The document discusses personality and various theories and models of personality. It describes Sigmund Freud's psychoanalytic theory of personality, including the id, ego, and superego. It also discusses other influential personality theories and models, such as the Big Five model. A variety of personality tests and assessments are explained that are commonly used to measure traits like extroversion, agreeableness, neuroticism, and more. The document provides an overview of approaches to defining, understanding, and assessing human personality.
The document discusses the Big Five Model of personality and organizationally relevant personality traits. The Big Five Model identifies five broad personality traits: Extraversion, Neuroticism, Agreeableness, Conscientiousness, and Openness to Experience. It also describes additional traits relevant to work such as Locus of Control, Self-Monitoring, Self-Esteem, Type A/Type B personality, and McClelland's Needs for Achievement, Affiliation, and Power. The traits influence factors like career choice, job satisfaction, leadership abilities, and performance.
The document provides an overview of the Myers-Briggs Type Indicator (MBTI) personality assessment. It describes how the MBTI was developed in the 1940s by Isabel Briggs Myers and her mother based on Carl Jung's theory of psychological types. The MBTI aims to sort people into one of 16 personality types based on their preferences on four dichotomous scales: Extraversion vs Introversion, Sensing vs Intuition, Thinking vs Feeling, and Judging vs Perceiving. Over 600 dissertations and thousands of articles and books have been written on the MBTI since its creation.
This document defines attitudes and discusses their key characteristics and components. It states that attitudes are learned evaluations people hold towards objects, ideas, events, or other people. Attitudes have three components - affective (feelings), behavioral (actions), and cognitive (beliefs). They are formed through learning via association, observation, rewards/punishment, exposure to information, and cultural/social influences like family, peers, media, and education. Attitudes can be either explicit and conscious, or implicit and unconscious, and influence decisions and behavior.
This document provides an overview of four major leadership theories:
1. Trait theory examines characteristics and traits that distinguish successful leaders. Core traits identified include achievement drive, self-confidence, and emotional maturity.
2. Contingency theory proposes that leadership effectiveness depends on properties of the situation. Fiedler's contingency theory matches leadership styles to situational control.
3. Zeitgeist theory views leaders as products of the social conditions and spirit of their time, rather than driving forces themselves.
4. Path-goal theory focuses on how leaders motivate followers by clarifying paths to goals and addressing needs. Structuring and consideration behaviors are effective depending on task clarity.
What is Personality under organisational behaviourAayush Vyas
This document discusses personality and job satisfaction. It defines personality as relatively enduring patterns of behavior and thought. It outlines four perspectives on personality: psychoanalytic, trait, humanistic, and social-cognitive. It then discusses the Big Five model of personality, which describes the five broad domains of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The document also discusses the Myers-Briggs Type Indicator and its four dimensions: extraversion vs introversion, sensing vs intuition, thinking vs feeling, and judgment vs perception. Finally, it defines job satisfaction and outlines several theories of job satisfaction, including content, process, and situational theories. It concludes with some managerial
This document discusses personality, stress, learning, and perception. It covers key topics like how personality affects behaviors and predicts performance. Stress levels are also influenced by personality. Too much stress has negative life consequences. Intelligence and learning styles relate to personality. Perception of others is shaped by personality and intelligence. The document provides an overview of theories of personality and popular models like the Big Five personality traits. It also discusses stress, including common stressors and signs of stress.
This document discusses attribution theory and the causes of behavior. There are two main categories of causes - situational causes which are external factors, and dispositional causes which are internal traits. Research has found that how people attribute causes correlates with relationship satisfaction. People tend to attribute others' behaviors more to internal traits rather than external situations, known as the fundamental attribution error. Major theories discussed include Kelly's model of causal attribution and the correspondent inference theory.
The document discusses personality and the Big Five model of personality traits. It defines personality as an individual's unique psychological characteristics and how they interact with their environment. The Big Five model categorizes personality into five broad dimensions: Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to Experience. Each dimension is described in terms of traits that define where someone falls on that spectrum. The Big Five model is commonly used in human resources to help place employees and predict job performance based on an individual's personality traits.
This document provides an overview of several theories of personality, including:
- Behaviorist theory by B.F. Skinner, which proposes that personality is shaped by reinforcement and punishment from the environment.
- Humanistic theories developed in the 1950s that emphasize each individual's uniqueness and potential for self-actualization. Theorists discussed include Carl Rogers.
