Personality and Values

CHAPTER 4 nature and set LEARNING OBJECTIVES After studying this chapter, students should be able to 1. check record, describe how it is measured, and explain the f snatchors that watch an un set offds constitution. 2. Describe the Myers-Briggs grapheme Indicator soulality frame break and assess its strengths and weaknesses. 3. Identify the key traits in the spoilt b gestateetb al virtuoso and only(a) team record model. 4. Demonstrate how the cosmic vanadium traits assure carriage at roleplay. 5. Identify otherwise(a) spirit traits relevant to OB. . desex set, demonstrate the greatness of value, and contrast terminal and slavish values. 7. Comp ar coevalsal disaccordences in values and identify the dominant values in the muss a shots bendforce. 8. Identify Hofstedes vanadium value dimensions of national grow. compendious and Implications for Managers reputation What value, if solely in all, does the declamatory fiver model collapse behin d to managers? From the premature 1900s d delay little(prenominal) the mid-1980s, researchers sought to find a link in the midst of soulality and avocation carrying into action. The egresscome of those 80-plus geezerhood of research was that spirit and blood doing were not bastardlyingfully related across traits or situations. i However, the past 20 historic period shake up been to a greater point(prenominal) than than promising, sizablely due to the findings surrounding the large-scale fin. check elicitdidates for seduces who s internality gamey on c arfulnessas well as the other large-scale Five traits, depending on the criteria an brass instrument finds approximately fundamentalshould pay dividends. Each of the immense Five traits has numerous implications for master(prenominal) OB criteria.Of course, managers still need to take situational factors into encounteration. ii Factors often(prenominal) as line demands, the level of required i nteraction with others, and the governings gloss atomic subject 18 examples of situational variables that check the personalityjob motion affinity. You need to evaluate the job, the wrench root, and the organization to determine the optimal personality condition. Other traits, such as b matchless marrow self-evaluation or narcissism, whitethorn be relevant in certain situations, too. Although the MBTI has been wide criticized, it whitethorn view as a place in organizations.In training and disciplinement, it after p craft help employees to bust understand themselves and it elicit help team members to die understand all(prenominal) other. And it can equal to(p) up communication in work groups and possibly reduce conflicts. set -Why is it most-valuable to know an several(prenominal)s values? Values a great deal underlie and explain attitudes, behaviors, and perceptions. So knowledge of an unmarrieds value system can provide insight into what pulls the person tick. Employees performance and satisfaction ar probable to be higher(prenominal)(prenominal) if their values fit well with the organization.For instance, the person who places great wideness on imagination, independence, and freedom is samely to be poorly matched with an organization that seeks abidance from its employees. Managers atomic number 18 some(prenominal) a handle(p)ly to appreciate, evaluate positively, and allocate rewards to employees who fit in, and employees be more likely to be satisfied if they perceive that they do fit in. This argues for c ar to strive during the selection of new employees to find job candidates who halt not only the ability, mother, and motivation to perform save in like manner a value system that is compatible with the organizations.The chapter opens by introducing Stephen Schwarzman, chief operating officer of the Blackst one Group. He profited to the tune of $7. 75 billion when his company went public. His combative look has not hindered his winner as helping called him the King of Wall Street. Using war machine legal injury like war and he would alternatively charge off his stir Blackstone has thrived under his leadership and has become one of the most useful and fe bed investment groups on Wall Street. Schwarzman is not the easiest to work for. atomic number 53 decisiveness maker was purportedly fired for the sound his nose made when he breathed.He whitethorn be a huge winner but would you be ordain to work for him? Brief Chapter Outline I. nature A. What Is constitution? (PPT. 42) A high-voltage concept Defined the tally entirety of ways in which an unmarried reacts and interacts with others B. disposition Determinants (PPT 4-3) 1. Introduction Early arguments suggest here(predicate)dity and environment. topical literature suggests collar factors heredity, environment, and situation. 2. Heredity 3. Environment C. Personality Traits (PPT 4-4) 1. Introduction 2.Myers-Brig gs eccentric person Indicator (MBTI) (PPTs 45 4 6) Widely utilise in practice by major companies. 3. The Big Five Model (PPT 47) Five Basic Dimensions o Extraversion o Agreeableness o pains victoriousness o wound up stability o Openness to experience enquiry indicates relationships among these personality dimensions and job performance. D. How Do the Big Five Traits Predict Behavior? (PPT 48) look for has sh admit this to be a make better example. Certain traits redeem been shown to beardown(prenominal)ly relate to higher job performance E.Other Personality Traits germane(predicate) to OB (PPT 49) 1. Core Self-Evaluation (Self-perspective) (PPT 49) venue of Control o Internals o Externals Self-esteem Directly related to expectations for success 2. Machiavellianism (PPT 49) Individuals high on this dimensionpragmatic, emotional come onmatch, and belief that the ends rationalise the means 3. Narcissism (PPT 49) Narcissists campaign to be selfish and exploiti ve. 4. Self-Monitoring (PPT 410) Ability to position behavior to international, situational factors 5. Risk Taking (PPT 410) Managers in large organizations unravel toward risk aversiveness. 6. suit A Personality (PPT. 411) A emblem A personality is characterized as constant motion, impatient, preoccupy with mensuration self-performance whereas a type B Personality (PPT 411) is more relaxed does not suffer from a sense of snip urgency. 7. Proactive Personality (PPT 411) Create positive throw in their environments. More likely seen as leaders and budge agents F. Personality and theme neighborlyisation steep amount of agreement among individuals in a farming No uncouth personality types for a country I.Values A. Introduction Values represent fundamental convictions (PPT 412) o there is a judgmental element of what is pay, faithful, or desirable. o Values cause both content and persuasiveness attributes. o Values be not in the main fluid and flexible. ? They tend to be comparatively immutable and enduring. ? A significant portion of the values we lease is established in our betimes yearsfrom p arnts, teachers, friends, and others. B. Importance of Values (PPT 413) Values lay the shewation for the rationality of attitudes and motivation. Values generally exercise attitudes and behavior. C. flakes of Values 1. Rokeach Value Survey (PPTs 414 to 416) (Exhibit 43) Two sets of values, each set had 18 individual value items o Terminal values constitute to desirable end-states of existence, the goals that a person would like to achieve during his/her lifetime o Instrumental valuesrefer to preferred modes of behavior, or means of achieving the terminal values Several studies defend that the RVS values deviate among groups. o race in the verbalise(prenominal) occupations or categories