PROF.

KIRAN TANEJA

Individual differences determine our preferred behaviors. By studying and understanding these tendencies, OB can more accurately predict individual and group interactions.

Self awareness - a conscious understanding of ourselves (personality, talents, preferences and biases). Awareness of others - recognizing and being attuned to the styles, moods, and personality of others.

Components of Self
Self-concept
The view individuals have of themselves as physical,

social, spiritual, and moral beings.

Self-esteem belief in ones self worth based on overall self-evaluation. Self-efficacy-belief in ones ability accomplish a specific task.

Heredity and environment

Heredity sets the limits on the development of personality characteristics. Environment determines development within these limits. About a 50-50 heredity-environment split.

Heredity: Physical characteristics Gender

Environment: Cultural factors Social factors Situational factors

Personality

Researchers study how personality develops over time:

As a continuum of dimensions over time. As a series of stages over time.

From Immaturity

Passivity

To Maturity

Activity Independence Diverse Behavior

Dependence
Limited Behavior Shallow interests

Subordinate position
Little self-awareness

Deep Interests
Long term perspective Subordinate position Much self-awareness

Personality
Combination of characteristics that comprise the unique nature of a person as that person reacts and interacts with others.

Social traits
Surface-level traits that reflect the way a person appears to others when interacting in various social settings.

Big Five personality dimensions

Extraversion
Being outgoing, sociable, assertive.

Agreeableness
Being good-natured, trusting, cooperative.

Conscientiousness
Being responsible, dependable, persistent.

Emotional stability
Being unworried, secure, relaxed.

Openness to experience
Being imaginative, curious, broad-minded

Locus of control
The extent to which a person feels able to control his/her own life. Concerned with a persons internal-external orientation.

People and circumstances control my fate!

I control what happens to me!

EXTERNALS

INTERNALS

Proactive Personality Actively influence making a change in their environment.

Persevere until change occurs More receptive to organizational change

Able to adapt to circumstances Taking things in their stride Concentrating on positive aspects Taking prompt actions

Machiavellian personality:
Approach situations logically and thoughtfully. Are capable of lying to achieve personal goals. Are rarely swayed by loyalty, friendships, past promises, or others opinions. Critical thinking Analytical thinking Self introspection

People with a low-Machiavellian personality:

Accept direction imposed by others in loosely structured situations. Work hard to do well in highly structured situations. Lack critical & analytical thinking No self introspection Lack of resourcefulness Lack of leadership qualities

Self-monitoring
A persons ability to adjust his/her behavior to external, situational (environmental) factors Self analysis. Personality type Attitude-positive, optimistic & yes Grooming & dress Behavior facial expression Communication skills Learning life long Health-diet, exercise, sleep & relaxation

Emotional adjustment traits

How much an individual experiences distress or displays unacceptable acts. Type A orientation Type B orientation Type A-AGGRESSIVE & anxious always in a hurry prone to heart disease & stress Type B- calm & relaxed slow & steady less prone to stress

Stress
A state of tension experienced by individuals facing extraordinary demands, constraints, or opportunities. Type of personality Attitude Physical & mental health Kind of job Abilities

Source of stress
Stressors
The wide variety of things that cause stress for individuals

Types of stressors
Work-related stressors Life stressors

Work-related stressors:
Task demands Role ambiguities Role conflicts Ethical dilemmas Interpersonal problems Career developments Physical setting

Life stressors
Family events Economic difficulties Personal affairs

Stress and performance

Constructive stress (or eustress)

Moderate levels of stress act in a positive way for both individuals and organization.

Destructive stress (or distress)

Low and especially high levels of stress act in a negative way for both individuals and organization.

Coping responses
Problem focused
Make a plan to deal with the problem

Emotion focused
Change your attitude
Positive self talk can help. (Dr. Shad Helmstetter, video, 7

min.)

 Personal wellness
Take responsibility to enhance and maintain wellness through disciplined self management (weight, diet, smoking, alcohol use, physical fitness).

