PERSONALITY

DEFINITION Personality is the sum total of ways in which an individual REACTS; and INTERACTS with others.

Combines of a set of physical and mental characteristics that reflect how a person looks, thinks, acts and feels. So we can state that it a set of unique characteristics that make an individual different from others.

What DETERMINES The Personality?

Heredity Environment Situation

A great deal of personality formation can come from our religion beliefs , culture, place of upbringing, Physical Characteristics, Gender too.

the mind is like an iceberg 1/3 is hidden

Conscious Awareness small part above surface (Preconscious)

Unconscious below the surface (thoughts, feelings, wishes, memories)

Repression banishing unacceptable thoughts & passions to unconscious Dreams & Slips

Myers-Briggs Type Indicator (MBTI)

Type of Social Interaction Preference for Gathering Data Preference for Decision Making Style of Decision Making
Extrovert (E)
Introvert (I)

Sensing (S) Intuitive (N) Feeling (F) Thinking (T) Perceptive (P) Judgmental (J)

Extraversion
Interest Orientation

Introversion

Talkative, Sociable, Friendly,

Shy, Reserved, Quite,

Outspoken

Sensing
Perception

Intuition

Organised, Practical, Focus Detail.

Non-systematic, Rely on subjective evidence , Focus Big Picture

Thinking
Judgment

Feeling

Reliability of logical order cause and effect, Apathy

Priorities based on personal importance and values, Sympathy

Judgment
Environment Orientation

Perception

Judging attitude Enjoys the control of decision making & want to resolve problems quickly, Control of events and systematic planning

Spontaneity as likes to adapt spontaneously to events unfold, Curious, Flexible

Conscientiousness Extroversion

Agreeableness

Emotional stability

Openness to Experience

Extraversion

Agreeableness

The Big Five Personality Model

Conscientiousness

Emotional Stability

Openness to Experience

The Big Five Personality Dimensions

Extraversion: Agreeableness: Conscientiousness: Emotional stability: Openness to experience:

Extroversion Openness to experience

Conscientiousness

Agreeableness

Emotional stability

Outgoing, talkative, sociable, assertive

Trusting, good natured, cooperative, soft hearted and value harmony

Focuses on few goals , organized ,systematic, careful ,thorough responsible, self disciplined and achievement oriented

Innovative,Intellectual, imaginative, curious, broad minded

Relaxed, secure,unworried

Locus of Control

Self-Esteem

Machiavellian Personality

Other Key Personality Attributes

Self Monitoring

Risk Propensity

Proactive Personality

Type A Personality

Locus of Control

Internal locus of control: belief that one controls key events and consequences in ones life.

External locus of control: Ones life outcomes attributed to environmental factors such as luck or fate.

Relationship Between LOC & some other factors

Job Satisfaction

LOC

Absenteeism

Turnover

FACTORS

INTERNALS

EXTERNALS

Job Satisfaction

Satisfied

More dissatisfied

Absenteeism

Less absenteeism

Depends on their luck or chance

Turnover

No clear relationship

Depends on their luck or chance

As per 11th Edition

HIGH MACS are:

Pragmatic Maintains emotional distance Believes that ends can justify the means Manipulate more Win more Persuaded less Persuade others more

As 11th per Edition

Self Esteem
The degree to which a person likes or dislikes himself It is directly related to expectations for success 2 TYPES: 1. High Self Esteem They believe that they possess the ability they need to succeed at work Will take more risks in job selection And more likely to choose unconventional jobs than people with low self esteem They will not be susceptible to the external influences They are more satisfied with their job

2. Low Self Esteem:

They seek appreciation from others

Seek approval from others and try to conform to the beliefs and behaviors of those they respect They try to please others and therefore they would not take unpopular stands than high Self Esteemed employees

 Ability to adjust ones behavior to external situational factors Capable of presenting striking contradictions between their public persona & private self Tend to pay closer behavior of others & more capable of conforming than low self monitoring Capable of putting different faces for different audiences

Quick Decision making

Specific to jobs (stocks) (accounts)

Type A Personality Of the ABC personality types, these are the folks that are always in a hurry, impatient to see results and come across as aggressive in their interpersonal relationships because they believe its a dog eat dog world out there. Type As are very competitive and show it at work in their levels of tension and agitation. Their personalities are a mix of right- and left-brained dominance. They are risk taking, inflexible and private people who become hostile easily when they are criticized.

