A FMOB PROJECT REPORT ON

PERSONALITY AND VALUES

SUBMITTED IN PARTIAL FULFILLMENT FOR THE

AWARD OF THE
DEGREE OF BACHELOR OF MANAGEMENT STUDIES

2019-2022

PROJECT GUIDE: - SUBMITTED BY: -

Dr. Anuja Mathur Nimish Dayal

Roll no. : 19136

SHAHEED SUKHDEV COLLEGE OF BUSINESS

STUDIES
Dr. K.N. Katju Marg Rohini Sector 16, PSP Area IV, New Delhi, Delhi 110089
 INDEX

S.NO TOPIC PAGE NO.

1. Introduction 2

2. Objective 3

3. Personality: 4
Meaning
Features Affecting Personality Traits
Characteristics of Personality

4. Determinants Of Personality 7

5. Types Of Personality 10

6. Personality Theories 13
Psychoanalytic theory
Socio-psychological theory
Self-theory
Traits theory
o Big Five personality traits
o Myers-Briggs Framework

7. Measures Of Personality 24

8. Major Attributes Influencing Organisational Behaviour 26

9. Impact Of Individual Personality At Work 30

10. Conclusion 31

11. Bibliography 32

1
 INTRODUCTION

The word personality is derived from a Greek word “persona” which means “to
speak through.” Personality is the combination of characteristics or qualities
that forms a person’s unique identity.. Every individual has a unique, personal
and major determinant of his behavior that defines his/her personality.

According to a recent study, success depends more on personality traits, such

as perseverance and conscientiousness, than intelligence alone.

The importance of personality and how it complements an organization,

varies by role and industry. For managers and business leaders, having the
ability to motivate and encourage your colleagues while also understanding
their shortcomings, is critical to an organization's success.
For employers, having the ability to communicate effectively with staff and
remain flexible toward change is imperative to driving an organization
forward. In both instances, a manager's ability to build and sustain
relationships with colleagues is integral to the organization's success. More
often than not, personality dictates how you're able to build and sustain such
relationships, and is thus an important element to any organization.

2
 OBJECTIVE

Objective of this project is to study aspects and impact of individual

personality on the organisation as a whole. The project includes the
following topics under the main head- Personality.

§ Meaning and characteristics of personality

§ Features Affecting Personality Traits

§ Determinants Of Personality

§ Types Of Personality

§ Personality theories

§ Traits Theory

§ Measures Of Personality

§ Major Attributes Influencing Organisational Behaviour

§ Impact Of Individual Personality At Work

3
PERSONALITY

The word personality is derived from a Greek word “persona” which

means “to speak through.” Personality is the combination of
characteristics or qualities that forms a person’s unique identity.

Personality means how a person affects others and how he

understands and views himself as well as the pattern of inner and outer
measurable traits and the person-situation interactions. According to
Stephen P. Robbins, personality is the sum total ways in which an
individual reacts and interacts with others.

Personality can be defined as those inner psychological characteristics

that both determine and reflect how a person responds to the
environment.

It signifies the role which a person plays in public. Every individual has a
unique, personal and major determinant of his behaviour that defines
his/her personality.

FEATURES AFFECTING PERSONALITY TRAITS

Personality trait is basically influenced by two major features –

Inherited
characteristics
FEATURES
Learned
characteristics

§ Inherited characteristics
The features an individual acquires from their parents or forefathers, in other
words the gifted features an individual possesses by birth is considered as
inherited characteristics. It consists of the following features −

4
 • Colour of a person’s eye
• Religion/Race of a person
• Shape of the nose
• Shape of earlobes

§ Learned characteristics
Nobody learns everything by birth. First, our school is our home, then our
society, followed by educational institutes. The characteristics an individual
acquires by observing, practicing, and learning from others and the
surroundings is known as learned characteristics.
Learned characteristics includes the following features −
• Perception − Result of different senses like feeling, hearing etc.
• Values − Influences perception of a situation, decision making process.
• Personality − Patterns of thinking, feeling, understanding and behaving.
• Attitude − Positive or negative attitude like expressing one’s thought.