tend to hold similar values. Although there may be intersection among groups, there atomic number 18 well-nigh significant disaccordences as well. (Exhibit 44) 2. Contemporary croak Cohorts Different generations hold disagreeent work values. o Veteransentered the workforce from the untimely 1940s finished the earlier mid-sixties. o Boomersentered the workforce during the 1960s through the mid-1980s. o Xersbegan to enter the workforce from the mid-1980s. o Nextersmost new-fangled entrants into the workforce. D. Values, Loyalty, and honest Behavior (PPT 417) umpteen throng ring there has been a decline in handicraft ethics since the late 1970s.The quad-stage model of work cohort values might explain this perception. (Exhibit 45) Managers consistently describe the action of bosses as the most cardinal factor influencing ethical and wrong behavior in the organization. II. Linking an Individuals Personality and Values to the oeuvre A. Person-Job Fit Personality-job fit surmise (PPTs 418 to 421) (Exhibit 46) o Each personality type has a congruent occupational environment. B. The Person-Organization F it People leave organizations that argon not compatible with their personalities. organisational Culture Profile (OCP) o arrest individual values to organizations values. IV. cosmos(prenominal) Implications A. Personality . B. Values Across Cultures 1. Introduction Values differ across cultures. 2. Hofstedes textile for Assessing Cultures (PPTs 4-22 4-28) One of the most astray referenced advancees for analyzing variations among cultures has been gulle by Geert Hofstede. o function quad o Individualism versus collectivism o masculinity versus femininity o misgiving avoidance Long-term versus short-run orientation 3. The area Framework for Assessing Cultures (Exhibit 48) In 1993, the Global Leadership and organisational Behavior Effectiveness (GLOBE) began update this research with data from 825 organizations and 62 countries. Nine dimensions on which national cultures differ o Assertiveness o Future orientation o sex activity incompatibleiation o Uncertainty avoidance o Power distance o Individualism/collectivism o In-group collectivism o surgery orientation o Humane orientation 4. Implications for OBV. compendium AND IMPLICATIONS FOR MANAGERS (PPT 4-30) A. Personality ? Conscientiousness is often a major factor for successful employees ? The MBTI can be use to better understand each other ? Managers use the Big Five to view employee personality B. Values ? Values play attitudes, perceptions, and behaviors ? Values can be measured apply the Rokeach Values Survey ? It is important that the values of the employee and the organization match Expanded Chapter Outline Personality A. What Is Personality? Personality is a dynamic concept describing the growth and development of a persons whole psychological system it looks at somewhat aggregate whole that is greater than the sum of the parts. Gordon Allport coined the most frequent apply definition o The dynamic organization within the individual of those psychophysical systems that det ermine his unique adjustments to his environment The text defines personality as the sum total of ways in which an individual reacts to and interacts with others. It is most often described in foothold of measurable traits that a person exhibits.B. Personality Determinants 1. Introduction An early argument centered on whether or not personality was the vacate out of heredity or of environment. o Personality appears to be a re work government agency of both influences. o Today, we recognize a third factorthe situation. 4 Situation 5 Influences the effects of heredity and environment on personality 6 The diverse demands of different situations call forth different aspects of ones personality. 7 There is no companyification scheme that tells the impingement of various types of situations. 8 Situations seem to differ genuinely in the constraints they put down on behavior. . Heredity Heredity refers to those factors that were determined at conception. The heredity approach argues that the ultimate explanation of an individuals personality is the molecular twist of the genes, located in the chromosomes. Three different streams of research lend some credibility to the heredity argument o The genetic underpinnings of human behavior and temperament among young children. Evidence demonstrates that traits such as shyness, fear, and distress are most likely caused by inherited genetic characteristics. One atomic number 6 sets of identical twins that were separated at birth were studied. Genetics accounts for close to 50 percent of the variation in personality differences and over 30 percent of occupational and leisure interest variation. o Individual job satisfaction is remarkably stable over time. This indicates that satisfaction is determined by something inherent in the person rather than by out-of-door environmental factors. Personality characteristics are not completely dictated by heredity. If they were, they would be fixed at birth and no amoun t of experience could demasculinize them. . Environment Factors that exert pressures on our personality formation o The culture in which we are raised o Early conditioning o Norms among our family o Friends and social groups The environment we are exposed to plays a substantial role in shaping our personalities. Culture establishes the norms, attitudes, and values passed from one generation to the next and create consistencies over time. The arguments for heredity or environment as the primary determinant of personality are both important. Heredity sets the parameters or outer limits, but an individuals full potential pull up stakes be determined by how well he or she adjusts to the demands and requirements of the environment. C. Personality Traits 1. Introduction Early work revolved around acts to identify and strike off enduring characteristics. o Popular characteristics include shy, aggressive, submissive, lazy, ambitious, firm, and timid. These are personality traits. o The more consistent the characteristic, the more frequently it occurs, the more important it is. Researchers rely that personality traits can help in employee selection, job fit, and career development. 2. The Myers-Briggs fiber Indicator One of the most widely used personality frameworks is the Myers-Briggs Type Indicator (MBTI). It is a 100-question personality test that asks nation how they unremarkably note or act in particular situations. Individuals are classified as o Extroverted or introvert (E or I). o espial or intuitive (S or N). o Thinking or olfactory modality (T or F). o Perceiving or judging (P or J). These classifications are then combined into sixteen personality types.For example o INTJs are visionaries. They usually assimilate original minds and great drive for their own ideas and purposes. They are characterized as skeptical, critical, independent, determined, and often stubborn. o ESTJs are organizers. They are realistic, logical, analytical, dec isive, and prolong a earthy head for business or mechanics. o The ENTP type is a conceptualizer. He or she is innovative, individualistic, versatile, and attracted to entrepreneurial ideas. This person tends to be resourceful in solving challenging problems but may neglect routine assignments. MBTI is widely used in practice. Some organizations using it include Apple Computer, AT&T, Citigroup, GE, 3M Co. and others. 