- Trait theory proposed by Gordon Allport, which views traits as the basic units of personality.
- Several assessment models and their key dimensions are also outlined, such as Raymond Cattell's 16 personality factors and Hans Eysenck's three dimensions of personality.
Personality can be defined as the sum total of ways in which an individual interacts with people and reacts to situations.
The term personality has been derived from Latin word ‘persona’ which means ‘to speak through’. This Latin term denotes the masks which actors used to wear in ancient Greece and Rome.
This document discusses personality and several personality theories and models. It defines personality as the sum of ways an individual reacts and interacts with others. Several personality traits are listed, as well as determinants of personality like the Myers-Briggs Type Indicator, which classifies people into 16 types based on characteristics like introversion/extroversion. The Big Five model identifies five dimensions of personality: Extroversion, Agreeableness, Conscientiousness, Openness to Experience, and Emotional Stability. Finally, attributes like locus of control, risk-taking, self-esteem, and Type A/B personalities that influence organizational behavior are explained.
The Myers-Briggs Type Indicator (MBTI) is a psychological questionnaire that measures psychological preferences in how people perceive the world and make decisions. It was developed during World War II to help identify suitable jobs for women entering the workforce. The MBTI identifies a person's natural tendencies across four scales that represent preferences in how people focus their attention, take in information, make decisions, and adopt lifestyles. Over 30 million people have taken the MBTI, which is used to help with career choices, relationships, communication, leadership, and learning. Skeptics view the MBTI as unscientific and argue it oversimplifies personalities into strict types rather than recognizing people use different thinking styles in different situations.
This document discusses several personality traits relevant to organizational behavior:
Machiavellianism refers to a tendency to be pragmatic and emotionally distant, believing that ends can justify means. Narcissism involves a strong sense of self-importance and entitlement along with a lack of empathy. Self-monitoring measures an individual's ability to adjust their behavior based on social cues. Risk-taking varies between individuals based on their willingness to take chances when making decisions. Type A personalities are aggressive, impatient, and competitive while Type B personalities are more relaxed and tactful. Proactive personalities identify opportunities and take initiative to create positive change. Core self-evaluation measures locus of control, neuroticism, self-efficacy, and self-
This document discusses various theories and methods of personality. It begins by defining personality as a set of characteristics that influence behavior. It then outlines several major theories of personality including trait theories, psychodynamic theories, and social-cognitive theories. The document also discusses methods of measuring personality such as projective tests, personality inventories, interviews, case histories, and observation.
The document discusses emotions and their components. It notes that emotions have three components: cognitive, physiological, and expressive. The cognitive component involves conscious experience and labeling of emotions. The physiological component refers to emotional arousal and different arousal levels for different emotions. The expressive component includes body language and paralanguage that express emotions. It also discusses primary emotions as instinctive responses and secondary emotions that develop from primary emotions. Additionally, it covers emotional intelligence and its domains as well as applications of understanding emotions in organizational behavior contexts like selection, decision-making, motivation, leadership, and conflict.
This document provides an overview of personality types and the Myers-Briggs Type Indicator (MBTI) personality assessment. It defines personality as a set of characteristics that uniquely influence cognition, motivation, and behavior. It outlines the advantages and disadvantages of personality tests, describing how they can help with self-knowledge, careers, and team building but may not capture all factors or be inherently correct. The document then profiles three MBTI types - ISTJ, ISFJ, and ESFP - describing their common traits, functions, and famous examples. It concludes by emphasizing the importance of maintaining one's personality and roots.
Organizational behavior (OB) is defined as a field of study that investigates how individuals, groups and structure influence behavior within organizations in order to improve organizational effectiveness. OB draws from multiple disciplines including psychology, sociology, social psychology, and anthropology. Studying OB helps understand oneself and how to interact with others in organizational settings. It is important because it provides insight into both visible and covert aspects of how organizations function.
The document discusses personality development and building good character. It defines personality as one's thoughts, actions, and behavior in different scenarios. Developing good character requires focusing on qualities like self-confidence, positive thinking, learning from failures, self-reliance, and selfless service. It also emphasizes the importance of goal setting, time management, communication skills, and leadership qualities. Maintaining a healthy lifestyle through exercise, diet, yoga, meditation, and managing one's thoughts is also discussed as pivotal to personality development.
