HRM II

Personality
Prof. Sandeep Hegde
 Syllabus
• Personality – BIG 5 – 16 PF - MBTI
• Attitudes & Emotions
• Understanding Self & Others through
Johari Window Technique
• Transactional Analysis – P – A - C
• Teams & Group Dynamics
• Managing Conflicts
• Motivation
• Training & Development
 References
• Organizational Behavior by Fred Luthans
• Organizational Behavior by Stephen
Robbins
• Behavioral Processes in Organizations by
Dr. Udai Pareek and Dr. T. V. Rao
• I am OK You are OK by Dr. Thomas Harris
• Games People Play by Dr. Eric Burne
 Marking scheme
• Internal Assessment – 30 Marks
– Marks for class attendance – 05 (only for
students having more than 80% attendance)
• 80 – 90% - 3 marks
• 90 – 95% - 4 marks
• Above 95% - 5 marks
– Marks for class participation – 05 (for class
behavior, proactive participation and
knowledge sharing)
– Mid Trimester test – 10
– Team Presentation – 10
• Trimester end examination – 70 Marks
 Trimester end paper pattern
(70 Marks – 2 hours duration)
• One liners (10 X 1Mark) no options given
10 Marks
– Expected to write simple one line definition or explain the term
given in your own words
• Short Answer type questions (4 X 5 Marks) 4 out of 6 Questions
20 Marks
– Expected to give argumentative discussion based on theory with
some industry examples to supplement your arguments
• Case Study (2 – 3 pages in length) with 2 questions of 10 marks
each. 20 Marks
– Expected to relate the case to theories covered in the entire
syllabus. Theoretical illustrations a must. Using the theoretical
illustration one must explain the case and bring out solutions or
recommendations. Citing industry examples to illustrate your
point would be highly appreciated.
• Situational type of questions related to theoretical concepts.
2 questions of 10 marks each (2 out of 3) 20 Marks
– Discussion oriented answer with argumentative pro’s and con’s.
Your personal viewpoints carry weight.
“I think, therefore I am”
(17th century, the French philosopher René Descartes )
 In today’s session….
• Personality
• The 16 PF’s
• The “BIG 5” Model of Personality
• Big 5 and its correlations with Job
Performance
• Major Personality Attributes influencing
OB
• Online BIG 5 and 16 PF tests and
interpretation of your scores
(www.similiarminds.com)
 Personality
The sum total of ways in which an individual reacts and
interacts with others.
• Personality Determinants
– Heredity
– Environment
– Situation
• Personality Traits
– Enduring characteristics that describe an individual’s
behaviour
• The Big Five Model
• The 16 PF’s
Sixteen Primary Personality
Traits (16 PF’s)
1. Reserved vs. Outgoing
2. Less intelligent vs. More intelligent
3. Affected by feelings vs. Emotionally stable
4. Submissive vs. Dominant
5. Serious vs. Happy-go-lucky
6. Expedient vs. Conscientious
Timid vs.
7. Venturesome
Tough-minded
8. vs. Sensitive
Trusting
9. vs. Suspicious
Practical
10. vs. Imaginative
Forthright
11. Self-assured vs. Shrewd
12. Conservative vs. Apprehensive
13. Group-dependent vs. Experimenting
14. Uncontrolled vs. Self-sufficient
15. Relaxed vs. Controlled
16. vs. Tense
Factor low score high score
Warmth cold, selfish supportive, comforting
Intellect instinctive, unstable cerebral, analytical
Emotional Stability irritable, moody level headed, calm
Aggressiveness modest, docile controlling, tough
Liveliness somber, restrained wild, fun loving
Dutifulness untraditional, rebellious conforming, traditional
Social Assertiveness shy, withdrawn uninhibited, bold
Sensitivity coarse, tough touchy, soft
Paranoia trusting, easy going wary, suspicious
Abstractness practical, regular strange, imaginative
Introversion open, friendly private, quiet
Anxiety confident, self assured fearful, self-doubting
Openmindedness closeminded, set-in-ways curious, exploratory
Independence outgoing, social loner, craves solitude
Perfectionism disorganized, messy orderly, thorough
Tension relaxed, cool stressed, unsatisfied
 The Big Five Model
• Extroversion
• Agreeableness
• Conscientiousness
• Emotional Stability
• Openness to Experience
 Extroversion
Extraversion is "the act, state, or habit of being
predominantly concerned with and obtaining
gratification(great satisfaction) from what is outside
the self". Extraverts tend to enjoy human interactions
and to be enthusiastic, talkative, assertive, and
gregarious. They take pleasure in activities that
involve large social gatherings, such as parties,
community activities, public demonstrations, and
business or political groups. Politics, teaching, sales,
managing, and brokering are fields that favor
extraversion. An extraverted person is likely to enjoy
time spent with people and find less reward in time
spent alone. They tend to be energized when around
other people, and they are more prone to boredom
when they are by themselves.
 Agreeableness
– Agreeableness is a tendency to be pleasant and
accommodating in social situations. In contemporary
personality psychology, agreeableness is one of the
five major dimensions of personality structure,
reflecting individual differences in concern for
cooperation and social harmony. People who score
high on this dimension are on average more
empathetic, considerate, friendly, generous, and
helpful.
– People scoring low on agreeableness place self-
interest above getting along with others. They are
generally less concerned with others' well-being,
report less empathy, and are therefore less likely to go
out of their way to help others. Their skepticism about
other people's motives may cause them to be
suspicious and unfriendly. People very low on
agreeableness have a tendency to be manipulative in
their social relationships. They are more likely to
compete than to cooperate.
 Conscientiousness
– Conscientiousness is the trait of being painstaking
and careful, or the quality of acting according to
the dictates of one's conscience. It includes such
elements as self-discipline, carefulness,
thoroughness, organization, deliberation (the
tendency to think carefully before acting), and
need for achievement. It is an aspect of what was
traditionally called character.