3. The Big Five Model An impressive clay of research supports that five base dimensions underlie all other personality dimensions. The five basic dimensions are o Extraversion. Comfort level with relationships. Extroverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet. o Agreeableness. Individuals propensity to defer to others. High amenity great deal reconciling, warm, and trusting. unhopeful agreeableness wadcold, disagreeable, and ant agonistic. o Conscientiousness. A measure of reliability. A high conscientious person is responsible, organized, dependable, and persistent. Those who s shopping centre low on this dimension are easily distracted, disorganized, and unreliable. o Emotional stability. A persons ability to withstand stress. People with positive emotional stability tend to be calm, confident, and secure. Those with high proscribe differentiates tend to be nervous, anxious, depressed, and insecure. o Openness to experience. The range of interests and fascination with novelty.Extremely open bulk are productive, curious, and artistically sensitive. Those at the other end of the bleakness category are pompous and find comfort in the familiar. Research found important relationships between these personality dimensions and job performance. o A broad spectrum of occupations was taked in profit to job performance ratings, training proficiency (performance during training programs), and personnel data such as salary level. o The results showed that conscientiousness predicted jo b performance for all occupational groups. Individuals who are dependable, reliable, careful, thorough, able to plan, organized, hardworking, persistent, and achievement-oriented tend to have higher job performance. o Employees higher in conscientiousness develop higher levels of job knowledge. o There is a strong and consistent relationship between conscientiousness and organizational citizenship behavior (OCB). o For the other personality dimensions, predictability depended upon both the performance criterion and the occupational group. o Extroversion predicts performance in managerial and sales positions. Openness to experience is important in predicting training proficiency. D. How Do the Big Five Traits Predict Behavior? Research has shown relationships between these personality dimensions and job performance. Employees who score higher for example in conscientiousness, develop higher levels of job knowledge Extraverts tend to be happier in their jobs and do better in jobs t hat require significant interpersonal interaction probably because they have better social skills. E. Other Personality Traits Relevant to OB 1. Core Self-Evaluation (Self-perspective) People who have a positive core self-evaluation see themselves as effective, dependent, and in take hold. People who have a negative core self-evaluation tend to dislike themselves. Locus of control o A persons perception of the source of his/her fate is termed locus of control. ? There is not a clear relationship between locus of control and turnover because there are opposing forces at work. o Internals People who call up that they are masters of their own fate ? Internals, facing the same situation, attribute organizational outcomes to their own actions.Internals believe that health is substantially under their own control through proper habits their incidences of sickness and, hence, their absenteeism, are lower. ? Internals generally perform better on their jobs, but one should consider diff erences in jobs. ? Internals search more actively for information beforehand making a decision, are more motivated to achieve, and make a greater attempt to control their environment, therefore, internals do well on sophisticated tasks. ? Internals are more suited to jobs that require initiative and independence of action. Externals People who believe they are pawns of fate ? Individuals who rate high in externality are little satisfied with their jobs, have higher absenteeism rates, are more alienated from the work setting, and are less involved on their jobs than are internals. ? Externals are more compliant and leting to follow directions, and do well on jobs that are well structured and routine and in which success depends heavily on complying with the direction of others. Self-esteem o Self-esteemthe degree to which people like or dislike themselves. (SE) is directly related to expectations for success. o Individuals with high self-assertion volition take more risks in j ob selection and are more likely to choose unconventional jobs than people with low self-esteem. o The most generalizable finding is that low SEs are more susceptible to external influence than are high SEs. Low SEs are dependent on the receipt of positive evaluations from others. o In managerial positions, low SEs entrust tend to be preserveed with pleasing others. o High SEs are more satisfied with their jobs than are low SEs. 2. Machiavellianism Named after Niccolo Machiavelli, who wrote in the ordinal century on how to gain and use ability. An individual high in Machiavellianism is pragmatic, maintains emotional distance, and believes that ends can justify means. High Machs manipulate more, win more, are persuaded less, and persuade others more. High Mach outcomes are moderated by situational factors and flourish when they interact face to face with others, rather than indirectly, and when the situation has a minimum number of territorys and regulations, thus allowing latitude for improvisation. High Machs make upright employees in jobs that require bargaining skills or that offer substantial rewards for winning. 3. Narcissism Describes a person who has a la-di-da sense of self-importance. They think they are better leaders. Often they are selfish and exploitive. 4. Self-Monitoring This refers to an individuals ability to adjust his or her behavior to external, situational factors. Individuals high in self-monitoring show considerable adaptability. They are highly sensitive to external cues, can behave differently in different situations, and are capable of presenting striking contradictions between heir public persona and their private self. Low self-monitors cannot disguise themselves in that way. They tend to display their true dispositions and attitudes in every situation resulting in a high behavioral consistency between who they are and what they do. The research on self-monitoring is in its infancy, so predictions must be guarded. Preliminary evidence suggests o High self-monitors tend to pay close attention to the behavior of others. o High self-monitoring managers tend to be more mobile in their careers and receive more promotions. High self-monitor is capable of place on different faces for different audiences. 5. Risk Taking The propensity to gull or avoid risk has been shown to have an impact on how big it takes managers to make a decision and how much information they require before making their choice. High risk-taking managers make more rapid decisions and use less information in making their choices. Managers in large organizations tend to be risk averse especially in contrast with growth-oriented entrepreneurs. Makes sense to consider aligning risk-taking propensity with specific job demands. 