PERSONALITY

PERSONALITY
• All India Radio rejected him, after the
interview,
because of his abnormally heavy voice. No
film producer was willing to sign him, due to
his abnormal personality (Tall, thin with
heavy
voice) and today at the age of 65+ he is the
busiest and the youngest actor of
Bollywood
 PERSONALITY
• The people in the opposition and so called
pundits of Indian Politics used to call Late
Indira Gandhi as Dumb Doll. That Dumb Doll
becomes the roaring tiger in 1971 war with
Pakistan.
 PERSONALITY
• Mr. Shiv Khera, was asked to put his papers,
because of his lack of
innovation and self motivation. The same
person, is a motivational guru and
his client list include the names of top
corporate houses.
 PERSONALITY
• A shy, introvert guy of Indian cricket team,
Mr. Navjot Singh Sidhu, changed his style
and in today’s date, when he speaks, people
listen and his style of speaking is termed as
‘Sidhuism’. Today, he is MP and probably
among the top most public speakers of India.
 DEFINATION

“Personality is the sum total of ways in which an individual REACTS;

and INTERACTS with others.”

Combines of a set of physical and mental characteristics that

reflect how a person looks, thinks, acts and feels.
Predictable relationships are expected between people’s
personalities and their behaviors.
 LETZ STIMULATE

• Situation 1 :-
Suppose that you are new to the organisation, and
not familiar to your colleague. You get a chance to interact with them
in this party.

What will you do in this situation?

a) You will take the initiative to talk

b) Feel strange and nervous so will not talk with others
c) You will wait for someone else to talk to you
d) you will stand and smile to others.
Situation 2

• You have been given a group project. You have made a

mistake in between and only you are aware of it. How
will you react on it?

• a) you will confess that you have made the mistake.

• b) you will held someone else to be responsible for the
mistake
• c) you will try to find out the solution for it
• d) you will keep mum all through out the project.
What DETERMINES The Personality?

Heredity Environment Situation

A great deal of personality formation can come from our religion beliefs , culture,
place of upbringing, Physical Characteristics, Gender too.
 ““the
themind
mindisislike
likean
aniceberg
iceberg––1/3
1/3isishidden”
hidden”

Conscious Awareness Unconscious

small part above surface below the surface
(Preconscious) (thoughts, feelings,
wishes, memories)

Repression
banishing unacceptable
thoughts & passions to
unconscious
Dreams & Slips
 Psychoanalytic Theory

1. Structure of the personality comprising of the id, ego, superego.

2. Personality dynamics in which conscious and unconscious motivation and

ego-defense mechanisms play an important role.

3. Theory of psychosexual development in which different motives and

bodily regions influence the child at different stages of growth.
 Psychoanalytic Theory…..
• Id
– Functions on ‘pleasure principle’
– Immediate gratification of needs to reduce tension & discomfort
regardless of consequences
• Superego
– Functions on ‘idealistic principle’
– Our moral guide/conscience
– Influenced by internalizing our parents’ values & the voice of society
– Works against the Id by inflicting guilt
• Ego
– Functions on ‘reality principle’
– Serves to balance the demands the Id and the Superego
– Assesses what is realistically possible in satisfying the Id and/or
Superego (i.e., what society will deem acceptable)
– Ego uses defense mechanisms to protect itself
Myers-Briggs Type Indicator (MBTI)
Extrovert (E)
Type of Social
Interaction Introvert (I)

Preference for Sensing (S)

Gathering Data Intuitive (N)

Feeling (F)
Preference for
Decision Making Thinking (T)

Perceptive (P)
Style of
Decision Making Judgmental (J)
Extraversion Introversion
Interest Orientation

E Talkative, Shy, I
Sociable, Reserved,
Friendly, Quite,
Outspoken
Sensing Intuition
Perception

S Organised, Less Regular, N

Practical, Unconscious,
Focus Detail. Focus Big
Picture
Thinking Feeling
Judgment

T Reliability of
logical order
Priorities
based on
F
– cause and personal
effect, Apathy importance
and values,
Sympathy
Judgment Perception
Environment Orientation