The document discusses personality from an organizational behavior perspective. It defines personality as a dynamic system greater than the sum of its parts. Personality is determined by heredity, environment, and situation. Two prominent models of personality discussed are the Myers-Briggs Type Indicator and Big Five model. Methods of measuring personality include interviews, observation, projective tests, and objective tests.
Personality development is actually the development from the organized pattern of attitudes and behaviors which makes an individual distinctive. A quick definition could be, personality is composed of the characteristic designs of feelings, behaviors and thoughts which make a person special.
This document provides advice on personal development and growth. It contains messages like:
1) Don't compare yourself to others, be yourself. Life rewards happiness and helping others find happiness.
2) Everyone faces challenges, so accept pain as a part of growth and get ready for success. Have clear goals and don't complain about things you can't change.
3) Mistakes are part of learning, so view past errors as experience that leads to success. Problems can be solved, so remain hopeful and look for new opportunities when one closes.
Personality is shaped by both heredity and environment. Research on twins shows genetic factors influence personality traits significantly. Two commonly used models to describe personality are the Myers-Briggs Type Indicator and Big Five Model. The Big Five Model identifies five key dimensions of personality: Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to Experience. These traits can predict behaviors in work situations - for example, Conscientious individuals tend to have higher job performance while Extraverts tend to be happier in their jobs and perform better in roles requiring social interaction. Certain traits like Persistence and Attention to Detail are especially important for success in business environments like buyout companies.
Introduction
Why are some people quiet and passive, while others are loud and aggressive? Are certain personality types better adapted than others for certain job types?
We often hear people use and misuse the term personality.
For our purposes, we will examine the term from a psychological standpoint as it relates to behavior and performance in the workplace
Personality can be defined as an individual's unique patterns of thinking, feeling and behaving. It is measured through self-report surveys and observer ratings. Personality is determined by both heredity and environmental factors such as relationships and work environments. Common personality traits include extraversion, agreeableness, conscientiousness, neuroticism, and openness. Two popular models for assessing personality are the Myers-Briggs Type Indicator and the Big Five model. Other relevant traits include locus of control, self-monitoring, risk-taking, and type A vs type B behaviors. Personality influences behaviors and outcomes at work.
TOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.pptHazarishBaharuddin
This document provides an overview of attitudes, personality, and values as they relate to organizational behavior. It defines attitudes and discusses the three components of attitudes: cognitive, affective, and behavioral. It summarizes the relationship between attitudes and behavior. It then describes different types of job attitudes like job satisfaction and organizational commitment.
The document also defines personality and discusses factors that shape personality like nature and nurture. It compares two major personality frameworks: the Myers-Briggs Type Indicator and the Big Five model. Finally, it contrasts terminal and instrumental values and describes frameworks for understanding cultural values.
We can describe the personality as follows.If it‘s simply defined Personality is the comparatively permanent set of psychological attributes that tell the difference one person from another
in this report we are going to discuss about what is personality and how does it affect to organization.there are many more factors to determids the personality they are
Genetic determinants
Physiological determinant
Psychological determinant
Social determinant
Cultural determinant
Further mbti method and the big fife model of personality method are used to describe the personality as two main principles. We describe 16 types of personalities in mbti method,but different from each other.
And we discuss five main factors on the big five model personality.they are
Extroversion
Agreeableness
Conscientiousness
Emotional stability
Openness to experience
Further we can also identify some personality traits as follows
NARCISSISM
Self monitoring
CORE SELF –EVALUATIONS
Risk taking
Machiavellianism
Personality is defined as the set of psychological traits that distinguish individuals, including behaviors and reactions to social stimuli. It is determined by heredity, environment, and situational factors. Personality influences behaviors in groups and decision-making. Personality tests can help match individuals to jobs and the work environment based on theories like Holland's typology. The Big Five model identifies the main personality dimensions of extraversion, agreeableness, conscientiousness, emotional stability, and openness. Measuring personality through inventories, projective tests, and assessment centers can provide insights into individual traits relevant to organizational behavior.
OB Unit - 1.pptx organization behavior - organization psychologyKowSalya923350
Organizational psychology is the application of psychological theories and principles to organizations. It has many benefits such as improving employee well-being, motivation, leadership, team dynamics, and managing change. Some key aspects of organizational psychology include recruitment and selection, training and development, performance management, diversity and inclusion, and stress management. Personality and individual differences also impact work behaviors. Common personality tests assess traits, values, intelligence, and psychopathologies. Theories of personality include psychoanalytic, socio-psychological, trait, self, and locus of control theories.