– Conscientious individuals are generally hard

working and reliable. When taken to an extreme,
they may also be workaholics, perfectionists, and
compulsive in their behavior. People who are low
on conscientiousness are not necessarily lazy or
immoral, but they tend to be more laid back, less
goal oriented, and less driven by success.
 Emotional Stability
Neuroticism - a tendency to
experience unpleasant emotions
easily, such as anger, anxiety,
depression, or vulnerability;
sometimes called emotional
instability.
Openness to Experience
Openness to experience is one of
five major domains of personality
discovered by psychologists.
Openness involves active
imagination, aesthetic sensitivity,
attentiveness to inner feelings,
preference for variety, and
intellectual curiosity.
 Big Five Personality Factors and
Job Performance
Big Five Personality Factor Relationship to Job Performance

Extroversion * Positively related to job performance in

occupations requiring social interaction
* Positively related to training proficiency for all
occupations

Agreeableness * Positively related to job performance in service

jobs

Conscientiousness * Positively related to job performance for all

occupational groups
* May be better than ability in predicting job
performance
 Big Five Personality Factors and
Job Performance
Big Five Personality Factor Relationship to Job Performance

Emotional Stability * A minimal threshold amount may be

necessary for adequate performance; greater
degrees not related to job performance
* Positively related to performance in service
jobs
* May be better than ability in predicting job
performance across all occupational groups

Openness to Experience *Positively related to training proficiency

 Major Personality Attributes
Influencing OB
• Locus of Control
• Machiavellianism
• Self-Esteem
• Self-Monitoring
• Risk Taking
• Type A and Type B Personalities
 Locus of Control
• The degree to which people believe they
are in control 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
 Machiavellianism
• Niccolò di Bernardo dei Machiavelli (3 May 1469 – 21
June 1527) was an Italian philosopher, writer, and
politician and is considered one of the main founders of
modern political science. His surname yielded the
modern political words "Machiavelli" (a person of acute
and scheming intelligence) and Machiavellianism (the
use of cunning and deceitful tactics in politics or in
general).
• Degree to which an individual is pragmatic, maintains
emotional distance, and believes that ends can justify
means. .
• People high on this factor tend to be rash decision
makers and would not give a thought on how their
decisions would affect others.
• Such individuals may some times not take decisions
within the framework of the organization
 Self-Esteem
• Individuals’ degree of liking or disliking of
themselves.
• People with lower self esteem generally
lack self confidence.
• High on self esteem tends to make a
person goal oriented and achievement
oriented.
• Lower self esteem person tends to blame
himself for all his failures. Generally
disillusioned from his goals.
 Self-Monitoring
• A personality trait that measures an
individual’s ability to adjust behaviour to
external situational factors.
• People high on this personality trait would
adjust themselves quickly to external
environment. These people can control
their emotions quickly.
 Risk-Taking
• Refers to a person’s willingness to take
chances or risks
• Also refers to some levels of decision
making. Whether he / she is decisive or
need external help for their decision
making
• Some level of one’s independence or
dependence on external entities.
 Type A Personality
– Always moving, walking, and eating rapidly.
– Feel impatient with the rate at which most
events take place.
– Strive to think or do two or more things at
once.
– Cannot cope with leisure time.
– Are obsessed with numbers, measuring their
success in terms of how many or how much of
everything they acquire.
 Type B Personality
– Never suffer from a sense of time urgency
with its accompanying impatience.
– Feel no need to display or discuss either their
achievements or accomplishments unless
such exposure is demanded by the situation.
– Play for fun and relaxation, rather than to
exhibit their superiority at any cost.
– Can relax without guilt.
 To summarize….
• We have understood personality factors and the
BIG 5 Model of personality
• By taking the online tests you now have insights
into your personality – How can you benefit from
this?
• How BIG 5 impacts organizational behavior and
working styles and how you can judge your
people by it
• We have understood the personality attributes
and how to judge and adjust with persons of
“TYPE A” or “TYPE B” personality
• Can we evaluate these learning's in our
classrooms tomorrow onwards?