Type B Personality Of the ABC personality types, the Type Bs live in the moment and dont mind waiting for just the right time to take action. They are friendly types who believe that the world is both good and bad, but that there are more good people than bad in it. They tend to be their own biggest competitors, thinking I can do better than this. Their personalities are right-brain dominated. Being intuitive, spontaneous and patient, they are open to criticism, and when angry they tend to use humor to make their point.

Type C Personality

Of the ABC personality types, the Type Cs are future oriented but like to take their time, patiently weighing the pros and cons before they make decisions. They tend to be introspective and enjoy studying themselves, and others, in great detail. They are very much at home figuring out what to expect from future events, even though they believe that if something can go wrong it will. Theyre uncomfortable with personal or intimate conversations. Their personalities are mostly left-brained. When Type Cs are angry they become resentful and may give the silence treatment to those with whom they are angry. They want to be leaders but their lack of openness and risk aversion are obstacles.

The term Type D Personality is used to describe several different personality types, which can sometimes be confusing, since, on occasion, the term describes entirely different personality traits. As a general rule, psychologists describe people with distressed personalities as Type D, but the term can also be used in the A, B, C, D personality framework, in which case it can describe someone who is reliable, but who has little motivation or creativity. Furthermore, the term may also be used to describe someone with a very results-driven, direct personality, just to add to the chaos.
In the sense of a distressed personality, a Type D Personality is a personality which is characterized by a tendency towards negativity. Someone with a Type D Personality may experience a lot of stress, anger, worry, hostility, tension, and other negative and distressing emotions. Classically, this personality type is also characterized by low self-esteemand social inhibitions, and a tendency towards depression.

A & B Types of Personality

Type A
Suffer high level of stress Quantity over quality Time pressure/deadlines Rarely creative Poor decision makers Behavior is easier to predict

Type B
Difficult to predict behavior Good decision makers Quality of work No compromise on health Wiser than hasty Creative / innovative solutions to same problem

PERSONALITY DISORDERS
Personality disorders are a type of mental illnesses in which your ways of thinking, perceiving situations and relating to others are dysfunctional. In general, having a personality disorder means you have a rigid and potentially self-destructive or self-denigrating pattern of thinking and behaving no matter what the situation.

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HOW DO DISORDERS DEVELOP

Some experts believe that events occurring in early childhood exert a powerful influence upon behavior later in life. Others indicate that people are genetically predisposed to personality disorders. In some cases, however, environmental facts may cause a person who is already genetically vulnerable to develop a personality disorder.

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COMMON CHARESTERICS OF PERSONALITY DISORDERS

They are manipulative and exploitative, trust no one and find it difficult to love or share.

sometimes depressed and suffer from mood changes and anxiety.

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PERSONALITY TYPES IN AN ORGANIZATION

DOMINANT PERSONALITY:
People of the Dominance Style like to control their environment by overcoming opposition to
accomplish desired results. They enjoy moving people around in their favor. They are direct, forceful, impatient, and opinionated. They enjoy being in charge, making decisions, solving problems, and getting things done. They tend to thrive on power, prestige, and authority, and they can be extremely demanding. They also fear being taken advantage of by losing control of a situation. When people of this style are negatively motivated, they can become defiant. They don't like being told what to do, and win lose challenges can be dangerous. They would quickly become bored with a routine that was basically the same from day to day, particularly if it didn't allow them to make decisions that would hinder their desire to be in control. For example, giving them work that involves dealing with lots of detail would be tedious and de-motivating.