The document discusses various personality models and traits that can impact work performance and career success. It describes the Big Five personality factors (extraversion, agreeableness, conscientiousness, emotional stability, and openness), the Myers-Briggs Type Indicator (MBTI), and other traits like Machiavellianism and narcissism. Conscientiousness is found to be the best predictor of job performance. Extraversion relates to jobs with social interaction. Agreeable individuals do well in customer service roles. Emotionally stable people adapt well to change. Open individuals are more comfortable with ambiguity.
Foundation to indivudal behaviour personality theoriesPriyanshu Gandhi
This document provides an overview of organizational behavior. It discusses how organizational behavior studies the impact of individuals, groups, and structure on behavior in organizations. It also summarizes several key topics in organizational behavior, including attitudes and their relationship to behavior, major job attitudes and what causes job satisfaction, personality and models for measuring it, perception and attribution theory, and impression management.
This document discusses personality and its importance in organizational behavior. It defines personality and explains that it is determined by both nature and nurture. It describes the Big Five personality traits - extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience - and how they influence employee behavior. Understanding personality can help managers select and place employees in jobs that match their traits. The document also discusses other personality attributes like locus of control, Machiavellianism, and Holland's theory of personality types and career choices.
This presentation based from Jennifer M. George and Gareth R. Jones book, with title "Understanding and Managing Organizational Behavior".
Use Ms. Power Point 2013.
This document discusses personality and individual differences. It defines personality as relatively enduring patterns of thinking, feeling and behaving. The key determinants of personality are nature (biological factors like genes) and nurture (environmental influences like parenting). Research has identified five major personality factors called the Big Five: emotional stability, agreeableness, extraversion, conscientiousness and openness. These factors influence behaviors in work settings. Other traits like locus of control, self-monitoring and self-esteem also impact work performance and satisfaction. The document contrasts Type A and Type B personalities, noting Type A's competitiveness can help productivity but hinder relationships.
This document discusses personality and values. It defines personality as the sum total of ways an individual reacts and interacts with others, including their traits, moods, attitudes, and style of thinking. Personality is shaped by heredity, environment, and situation. There are several methods of measuring personality, including self-reporting surveys, observer ratings, and projective tests like the Rorschach inkblot test and Thematic Apperception Test. Values represent what is desirable to an individual and influence behavior. Values are classified using the Rokeach Value Survey into terminal and instrumental values. Personality and values impact workplace behaviors and should be considered for person-organization fit.
This document provides an overview of personality and how it relates to organizational behavior. It defines personality and discusses various theories and models for understanding personality, including traits theory, the Myers-Briggs Type Indicator, and the Big Five personality model. It explains how certain personality traits like conscientiousness, emotional stability, extraversion, agreeableness, and openness predict behaviors and performance in workplace settings. The document also discusses factors that influence personality development and other individual traits relevant to organizational behavior.
Individual behavior in organizations is influenced by many personal and environmental factors. Personal factors include an individual's personality, perceptions, attitudes, values, and learning. Environmental factors that influence behavior include political, economic, socio-cultural, and technological factors within the environment as well as organizational factors like structure, leadership, and rewards. To understand human behavior in organizations, it is important to carefully study all the factors that influence individual behavior.
Individual behavior in organizations is influenced by many personal and environmental factors. Personal factors include an individual's personality, perceptions, attitudes, values, and learning. Environmental factors that influence behavior include organizational elements like leadership, structure, and rewards as well as broader sociocultural factors. Understanding individual behavior requires studying all the factors that shape personality and influence how people react in different situations.
How to Manage Line Discount in Odoo 17 POSCeline George
This slide will cover the management of line discounts in Odoo 17 POS. Using the Line discount approach, we can apply discount for individual product lines.
Postal Advocate manages the mailing and shipping spends for some of the largest organizations in North America. At this session, we discussed the USPS® July 2024 rate change. Postal Advocate shared all the important information you need to know for this coming rate change that goes into effect on Sunday, July 14, 2024.
We Covered:
-What rates are changing
-How this impacts you
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How to Manage Access Rights & User Types in Odoo 17Celine George
In Odoo, who have access to the database they are called users. There are different types of users in odoo and they have different accesses into the database. Access rights are permissions that can be set for the individual or group of users. This slide will show How to Manage Access Rights & User Types in Odoo 17.