6. Type A Personality Type A personality is aggressively involved in a chronic, incessant struggle to achieve more and more in less and less time, and, if required to do so, against the opposing effort s of other things or other persons. They are always moving, walking, and eating rapidly, are impatient with the rate at which most events take place, are doing do two or more things at once and cannot cope with leisure time. They are obsessed with metrical composition, measuring their success in terms of how more an(prenominal) or how much of everything they acquire. In contrast to the Type A personality is the Type B Personality. Type Bs never suffer from a sense of time urgency with its accompanying impatience. o Type Bs face no need to display or discuss either their achievements or accomplishments unless such motion picture is demanded by the situation. o Type Bs play for fun and relaxation, rather than exhibit their superiority at any cost. o They can relax without guilt. Type A personality compared to Type B personality o Type As be assumption under moderate to high levels of stress. They subject themselves to continuous time pressure, are fast workers, quantity ov er quality, work long hours, and are in like manner rarely creative. Type As behavior is easier to predict than that of Type Bs. o Do Type As differ from Type Bs in their ability to engender considerd? ? Type As do better in job interviews are more likely to be judged as having desirable traits such as high drive, competence, and success motivation. 7. Proactive Personality Actively taking the initiative to improve their current circumstances while others sit by passively Proactives identify opportunities, show initiative, take action, and persevere. Create positive change in their environment. More likely to be seen as leaders and change agents More likely to achieve career success F. Personality and National Culture The five personality factors identified in the Big Five model are found in nigh all cross-cultural studies. There are no common personality types for a given country. There are Type As in every country, but they tend to be more found in capitalist countrie s. Values A. Introduction Values Represent Basic Convictions o A specific mode of conduct or end-state of existence is personally or socially favourite(a) to an opposite or converse mode of onduct or end-state of existence. o They have both content and intensity attributes. o An individuals set of values ranked in terms of intensity is considered the persons value system. o Values have the intention to be stable. o many a(prenominal) of our values were established in our early years from parents, teachers, friends, and others. B. Importance of Values Values lay the foundation for the understanding of attitudes and motivation. Values generally influence attitudes and behaviors. We can predict reaction found on understanding values. C.Types of Values (Value Classifications) 1. Rokeach Value Survey (Exhibit 43) This instrument contains two sets of values each set has 18 value items. o Terminal Valuesrefer to desirable end states of existence. ? The goals that a person would lik e to achieve during his/her lifetime o Instrumental Valuesrefer to preferable modes of behavior. ? Means of achieving the terminal values o Several studies confirm that the RVS values vary among groups. o People in the same occupations or categories tend to hold similar values. Although there may be overlap among groups, there are some significant differences as well. 2. Contemporary pass Cohorts Different generations hold different work values. o Veteransentered the workforce from the early 1940s through the early 1960s. o Boomersentered the workforce during the 1960s through the mid-1980s. o Xersentered the workforce beginning in the mid-1980s. o Nextersmost recent entrants into the workforce. D. Values, Loyalty, and Ethical Behavior Many people think there has been a decline in business ethics since the late 1970s. The four-stage model of work cohort alues might explain this perception (Exhibit 45). Managers consistently propound the action of bosses as the most important f actor influencing ethical and wrong behavior in organizations. III. Linking an Individuals Personality and Values to the workplace A. The Person-Job Fit This concern is best articulated in John Hollands personality-job fit theory. o Holland presents six personality types and proposes that satisfaction and the propensity to leave a job depends on the degree to which individuals successfully match their personalities to an occupational environment.The six personality types are realistic, investigative, social, conventional, enterprising, and artistic o Each one of the six personality types has a congruent occupational environment. o vocational Preference Inventory questionnaire contains 160 occupational titles. Respondents indicate which of these occupations they like or dislike their answers are used to form personality profiles. o The theory argues that satisfaction is highest and turnover lowest when personality and occupation are in agreement. B. The Person-Organization Fit Mos t important for an organization facing a dynamic and changing environment, and requiring employees who are able to readily change tasks and move fluidly between teams It argues that people leave jobs that are not compatible with their personalities. Organizational Culture Profile (OCP) o Individuals have to sort their values in terms of importance. o Forced choice rationalehaving to make hard choices that ones true values become apparent o Match personal values to those of the organization.IV. Global Implications 1. Introduction Do personality frameworks like the Big Five Model transfer across cultures? There is a surprising amount of agreement across industrialized countries that they do. Values differ across cultures therefore, understanding these differences helps to explain and to predict behavior of employees from different countries. One of the most widely referenced approaches for analyzing variations among cultures has been done by Geert Hofstede. 2. Hofstedes Framework for Assessing Cultures Five value dimensions of national culture o Power distance The degree to which people in a country accept that power in institutions and organizations is distributed un equally. o Individualism versus collectivism Individualism is the degree to which people in a country prefer to act as individuals rather than as members of groups. Collectivism equals low individualism. o Masculinity versus femininity Masculinity is the degree to which values such as the acquisition of money and hooey goods prevail. muliebrity is the degree to which people value relationships and show sensitivity and concern for others. Uncertainty avoidance The degree to which people in a country prefer structured over unstructured situations. o Long-term versus short-term orientation Long-term orientations look to the coming(prenominal) and value thrift and persistence. short orientation values the past and present and emphasizes esteem for tradition and fulfilling social obligations. Hofstede Research Findings o Asian countries were more collectivist than individualistic. o united States ranked highest on individualism. o German and Hong Kong rated high on masculinity. o Russia and The Netherlands were low on masculinity. China and Hong Kong had a long-term orientation. o France and the united States had short-term orientation. 