Understanding Personality, Emotions & their Impact on Workplace, Thesis of Philology

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o r g a n i z a t i o n a l b e h a v

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o r g a n i z a t i o n a l b e h a v

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stephen p. robbins

e l e v e n t h e d i t i o n

e l e v e n t h e d i t i o n

ORGANIZATIONAL BEHAVIORORGANIZATIONAL BEHAVIOR

S T E P H E N S T E P H E N (^) P.P. R O B B I N SR O B B I N S EE^ LL^ EE^ VV^ EE^ NN TT HH^ EE DD^ II^ TT II OO NN © 2005 Prentice Hall Inc. All rights reserved.© 2005 Prentice Hall Inc. All rights reserved. W W W. P R E N H A L L. C O M / R O B B I N S W W W. P R E N H A L L. C O M / R O B B I N S PowerPoint PresentationPowerPoint Presentation by Charlie Cook by Charlie Cook

Chapter 4

Personality and

Emotions

After studying this chapter, you should be able to:

7. Explain gender-differences in emotions.
8. Describe external constraints on emotions.
9. Apply concepts on emotions to OB issues.

L E A R N I N G

O B J E C T I V E S (cont’d)

What is Personality?What is Personality?

Personality

The sum total of ways in which an individual reacts and interacts with others.

Personality Traits

Enduring characteristics that describe an individual’s behavior.

Personality Determinants

• (^) Heredity
• (^) Environment
• (^) Situation

Personality Determinants

• (^) Heredity
• (^) Environment
• (^) Situation

Myers- Briggs Sixteen Primary Traits

Myers- Briggs Sixteen Primary Traits

The Big Five Model of Personality DimensionsThe Big Five Model of Personality Dimensions

Extroversion Sociable, gregarious, and assertive

Agreeableness Good-natured, cooperative, and trusting.

Conscientiousness Responsible, dependable, persistent, and organized.

Openness to Experience Imaginativeness, artistic, sensitivity, and intellectualism.

Emotional Stability Calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative).

Locus of ControlLocus of Control

Locus of Control

The degree to which people believe they are masters of their own fate.

Internals Individuals who believe that they control what happens to them. Externals Individuals who believe that what happens to them is controlled by outside forces such as luck or chance.

MachiavellianismMachiavellianism

Conditions Favoring High Machs

• (^) Direct interaction
• (^) Minimal rules and regulations
• (^) Emotions distract for others

Conditions Favoring High Machs

• (^) Direct interaction
• (^) Minimal rules and regulations
• (^) Emotions distract for others

Machiavellianism (Mach) Degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.

Risk-TakingRisk-Taking

 (^) High Risk-taking Managers

• (^) Make quicker decisions
• (^) Use less information to make decisions
• (^) Operate in smaller and more entrepreneurial organizations  (^) Low Risk-taking Managers
• (^) Are slower to make decisions
• (^) Require more information before making decisions
• (^) Exist in larger organizations with stable environments  (^) Risk Propensity
• (^) Aligning managers’ risk-taking propensity to job requirements should be beneficial to organizations.

Personality TypesPersonality Types

Type A’s

1. are always moving, walking, and eating rapidly;
2. feel impatient with the rate at which most events take place;
3. strive to think or do two or more things at once;
4. cannot cope with leisure time;
5. are obsessed with numbers, measuring their success in terms of how many or how much of everything they acquire.

Type B’s

1. never suffer from a sense of time urgency with its accompanying impatience;
2. feel no need to display or discuss either their achievements or accomplishments;
3. play for fun and relaxation, rather than to exhibit their superiority at any cost;
4. can relax without guilt.

Achieving Person-Job FitAchieving Person-Job Fit

Personality Types

• (^) Realistic
• (^) Investigative
• (^) Social
• (^) Conventional
• (^) Enterprising
• (^) Artistic

Personality Types

• (^) Realistic
• (^) Investigative
• (^) Social
• (^) Conventional
• (^) Enterprising
• (^) Artistic

Personality-Job Fit Theory (Holland)

Identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.

Holland’s Typology of Personality and Congruent Occupations

Holland’s Typology of Personality and Congruent Occupations

E X H I B I T 4E X H I B I T 4–2–

Emotions- Why Emotions Were Ignored in OBEmotions- Why Emotions Were Ignored in OB

 (^) The “myth of rationality”

• (^) Organizations are not emotion-free.

 (^) Emotions of any kind are disruptive to

organizations.

• (^) Original OB focus was solely on the effects of strong negative emotions that interfered with individual and organizational efficiency.

What Are Emotions?What Are Emotions?

MoodsMoods Feelings that tend to be Feelings that tend to be less intense than less intense than emotions and that lack a emotions and that lack a contextual stimulus. contextual stimulus.

Moods Moods Feelings that tend to be Feelings that tend to be less intense than less intense than emotions and that lack a emotions and that lack a contextual stimulus. contextual stimulus.

EmotionsEmotions Intense feelings that are Intense feelings that are directed at someone or directed at someone or something. something.

Emotions Emotions Intense feelings that are Intense feelings that are directed at someone or directed at someone or something. something.

AffectAffect

A broad range of emotions A broad range of emotions that people experience. that people experience.

Affect Affect

A broad range of emotions A broad range of emotions that people experience. that people experience.