J Judging
attitude –
Spontaneity –
Curious,
P
Control of awaiting
events and events and
systematic adapting to
planning them,
Flexible
 Conscientiousness

Extroversion

Agreeableness

Emotional stability Openness to Experience

 Extraversion

Agreeableness

The
Big Five Personality Conscientiousness
Model

Emotional Stability

Openness to Experience
 The Big Five Personality Dimensions
 Extraversion:

 Agreeableness:

 Conscientiousness:
 Emotional stability:

 Openness to experience:
Research finding: Conscientiousness is the best (but not a strong) predictor of job
performance
 Extraversion

Openness to experience

Conscientiousness

Agreeableness

Emotional stability
Outgoing, talkative, sociable, assertive
Trusting, good natured, cooperative, soft hearted
Dependable, responsible, achievement oriented, persistent
Intellectual, imaginative, curious, broad minded
Relaxed, secure, unworried
PERSONALITY TYPES IN AN
ORGANIZATION
DOMINANT PERSONALITY:

• People of the Dominance Style like to control their environment by overcoming opposition to

accomplish desired results. They enjoy moving people around in their favor.

• They are direct, forceful, impatient, and opinionated. They enjoy being in charge, making decisions,

solving problems, and getting things done. They tend to thrive on power, prestige, and authority, and they

can be extremely demanding. They also fear being taken advantage of by losing control of a situation.

• When people of this style are negatively motivated, they can become defiant. They don't like being told

what to do, and win lose challenges can be dangerous. They would quickly become bored with a routine that

was basically the same from day to day, particularly if it didn't allow them to make decisions that would

hinder their desire to be in control.

• For example, giving them work that involves dealing with lots of detail would be tedious and de-motivating.
INFLUENCING PERSONALITY:

• People with this style try to shape the environment by influencing or persuading others to see things

their way. They really enjoy being involved with people and getting recognition for their accomplishments.

They fear rejection or loss of social approval.

• This highly social individual loves opportunities to verbalize thoughts, feelings, and ideas. So

provide opportunities for them to do this when possible. When it's deserved, praise their work

enthusiastically and publicly.

• When you negatively motivate people of this style, they can be indiscriminately impulsive. When this

happens, they may speak first and think later with little regard for what they say and who might hear it. This

can be in the form of complaining to no one in particular while hanging around the coffee pot. Because they

want to be liked, being silent or tight-lipped with them will make them afraid you're rejecting them.
CONSCIENTIOUS PERSONALITY:
• This style emphasizes working conscientiously within existing circumstances to ensure quality and

accuracy. People of this behavioral style appreciate opportunities for thorough, careful planning.

They are critical thinkers who are sticklers for detail, They prefer to spend time analyzing a situation and,

like the steadiness style, are slow to accept sudden changes. They like following procedures and standards-

preferably their own.

• When they are negatively motivated they may become cynical or overly critical. They will normally

respond well to logical, well-thought-out, planned options. Be realistic and avoid exaggeration in

discussion with them. They respond favorably to exact descriptions and performance objectives, scheduled

performance appraisals, and specific feedback on their performance.

• Your conversations with them will take longer because they'll probably have several questions. They'll also

want to verify the quality and reliability of information you give them. Even when given all the facts, they

are inclined to analyze an issue and decide for themselves. Compliment them for the quality work they do,

as well as he logical approach they take to doing it.

 Locus Self-Esteem
of Control

Other Key
Machiavellian Self
Personality
Personality Monitoring
Attributes

Risk Type A
Propensity Proactive Personality Personality
 Locus of Control

 Internal locus of control: belief that one controls key

events and consequences in one’s life.

