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06 HBO Personality and Values

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26 views47 pages

06 HBO Personality and Values

Uploaded by

Kyle Macalinao
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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PERSONALITY AND VALUES

Personality
• Latin persona, which referred to a
theatrical mask worn by Roman
actors in Greek dramas
• a pattern of relatively permanent
traits and unique characteristics that
give both consistency and
individuality to a person’s behavior
Traits
• contribute to individual
differences in behavior,
consistency of behavior over
time, and stability of behavior
across situations …
– Unique
– Common to some group
Characteristics
• Unique qualities of an
individual that include
such attributes as
temperament, physique,
and intelligence
Lahat tayo ay may personality.

Paano kaya ito nag-de-develop?


at
sobrang
rami pang
iba
Nature
(Jean Jacques Rousseau)
vs.
Nurture
(John Locke)
But what we should
focus more is
identifying
Personality Types (in
HBO) and apply it.
Type A & B Personality
On delegating tasks,
• Test the waters
• Don’t expect energy and vigor among people
with Type B Personality, so delegate long term
and long-standing maintenance task to them
• Delegate tasks which requires perfection and
mastery among people with Type A
Personality.
• Don’t forget to always provide directive
feedback
Big 5 Model of Personality
• McCrae and Costa (1987) has found
out that there are 5 common global
traits that can be attributed to
human personality.
• Their study was conducted through
factor analysis, which is a statistical
method of studying the different
factors of a given concept (in this
case, personality).
O – Openness to Experience
C – Conscientiousness
E – Extraversion
A – Aggreeableness
N - Neuroticism
It has been found that effective
leaders possess a high score on
conscientiousness, openness to
experience, and extraversion,
including a low score on
neuroticism (Judge, Bono, Ilies,
& Gerhardt, 2002).
• Looking at patterns of
abilities and personality
traits is more useful than
looking at individual
abilities and traits (Foti &
Hauenstein, 2007).
•
• Best Performers – high on
Conscientiousness
• Best Communicators – high on
Extraversion
• Best Supporters, Team workers –
high on Agreeableness
• Novel/Creative Thinkers – high on
Openness to Experience
On delegating and approaching them:
• Extroverts: They like to talk, so be talkative
while showing an interest in them and
talking about things they are interested in. If
you are not really talkative, ask them
questions to get them to do the talking.
• Introverts: Take it slow. Be laid-back and
don’t pressure them, but try to draw them
out by asking questions they can easily
answer. Ask for ideas and opinions. Don’t
worry about moments of silence; introverts
often like to think before they respond.
• Agreeable: They are easy to get
along with, so be friendly and
supportive of them. However,
remember that they don’t tend to
disagree with you to your face, so
don’t assume that just because they
don’t disagree with you, it means
that they actually do agree with you.
Asking direct questions helps, and be
• Disagreeable: Try not to do things
that will get them upset, but
don’t put up with mistreatment;
be assertive. Be patient and
tolerant, because their behavior
is sometimes defensive to keep
them from being hurt, but inside,
• Emotionally stable: They tend
to be easy to get along with.
• Emotionally unstable: They
tend to be highly emotional
and unpredictable, so try to
be calm yourself and keep
them calm by being
• Conscientious: They will come
through for you, so don’t nag; be
supportive and thank them when
the task is done.
• Unconscientious: They tend to
need prompting to complete
tasks. Set clear deadlines and
follow up regularly; express
• Open: They like change and trying
new things. Focus on sharing
information, ideas, and creative
problem solving.
• Closed: They don’t want change and
tend to focus on the short-term
without considering how things will
be better in the long-term if they
change now. Focus on telling them
Other personality traits in OB:
• Core self-evaluation - People with positive
core self-evaluation like themselves and
see themselves as capable and effective
in the workplace.
• Self-monitoring - Adjusts behavior to
meet external, situational factors. High
monitors are more likely to become
• Risk-taking - People differ in their
willingness to take chances, a quality
that affects how much time and
information managers make to make
a decision.
• Proactive personality - Identifies
opportunities, shows initiative, takes
PERSONALITY AND VALUES
Value
• things that have worth for or are
important to the individual

Value System
• set of standards by which the
individual lives
Values help shape your attitudes.

• When something is of value to


you, you tend to have positive
attitudes toward it. What is of
value to you? Take time and
identify what is truly important to
you, and be sure you devote
Values vs. Attitude
• Attitudes reflect multiple, often changing,
opinions. Values about some things do
change, but the process is usually slower
than a change in attitude.
• Society influences our value system. What
was considered unacceptable in the past may
become commonplace in the future, or vice
versa.
As per Rokeach Value Survey ….
As per Generational Values …
(see next page)
(exit slide show to see)
When you are on the process of being hired …

• Person-Organization Fit
– The employee’s personality needs to fit with the
organizational culture.
– When employees find organizations that match their
values, they are more likely to be selected and
correspondingly be more satisfied with their work.
– The big five personality types are often helpful in
matching the individuals with organizational culture.
Personal Sharing
*My Application in a private company in Makati*
Describe yourself.
• “I am really energetic and I like
interacting with other people than
just keeping everything to myself.”
• “Keep in touch with us, we will be
contacting you in the near future.”
• Application as an HR Generalist,
mostly under CompenBen.
Futhermore, values vary among different
cultures.
• Hofstede’s Framework for Assessing
Cultures
– Power Distance
– Individualism vs. Collectivism
– Masculinity vs. Femininity
– Uncertainty Avoidance
– Long-term vs. Short-term Orientation
Ethics also comes in the picture when we are
talking about Values.

Values have a large


influence on the
resulting decisions a
worker will undertake in
The best thing to avoid being caught into ethical dilemmas are through
company’s regulations and policies, initial orientations, seminar discussions, and
constant reminders in the workplace.

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