Characteristics of Personality
1. Personality is something which is unique in each
individual:
Personality refers to internal as well as external qualities, some of which
are quite general. But it is unique to each individual. It is not possible for
any other individual to reproduce or imitate the qualities of the
personality of the individual

2. Personality refers particularly to persistent qualities of an

individual:
Every individual has certain feeling as well as other permanent traits and
qualities. Personality is mainly composed of the persistent or permanent
qualities that exhibit themselves in form of social behaviour and attempt
to make adjustment with the environment.

3. Personality represents a dynamic orientation of organism

to environment:
Personality represents the process of learning. It takes place in reference

5
 to the environment. We do not acquire all the traits of personality all at
once.

4. Personality is greatly influenced by social interactions:

Personality is not an individual quality. It is a result of social- interaction.
In other words, it means that when we come in contact with other
members of the society, we acquire certain qualities while we exhibit
certain others. All these come to form personality.

5. Personality represents a unique organisation of persistent

dynamic and social predisposition:
In personality various qualities are not put together. They are, in fact,
integrated into one. This integration is nothing but a result of
organisation which may be different from man to man. The behaviour of
a person directed to one particular individual may differ from the
behaviour of another person. That is why; we put the condition of
suitable environment. This suitability is concerned with individual
specificity.

To sum up we can say that:

§ Personality is not related to bodily structure alone. It includes both

structure and dynamics

§ Personality is an indivisible unit.

§ Personality is neither good nor bad.

§ Personality is not a mysterious phenomenon.

§ Every personality is unique.

§ Personality refers to persistent qualities of the individual. It expresses

consistency and regularly.

§ Personality is acquired.

§ Personality is influenced by social interaction. It is defined in terms of

behaviour.

6
Determinants of Personality
Several factors influence the shaping of our personality. Major among these are

DETERMINANATS

Heredity

Culture

Family Background

Experiences through Life

The People we interact with

ª Heredity

There are some genetic factors that play a part in determining certain
aspects of what we tend to become. Whether we are tall or short,
experience good health or ill health, are quickly irritable or patient, are all
characteristics which can, in many cases, be traced to heredity. How we
learn to handle others ‘reactions to us (e.g. our appearance) and the
inherited traits can also influence how our personality is shaped.

7
ª Culture
The culture and the values we are surrounded by significantly tend to
shape our personal values and inclination. Thus, people born in different
cultures tend to develop different types of personalities which in turn
significantly influence their behaviours. India being a vast country with a
rich diversity of cultural background provides a good study on this. For
example, we have seen that people in Gujarat are more enterprising than
people from other states, Punjabis are more diligent and hardworking,
people from Bengal are more creative and with an intellectual bend and
the likes.

ª Family Background
The socio-economic status of the family, the number of children in the
family and birth order, and the background and education of the parents
and extended members of the family such as uncles and aunts, influence
the shaping of personality to a considerable extent.

Firstborns usually have different experiences, during childhood than those

born later; Members in the family mould the character of all children,
almost from birth, in several ways -by expressing and expecting their
children to conform to their own values, through role modelling, and
through various reinforcement strategies such as rewards and punishments
which are judiciously dispensed. Think of how your own personality has
been shaped by your family background and parental or sibling influences!

ª People We Interact With

A Person is known by the company he or she keeps‖ is a common adage.
The implication is that people persuade each other and tends to associate
with members who are more like them in their attitudes and values.
Beginning childhood, the people we interact with influence us. Primarily
our, parents and siblings, then our teachers and classmates, later our
friends and colleagues, and so on. The influence of these various
individuals and groups shapes our personality. For. Instance, if we are to
be accepted as members of our work group, we have to conform to the
values of that group which may or may not always be palatable to us; if
we don‘t, we will not be treated as valued members of the group. Our
desire to be a part of the group and belong to it as its member, will
compel many of us to change certain aspects of our personality (for

8
 instance, we may have to become less aggressive, more cooperative, etc.).
Thus, our personality becomes shaped throughout our lives by at least
some of the people and groups we interact with.

