Dimensions of Personality: Presented By:-Anand K. Phogat Dheeraj Katta

Dimensions of personality
Presented by :-
Anand k. Phogat
Dheeraj katta
objectives
Define the meaning of personality
Analyse the importance of personality at the work life
identify various theories about the formation of
personality
Illustate how the knowledge about differences in
personality make-up would help a manage better
perceive the human behavior at work
Introduction(History)
The word “personality” has been traced back by
etymologists to the latin word “per” and ‘sonare’. The
teem “personare” means,to “sound through”.The word
person derives from two these two words and
originally meant an actor’s mask,through which the
sound of his voice was projected.
defination
Allport’s definition, in which personality is “the
dynamic organization within the individual of those
psycho-physical systems that determine his unique
adjustments to his environment”.
Determinants of personality
Biological
Cultural
Familial
Situational
bilogical
Biological factor may be studied under three heads:-
-the heredity
-the brain
-physical features
Cultural factor
Culture is tradionally considered as the major
determinant of an individual’s personality. The culture
largely determines what a person is and what a person
will learn. The culture within which a person is
brought up is very important determinant of
behaviour of a person.
According to mussen “..each culture expects, and
trains, its member to behave in the way that are
acceptable to the group”.
Family and socials factors
-socialization process
-Identification process
Big five model
In cotemporary , the “Big Five” factors(or Five Factor
Model; FFM) of personality are five broad domains or
dimensions of personality which are used to human
personality.
Extraversion
Agreeableness
Conscientiousness
Emotional stability
Openness to experience
The dimensions of personality: Big Five
emotionality, extraversion
Low emotionality Moderate emotionality High emotionality
Calm, secure, stress free Calm under normal Alert, sensitive, tense,
circumstances, moderate can be easily
stress threshold discouraged
Low extraversion Moderate extraversion High extraversion
Likes to work alone, Likes a combination of Prefers to be around

serious, quiet working with other people others, talkative,
and alone dominant, positive
emotions
The dimensions of personality: Big Five
openness, agreeableness, conscientiousness
Low openness Moderate openness High openness
Practical, down to earth, Tends to be down to earth Seeks varied

likes routine, traditional but will experiment experienced, abstract
values thinking, creative
Low agreeableness Moderate agreeableness High agreeableness
Tough minded, sceptical, Shifts between competitive Tolerant, trusting,

competitive and co-operative team player, defers to
others
Low Moderate High

conscientiousness conscientiousness conscientiousness
Relaxed, spontaneous, Balances work and leisure, Focuses on goals, self

involved in many tasks can interrupt work disciplined, ambitious,
prepared
Personality and behaviour
Personality and behaviour of people in the organization are
intricately linked.
Self-esteem
 Locus of control
Goal orientation
Introversion and extroversion
Dogmatism
Oranisational Implications
The person and the situation
Personality and organization
In organization , the difference in personalities of
individuals are aggregated and lost when they are
regarded as having somewhat identical patterns of
behavioral tendencies some people in organization
respond most favorably to rule conscious, conformity
demanding, security laden, and most protective
principles.
Unfortunately, mismatches between personality and
organizational structure may lead to confusion and
chaos, loss of interest by the members in the
organization, low morale and low job satisfaction.
Personality and teams
Helps to understand yourselves and how you interact
in a team (do you need to speak up more often? Or be
quiet?)
Helps others to understand strengths in the team.
Provides team with explanations for team dynamics,
and ideas for how to improve.
Allows check if team is a good mix (e.g. If all score low
on conscientiousness!)
To decide if new team members need bringing in or
different tasks given.
Individual personality profiles - activity
Consider each of the five factors in turn
Look for easily interpreted patterns, e.g. high scores in the
extroversion factor
Look for more complex interactions, e.g. anxious (N1) and
able to cope with stress (N6)
Consider your profile in the context of your development,
e.g.
Tasks and roles
Team work
Leadership
Organisational context
Coping strategies
Next step
 Develop a personality based action plan focusing on specific goal,
actions, time scales and review dates
 Key objectives:
 to focus on developing strengths within the boundaries of your
profile
 To consider supporting areas where there is a mismatch between
your personality and your role or job
Bibliography
http://www.wikipedia.org
http://www.outofservice.com/bigfive/
http://www.personalitypathways.com/
A book by organizational behaviour by

Vishwanath Joshi.
THANK YOU

Dimensions of Personality: Presented By:-Anand K. Phogat Dheeraj Katta

Uploaded by

Copyright:

Available Formats

Dimensions of Personality: Presented By:-Anand K. Phogat Dheeraj Katta

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Dimensions of Personality: Presented By:-Anand K. Phogat Dheeraj Katta

Uploaded by

Copyright:

Available Formats

Dimensions of personality

Low emotionality Moderate emotionality High emotionality

Low extraversion Moderate extraversion High extraversion

Likes to work alone, Likes a combination of Prefers to be around

Low openness Moderate openness High openness

Practical, down to earth, Tends to be down to earth Seeks varied

Low agreeableness Moderate agreeableness High agreeableness

Tough minded, sceptical, Shifts between competitive Tolerant, trusting,

Low Moderate High

Relaxed, spontaneous, Balances work and leisure, Focuses on goals, self

A book by organizational behaviour by

You might also like

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.