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MGT 243 (7)

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MGT 243
Douglas Mahony

the role of individual differences in the workplace staffing and selection decisions •learning goals o what is personality & how can it be distinguished from ability? o what are the 'big five'? are there other personal differences that matter in organizational settings? o what's the effect of these differences on job performance & organizational commitment? o are personality tests a useful tool for organizational hiring? •the importance of fit o people who don't fit --> quit/fired --> costs $1000s o person-job fit • refers to the match between an employee's knowledge, skills, & abilities and the requirements of a job o person-organization fit • refers to the match between an employee's personality & values and the values & culture of an organization • implications of person-organization fit o employees judge fit by thinking about the values they prioritize the most, then judge whether the organization shares those values o when alignment is seen, we find employees: • feel levels of job satisfaction, reduced stress & increased trust towards manager • drivers of organizational commitment o connection is weak, at best association w/ performance on job •dimensions of individual differences o differences that may matter in the workforce include an individual's: • behavior/attitudes  risk taking  integrity  job satisfaction  engagement  commitment  prejudice • values  influence how we think we & others should behave  terminal values (lifelong convictions like freedom, etc.)  instrumental values • emotions/mood • KSAs (knowledge, skills, & abilities) • personality dimensions o obsession w/ measuring fit • phrenology • blood type • astrology • personality tests •important differences between the sources o relatively fixed --> relatively changeable • culture, ethnicity, personality • values, beliefs • attitudes • emotions, moods • what is personality anyway? o personality refers to the structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, & behavior • what people are like, the relatively enduring pattern of how we think, feel, and behave o traits: people's responses to their environment o cultural values: end states or modes of conduct in a given culture, influence the expression of a person's traits • personality & performance o personality has been linked (to varying degrees) to job satisfaction, career choice, stress, leadership, and some aspects of performance o BUT: sometimes situational constraints mitigate the influence of personality traits in regulating how we behave at work! • job satisfaction & organizational culture can constrain the relationship between personality & performance o we can hide our personality, tailor to the job • commonly used ways to asses individual differences in the workplace o Myers Briggs Type Indicator o Minnesota Multiphasic Personality Inventory & its derivatives o 'Strengthsfinder' o 'Integrity Tests' • Myers Briggs o combine into 16 'classification types' • extroversion/introversion • sensing/intuition  sensing types are practical and prefer routine & order  intuition types rely on unconscious processes & look at the big picture • thinking/feeling  thinking types use reason & logic  feeling types rely on personal values & emotions • judging/perceiving  judging wants control & prefers order  perceiving types are flexible & spontaneous o 'utter nonsense' • have to be one or the other • changes w/ mood, etc. • positive & generic • alters how you & others see you • Minnesota Multiphasic Personality Inventory (MMPI) o " of the most frequently used personality tests in mental health. The test is used by trained professionals to assist in identifying personality structure and psychopathy" -Wikipedia o designed by psychopaths & sociopaths o need PhD in psychology to interpret o weird, perverse questions o arbitrary • Strengthsfinder: not bad, for individual development • Integrity tests: not accurate, humans lie • all tests are skewed by desire to be liked, fill out to get the results you want • the big five personality dimensions 1. agreeableness: warm, kind, cooperative, sympathetic, helpful, & courteous • prioritize communion striving, which reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality  beneficial in some positions but detrimental in others • focus on 'getting along' instead of 'getting ahead' 1. conscientiousness: dependable, organized, reliable, ambitious, hardworking, & persevering • biggest influence on job performance • prioritize accomplishment striving, which reflects a strong desire to accomplish task-related goals as a means of expressing personality 1. extraversion: talkative, sociable, passionate, assertive, bold, & dominant • easiest to judge in a zero acquaintance situation- where two people have only just met • prioritize status striving, which reflects a strong desire to obtain power & influence within a social structure as means of expressing personality • tend to be high in what's called positive
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