ª Experiences in Life
Whether one trusts or mistrusts others, is miserly or generous, have a high
or low self-esteem and the like, is at least partially related to the past
experiences the individual has had. Imagine if someone came to you and
pleaded with you to lend him Rs. 100 which he promised to return in a
week ‘s time, and you gave it to him even though it was the last note you
had in your pocket to cover the expenses for the rest of that month. Suppose
that the individual never again showed his face to you and you have not
been able to get hold of him for the past three months. Suppose also that
three such incidents happened to you with three different individuals in the
past few months. What is the probability that you would trust another
person who comes and asks you for a loan tomorrow? Rather low, one
would think. Thus, certain personality characteristics are moulded by
frequently occurring positive or negative experiences in life.

In summary, our personality is a function of both heredity and other

external factors that shape it. It is important to know what specific
personality predispositions influence work behaviours.

9
 TYPES OF PERSONALITY

There are several personality types of people in an organization that

can dictate the behaviour of individuals. By figuring out how these
personality types fit into the culture of the organization, people can
gain insight into how well the individuals themselves may fit into the
organizational structure. If there is a high level of dissimilarity among
the personalities of the employees and the culture of the organization,
communication, cooperation and working relationships can suffer to
the detriment of the organization as a whole.

TYPES
Extrovert Personality

Cautious Personality

Conscientious Personality

Agreeable Personality

Self-Conscious Personality

Adventurous Personality

Extrovert Personality
The extrovert is a friendly person who is quick to establish relationships with
others. Extroverts are gregarious and display a high level of social
engagement. They enjoy being with people and like to be in the company of
large groups. Extroverts are active and tend to get involved in many
activities. At the opposite end of the spectrum, people with low levels of

10
extroversion feel a greater desire for privacy, avoid large group situations
and generally live a more leisurely life.

Agreeable Personality
The agreeable person can cooperate well with other people by putting aside
personal needs while getting along with peers. These people trust others and
rely on their integrity, character and abilities. Often the agreeable
personality feels the need to help other people, and can derive fulfilment by
offering support.

Agreeableness is a personality trait which teaches individuals to be adjusting

in almost all situations. Such individuals do not crib and face changes with a
smile. They accommodate themselves to all situations and are friendly and
kind hearted. People who score high on agreeableness are ready to help
others and flash their trillion dollar smile whenever a problem arises.
Individuals who score low on agreeableness on the other hand find difficulties
in adjusting with others and are little unfriendly.

Conscientious Personality
As the name suggests, individuals with a Conscientiousness personality trait
listen to their conscience and act accordingly. Such individuals are extremely
cautious and self-disciplined. They never perform any task in haste but think
twice before acting. People with this personality trait are generally methodical
and tend to become perfectionists in the long run. People who score high on
conscientiousness are proactive, goal oriented and self-disciplined. They strive
hard to accomplish goals and objectives within the stipulated time frame.
Individuals who scoreless are little laid back and are not much goal oriented.

Conscientious people exude confidence and feel capable of accomplishing

goals. They may be overachievers who want to be viewed as successful.

Cautious Personality
Cautious people will look at problems from every angle before acting or
making a decision, while those who are not cautious often act or speak
before they think things through.

11
Self-Conscious Personality
Self-conscious people are highly sensitive to what others think and say about
them. They dislike criticism and are sensitive to rejection, while those who
are not all that self-conscious are not bothered by being judged by other
people.

Adventurous Personality
People with an adventurous personality seek out new experiences and dislike
routine. They may be unafraid to challenge authority and conventions, while
those who are less adventurous may have traditional values and prefer
security over adventurousness. Those with an adventurous personality enjoy
having power and may be more amenable to taking risks.