How to Manage Shipping Connectors & Shipping Methods in Odoo 17Celine George
Odoo 17 ERP system enables management and storage of various delivery methods for different customers. Timely, undamaged delivery at fair shipping rates leaves a positive impression on clients.
View Inheritance in Odoo 17 - Odoo 17 SlidesCeline George
Odoo is a customizable ERP software. In odoo we can do different customizations on functionalities or appearance. There are different view types in odoo like form, tree, kanban and search. It is also possible to change an existing view in odoo; it is called view inheritance. This slide will show how to inherit an existing view in Odoo 17.
This presentation was provided by Shaina Lange of Kidney News, and Dianndra Roberts of the Royal College of Psychiatrists (RCPsych), for the fifth session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Five: 'DEIA in Peer Review,' was held July 11, 2024.
How to Empty a One2Many Field in Odoo 17Celine George
This slide discusses how to delete or clear records in an Odoo 17 one2many field. We'll achieve this by adding a button named "Delete Records." Clicking this button will delete all associated one2many records.
How To Sell Hamster Kombat Coin In Pre-marketSikandar Ali
How To Sell Hamster Kombat Coin In Pre Market
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Search for cryptocurrency boards, social media groups (like Discord or Telegram), or special pre-market buying and selling structures wherein new crypto cash are traded. You can search for forums or companies that focus on new or lesser-acknowledged coins.
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How To Sell Hamster Kombat Coin In Pre Market
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How To Sell Hamster Kombat Coin In Pre Market
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APM event held on 9 July in Bristol.
Speaker: Roy Millard
The SWWE Regional Network were very pleased to welcome back to Bristol Roy Millard, of APM’s Assurance Interest Group on 9 July 2024, to talk about project reviews and hopefully answer all your questions.
Roy outlined his extensive career and his experience in setting up the APM’s Assurance Specific Interest Group, as they were known then.
Using Mentimeter, he asked a number of questions of the audience about their experience of project reviews and what they wanted to know.
Roy discussed what a project review was and examined a number of definitions, including APM’s Bok: “Project reviews take place throughout the project life cycle to check the likely or actual achievement of the objectives specified in the project management plan”
Why do we do project reviews? Different stakeholders will have different views about this, but usually it is about providing confidence that the project will deliver the expected outputs and benefits, that it is under control.
There are many types of project reviews, including peer reviews, internal audit, National Audit Office, IPA, etc.
Roy discussed the principles behind the Three Lines of Defence Model:, First line looks at management controls, policies, procedures, Second line at compliance, such as Gate reviews, QA, to check that controls are being followed, and third Line is independent external reviews for the organisations Board, such as Internal Audit or NAO audit.
Factors which affect project reviews include the scope, level of independence, customer of the review, team composition and time.
Project Audits are a special type of project review. They are generally more independent, formal with clear processes and audit trails, with a greater emphasis on compliance. Project reviews are generally more flexible and informal, but should be evidence based and have some level of independence.
Roy looked at 2 examples of where reviews went wrong, London Underground Sub-Surface Upgrade signalling contract, and London’s Garden Bridge. The former had poor 3 lines of defence, no internal audit and weak procurement skills, the latter was a Boris Johnson vanity project with no proper governance due to Johnson’s pressure and interference.
Roy discussed the principles of assurance reviews from APM’s Guide to Integrated Assurance (Free to Members), which include: independence, accountability, risk based, and impact, etc
Human factors are important in project reviews. The skills and knowledge of the review team, building trust with the project team to avoid defensiveness, body language, and team dynamics, which can only be assessed face to face, active listening, flexibility and objectively.
Click here for further content: https://www.apm.org.uk/news/a-beginner-s-guide-to-project-reviews-everything-you-wanted-to-know-but-were-too-afraid-to-ask/
Description:
Welcome to the comprehensive guide on Relational Database Management System (RDBMS) concepts, tailored for final year B.Sc. Computer Science students affiliated with Alagappa University. This document covers fundamental principles and advanced topics in RDBMS, offering a structured approach to understanding databases in the context of modern computing. PDF content is prepared from the text book Learn Oracle 8I by JOSE A RAMALHO.
Key Topics Covered:
Main Topic : VIEW
Sub-Topic :
View Definition, Advantages and disadvantages, View Creation Syntax, View creation based on single table, view creation based on multiple table, Deleting View and View the definition of view
Target Audience:
Final year B.Sc. Computer Science students at Alagappa University seeking a solid foundation in RDBMS principles for academic and practical applications.
