Human Behavior In Organization - Personality And Emotions c2j60

Chapter 4: PERSONALITY & EMOTIONS Personality – the sum total of ways in which an individual reacts and interacts with others. Personality Determinants 1. Heredity – factors that were determined at conception. (ex. Physical stature, facial attractiveness, gender, temperament, energy level, & biological rhythms) 2. Environment – culture in which we are raised; our early conditioning; the norms among our family, friends, and social groups; and other influences that we experiences. 3. Situation – influences the effects of heredity and environment Personality Traits – enduring characteristics that describe an individual’s behavior • Primary Traits – 16 Personality Factors • Myers-Briggs Type Indicator – a personality test that taps four characteristics and classifies people into 1 of 16 personality types

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(E or I) extroverted or introverted

c. (T or F) thinking or feeling

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(S or N) sensing or intuitive

d. (P or J) perceiving or judging

The Big Five Model 1.

Extroversion – a personality dimension describing someone who is sociable, gregarious, and assertive

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Agreeableness - a personality dimension describing someone who is good-natured, cooperative, and trusting

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Conscientiousness - a personality dimension describing someone who is responsible, dependable, persistent, and organized

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Emotional Stability - a personality dimension that characterizes someone as calm, self-confident, secure(positive) versus nervous, depressed and insecure (negative)

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Openness to experience - a personality dimension describing someone in of imagination, sensitivity, and curiosity.

Major Personality Attributes Influencing OB • Locus of control – the degree to which people believe they are masters of their own fate. a. Internals – individuals who believe that they control what happens to them b.

Externals –believes that whatever happens to them is controlled by outside forces such as luck or chance

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Machiavellianism – degree to which an individual is pragmatic, maintains emotional distance and believes that ends can justify means.

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Self-esteem – individuals’ degree of liking or disliking themslves

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Self-monitoring - a personality trait that measures and individuals ability to adjust his or her behavior to external, situational factors

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Risk-taking

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Type A personality – aggressive involvement in a chronic, incessant struggle to achieve more and more in less and less time and, if necessary, against the opposing effortof other things or other people

Achieving Personality Fit • Personality-job fit theory – identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover • Person-organization fit – argues that people leave jobs that are not compatible with their personalities. Affect – a generic term that covers a broad range of feelings that people experience Emotion – are intense feelings that are directed at someone or something Moods – are feelings that tend to be less intense than emotions and which lack a contextual stimulus Emotional labor – this is when employee expresses organizationally desired emotions during interpersonal transactions Felt emotions – are individual’s actual emotions Displayed emotions – emotions that are organizationally–required and considered appropriate in a given job Emotion Dimensions 1. Variety. Six universal emotions: anger, fear, sadness, happiness, disgust and surprise 2. Intensity – Some almost never show their feelings and others seem to be on an emotional roller coaster. 3. Frequency and Duration – how often an emotion need to be exhibited and for how long Alexithymia – difficulty in expressing their emotions and understanding the emotions of others Gender and Emotions. Women are more in touch with their feelings than men – that they react more emotionally and are better able to read emotions in others. External Constraints on Emotions 1. Organizational Influences. There’s a bias against negative and intense emotions 2. Cultural influences. What’s acceptable in one culture may seem extremely unusual or even dysfunctional in another OB Applications 1. Ability and Selection. People who know their own emotions and are good at reading other’s emotions may be more effective in their jobs. ***Emotional Intelligence (EI) refers to an assortment of noncognitive skills, capabilities and competencies that influence a person’s ability to succeed in coping with environmental demands and pressures. - Five dimensions: self-awareness, self-management, self-motivation, empathy, social skills 2. Decision Making. People use emotions as well as rational and intuitive processes in making decisions. 3. Motivation. Individuals are motivated to the extent that their behavior is expected to lead to desired outcomes. Their perceptions and calculations of situations are filled with emotional content that significantly influences how much effort they exert.

4. 5. 6.

Leadership. Effective leaders almost all rely on the expression of feelings to help convey their message. Interpersonal conflict. A manager’s success in trying to resolve conflicts is often largely attributable to his or her ability to identify the emotional elements in the conflict and to get the conflicting parties work through their emotions. Deviant workplace behaviors. Negative emotions can lead to a number of deviant workplace behaviors. ***Employee deviance – voluntary actions that violate established norms and that threaten the organization, its , or both “Deep Down, People Are All Alike.”