given job 23 © 2005 Prentice-Hall

The Six Universal Emotions Happiness Surprise Fear Sadness Anger Disgust Emotion Continuum 24 © 2005 Prentice-Hall

Gender and Emotions Women: • Show greater emotional expression than men • Experience emotions more intensely • Report more comfort in expressing emotions. • Better at reading nonverbal cues than are men 25 © 2005 Prentice-Hall

OB Applications • • • Ability and Selection Decision Making Motivation Leadership Interpersonal Conflict Deviant Workplace Behaviors 26 © 2005 Prentice-Hall

Emotional Intelligence • • • Self-Awareness Self-management Self-motivation Empathy Social Skills 27 © 2005 Prentice-Hall

Summary 1) Described the eight categories in the MBTI personality framework 2) Identified the "Big Five" personality variables and their relationship to behavior in organizations 3) Described the impact of job typology on the personality-job performance relationship 28 © 2005 Prentice-Hall

Summary 4) Differentiated felt from displayed emotions 5) Identified the six universal emotions 6) Explained if it is possible for a person to be emotionless 7) Described ways in which emotions influence work-related behavior 29 © 2005 Prentice-Hall