Previous Slides Link:
1. Data Integrity, Index, TAble Creation and maintenance https://www.slideshare.net/slideshow/lecture_notes_unit4_chapter_8_9_10_rdbms-for-the-students-affiliated-by-alagappa-university/270123800
2. Sequences : https://www.slideshare.net/slideshow/sequnces-lecture_notes_unit4_chapter11_sequence/270134792
About the Author:
Dr. S. Murugan is Associate Professor at Alagappa Government Arts College, Karaikudi. With 23 years of teaching experience in the field of Computer Science, Dr. S. Murugan has a passion for simplifying complex concepts in database management.
Disclaimer:
This document is intended for educational purposes only. The content presented here reflects the author’s understanding in the field of RDBMS as of 2024.
This is an introduction to Google Productivity Tools for office and personal use in a Your Skill Boost Masterclass by the Excellence Foundation for South Sudan on Saturday 13 and Sunday 14 July 2024. The PDF talks about various Google services like Google search, Google maps, Android OS, YouTube, and desktop applications.
Mail Server Configuration Using App passwords in Odoo 17Celine George
In Odoo 17, we can securely configure an email server to send and receive emails within the application. This is useful for features like sending quotations, invoices, and notifications via email. If our email service provider (e.g., Gmail, Outlook) supports app passwords, we can use them to authenticate our Odoo instance with the email server.
4. +
WHY MEASURE PERSONALITY?
Determine workplace suitability.
To be used in conjunction with intelligence tests to make decisions
about school suitability.
To assist in diagnosis of a mental illness.
To be used to court by forensic psychologists to determine
personality of a possible offender.
Sport psychologists: to help understand their clients.
As part of a research study or to develop tests.
Generally used for diagnostic purposes.
5. +
PERSONALITY
TESTS
Two different kinds or types of
personality tests: Personality
Inventories and Projective
Tests
Minnesota Multiphasic
Personality Inventory
MMPI-2
Myers-Briggs Type Indicator
Holland’s Self-Directed Search
(SDS)
6. + USE OF PERSONALITY AND
APTITUDE INVENTORIES IN
VOCATIONAL SECTION
In the past 20 years or so there has been an increase by all types
of organisations and workplaces to use personality and aptitude
inventories for vocational selections.
A vocation is an occupation, or position within an organisation, for
which a person is suited, trained or qualified.
A job refers to performing a particular role within an organisation.
Career is used to refer to the sequence of occupational positions
and jobs a person holds and performs during the course of their
working life.
7. +
USE OF ASSESSMENTS IN
ORGANIZATIONS
In the Graduate Recruitment Survey 2007, 67% of the 219 respondents surveyed
said that psychometric test results had “some influence” on recruitment, 24% said
they had a “very strong influence,” and 2% said they had no influence at all.
In organizations, assessments of individual differences are carried out at the time of
selection and during other times in an employee’s career.
Personality tests can help in 6 ways :-
Screening
Selection
Succession planning
Career planning
Team building
Management development activities.
8. + SCREENING : Screening is a
stage where a large number of
applicants are reduced to a
smaller group who appear to
have necessary abilities and
experience. This might involve
a test or tests and passing
some “cut score” that assesses
applicants on criteria such as
achievement and leadership.
SELECTION : After screening,
the short-listed applicants are
selected through selection
methods like interviews and
group discussions, along with
scores and assessments on
psychometric tests, in order to
appoint the candidates in the
target jobs.
9. + SUCCESSION PLANNING :
Assessment helps in identifying
individuals who could move up
into the target grade if a vacancy
were to occur. In addition,
Selection planning can help those
who are not quite ready to move
up a grade by identifying what
abilities they need to develop in
order to cope with the more
complex job demands of the role.
CAREER PLANNING : Career
planning helps at transition points
in careers which have been
forced on the individuals through
redundancy. It is also helpful
when, due to various other
reasons, the individuals is
compelled to find out how well
his/her abilities are matched to
various available options.
10. + TEAM BUILDING :
Assessment about individual
differences can provide team
members with a neutral
framework for exploring
relationship and performance
issues. Some tests have been
specially developed to support
team building activities.
MANAGEMENT
DEVELOPMENT : Assessment
of an individual’s abilities and
personality provides an
effective starting point for the
construction of a focused and
relevant personal development
plan.