 External locus of control:

control One’s life outcomes attributed
to environmental factors such
as luck or fate.
Relationship Between LOC & some other
factors

Job Satisfaction

LOC Absenteeism

Turnover
 FACTORS INTERNALS EXTERNALS

Job Satisfaction Satisfied More dissatisfied

Absenteeism Less absenteeism Depends on their luck

or chance

Turnover No clear relationship Depends on their luck

or chance
HIGH MACS are:

• Pragmatic
• Maintains emotional distance
• Believes that ends can justify the means
• Manipulate more
• Win more
• Persuaded less
• Persuade others more

Influence by 3 factors

- Face-to-face interaction
- Situation having minimum number of rules & regulations ,allowing latitude
for improvisation
- Emotional involvement with details irrelevant
 Self Esteem
• The degree to which a person likes or dislikes himself
• It is directly related to expectations for success

2 TYPES:

1. High Self Esteem

• They believe that they possess the ability they need to succeed at work
• Will take more risks in job selection
• And more likely to choose unconventional jobs than people with low self
esteem
• They will not be susceptible to the external influences
• They are more satisfied with their job
2. Low Self Esteem:

• They seek appreciation from others

• Seek approval from others and try to conform to the beliefs and behaviors of
those they respect

• They try to please others and therefore they would not take unpopular stands than
high Self Esteemed employees
• Ability to adjust one’s behavior to external situational factors

• Capable of presenting striking contradictions between their public persona &

private self

• Tend to pay closer behavior of others & more capable of conforming than
low self monitoring

• Capable of putting different “faces” for different audiences

•Quick Decision making

•Specific to jobs (stocks) (accounts)

 Type A Personality

Of the ABC personality types, these are the folks that are always in a hurry, impatient to see results and come across as
aggressive in their interpersonal relationships because they believe it’s a “dog eat dog world” out there. Type A’s are very
competitive and show it at work in their levels of tension and agitation.
Their personalities are a mix of right- and left-brained dominance. They are risk taking, inflexible and private people who
become hostile easily when they are criticized.

Type B Personality

Of the ABC personality types, the Type B’s live in the moment and don’t mind waiting for just the right time to take action.
They are friendly types who believe that the world is both good and bad, but that there are more good people than bad in
it. They tend to be their own biggest competitors, thinking “I can do better than this”.
Their personalities are right-brain dominated. Being intuitive, spontaneous and patient, they are open to criticism, and
when angry they tend to use humor to make their point.
Occupational Personality Types

i s tic In
ve
al sti
Re ga
R I tiv
e
Conventional

Artistic
C A

Ent
erp
risi

l
cia
ng E S

So
 Holland’s Personality-Job Fit Theory

Type Personality Occupations

Mechanic, Farmer,
Realistic Shy, Stable, Practical
Assembly-Line Worker

Biologist, Economist,
Investigative Analytical, Independent
Mathematician

Social Worker,
Social Sociable, Cooperative
Teacher, Counselor

Accountant, Manager
Conventional Practical, Efficient
Bank Teller

Enterprising Ambitious, Energetic Lawyer, Salesperson

Painter, Writer,
Artistic Imaginative, Idealistic
Musician
IN AN ORGANIZATION
DOMINANT PERSONALITY:

• Be clear, direct, and to the point when you interact.

• Avoid being too personal or talking too much about non-work items.

• Let them know what you expect of them. If you must direct them, provide choices that give

them the opportunity to make decisions to satisfy their need to be "in control.

• Accept their need for variety and change. When possible, provide new challenges, as well as

opportunities to direct the efforts of others.

• The High D person is motivated by personal control through direct communication.

Compliment them for results they achieve.

• They are "bottom line" oriented. Ask them about their career plans and timetables for achieving

success. Show how they can get results by helping you get results.
INFLUENCING PERSONALITY:

• You'll need to communicate more with people of this style, and it'll often involve social

interaction.

• Give them lots of your time.

• Compliment them.

• Ask about things going on in their lives outside of work.

• Let them share with you their goals at work and elsewhere.

• Link your objectives to their dreams and goals.

CONSCIENTIOUS PERSONALITY:

• Opportunities to demonstrate their expertise.

• Plenty of details.

• Enough time to prepare for meetings properly.....especially if they have an item on the agenda to

present.

• Situations where their systematic approach will contribute to long-term success.