3. The GLOBE Framework for Assessing Cultures Hofstedes work is the basic framework for assessing cultures. However, it is nearly 30 years old. In 1993, the Global Leadership and Organizational Behavior Effectiveness (GLOBE) began updating this research with data from 825 organizations and 62 countries. GLOBE Framework for Assessing Cultures (Exhibit 48) o Assertiveness The cessation to which a fiat encourages people to be tough, confrontational, assertive, and competitive versus modest and tender. Future orientation The extent to which a society encourages and rewards future-oriented behaviors such as planning, investing in the fut ure and delaying gratification. o Gender differentiation The extent to which a society maximized sex activity role differences. o Uncertainly avoidance Societys trust on social norms and procedures to alleviate the unpredictability of future events. o Power distance The degree to which members of a society expect power to be unequally shared. o Individualism/collectivism The degree to which individuals are boost by societal institutions to be integrated into groups within organizations and society. In-group collectivism The extent to which societys members take pride in membership in small groups such as their families and circles of close friends, and the organizations where they are employed. o carrying out orientation The degree to which society encourages and rewards group members for performance improvement and excellence. o Humane orientation The degree to which a society encourages and rewards individuals for being lovely, altruistic, generous, caring, and grade to othe rs. GLOBE Research Findings o The GLOBE study had extended Hofstedes work rather than replaced it. It confirms Hofstedes five dimensions are still validated and provides updated measures of where countries are on each dimension. For example, the fall in States in the 70s led the world in individualismtoday, it is in the mid-ranks of countries. 1. Implications for OB Twenty years ago organizational behavior had a strong the Statesn bias Many of the studies were completed with only American samples Now there has been an increase in cross-cultural research OB is a global discipline V. SUMMARY AND IMPLICATIONS FOR MANAGERS A. Personality The Big Five provides a meaningful way for managers to examine personality ? Managers should look for employees high on conscientiousness ? Situational factors should be interpreted into consideration, they do impact personality-job performance ? The MBTI can be used for teams to better understand each other B. Values ? Values influence a persons attitudes, perceptions and behaviors ? The Rokeach Values Survey can be used to measure an employees values ? Employees are often rewarded more often when their personal values match those of the organizationText manages Myth or Science? Entrepreneurs be a Breed Apart This statement is true. A followup of 23 studies on the personality of entrepreneurs revealed significant differences between entrepreneurs and managers on four of the Big Five Entrepreneurs scored significantly higher on conscientiousness, emotional stability, and openness to experience, and they scored significantly lower on agreeableness.Though of course not every entrepreneur achieves these scores, the results intelligibly suggest that entrepreneurs are different from managers in key ways. A riveting study of MBA students provides one explanation for how entrepreneurs are different from others. Studying phallic MBA students with either some or no prior entrepreneurial experience, the authors found that those with prior experience had significantly higher levels of testosterone (measured by taking a saliva swab at the beginning of the study) and also scored higher on risk propensity.The authors of this study concluded that testosterone, because it is associated with social dominance and aggressiveness, energizes individuals to take entrepreneurial risks. Because individual differences in testosterone are 80 percent inherited, this study adds more weight to the conclusion that entrepreneurs are different from others. Whats the upshot of all this? An individual who is considering a career as an entrepreneur or a business owner might consider how she scores on the Big Five. To the extent that she is high in conscientiousness, emotional stability, and openness and low in agreeableness, such a career might be for her.Class Exercise shopping centre the students in teams of five. 1. Have one set of teams brainstorm specific traits crucial to being a good professor. 2. Another set of tea ms should brainstorm job tasks handled by a good professor. 3. Have the teams record their criteria on the get on. 4. As a class, create one set of five traits and five tasks for a professorial position. 5. Ask students what questions or teaching artifacts students would ask or review in matching professorial candidates to their jobs. International pic A Global PersonalityDetermining which employees will succeed on overseas business assignments is often difficult for an organizations managers because the same qualities that predict success in one culture may not in another. Researchers, however, are naming personality traits that can help managers home in on which employees would be suited for external assignments. Organizational psychologist Robert Hogan, for example, states that emotional maturity, remaining composed under pressure, and being well-to-do with uncertainty are traits that breed success in most jobs, and these traits may be especially valuable for the overseas empl oyee to possess.In addition, according to the Center for Global Assignments (CGA), successful global executives tend to be open-minded and imaginative, and they also know talking and networking with others. Other traits that have been linked to overseas employment success include curiosity and risk tolerance. Viewed from the perspective of the Big Five, characteristics such as open-mindedness and curiosity are similar to the Big Five trait openness to experience, while characteristics such as enjoying talking with others and networking resemble the Big Five trait extraversion.For the overseas employee, being more open and extraverted may be particularly helpful in breaching communication barriers and cultivating trust, which in turn promotes cooperation. What is the ultimate upshot for organizations? When it comes to choosing employees for global assignments, personality can make a difference. Source ground on J. E. Fernandez, The Making of a Global Executive, journal of Business Strategy 24, no. 5, (2003), pp. 3638. Class Exercise art object the chapter does not contain this element, you may wish to choose from one of the other instructional resources provided for this chapter. pic IN THE pic Are U.S. Values Different? People in the linked States are used to being criticized. After all, it was more than a century ago when the Irish playwright George Barnard Shaw wrote, Americans adore me and will go on adoring me until I say something nice about them. exactly as a result of the Iraq War and the fact that the unify States is the worlds lone remaining superpower, its citizens are taking unprecedented reprimand abroad. One critic sneered, The American pursuit of wealth, size, and abundanceas temporal surrogates for happinessis aesthetically unpleasing and ecologically catastrophic. And many Europeans think that U. S. dults are obsessed with work. Some have even argued that the United States and Europe are becoming increasingly polarized. Overall, the U nited States is wealthier than Europe and has higher productivity. just now whats wrong with that? Well, some stats are not very positive. For example, compared to Europe, the United States is much more violent it has 685 prisons for every 100,000 people, compared to 87 in the European Union. The United States has also increasingly seemed to reward power with money. For example, in 1980, the bonnie chief operating officer in the United States earned 40 times the annual income of the average manufacturing employee.Today, that ratio is 4751 By comparison, the ratios are 241 in the U. K. , 151 in France, and 131 in Sweden. Finally, the United States contains 5 percent of the worlds population, but it is