Employee assistance programs

Provide help for employees who are experiencing personal problems and related stress

Values
Broad preferences concerning appropriate courses of action or outcomes. Values influence behavior and attitudes.

Terminal values
Reflect a persons preferences concerning the ends to be achieved.

Instrumental values
reflect a persons beliefs about the means for achieving desired ends

Gordon Allports values categories

Theoretical- discover truth through reasoning. Economic usefulness, practicality. Aesthetic value beauty and form. Social - value people and relationships. Political interest in power and influence. Religious interest in unity.

Maglinos categories of workplace values

Achievement Helping and concern for others Honesty Fairness

Value congruence
Occurs when individuals express positive feelings upon encountering others who exhibit values similar to their own.

Current trends in the workplace: From valuing shared values such as duty, honesty, organizational loyalty. To valuing meaningful work, self-fulfillment, and pursuit of leisure.

1)

Power Distance Uncertainty avoidance Individualism-collectivism Masculinity-femininity Long-term/ short-term orientation

How willing are people to accept status and power? How strongly to people preferred structured organizations?

2)

3)

4)

Which is more valued the individual or the group?

5)

Are stereotypical m/f traits valued?

Save for the future and be persistent, or live for today?

Workforce diversity
The presence of individual human characteristics that make people different from one another. Practices and policies that seek to include people who are considered in some way different from the prevailing group.

Benefits of focusing on diversity:

Diverse talents and backgrounds contribute to competitive advantage. Promotes creativity and innovation. Workforce better reflects customer base. Increased employment increases productivity and benefits larger community. Reduced legal noncompliance costs.

Race Gender Ethnicity Economic Education Disability Religion

Religion Sexual Orientation Marital Status Parental Status Military Experience

Important lessons for valuing and supporting diversity.

Appreciate differences. Acknowledge that diversity shapes the organization. Respect the needs of all. Practice inclusion. Avoid linking differences to stereotypes. Commit to social responsibility.

How we gather information: Sensing (S) getting the facts, good at details, comfortable with standard solutions to problem solving, working with tested ideas Intuition (N) developing data through insight and imagination, get bored with routine, see the possibilities, less concerned with facts, seek innovation, see the big picture

How we make decisions: Thinking (T) analytical, look for cost/benefit/ focus on analysis/prefer clarity, task oriented Feeling (F) personal convictions or beliefs, can become committed to personal views, nostalgic, traditional, principles oriented

How we choose priorities: Perceiving (P) oriented towards generating data, can procrastinate, open minded and curious, comfortable with ambiguity Judging (J) oriented towards decision making, clarity, order, dislike ambiguity, decisions are important not information gathering

How we establish relationships: Extravert (E) requires variety and stimulation, become bored easily, sociable, look for new situations, often viewed as influential, not easily organized, like meetings Introvert (I) Think things through before communicating, harder to get to know, communication is more of a strain, few tasks at one time, few interruptions, others around the introvert often feel left in the dark

Interpretation of Individual Scores Consider how cognitive differences affect organizational situations Four or more points viewed as a significant preference, less than four points means no clear preference on that dimension Does your score feel right? You can probably think of a situation where your behavior was inconsistent with your Myers-Briggs score No right or wrong answers, your results represent a lifetime of experience According to the theory, we all have the ability and potential to develop both sides the personality dimension

Closing Thoughts

There are differences based on country, culture, and experience Age and education influence personality Risk of organizational homogeneity Seek balance in your own personality, balance is the key to effectiveness and this ability resides within all of us To derive the best solution seek cognitive diversity, groups grasped only a part of the problem, best solution was a combination of ideas Psychological testing can deepen self-knowledge, and improve teamwork but can be misused in promotion and hiring decisions

Physical growth & development Mental growth & development Motor skills & abilities Emotional stability Socialization Morality & character Aesthetic sense & artistic ability Interests & attitudes Value system