Program ( MBA /WP) – Semester ( I )

Course (Organization Behavior )

Module 11 Session No ( 2 )
Title of the Session Quasi Contract

By
Prof./Dr. Rumna Bhattacharyya……………

Disclaimer: This PPT is the property of the ICFAI University, Jharkhand and can be used only for the educational purpose of the
students of the University
 CHAPTER - 6

Personality and Attitudes

Chapter-6 2
 Objectives of the Chapter
To understand
 Meaning of Personality
 Traits of Personality
 Personality Determinants
 Other Personality Attributes that Influence Organizational
Behavior
 The Development of Personality and Socialization
 Matching Personalities with Jobs
 Beliefs Personalities with Jobs
 Beliefs and Values
 Concept of Attitudes
 Attitudes and Consistency
 Cognitive Dissonance Theory
 Meaning of Personality

 The sum total ways in which an

individual interacts with people and
reacts to situations

Chapter-6 4
 Traits of Personality

 Extraversion:
The extent to which people is
comfortable with other people.
 Introverts prefer to be by themselves
instead of talking to others.

Chapter-6 5
 Traits of Personality Contd…
 Agreeableness:
This refers to the extent to which a person
subjugates his interests for the sake of the
group.
 Conscientiousness:
This refers to the extent to which a person is
responsible and achievement oriented.

Chapter-6 6
 Traits of Personality Contd…

 Emotional Stability:
This trait determines an individual’s ability to
withstand stress.
 Openness to experience:
It refers to an individual’s range of interests
and indicates how innovative or how rigid
he is in his beliefs.

Chapter-6 7
 The Self-concept
 ‘Self’ refers to the personality of an
individual as viewed by that people himself.
 Self concept refers to the efforts made by
individual to understand his own self.
 Self-esteem refers to the self-perceived
competence and self-image of people.
 Self-efficacy refers to a person’s
perception of his ability to cope with different
situations as they arise.
Chapter-6 8
 Personality Determinants:
 Heredity:
The biological physiological or psychological
characteristics that an individual is born with
constitute heredity.
Example: Height and hair color
 Environment:
That environment that an individual is exposed
to plays a major role in shaping his personality.
 Situation: Different situations bring out different
aspect of an individual’s personality.
Chapter-6 9
Other Personality Attributes That Influence
Organizational Behavior:

 Locus of control:
It refers to the degree to which people believe
that they can control their fate or any
situation.
Some people believe that they are masters of
their won fate and are known as internal
locus of control while some believe that their
fate is controlled by luck, chance or external
forces and are called external locus of
control.
Chapter-6 10
Other Personality Attributes That Influence
Organizational Behavior: Contd…

 Machiavellianism:
It refers to the degree to which an individual
is practical in the approach, maintains an
emotional distance from others, and believes
that ends justify the means.
 Self-esteem:
Then degree of liking an individual is referred
to as self-esteem.

Chapter-6 11
Other Personality Attributes That Influence
Organizational Behavior: Contd…

 Self-monitoring:
It refers to their ability to adapt his
behavior to the demands of the
situation.
 Risk taking:
This refers to the extent to which an
individual is prepared to take risks.

Chapter-6 12
 Type a Personality:
 Individuals who strive continuously to achieve
more things in less time, even in the face of
opposition are said to have a Type A
personality.
The characteristics of type A personalities are:
 Fast in everything they do
 Involved in more than one thing at a time.
 Always busy and find themselves unable to
cope with leisure time.
Chapter-6 13
The Development of Personality and
Socialization:
Levinson’s theory of Adult Life stages:
 Four periods of stability
 22-28 yrs steps into adult stage
 33-40 process of settling down
 45-50 enters middle adulthood
 55-60 middle adulthood ends and enter old
age
 Four transitional periods
Chapter-6 14
The Development Of Personality And
Socialization: Contd…
 The four transitional periods identified by
Levinson were:
 Age-thirty transition (28-33)
 Mid- life transition (40-45)
 Age-fifty transition (50-55)
 Late age transition (60-65
 According to Levinson, the maximum
development in one’s personality takes place
during mid-life transition.
Chapter-6 15
 Hall’s Career Stage Model:

 Exploration stage: seeks an identity for

himself, attempts to understand himself and
his personality and tries out various roles in
his career.
 Establishment Stage: The employee tries
to settle down in his job and interacts with co-
workers to development.

Chapter-6 16
Hall’s Career Stage Model: contd…

 Maintenance stage: the productivity of

the employee reaches its peak and he
feels the need to contribute something to
the next generation.
 Decline stage: In this stage the
productivity of a person starts declining.