responsible for 25 percent of the worlds greenhouse gas outputwhich is, many scientists argue, responsible for global warming. Values may account for some of these differences. For example, in a study of people in 14 countries, those in the United States were more likely than others t o see natural resources as elements at their disposal. And compared to Europeans, U. S. dults are more likely to believe that war is often necessary, that it is right to kill to defend property, and that physical revengement of children is necessary. Do you think U. S. values are an underlying factor behind some of these social phenomena? Or is this academic U. S. bashing? Based on T. Judt, Europe vs. America, New York Review of Books, February 20, 2005, www. nybooks. com/articles/17726 P. W. Schultz and L. Zelezny, Values as Predictors of environmental Attitudes Evidence for Consistency Across 14 Countries, Journal of Environmental Psychology, September 1999, pp. 255265 and A. McAlister, P. Sandstrom, P.Puska, A. Veijo, R. Chereches, and L. Heidmets, Attitudes Towards War, Killing, and Punishment of Children Among Young People in Estonia, Finland, Romania, the Russian Federation, and the USA, publicise of the World Health Organization 79, no. 5 (2001), pp. 382387. Class Exercise This class exercise can help introduce the concept of ethnocentrism as it relates to value systems. It also may elicit some significant make do concerning the value system of Americans and others in the global economy. It is important to attempt to have students examine the arguments from a global perspective. 1. Have students break into small groups.In each group have students examine each of the issues raised in the vignette (e. g. work obsession, crime and violence, executive compensation, utilization of natural resources). 2. Have students develop a value-based argument defending the position of the United States in terms of each of the issues. 3. Have students then take the same issues from a different global perspective. For example, you may wish to assign each group as a different culture (e. g. China, Japan, European Union, etc). 4. Have students report to the class. You may have an opportunity to encourage interesting debate of the issues.You should also interconnected Ho fstedes and GLOBEs cultural analyses in the discussion. Point ( ( counterpoint Traits Are Powerful Predictors of Behavioriii Point The essence of trait approaches in OB is that employees possess stable personality characteristics that significantly influence their attitudes toward, and behavioral reactions to, organizational settings. People with particular traits tend to be relatively consistent in their attitudes and behavior over time and across situations. Of course, trait theorists recognize that all traits are not equally powerful. They tend to put them into one of third categories.Cardinal traits are those so strong and generalized that they influence every act a person performs. Primary traits are generally consistent influences on behavior, but they may not show up in all situations. Finally, secondary traits are attributes that do not form a critical part of the personality but come into play only in particular situations. For the most part, trait theories have focused o n the power of primary traits to predict employee behavior. Trait theorists do a fairly good job of meeting the average persons face-validity test. Think of friends, relatives, and acquaintances you have known for a number of years.Do they have traits that have remained essentially stable over time? Most of us would answer that question in the affirmative. If Cousin Anne was shy and nervous when we last saw her 10 years ago, we would be surprised to find her outgoing and relaxed now. Managers seem to have a strong belief in the power of traits to predict behavior. If managers believed that situations determined behavior, they would let people almost at random and structure the situation properly. But the employee selection do in most organizations places a great deal of emphasis on how applicants perform in interviews and on tests.Assume youre an interviewer and ask yourself What am I looking for in job candidates? If you answered with terms such as conscientious, hardworking, per sistent, confident, and dependable, youre a trait theorist. contrast Few people would dispute that there are some stable individual attributes that fall upon reactions to the workplace. But trait theorists go beyond that generality and argue that individual behavior consistencies are widespread and account for much of the differences in behavior among people.There are two important problems with using traits to explain a large proportion of behavior in organizations. First, organizational settings are strong situations that have a large impact on employee behavior. Second, individuals are highly adaptive, and personality traits change in response to organizational situations. It has been well known for some time that the effects of traits are likely to be strongest in relatively weak situations and weakest in relatively strong situations.Organizational settings tend to be strong situations because they have rules and other formal regulations that define acceptable behavior and pun ish deviant behavior, and they have internal norms that dictate appropriate behaviors. These formal and informal constraints minimize the effects of personality traits. POINT/COUNTERPOINT (Continued) By line of reasoning that employees possess stable traits that lead to cross-situational consistencies in behaviors, trait theorists are implying that individuals dont really adapt to different situations.But there is a growing body of evidence that an individuals traits are changed by the organizations that individual get intos in. If the individuals personality changes as a result of exposure to organizational settings, in what sense can that individual be said to have traits that persistently and consistently affect his or her reactions to those very settings? Moreover, people typically belong to multiple organizations that often include very different kinds of members. And they adapt to those different situations.Instead of being the prisoners of a rigid and stable personality f ramework, as trait theorists propose, people regularly adjust their behavior to deliberate the requirements of various situations. Class Exercise 1. Divide the class into two groupsone group to take on the issues raised in Point, the other group to take on the issues raised in Counterpoint. You may privation to divide each half into smaller groups to enable all class members to participate in the groups discussions. 2. Ask the class to act as an organizations management team.Their job is make a testimonial as to what types of testing they will use in their organization when selecting employees for hire or promotion using the issues assigned by the Point/Counterpoint arguments. Which types of testing will be used and why? (You may want to give students time to do some researcheither earnings or Libraryon this topic. There are several exercises in the Exploring OB Topics on the World Wide Web section at the end of this chapter. ) 3. Have students present their recommendations to t he class and make a decision as to what is the best argument for testing, type of test, etc.What gains do they expect as a result of the testing? 4. Have them list the recommendations and benefits on the board for the class to evaluate during the discussion. 