12. +
HEREDETARY
Heredity involves all those
physiological and
psychological peculiarities,
which a person inherits from
his parents. These
peculiarities are transmitted
to us through genes. It is
indisputable that heredity
determines ones traits and
hence scientists came to
conclusion that they
determine our personality,
because its ones different
traits that make different
individuals.
13. +
ENVIRONMENT
It is the Socio-cultural
environment rather than
physical environment.
Socio-cultural factors such
as early conditioning, norms
of the family, friends and
social group and others play
a critical role in shaping the
personality. A man’s role,
temperament, ways of
thinking, and character, all
are effected and hence
determines the personality.
14. +
SURROUNDING
The situation influences the
effects of heredity and
environment on personality.
Sechress – Certain
situations are more relevant
than others in influencing
personality. The situation of
a person determines a
certain behavior that one
adapts in order to deal with
the situation, thus bringing
out the personality of that
person.
16. +
WHAT IS MBTI?
The Myers-Briggs Type
Indicator (MBTI) assessment
is a psychometric questionnaire
designed to
measure psychological preferen
ces in how people perceive the
world and make decisions.
These preferences were
extrapolated from
the typological theories
proposed by Carl Gustav
Jung and first published in his
1921 book Psychological
Types.
20. +
WHAT IS THE BIG FIVE
PERSONALITY MODEL?
The Big Five personality traits are five broad domains or
dimensions of personality that are used to describe human
personality. The theory based on the Big Five factors is called the
Five Factor Model (FFM). The Big Five factors are openness,
conscientiousness, extraversion, agreeableness, and neuroticism.
Acronyms commonly used to refer to the five traits collectively are
OCEAN, NEOAC, or CANOE. The Big Five model is able to account
for different traits in personality without overlapping. During studies,
the Big Five personality traits show consistency in interviews, self-
descriptions and observations. Moreover, this five-factor structure
seems to be found across a wide range of participants of different
ages and of different cultures.
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HIGH AND LOW SCORERS
YOUR PERSONALITY ACCORDING TO YOUR
SCORES
DIMENSION HIGH SCORERS ARE.. LOW SCORERS ARE..
Extroversion Outgoing, enthusiastic, and
active: you seek novelty
and excitement.
Aloof, quiet and independent:
you are cautious and enjoy
time alone.
Neuroticism Prone to stress, worry and
negative emotions.
Emotionally stable but can
take unnecessary risks.
Conscientiousness Organized, self-directed,
and successful, but
controlling.
Spontaneous, careless, can be
prone to addiction.
Agreeableness Trusting, empathetic and
compliant, you are slow to
anger.
Uncooperative and hostile, find
it hard to empathize with
others.
Openness Creative, imaginative,
eccentric and open to new
experiences.
Practical, conventional,
skeptical and rational.
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MAJOR PERSONALITY
ATTRIBUTES INFLUENCING OB
1. Locus of Control- A person’s perception of the source of his/her fate is termed locus
of control.
A. Internals: People who believe that they are masters of their own fate.
B. Externals: People who believe they are pawns of fate.
Example:(For externals)
Individuals who rate high in externality are less satisfied with their jobs,
have higher absenteeism rates, are more alienated from the work setting,
and are less involved on their jobs than are internals.
Example: (For internals)
Internals, facing the same situation, attribute organizational outcomes to
their own actions. Internals believe that health is substantially under their
own control through proper habits; their incidences of sickness and, hence,
of absenteeism, are lower.
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2. Machiavellianism:
Named after Niccolo Machiavelli, who wrote in the sixteenth
century on how to gain and use power.
An individual high in Machiavellianism is pragmatic, maintains
emotional distance, and believes that ends can justify means.
High Mach manipulate more, win more, are persuaded less, and
persuade others more.
High Mach outcomes are moderated by situational factors and
flouris when they interact face to face with others, rather than
indirectly, and when the situation has a minimum number of rules
and regulations, thus allowing latitude for improvisation.
High Mach make good employees in jobs that require bargaining
skills or that offer substantial rewards for winning.
25. + 3. Self-esteem:
Self-esteem—the degree to which people like or dislike
themselves.
(SE) is directly related to expectations for success.
Individuals with high self-esteem will take more risks in job
selection and are more likely to choose unconventional jobs than
people with low self- esteem.
The most generalizable finding is that low SEs are more
susceptible to external influence than are high SEs. Low SEs are
dependent on the receipt of positive evaluations from others.
