585 Coworker Personality

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Talya Bauer and Berrin Erdogan

Learning Objectives

Define personality and how it affects work behaviors

Understand the role of values in determining work behaviors

Explain the process of perception and how it affects work behaviors

Understand how individual differences affect ethics

Understand cross-cultural influences on individual differences and perception

Chapter 3 Individual Differences and Perception

Fit

How can a company assess person-job fit before hiring employees? What are the methods you think would be helpful?
How can a company determine person-organization fit before hiring employees? Which methods do you think would be helpful?
What can organizations do to increase person-job and person-organization fit after they hire employees?

Discussion

Values

Values refer to stable life goals that people have, reflecting what is most important to them.

Values

Personality

Personality encompasses the relatively stable feelings, thoughts, and behavioral patterns a person has.

Big Five Personality Traits

Trait	Description
Openness	Curious, original, intellectual, creative, and open to new ideas.
Conscientiousness	Organized, systematic, punctual, achievement-oriented, and dependable.
Extraversion	Outgoing, talkative, sociable, and enjoys being in social situations.
Agreeableness	Nice, tolerant, sensitive, trusting, kind, and warm.
Neuroticism	Anxious, irritable, aggressive, temperamental, and moody.

Myers-Briggs Type Indicator

Dimension	Explanation
EI	Extraversion: Those who derive their energy from other people and objects.	Introversion: Those who derive their energy from inside.
SN	Sensing: Those who rely on their five senses to perceive the external environment.	Intuition: Those who rely on their intuition and hunches to perceive the external environment.
TF	Thinking: Those who use their logic to arrive at solutions.	Feeling: Those who use their values and ideas about what is right and wrong to arrive at solutions.
JP	Judgment: Those who are organized, systematic, and would like to have clarity and closure.	Perception: Those who are curious, open minded, and prefer to have some ambiguity.

OB Toolbox

Help, I work with a negative person!

Other Personality Traits

OB Toolbox

Ways to Build Your Self-Confidence

Personality Testing in Employee Selection

Companies such as Kronos and Hogan Assessments conduct pre-employment personality tests.

Source: http://en.wikipedia.org/wiki/Image:Kronos-incorporated.jpg

Think about the personality traits covered in this section. Can you think of jobs or occupations that seem particularly suited to each trait? Which traits would be universally desirable across all jobs?
What are the unique challenges of managing employees who have low self-efficacy and low self-esteem? How would you deal with this situation?
What are some methods that companies can use to assess employee personality?
Have you ever held a job where your personality did not match the demands of the job? How did you react to this situation? How were your attitudes and behaviors affected?
Can you think of any limitations of developing an “ideal employee” profile and looking for employees who fit that profile while hiring?

Discussion

Perception is how individuals detect and interpret environmental stimuli.

Perception

Our visual perception goes beyond the information physically available. In this figure, we see the white triangle in the middle even though it is not really there.

Visual Perception

Which circle is bigger? The circle on the left appears bigger when in fact they are the same size.

Self Perception

Social Perception

Our perceptions of the environment are influenced by our values, emotions, feelings, and personalities, which in turn influence our actions.

Social Perception

First impressions are initial thoughts and perceptions we form about people, which tend to be stable and salient to contrary information.

OB Toolbox

How Can I Make a Great First Impression in the Job Interview?

Attributions

Internal or External Attribution

Attributions

Consensus	Distinctiveness	Consistency	Attribution
High consensus Everyone else behaves the same way.	High distinctiveness This person does not usually behave this way in different situations.	Low consistency This person usually does not behave this way in this situation.	External
Low consensus No one else behaves the same way.	Low distinctiveness This person usually behaves this way in different situations.	High consistency Every time this person is in this situation, he/she acts the same way.	Internal

What are the implications of perceptual error for interpersonal interactions?
What are the problems of false consensus error? How can managers deal with this tendency?
Is there such a thing as a “good” stereotype? Is a “good” stereotype useful or still problematic?
How do we manage the fact that human beings develop stereotypes? How would you prevent stereotypes from creating unfairness in decision-making?
Is it possible to manage the attributions other people make about our behavior? Let’s assume that you have completed a project successfully. How would you maximize the chances that your manager will make an internal attribution? How would you increase the chances of an external attribution when you fail in a task?

Discussion

Individual Differences and Ethics

Ethics

Personality

Personal Values

Culture

Personality Around the Globe – Self-Reported Self-Esteem

Source: Adapted from information in Denissen, J.J.A., Penke, L., & Schmitt, D.P. (July 2008). Self-Esteem reactions to social interactions: Evidence for sociometer mechanisms across days, people, and nations. Journal of Personality & Social Psychology, 95, 181-196; Hitti, M. (2005). Who’s No. 1 in Self-esteem? Serbia is tops, Japan ranks lowest, U.S. is No. 6 in global survey. WebMD, http://www.webmd.com/skin-beauty/news/20050927/whos-number-1-in-self-esteem; Schmitt, D.P., & Allik, J. (2005). The simultaneous administration of the Rosenberg self-esteem scale in 53 nationals: Culture-specific features of global self-esteem. Journal of Personality and Social Psychology, 89, 623-642.

Highest

1. Serbia

2. Chile

3. Israel

4. Peru

5. Estonia

6. USA

7. Turkey

8. Mexico

9. Croatia

10. Austria

Lowest

1. South Korea

2. Switzerland

3. Morocco

4. Slovakia

5. Fiji

6. Taiwan

7. Czech Republic

8. Bangladesh

9. Hong Kong

10. Japan

If ethical decision making depends partially on personality, what can organizations do to increase the frequency of ethical behaviors?

Do you think personality tests used in Western cultures in employee selection can be used in other cultures?

Discussion