12
 PERSONALITY THEORIES

PSYCHOANALYTIC THEORY
The Psychoanalytic Theory is the personality theory, which is based on the
notion that an individual gets motivated more by unseen forces that are
controlled by the conscious and the rational thought.

Sigmund Freud is closely related to the psychoanalytic theory. According to

him, the human behaviour is formed through an interaction between three
components of the mind, i.e. Id, Ego and Super Ego.

SOCIO-PSYCHOLOGICAL THEORY
The Socio-Psychological Theory asserts that individual and society are
interlinked. This means, an individual strives to meet the needs of the society
and the society helps him to attain his goals. Through this interaction, the
personality of an individual is determined.

13
SELF-THEORY
The Self Theory emphasizes on the set of perceptions an individual has for
himself and the perceptions of the relationships he has with others and the other
aspects of life. Carl Rogers has contributed significantly towards the self-theory.

14
TRAITS THEORY
The traditional approach of understanding personality was to identify and
describe personality in terms of traits. In other words, it viewed personality as
revolving around attempts to identify and label permanent characteristics that
describe an individual’s behaviour.

Popular characteristics or traits include shyness, aggressiveness,

submissiveness, laziness, ambition, loyalty, and timidity. This distinctiveness,
when they are exhibited in a large number of situations, are called personality
traits. The more consistent the characteristic and the more frequently it occurs
in diverse situations, the more important that trait is in describing the
individual.

Personality Traits

Broadly there are five parameters which describe an individual’s

personality. These five dimensions are also called as “Big Five” Factors,
and the model is referred to as Five Factor Model also abbreviated as
FFM.

History of Big Five personality theory

Several independent sets of researchers discovered and defined the five broad
traits based on empirical, data-driven research. Ernest Tupes and Raymond
Christal advanced the initial model, based on work done at the U.S. Air Force
Personnel Laboratory in the late 1950s. J.M. Digman proposed his five factor
model of personality in 1990, and Goldberg extended it to the highest level of
organizations in 1993. In a personality test, the Five Factor Model or FFM4 and
the Global Factors of personality5 may also be used to reference the Big Five
traits.

15
Following are five personality traits of an individual:
1. Openness to experience

Individuals with openness to experience are generally very active, have

a tremendous inclination towards creativity and aesthetics and listen to
their heart i.e. follow their inner feelings. Such individuals are generally
open to new learnings, skill sets and experiences. People who score high
on openness are quite broadminded and modern in their outlook as
compared to individuals who score low on the same parameter. Such
individuals are conservative, reluctant to changes and have a traditional
approach in life.

16
 Sentences Used By Sentences Used By
High Scorers Low Scorers

1. I am not interested in
1. I have excellent ideas.
abstractions.

2. I am quick to 2. I do not have a good

understand things. imagination.

3. I have difficulty
3. I use difficult words.
understanding abstract ideas.

4. I am full of ideas.

2. Conscientiousness

As the name suggests, individuals with a Conscientiousness personality

trait listen to their conscience and act accordingly. Such individuals are
extremely cautious and self disciplined. They never perform any task in
haste but think twice before acting. People with this personality trait
are generally methodical and tend to become perfectionists in the long
run. People who score high on conscientiousness are proactive, goal
oriented and self disciplined. They strive hard to accomplish goals and
objectives within the stipulated time frame. Individuals who score less
are little laid back and are not much goal oriented.

High scorers

• I am always prepared.
• I pay attention to details.
• I get chores done right away.
• I like order.
• I follow a schedule.

3. Extraversion and Introversion

Carl Jung popularized both the terms - “Extraversion” and

“Introversion”.

17
a. Extraversion: Extraversion refers to a state where individuals
show more concern towards what is happening outside. Such
individuals love interacting with people around and are generally
talkative. They do not like spending time alone but love being the
centre of attraction of parties and social gatherings. Such
individuals love going out, partying, meeting people and often
get bored when they are all by themselves. They admire the
company of others and hate staying alone.