In managerial positions, low SEs will tend to be concerned with
pleasing others.
High SEs are more satisfied with their jobs than are low SEs.
26. + 4. Self-monitoring:
It refers to an individual’s ability to adjust his or her behavior to external,
situational factors. Individuals high in self-monitoring show considerable
adaptability. They are highly sensitive to external cues, can behave
differently in different situations, and are capable of presenting striking
contradictions between their public persona and their private self.
Low self-monitors cannot disguise themselves in that way. They tend to
display their true dispositions and attitudes in every situation resulting in a
high behavioral consistency between who they are and what they do.
The research on self-monitoring is in its infancy, so predictions must be
guarded. Preliminary evidence suggests:
a. High self-monitors tend to pay closer attention to the behavior.
b. High self-monitoring managers tend to be more mobile in their careers.
c. High self-monitor is capable of putting on different “faces” for different
situations.
27. + 5. Risk taking:
The propensity to assume or avoid risk has been shown to have
an impact on how long it takes managers to make a decision and
how much information they require before making their choice.
High risk-taking managers made more rapid decisions and used
less information in making their choices.
While managers in organizations are generally risk-aversive,
there are still individual differences on this dimension. As a result,
it makes sense to recognize these differences and even to
consider aligning risk-taking propensity with specific job demands.
6. Narcissism:
Narcissism is a term that originated with Narcissus in Greek
mythology who fell in love with his own image reflected in a pool
of water. Currently it is used to describe the pursuit of gratification
from vanity, or egotistic admiration of one's own physical or
mental attributes, that derive from arrogant pride. Narcissism has
included particular meanings in specific fields.
28. + 7. Type A:
A Type A personality is “aggressively involved in a chronic, incessant
struggle to achieve more and more in less and less time, and, if
required to do so, against the opposing efforts of other things or other
persons.’’
They are always moving, walking, and eating rapidly, are impatient
with the rate at which most events take place, are doing do two or
more things at once and cannot cope with leisure time. They are
obsessed with numbers, measuring their success in terms of how
many or how much of everything they acquire.
8. Type B:
Type Bs never suffer from a sense of time urgency with its
accompanying impatience and feel no need to display or discuss
either their achievements or accomplishments unless such exposure
is demanded by the situation.
Play for fun and relaxation, rather than to exhibit their superiority at
any cost and can relax without guilt.
29. +
SIGMUND FREUD
• Austrian, doctor
• Father of psychoanalysis.
• In this time period, as a
Jewish man, Freud’s only
career options were
medicine and law.
• He chose medicine and
specialized in neurology.
• One of the first
psychologists to study
human motivation.
30. + ID- Most primitive part of the mind; what we are born
with
Source of all drives and urges.
Operates according to the pleasure principle and
primary process thinking.
EGO-The part of the mind that constrains the id to
reality
Develops around 2-3 years of age.
Operates according to the reality principle and
secondary process thinking.
Mediates between id, superego, and environment.
SUPEREGO-. The part of the mind that internalizes the
values, morals, and ideals of society
Develops around age 5.
Not bound by reality.
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Sigmund Freud, the founder of psychoanalysis, compared
the human mind to an iceberg. The tip above the water
represents consciousness, and the vast region below the
surface symbolizes the unconscious mind. Of Freud’s three
basic personality structures—id, ego, and superego—only
the id is totally unconscious.
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If you don’t resolve this conflict between the
ID and the EGO, you may experience
unhappiness or mental distress.
In a healthy person, according to Freud, the
ego is the strongest so that it can satisfy the
needs of the id, not upset the superego, and still
take into consideration the reality of every
situation.
Thus, in order to understand motivation, you
must understand what is in your unconscious
memory. This is the basis for
PSYCHOANALYSIS.
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ID EGO SUPEREGO
Wants what it wants
when it wants.
The id is a primitive
feeling , it contains the
basic needs and
feelings.
An overactive id can
cause a person to be
uncaring towards
others feelings.
Wants to follow the
rules and the moral
standards in the
culture.
Stores and enforces
the rules it will deny to
follow the rules.
If the superego is too
strong it can result into
a person who feels too
guilty all the time and
is too obsessed with
obtaining perfection.
Has to make the
decision of which
“voice” to follow.
Understands that you
cannot always have
what you want.
If the ego is too
strong it can result into
an adult that is rational
and efficient , but also
cold and boring.