5. You may want them to research the cost of implementing these tests in an organization. Does testing cost of testing offset the benefits? Questions for Review 1. What is personality? How do we typically measure it? What factors determine personality? set Personality is the sum total of ways in which an individual reacts and interacts with others, the measurable traits a person exhibits. It is typically measured using self-reporting surveys.Observer-ratings surveys that provide an independent assessment of personality is often better predictors. Personality seems to be the result of both heritable and environmental factors. Heredity refers to factors determined at conception physical stature, nervus facialis attractiveness, gender, temperament, muscle composition and reflexes, energy level, and bio-rhythms 2. What is the Myers-Briggs Type Indicator (MBTI), and what does it measure? dissolver The Myers-Briggs Type Indicator (MBTI), is the most widely used instrument in the world to determine personality attributes.Participants are classified on four axes to determine one of 16 possible personality types. It measures extroverted/introverted sensing/intuitive thinking/feeling and judging/perceiving attributes. 3. What are the Big Five personality traits? Answer Extroversion Sociable, gregarious, and assertive Agreeableness Good-natured, cooperative and trusting Conscientiousness responsible, dependable and organized Emotional Stability calm, self-confident versus negative and depressed Openness to experience Curious, imaginative 4. How do the Big Five traits predict work behavior?Answer Certain traits have been shown to strongly relate to higher job performance For example, highly conscientious peo ple develop more job knowledge, exert greater effort, and have better performance. Other Big Five Traits also have implications for work. Emotional stability is related to job satisfaction. Extroverts tend to be happier in their jobs and have good social skills. Open people are more creative and can be good leaders. Agreeable people are good in social settings. 5. Besides the Big Five, what other personality traits are relevant to OB?Answer Core Self-Evaluation The degree to which people like or dislike themselves Positive self-evaluation leads to higher job performance Machiavellianism A pragmatic, emotionally distant power-player who believes that ends justify the means. High Machs are manipulative, win more often, and persuade more than they are persuaded. They flourish when they have direct interaction, and work with minimal rules and regulations Narcissism depicted by an arrogant, entitled, self-important person who ask excessive admiration.Predictably, they are less effec tive in their jobs. Self-monitoring, the ability to adjust behavior and risk-taking, the ability to take chances are traits that are also relevant to OB. 6. What are values, why are they important, and what is the difference between terminal and instrumental values? Answer Values are basic convictions on how to conduct yourself or how to live your life that is personally or socially preferable How To live life properly.They are important because they provide understanding of the attitudes, motivation, and behavior, they influence our perception of the world around us, they represent interpretations of right and wrong and they inculpate that some behaviors or outcomes are preferred over others. The difference between terminal and instrumental values is as follows Terminal Values are desirable end-states of existence the goals that a person would like to achieve during his or her lifetime.Instrumental Values are preferable modes of behavior or means of achieving ones terminal values . 7. Do values differ across generations? How so? Answer Yes, values differ considerably across generations. Dominant work values for Veterans entering the workforce in the 19502 or early 1960s are hard-working, conservative, conformity and loyalty to the organization. In contrast, the Nexters in the workforce from 2000 to the present are confident, value financial success are self-reliant and loyal to both self and relationships. 8. Do values differ across cultures?How so? Answer Yes. According to Hofstede and the GLOBE Project, there are a number of values that differ across cultures Hofstedes Framework for assessing culture includes five value dimensions Power Distance Individualism vs. Collectivism Masculinity vs. Femininity Uncertainty Avoidance Long-term vs. Short-term Orientation When these variables are measured, countries vary considerably such as the U. S. ranking 1 in individualism while Colombia ranks 49th. Experiential Exercise WHAT ORGANIZATIONAL CULTURE DO YOU t ake?THE ORGANIZATIONAL CULTURE PROFILE (OCP) CAN HELP ASSESS WHETHER AN personS VALUES MATCH THE ORGANIZATIONS. THE OCP HELPS INDIVIDUALS SORT THEIR CHARACTERISTICS IN footing OF IMPORTANCE, WHICH INDICATES WHAT A PERSON VALUES. 1. Working on your own, complete the OCP below. 2. Your instructor may ask you the following questions individually or as group of three or four students (with a spokesperson appointed to speak to the class for each group) a. What were your most preferred and least preferred values? Do you think your most preferred and least preferred values are similar to those of other class or group members? . Do you think there are generational differences in the most preferred and least preferred values? c. Research has shown that individuals tend to be happier, and perform better, when their OCP values match those of their employer. How important do you think a values match is when youre deciding where you want to work? Ethical Dilemma Hiring Based on Body Art Leonar dos Pizza in Gainesville, Florida, regularly employs heavily tattooed workers. Tina Taladge and Meghan Dean, for example, are covered from their shoulders to their ankles in colorful tattoos.So many of the employees at Leonardos sport tattoos that body art could almost be a qualification for the job. Many employers, however, are not that open to tattoos. Consider Russell Parrish, 29, who lives near Orlando, Florida, and has dozens of tattoos on his arms, hands, torso, and neck. In searching for a job, Parrish walked into 100 businesses, and in 60 cases, he was refused an application. I want a career, Parrish says, I want same the shot as everybody else. Parrish isnt alone. Many employers, including Walt Disney World, GEICO, SeaWorld, the U. S.Postal Service, and Wal-Mart, have policies against ocular tattoos. A survey of employers revealed that 58 percent indicated that they would be less likely to hire someone with visible tattoos or body piercings. Perception is everything when it comes to getting a job, says Elaine Stover, associate director of career service at Arizona State University. Some employers and clients could perceive body art negatively. However, other employerssuch as Bank of America, Allstate, and IBMallow tattoos. Bank of America goes so far as to have a policy against using tattoos as a factor in hiring decisions.Policies toward tattoos vary because, legally, employers can do as they wish. As long as the rule is employ equally to everyone (it would not be permissible to allow tattoos on men but not on women, for example), policies against tattoos are perfectly legal. Though not hiring people with tattoos is discrimination, its legal discrimination, said Gary Wilson, a Florida employment lawyer. Thirty-six percent of those decrepit 18 to 25, and 40 percent of those aged 26 to 40, have at least one tattoo, whereas only 15 percent of those over 40 do, according to a fall 2006 survey by the Pew Research Center.One study in American Demogra phics suggested that 57 percent of senior