INFLUENCING PERSONALITY:
People with this style try to shape the environment by influencing or persuading others to see things their way. They really enjoy being involved with people and getting recognition for their accomplishments. They fear rejection or loss of social approval. This highly social individual loves opportunities to verbalize thoughts, feelings, and ideas. So provide opportunities for them to do this when possible. When it's deserved, praise their work enthusiastically and publicly. When you negatively motivate people of this style, they can be indiscriminately impulsive. When this happens, they may speak first and think later with little regard for what they say and who might hear it. This can be in the form of complaining to no one in particular while hanging around the coffee pot. Because they want to be liked, being silent or tight-lipped with them will make them afraid you're rejecting them.

STEADY PERSONALITY:
The Steadiness behavioral type focuses on cooperating with others to carry out the task. These people are very much team players and cooperative group workers. They take pride in being reliable and trustworthy employees. They tend to be patient, loyal, and resistant to sudden changes in their environment. They respond positively to group achievement recognition, sincere appreciation and predictable situations. When they get negatively motivated which is often caused by sudden, unplanned changes that they see as high risk they can become stubborn or stern, moods usually expressed in the form of passive resistance. This type of behavioral style responds very well to an atmosphere of cooperation rather than

competition. Show sincere appreciation when it's earned. Communicate in an indirect, casual style.
Recognize and praise contributions to the team. Schedule regular performance reviews.

CONSCIENTIOUS PERSONALITY:
This style emphasizes working conscientiously within existing circumstances to ensure quality and
accuracy. People of this behavioral style appreciate opportunities for thorough, careful planning. They are critical thinkers who are sticklers for detail, They prefer to spend time analyzing a situation and, like the steadiness style, are slow to accept sudden changes. They like following procedures and standardspreferably their own. When they are negatively motivated they may become cynical or overly critical. They will normally respond well to logical, well-thought-out, planned options. Be realistic and avoid exaggeration in discussion with them. They respond favorably to exact descriptions and performance objectives, scheduled performance appraisals, and specific feedback on their performance. Your conversations with them will take longer because they'll probably have several questions. They'll also

want to verify the quality and reliability of information you give them. Even when given all the facts, they
are inclined to analyze an issue and decide for themselves. Compliment them for the quality work they do, as well as he logical approach they take to doing it.

IN AN ORGANIZATION

DOMINANT PERSONALITY:

Be clear, direct, and to the point when you interact.

Avoid being too personal or talking too much about non-work items. Let them know what you expect of them. If you must direct them, provide choices that give them the opportunity to make decisions to satisfy their need to be "in control.

Accept their need for variety and change. When possible, provide new challenges, as well as opportunities to direct the efforts of others.

The High D person is motivated by personal control through direct communication. Compliment them for results they achieve.

They are "bottom line" oriented. Ask them about their career plans and timetables for achieving success. Show how they can get results by helping you get results.

INFLUENCING PERSONALITY:
You'll need to communicate more with people of this style, and it'll often involve social
interaction. Give them lots of your time. Compliment them. Ask about things going on in their lives outside of work. Let them share with you their goals at work and elsewhere. Link your objectives to their dreams and goals.

STEADY PERSONALITY:
Acknowledge that their efforts help others. Provide opportunities for them to cooperate with others on the team to achieve desired results. Provide specific direction and offer assurances when necessary. When implementing change, be sure to lay out a systematic, step-by-step procedure and draw out their concerns and worries about the situation. They need to feel secure. Assure them that you've thought things through before initiating changes. Give them a plan to deal with problems when they occur.

CONSCIENTIOUS PERSONALITY:

Opportunities to demonstrate their expertise.

Plenty of details. Enough time to prepare for meetings properly.....especially if they have an item on the agenda to

present.
Situations where their systematic approach will contribute to long-term success.