18
 b. Introversion: Introversion, on the other hand refers to a state
when an individual is concerned only with his own life and nothing
else. Such individuals do not bother about others and are seldom
interested in what is happening around. They prefer staying back
at home rather than going out and spending time with friends.
Such individuals speak less and enjoy their own company. You
would never find them in meetings, clubs, parties or social get-
togethers. They generally do not have many friends and tend to
rely on few trusted ones.

4. Agreeableness

Agreeableness is a personality trait which teaches individuals to be

adjusting in almost all situations. Such individuals do not crib and face
changes with a smile. They accommodate themselves to all situations
and are friendly and kind hearted. People who score high on
agreeableness are ready to help others and flash their trillion dollar
smile whenever a problem arises. Individuals who score low on
agreeableness on the other hand find difficulties in adjusting with
others and are little unfriendly.

High Scorers Low Scorers

I am not really interested in

I am interested in people.
others.

I sympathize with others' I insult people.

feelings.

I am not interested in other

I feel others' emotions. people's problems.

I feel little concern for

I make people feel at ease. others.

19
 5. Neuroticism

Neuroticism is a trait where individuals are prone to negative thoughts

such as anxiety, anger, envy, guilt and so on. Such individuals are often
in a state of depression and do not how to enjoy life. They always look
at the negative sides of life and find extremely difficult to cope up with
stress. It is sometimes called emotional instability, or is reversed and
referred to as emotional stability.

Moreover, individuals high in neuroticism tend to experience more

negative life events, but neuroticism also changes in response to
positive and negative life experiences. Also, individuals with higher
levels of neuroticism tend to have worse psychological well-being.

At the other end of the scale, individuals who score low in neuroticism
are less easily upset and are less emotionally reactive. They tend to be
calm, emotionally stable, and free from persistent negative feelings.
Freedom from negative feelings does not mean that low-scorers
experience a lot of positive feelings.

High Scorers Low Scorers

I get irritated easily. I am relaxed most of the

time.

I get stressed out easily.

I seldom feel blue.
I have frequent mood
swings.

I worry about things.

THE MYERS-BRIGGS FRAMEWORK

The MBTI [MYERS-BRIGGS TYPE INDICATOR]was constructed for

normal populations and emphasizes the value of naturally occurring differences.
“The underlying assumption of the MBTI is that we all have specific

20
preferences in the way we interpret our experiences, and these preferences
underlie our interests, needs, values, and motivation." Although popular in the
business sector, the MBTI exhibits significant psychometric deficiencies,
notably including poor validity and reliability. This framework is based on the
classic work of Carl Jung. He differentiates people in terms of four general
dimensions.

• Attitudes: extraversion/introversion
Myers–Briggs literature uses the terms extraversion and introversion as
Jung first used them. Extraversion means "outward-turning" and
introversion means "inward-turning".
The preferences for extraversion and introversion are often called
"attitudes". Briggs and Myers recognized that each of the cognitive
functions can operate in the external world of behaviour, action, people,
and things ("extraverted attitude") or the internal world of ideas and
reflection ("introverted attitude"). The MBTI assessment sorts for an
overall preference for one or the other.
People who prefer extraversion draw energy from action: they tend to act,
then reflect, then act further. If they are inactive, their motivation tends to
decline. To rebuild their energy, extraverts need breaks from time spent
in reflection. Conversely, those who prefer introversion "expend" energy
through action: they prefer to reflect, then act, then reflect again. To
rebuild their energy, introverts need quiet time alone, away from activity.

