Organizational Behaviour - MGT502 Power Point Slides Lecture 8

Organizational
Behavior
(MGT-502)
Lecture-8
Summary
of
Lecture-7
Values
Components of
Attitudes
• Cognitive -- thinking
• Affective -- feeling
• Behavioral -- doing
Types of Attitudes
• Job satisfaction
• Job involvement
• Organizational
commitment
Outcomes of Job Satisfaction
• Satisfaction and Productivity
• Satisfaction and Turnover
• Satisfaction and Absenteeism
• Satisfaction and Citizenship Behavior

Barriers to Change Attitudes
• Prior Commitments
• Insufficient Information
Today’s Topics
Personality defined
Relatively stable pattern of
behaviours and consistent internal
states that explain a person's
behavioural tendencies.
Personality
The sum total of ways in which an
individual reacts and interacts
with others.
Personality
Mean how people affect others and how
they understand and view themselves,
as well as their pattern of inner and
outer measurable traits and
Person-situation interaction
Personality
Personality refers to a relatively
stable set of feelings and behaviors
that have been significantly formed
by genetic and environmental
factors.
Nature Personality is a Nurture

Hereditary product of Nature Pattern of life
forces experiences
and Nurture
12
What Is Personality?
Heredity Environment Situation
Prentice Hall, 2001 Chapter 4 13

Some Major Forces
Influencing Personality
Cultural forces
Individual Social class and

Hereditary other group
forces Personality membership forces
Family
relationship
forces
Personality
• Personality
– The relatively stable set of psychological
attributes that distinguish one person from
another.
• The “Big Five” Personality Traits
– A set of fundamental traits that are especially
relevant to organizations.
– The traits include agreeableness,
conscientiousness, negative emotionality,
extraversion, and openness.
The Big Five Personality
Model
• Extroversion
– Refers to the tendency to be sociable,
friendly, and expressive.
• Emotional Stability
– Refers to the tendency to experience
positive emotional states.
• Agreeableness
– Being courteous, forgiving, tolerant,
trusting, and self-hearted.
• Conscientiousness
–Is exhibited by those who are
described as dependable, organized,
and responsible.
• Openness to Experience
–Reflects the extent to which an
individual has broad interests and is
willing to be a risk-taker.
Relationship Between The “Big Five”
Personality Dimensions And Career
• The “Big Five” traits are

significantly related to both
intrinsic (job satisfaction) and
extrinsic (income and
occupational status) career
success.
Big five personality
dimensions
Conscientiousness Caring, dependable
Emotional stability Poised, secure
Openness to experience Sensitive, flexible
Agreeableness Courteous, empathic
Extroversion Outgoing, talkative

The Myers-Briggs Framework
This framework differentiates people in

terms of four general dimensions:
sensing, intuiting, judging, and
perceiving. Higher and lower positions
in each of the dimensions are used to
classify people into one of sixteen different
personality categories.
Sixteen
Primary
Traits
Personality Traits
Trusting Suspicious
Practical Imaginative
Forthright Shrewd
Self-Assured Apprehensive
Conservative Experimenting
Group-Dependent Self-Sufficient
Uncontrolled Controlled
Relaxed Tense

Other Personality Traits at
Work
• Self-Efficacy
– A person’s beliefs about his or her
capabilities to perform a task.
• Authoritarianism
– The extent to which a person believes
that power and status differences are
appropriate within hierarchical social
systems such as organizations.
• Risk Propensity
– The degree to which a person is willing
to take chances and make risky
decisions.
Because personality characteristics
create the parameters for
people’s behavior, they give us a
frame work for predicting
behavior.
Major Personality Attributes
Influencing OB
• Locus of control
• Self-esteem
• Self-monitoring
• Propensity for risk taking
• Type A personality
Personality Characteristics
in Organizations
Locus of Control
Internal External
I control what People and
happens to me! circumstances
control my fate!
in Organizations
Self-Efficacy - beliefs and expectations about
one’s ability to accomplish a specific task
effectively
Sources of self-efficacy
– Prior experiences and prior success
– Behavior models (observing success)
– Persuasion
– Assessment of current physical & emotional
capabilities
in Organizations
Self-Esteem
Feelings of Self Worth
Success tends Failure tends

to increase to decrease
self-esteem self-esteem
in Organizations
Self-Monitoring
Behavior based on cues from people & situations
• High self monitors • Low self monitors

– flexible: adjust – act from internal
behavior according to states rather than
the situation and the from situational cues
behavior of others – show consistency
– can appear – less likely to respond
unpredictable & to work group norms
inconsistent or supervisory
feedback
Who Is Most Likely to . . .
Low-self High-self
monitors monitors
Get promoted
Accomplish tasks, meet other’s
expectations, seek out central 
positions in social networks
Change employers
Self-promote 
Make a job-related
geographic move
Demonstrate higher levels of 
managerial self-awareness; base
behavior on other’s cues and the
situation
in Organizations
A strong
situation can
overwhelm the effects
of individual personalities
by providing strong cues
for appropriate
behavior
in Organizations
Strong
personalities
will dominate
in a weak
situation
Personality Types
Personality Types
Occupational Personality Types
Conventional R I
C A
E S

Summary
Personality
Mean how people affect others and how
they understand and view themselves,
as well as their pattern of inner and
outer measurable traits and
Person-situation interaction
Some Major Forces
Influencing Personality
Cultural forces
Individual Social class and

Hereditary other group
forces Personality membership forces
Family
relationship
forces
Big five personality
dimensions
Conscientiousness Caring, dependable
Emotional stability Poised, secure
Openness to experience Sensitive, flexible
Agreeableness Courteous, empathic
Extroversion Outgoing, talkative

The Myers-Briggs Framework
This framework differentiates people in

terms of four general dimensions:
sensing, intuiting, judging, and
perceiving. Higher and lower positions
in each of the dimensions are used to
classify people into one of sixteen different
personality categories.
Occupational Personality Types
Conventional R I
C A
E S

Next….
Emotions and Mood
Organizational
Behavior
(MGT-502)
Lecture-8

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Organizational

• Satisfaction and Productivity

• Satisfaction and Turnover

• Satisfaction and Absenteeism

• Satisfaction and Citizenship Behavior

Nature Personality is a Nurture

Heredity Environment Situation

Prentice Hall, 2001 Chapter 4 13

Individual Social class and

• The “Big Five” traits are

Emotional stability Poised, secure

Openness to experience Sensitive, flexible

Agreeableness Courteous, empathic

Extroversion Outgoing, talkative

This framework differentiates people in

Prentice Hall, 2001 Chapter 4 22

Success tends Failure tends

• High self monitors • Low self monitors

Prentice Hall, 2001 Chapter 4 36

Individual Social class and

Emotional stability Poised, secure

Openness to experience Sensitive, flexible

Agreeableness Courteous, empathic

Extroversion Outgoing, talkative

This framework differentiates people in

Prentice Hall, 2001 Chapter 4 43

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