Professional Documents
Culture Documents
2. Should personality traits play a significant role in the hiring process? 3. Did you have to take a personality test before Bill Byham being hired by any of your employers?
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1. Do you agree or disagree with Herb Kellehers statement, organizations can train people to do only so much; there are individual differences in people that are not easily influenced? 2. How big a role do personality traits play in a persons performance at work?
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Knowledge Objectives
1. Define personality and explain the basic nature of personality traits. 2. Describe the Big Five personality traits, with particular emphasis on the relationship with job performance, success on teams, and job satisfaction. 3. Discuss specific cognitive and motivational concepts of personality, including locus of control and achievement motivation. 4. Define intelligence and describe its role in the workplace. 5. Define an attitude and describe how attitudes are formed and how they can be changed. 6. Discuss the role of emotions in organizational behavior.
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Fundamentals of Personality
A stable set of characteristics representing internal properties of an individual, which are reflected in behavioral tendencies across a variety of situations. Three basic beliefs:
Relatively enduring Albert Al Dunlap Major determinants of ones behavior Nicknamed Chainsaw Al Influence ones behavior across wide variety of
situations Not all in agreement. Some believe personalities can experience changes and we may behave differently from situation to situation.
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Environment
Social exposures Physiological forces Socioeconomic factors
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Personality
Openness to Experience
Agreeableness
Emotional Stability
Adapted from Exhibit 5-1: The Big Five Personality Traits
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Developing others
Motivating others Associate Competencies Decision-Making Skills Self-Development Self-Management Teamwork
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++ E + + + +
(+)
+ C ++ ++ + +
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(+) A + (-) ++
+
+ ES + +
(+)
O + (-)
+
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Adapted from Exhibit 5-2: The Big Five and High Involvement Management
Also need to do an in-depth job analysis Analysis of which traits support specific job
performance
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Motivational Properties
Stable differences Energize and maintain overt behaviors
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Self-Monitoring
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Cognitive Concepts
Locus of Control
Authoritarianism
Self-Monitoring
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Motivational Concepts
Achievement Motivation
Approval Motivation
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Patricia Harris
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Intelligence
General mental ability to develop and understand concepts, particularly those that are more abstract and complex.
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Verbal Comprehension
Number Aptitude Perceptual Speed
Areas of Intelligence
Memory
Spatial Visualization
Deductive Reasoning
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Inductive Reasoning
Military Jobs
Civilian Jobs
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2. The article asks, Can a player be too smart? Do you agree or disagree? Why? 3. Were you surprised by the scores for each position? 4. Were you surprised by some of the scores for other types of jobs?
Experiencing Strategic OB
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Attitudes
A persistent tendency to feel and behave in a favorable or unfavorable way toward a specific person, object, or idea.
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Important Conclusions
Reasonably stable Directed toward some person, object or idea Relates to ones behavior toward that object
or person
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Other Influences
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Cognitive
Affective
Behavioral
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Formation of Attitudes
Learning Self-Perceptions
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Dan
Job Satisfaction
Organizational Commitment
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Organizational Commitment
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Causes
Role ambiguity Supervision/leadership Pay and benefits Job Nature of the job Satisfaction Organization climate Stress Perceptions of fair treatment
Organizational Commitment
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Persuasive Communication
Message Communicator Situation Target
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Cognitive Dissonance
An uneasy feeling produced when a person
behaves in a manner inconsistent with an existing attitude
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Emotions
Complex subjective reactions that have both a physical and mental component. Examples include:
Anger Happiness Anxiety
Pride
Contentment
Guilt
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Causal Effects
Social activity Job satisfaction Altruism and Motivation helping behavior Organizational Effective conflict citizenship resolution behavior Positive Emotional Contagion emotions Emotionsexperienced by one or a few membersNegative Influence of a group spread to other members. Emotions Influence Aggression against co-workers Aggression towards the organization Workplace deviance Job dissatisfaction Decision-making Negotiation outcomes
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Emotional Labor
The process whereby associates must display emotions that are contrary to what they are feeling. Can result in stress, emotional exhaustion, and burnout.
Emotional Intelligence
The ability to accurately appraise and effectively regulate ones own and others emotions and use emotion to motivate, plan, and achieve. Linked to:
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Criticisms
Not really intelligence but a set of social
skills and personality traits
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Characteristics of High EI
Managerial Advice
Do you think these skills can be trained? Do you believe developing a strong EI is a
lifelong process? What are you doing to develop your own EI?
Daniel Goleman
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3. How could a manager use knowledge about personality and attitudes to form a high-performance work team?
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Questions
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