§ Functions: sensing/intuition and thinking/feeling

Jung identified two pairs of psychological functions:

• Two perceiving functions: sensation (usually called "sensing" in

MBTI writings) and intuition

• Two judging functions: thinking and feeling

According to Jung's typology model, each person uses one of these
four functions more dominantly and proficiently than the other
three; however, all four functions are used at different times
depending on the circumstances.
Sensing and intuition are the information-gathering (perceiving)
functions. They describe how new information is understood and
interpreted. People who prefer sensing are more likely to trust
information that is in the present, tangible, and concrete: that is,
information that can be understood by the five senses. They tend to

21
 distrust hunches, which seem to come "out of nowhere”. They
prefer to look for details and facts. For them, the meaning is in the
data.

On the other hand, those who prefer intuition tend to trust information
that is less dependent upon the senses, that can be associated with other
information (either remembered or discovered by seeking a wider context
or pattern). They may be more interested in future possibilities. For them,
the meaning is in the underlying theory and principles which are
manifested in the data. Thinking and feeling are the decision-making
(judging) functions. The thinking and feeling functions are both used to
make rational decisions, based on the data received from their
information-gathering functions (sensing or intuition). Those who prefer
thinking tend to decide things from a more detached standpoint,
measuring the decision by what seems reasonable, logical, causal,
consistent, and matching a given set of rules.

Those who prefer feeling tend to come to decisions by associating or

empathizing with the situation, looking at it 'from the inside' and
weighing the situation to achieve, on balance, the greatest harmony,
consensus and fit, considering the needs of the people involved. Thinkers
usually have trouble interacting with people who are inconsistent or
illogical, and tend to give very direct feedback to others. They are
concerned with the truth and view it as more important.

§ Lifestyle preferences: judging/perception

Myers and Briggs added another dimension to Jung's typological model

by identifying that people also have a preference for using either the
judging function (thinking or feeling) or their perceiving function
(sensing or intuition) when relating to the outside world (extraversion).
The MBTI is frequently used in the areas of pedagogy, career
counselling, team building, group dynamics, professional development,
marketing, family business, leadership training, executive coaching, life
coaching, personal development and marriage counselling.

22
Measures of Personality
If we wish to measure the current in a electric circuit, we can insert an ammeter
into the circuit. If we wish to measure the weight of some substance, we simply
place that substance on scales designed to measure weight. What about
personality? Unfortunately, we cannot directly "measure" personality. But if we
cannot directly observe the seemingly unconscious, how do we know it exists?

The answer to the question lies in the fact that we can, in fact, directly observe
behaviours. As students of human behaviour, we are then left to infer
personality from the behaviours it manifests.

Psychologists thus use behavioural indicators in constructing projective tests.

These tests are designed to draw conclusions about personality from observed
behaviours.

There are various standard tests and scales available to measure personality.

Few of these are :

§ Thematic Apperception Test (TAT) :

It is a projective test that offers more validity. The TAT consists of

drawings or photographs of real-life situations. People taking the test are
instructed to construct stories based on these images, and trained raters
then score the recorded story for predefined themes. Psychologists
assume that the stories people tell reflect the unconscious.

§ Myers-Briggs Types Indicator (MBTI) was originally developed

by a mother & daughter team which have the following components.

§ INTJs are visionaries.

They usually have original minds and great drive for their own ideas and
purposes. They are characterized as skeptical, critical, independent,
determined, and often stubborn.

§ ESTJs are organizers.

They are realistic, logical, analytical, decisive, and have a natural head
for business or mechanics.
They like to organize and run activities.

23
§ The ENTP type is conceptualizer.
He or she is pioneering, individualistic, versatile, and attracted to
entrepreneurial ideas. This person tends to be resourceful in solving
challenging problems but may neglect routine assignments. A recent
book that profiled 13 contemporary businesspeople who created super
successful firms including Apple Computer, Federal Express, Honda
Motors, Microsoft and Sony found that all 13 are intuitive thinkers
(NTS).lZ

This result is predominantly interesting because intuitive thinkers

represent only about 5 percent of the population. More than 2 million
people a year take the MBTI in the United States alone. Organizations
using the MBTI include Apple Computer, AT&T, Citicorp, Exxon, GE,
3M Co., plus many hospitals, educational institutions, and even the U.S.
Armed Forces.