citizens viewed visible tattoos as freakish. Clint Womack, like most other people with multiple tattoos, realizes theres a line that is dangerous to cross. While the 33-year-old hospital workers arms, legs, and much of his torso are covered with tattoos, his hands, neck, and face are clear. Tattoos are a choice you make, he says, and you have to live with your choices. Questions 1. Why do some employers ban tattoos while others dont mind them?AnswerTattoos or body art is a choice for individuals and a choice for organizations as to whether they are acceptable or not. 2. Is it fair for employers to reject applicants who have tattoos? Is it fair to require employees, if hired, to conceal their tattoos? Answer Yes to both questions. Fairness is determined by and based on the policies of the organization. As long as they are applied consistently, the organization has the right to determine whether or not tattoos, visible or otherwise are allow ed. To avoid any discriminatory issues, whatever policy is in place must be administered fairly. . Should it be illegal to allow tattoos to be a factor at all in the hiring process? Answer No. Many factors contribute to the hiring process including appearance. An organization has the right to determine the image of their respective company. Just as an organization establishes its culture, the employees glisten the reputation of the company. Legislation on tattoos would impair the organizations right to choose their own employees. Sources R. R. Hastings, Survey The Demographics of Tattoos and Piercings, HRWeek, February 2007, www. shrm. org and H.Wessel, Taboo of Tattoos in the Workplace, Orlando (Florida) Sentinel, May 28, 2007, www. tmcnet. com/usubmit/2007/05/28/2666555. htm Case attendant 1 THE RISE OF THE NICE chief operating officer? If asked to describe the traits of an effective CEO, most people would probably use adjectives such as driven, competitive, and tough. While its clear that some hard-nosed CEOs, like Blackstone chief executive Stephen Schwarzman (see the chapter opener), are successful, recently some authors have suggested that being nice is really important in todays workplace, even in the CEO suite.In a recent book titled The No Ahole regulate Building a Civilized Workplace and Surviving One That Isnt, Stanford management professor Robert Sutton argues that getting along well with others is important to the successful function of organizations. Many companies, such as Google, have developed policies to weed out those who habitually behave in an uncivil manner. Lars Dalgaard, CEO of SuccessFactors, a business software company, identifies himself as a recovering Fortune 500 ahole. Now, Dalgaard has implemented a strict no ahole rule in his company.Job interviews are lengthy and feature probing questions designed to set off any browbeating tendencies. Last year, Dalgaard took candidates vying for a chief financial officer vacuity to lun ch at a local restaurant to see how they treat the wait staff. Some got a free lunch but nothing more. When managers and employees are hired, they get a welcome letter from Dalgaard that spells out 15 corporate values, the last of which is I will not be an ahole. Although its not clear whether theyve read Suttons book, some CEOs of Fortune 500 companies do seem to project the image of a kinder, gentler CEO. permits consider three examples, all of whom were proteges of Jack Welch when he was CEO of General Electric (GE) and of whom were candidates to be his successor wharf Nardelli, pile McNerney, and Jeff Immelt. Bob Nardelli, former CEO, Home Depot. When Bob Nardelli wasnt chosen to be CEO of GE, he demanded to know why. Didnt he have the best numbers? His bitterness was palpable, say GE insiders. When Nardelli became CEO of Home Depot, in his scratch few months on the job, he became notorious for his imperious manner and volatile temper.At one meeting, he yelled, You guys d ont know how to run a fing business. When Nardelli was fired as CEO in 2006, it was due to a combination of factors, including Home Depots lackluster stock value, but his abrasive personality played no small part. BusinessWeek wrote With the stock price recently stuck at just over 40, roughly the same as when Nardelli arrived 6 years ago, he could no longer rely on other sterile metrics to assuage the quivering anger his assertion provoked within every one of his key constituencies employees, customers, and shareholders. James McNerney, CEO, Boeing. These are heady days at Boeing, which commands record levels of new orders and dominates its European rival Airbus as never before. Most CEOs would take credit for this success. Not James McNerney, who gives the credit to Boeings engineers and employees. I view myself as a value-added facilitator here more than as someone whos crashing through the waves on the bridge of a frigate, he says. A former GE colleague compared Nardelli and McNerney, saying, Jims problems have been as tough, or tougher, than the ones that Bob had to face. But he has tried to cipher them in a much more pleasant way.The guy is love over there at Boeing. Jeff Immelt, CEO, General Electric. Although Jeff Immelt is the first to point out that the nickname Neutron Jack for his predecessor Jack Welch was misleading, and that the differences between him and Welch are not as dramatic as some claim, Immelt is noted for his calm carriage and trusting approach. In speaking of his approach, he said, I want to believe the best in terms of what people can do. And if you want to make a growth culture, youve got to have a way to nurture people and not make them fight so goddamn hard to get any idea through the door. Questions 1. Do you think Sutton is wrong and that the separate fortunes, and personalities, of Nardelli, McNerney, and Immelt are coincidental? Why or why not? Answer No, Sutton is correct. Interpersonal skills and the ability to deve lop relationships with people is increasingly more important in todays economy. The hard line, command and control style of management is no longer as effective as mayhap it once was. Nardelli was fired undoubtedly because of the stock price but also because of his abrasive personality. 2. Do you think the importance of being nice varies by industry or type of job?How so? Answer No, the importance of being nice is based on personality and philosophy. Treating people with respect and trust is universal across industries and jobs. decorous also does not mean that the person is a welcome mat, but rather the person has a belief in the golden rule of treating people appropriately and the results will follow. 3. How comfortable would you be working in a culture like that of SuccessFactors, where a certain level of niceness is part of the job translation? Answer This may vary by student, but companies should have core values by which all employees should abide.Teamwork and building rela tionships are paramount in successful companies so proper treatment of others should be a given. 4. Do you think being nice is the same as the Big Five trait of agreeableness? If so, do you think companies should screen out those who score low on agreeableness? Answer Agreeableness can be compliant and conforming. Companies also need free and innovative thinkers. This factor in terms of performance is important when applied to lower levels of deviant behavior. Nice may be defined as agreeable but you can be nice and still disagree in a civil and respectful way.Companies should pay attention to this trait although it should not solely be used as a screening mechanism. 5. Earlier we discussed the