MAN 337 Chapter Notes - Chapter 2: Big Five Personality Traits, Job Satisfaction, Type A And Type B Personality Theory

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4 Jan 2017
1. Chapter 2: Personality and Values
a. Personality: the dai ogaizatio ithi the idiidual of those pshophsial sstes that
deteie his uiue adjustets to his eioet o the su total of as i hih a
individual reacts to and interacts with others
i. Measuring personality: useful in hiring decisions
1. A lot are done through self-report surveys where people evaluate themselves;
pole = fake good ad iaua
2. Observer-ratings survey: an observer assesses personality instead
ii. Personality determinants: the result of both hereditary and environment factors
1. Heredity: factors determined at conception; argues that the ultimate
eplaatio of a idiidual’s pesoalit is the oleula stutue of the
genes located in the chromosomes
a. Twin studies: the personalities of identical twins raised in different
households are more similar to each other than the personalities of
siblings they were actually raised with
2. Personality traits: when someone exhibits certain characteristics in a large
number of situations (i.e. shy, aggressive, submissive, lazy, etc)
iii. Myer-Briggs Type Indicator (MBTI): personality assessment (100 questions)
1. Dimensions
a. Extraverted (outgoing, sociable, assertive) vs. introverted (quiet and
b. Sensing (practical, routine and order) vs. intuitive (rely on unconscious
poesses ad the ig pitue
c. Thinking (reason and logic) vs. feeling (personal values and emotions)
d. Judging (likes control, structure and order) vs. perceiving (flexible and
2. Altogether, they describe 16 personality types
3. Weakness: forces a person into either one type or another
a. Results are unrelated to job performance
4. Most widely used personality assessment instrument
iv. The Big Five Personality Model
1. Dimensions
a. Extraversion: aptues oe’s ofot level with relationships
i. Introverts: reserved, quiet
ii. Extraverts: outgoing, assertive and sociable
b. Agreeableness: efes to idiidual’s popesit to defe to othes
i. High: cooperative, warm, trusting
ii. Low: cold, disagreeable and antagonistic
c. Conscientiousness: measure of reliability
i. High: responsible, organized dependable and persistent
ii. Low: easily distracted, disorganized and unreliable
d. Emotional stability euotiis: peso’s ailit to ithstad stess
i. Positive: calm, self-confident, and secure
ii. Negative: nervous, anxious, depressed and insecure
e. Openness to experience: addesses oe’s age of iteests ad
fascination with novelty
i. High: creative, curious and artistically sensitive
ii. Low: conventional and like familiar things
2. Research has found there is a relationship between Big Five and job
performance; conscientiousness is the most job-related
a. Emotional stability less negativity higher job satisfaction and
lower stress
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