24
MAJOR PERSONALITY ATTRIBUTES INFLUENCING
ORGANISATION BEHAVIOUR

There are several attributes that influence behaviour in organisations. Among

the most important are locus of control, self efficacy, authoritarianism,
Machiavellianism, self- esteem, and risk propensity.

1.Locus of control

It is the degree to which an individual believes that they are masters of their own
fate. A person’s perception of the source of his/her fate is termed locus of
control. There are two types of people in this category :

a. Internals: People who believe that they are masters of their own fate.

b. Externals: People who believe they are pawns of fate.

Individuals who rate high in externality are less 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.

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, of
absenteeism, are lower.

There is not a clear relationship between locus of control and turnover because
there are opposing forces at work. Internals generally perform better on their
jobs, but one should consider differences in jobs.

Internals search more actively for information before 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 are more compliant and willing 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

25
2.Machiavellianism

Named after Niccolo Machiavelli, who wrote in the sixteenth century on how to
gain and use power. 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 rules and regulations, thus
allowing latitude for improvisation. High Machs make good employees in jobs
that require bargaining skills or that offer substantial rewards for winning.

3.Self-esteem and self-concept

Self-esteem is the degree to which people like or dislike themselves. (SE) is

directly related to expectations for success. It denotes the extent to which
individuals consistently regard themselves as capable, successful, important and
worthy individuals.

Individuals with high self-esteem will take more risks in job selection and are
more likely to choose unconventional jobs than people with low self-esteem.

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. In managerial positions, low SEs will tend to be
concerned with pleasing others. High SEs are more satisfied with their jobs than
are low SEs

4.Self-monitoring

It refers to an individual’s ability to adjust his or her behaviour 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 their 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
behavioural 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:

26
 § High self-monitors tend to pay closer attention to the behaviour of others.
§ High self-monitoring managers tend to be more mobile in their careers
and receive more promotions.
§ High self-monitor is capable of putting on different “faces” for different
audiences.

5.Type A Personality and Type B Personality

A 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 efforts 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 numbers, measuring their success in terms
of how many or how much of everything they acquire.

Type Bs never suffer from a sense of time urgency with its accompanying
impatience and feel no need to display or discuss either their achievements or
accomplishments unless such exposure is demanded by the situation. Play for
fun and relaxation, rather than to exhibit their superiority at any cost and can
relax without guilt.

Type A’s operate under moderate to high levels of stress. They subject
themselves to continuous time pressure, are fast workers, quantity over quality,
work long hours, and are also rarely creative. Their behaviour is easier to
predict than that of Type Bs.

Type A’s do better in job interviews; more likely to be judged as having

desirable traits such as high drive, competence, and success motivation.

6.Risk taking

The propensity to assume or avoid risk has been shown to have an impact on
how long it takes managers to make a decision and how much information they
require before making their choice.

High risk-taking managers made more rapid decisions and used less information
in making their choices. Managers in large organizations tend to be risk averse
especially in contrast with growth-oriented entrepreneurs. They make sense to
consider aligning risk-taking propensity with specific job demands.

7.Work ethnic Orientation

27
Some individuals are highly work oriented while others try to do the minimum
work that is necessary to get by without being fired on the job. The extremely
work oriented person gets greatly involved in the job. Extreme work ethic values
could lead to traits of “work holism” where work is considered as the only
primary motive for living with very little outside interests. A high level of work
ethic orientation of members is good for the organisation to achieve goals. Too
much work holism will destruct both organisation and individual

8.Introversion and extroversion

Introversion is the tendency of individuals which directs them to be inward and

process feelings, thoughts and ideas within themselves. Extroversion, on the
contrary, refers to the tendency in individuals to look outside themselves,
searching for external stimuli with which they can interact. While there is some
element of introversion as well as extroversion in all of us, people tend to be
dominant as either extroverts or introverts.