Chapter-6 17
 Argyris’ immaturity
to maturity theory:
Immaturity Maturity
Passive Active
Dependence Independence
Behave in few ways Capable of
behaving in many
ways
Erratic shallow interests Deeper and
stronger interests

Chapter-6 18
 Argyris’ Immaturity to
Maturity theory: contd…

Short time perspective Long time

perspective
(past and future)
Subordinate position Equal or
superordiante
position
Lack of awareness of self Awareness and
control over self

Chapter-6 19
 The Socialization Process:

 The process through which an

individual’s personality is influenced by
his interaction with certain person,
groups and society at large is known as
socialization process.

Chapter-6 20
 Characteristics

 It brings about a change in the attitude.

 It continues for an extended period of time.
 Helps the new employee adjust to new jobs.
 New employee as well as mangers influence
each other.
 Initial period of socialization process is
crucial.

Chapter-6 21
 Steps in Socialisation Process
 Offering them with challenging and interesting
job
 Providing them with proper and relevant training
 Providing them with objective and timely
feedback
 Appointing an experienced supervisor to conduct
the socialization process
 Designing an informal orientation program
 Assigning new employees to work groups that
are highly satisfied and have high morale
Chapter-6 22
Matching Personalities with Jobs:
Relationships among Occupational Personality
Types
Realistic Investigate

Conventional Artistic

Enterprising Social
Chapter-6 23
 Beliefs and Values:
 Beliefs refer to the way in which an
individual organizes his perceptions and
cognitions
 Values refer to the cognition of an individual
that a certain mode of conduct or style of
behavior is socially preferable to the other
possible modes of conduct or behavioral
styles.

Chapter-6 24
 Concepts of Attitudes:

 The tendency to feel and behave in a

particular way towards objects, people or
events.

Chapter-6 25
 Three Components of Attitude
 Cognitive: It indicates the opinions, values
or beliefs of an individual about something.
 The affective component: It represents the
feeling of a person towards something.
 The behavioral component: It indicates the
intention of a person to behave in a
particular way.

Chapter-6 26
 Types of Attitudes:

 Job Satisfaction
“a pleasurable or positive emotional state
resulting from the appraisal of one’s job or
job experience.”
Locke

Chapter-6 27
 Types of Attitudes: Contd…

3 dimensions of Job Satisfaction

 It is an emotional response to a job.
 It reflects other attitudes of employees.
 It depends on the extent to which
outcomes meet his expectations.

Chapter-6 28
 Types of Attitudes: Contd…

6 dimensions of Job Satisfaction

(P.C. Smith, L.M. Kendall, C.L. Hulin)
 Work
 Pay
 Promotion opportunities
 Supervision
 Coworkers
 Working condition
Chapter-6 29
 Types of Attitudes: Contd…

Outcomes of Job Satisfaction

 Not a strong relationship with productivity
 Moderate relationship with turnover
 Inverse relationship with absenteeism
 Inverse relationship with stress levels,
accidents, grievances etc.

Chapter-6 30
 Types of Attitudes: Contd…

 Job involvement: refers to the extent

to which a person identifies
psychologically with his job, actively
participates in it, and considers that his
performance in the job contributes to his
self-worth.

Chapter-6 31
 Types of Attitudes Contd…

 Organizational commitment:
It refers to an employee’s satisfaction with a
particular organization and its goals.
 Meyer and Allen proposed a three
component model of org commitment
 Affective commitment
 Continuance commitment
 Normative commitment
Chapter-6 32
 Functions of Attitudes:

 The Adjustment function:

People modify their attitudes to adjust to
their work environment.
 Ego-defensiveness:
It helps them to defend their self-images.

Chapter-6 33
Functions of Attitudes: Contd…

 Value-expression:
People express their values through attitudes
 Knowledge function:
Attitudes provide a standard of reference which
allows people to understand and explain their
environment.

Chapter-6 34
Attitudes and Consistency:

 People constantly try to align their

attitudes with their behavior and
eliminate any divergence among their
attitudes.

Chapter-6 35
 Cognitive dissonance
Leon Festinger
 Cognitive Dissonance refers to the
incompatibility that an individual may
perceive between 2 or more of his
attitudes or between his behaviors and
attitudes.

Chapter-6 36
 SUMMARY OF THE CHAPTER
To understand
 Meaning of Personality
 Traits of Personality
 Personality Determinants
 Other Personality Attributes that Influence
Organizational Behavior
 The Development of Personality and Socialization
 Matching Personalities with Jobs
 Beliefs Personalities with Jobs
 Beliefs and Values
 Concept of Attitudes
 Attitudes and Consistency
 Cognitive Dissonance Theory