Extroverts are likely to be most successful while working in the sales department,
publicity office, personal relations unit, and so on, where they can interact face
to face with others. Introverts on the other hand, are quiet, reflective,
introspective and intellectual people, preferring to interact with a small intimate
circle of friends. They are likely to be successful when they work on highly
abstract ideas such as R&D work, in a relatively quite atmosphere.

28
IMPACT OF INDIVIDUAL PERSONALITY AT
WORK

Personality development plays a crucial role in enhancing one’s personality.

It helps an individual to develop a positive attitude and look at the brighter
sides of life.

Personality development plays an imperative role at workplace as it

decides the way an individual interacts with his fellow workers and
responds to various situations. How an individual behaves at the workplace
depends on his/her personality. Personality development helps in polishing
and grooming individuals and makes them better and efficient resources for
the organization.

Personality development also reduces stress levels and teaches an

individual to face even the worst situations with a smile. Personality reflects
how one conducts himself/herself in the professional environment. Never
carry your personal problems to work. Personality development helps an
individual to keep his personal life separate from his professional life.

Differences in opinions and views often lead to conflicts and arguments

among employees. Employees with different attitudes and mindsets find it
extremely difficult to adjust with each other and work in unison. Personality
development sessions motivate an individual to think positively and
eventually reduce stress at the workplace. Individuals as a result of personality
development tend to behave in a mature way; making the organization a
much better place to work. Personality development is essential to bring a
change in an individual’s attitude, thinking, behavior and mindsets. It also
strengthens the relationship among co workers.

29
 Conclusion

The childhood personality of an individual affects the future career and job
satisfaction of individuals. It has been found out that, behaviors of individuals
in the organizational climate are the result of their individual personalities.
There are certain traits of personality that are essential for employee
behavior, which may be desirable for an organization to run its operations
successfully.

Some individuals may be more sociable and carry an outgoing personality and
prefer work environment that is more social and friendly. This personality trait
does not immediately affect their behavior at work, but might harm their work
psychology in the long run. In an organizational environment, everyone is
assigned some particular job responsibility, and certain expectations arise out
of the definite roles that each are assigned to play.

Hence, here the individual behavior is influenced more by the job expectations
rather than individual behavioral preferences. In jobs that call for autonomy
and freedom, it has been observed that the individual personality exercises a
tremendous influence on that. This often leads to difficult management
situations in an organization. Employees often tend to become too much
egocentric, autonomous, possess too much of differential opinion, and
sometimes casual and easy going.

Hence these are important issues that need to be focused on when an

organization is creating its business plan and designing individual job
responsibilities.

Workplaces are made up of individuals, and personality can be the glue

that holds them together or the chisel that tears them apart.

30
 BIBLIOGRAPHY

Book:
• Organisational Behaviour
(Stephen P. Robbins)

Websites
• https://ebrary.net/2919/management/personality

• https://www.tutorialspoint.com/organizational_behavior/organizational_beh
avior_personality.htm

• http://www.iibmindialms.com/library/management-basic-
subjects/organizational-behavior/behavior-of-individuals/personality/

• http://www.yourarticlelibrary.com/personality/personality-meaning-and-
determinants-of-personality/24336

• https://bizfluent.com/info-8450201-signs-insecure-coworkers.html

• https://en.wikipedia.org/wiki/Big_Five_personality_traits

• https://www.123test.com/big-five-personality-theory/

• http://www.universityofcalicut.info/SDE/I_MCom_Organizational_theory_and
_behaviour_on16March2016.pdf

• http://managementconsultingcourses.com/Lesson31Personality&ItsTheories.
pdf

• https://www.managementstudyguide.com/role-of-personality-development-
in-success-of-organization.htm

• https://smallbusiness.chron.com/importance-personality-organization-
14502.html

31