Organizational Behaviour: Concepts,

Controversies, Applications
Ninth Canadian Edition

Chapter 2
Perception, Personality, and
Emotions

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Chapter 2 - Overview

Perception Personality Emotions

• What is perception • What is personality • What are emotions and
moods
• Factors that influence • Measuring personality
perception • What is affect
• Personality determinants
• What are attributes • What does it mean to
• Personality traits regulate your emotions
• Perceptual errors
• Personality assessments: • Emotion Assessment: EI
• Why does perception in the MBTI & The Big 5
workplace matter? • Why should we care about
• The dark triad emotions in the workplace?

• Why is it important to
understand personality in
the workplace?

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Learning Outcomes
1. Define perception and explain the factors that influence it.
2. Explain attribution theory and three determinants of attribution.
3. Describe personality, the way it is measured, and the factors that
shape it.
4. Describe the Myers-Briggs Type Indicator personality framework and
its strengths and weaknesses.
5. Identify the key traits in the Big Five Personality Model and
determine how it can be used to predict behaviour at work.
6. Differentiate between emotions and moods.
7. Contrast the evidence for and against the existence of emotional
intelligence.
8. Identify strategies for emotion regulation and their likely effects.

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Perception – p.38

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 Reflection Questions - Perceptions

1. What is perception?
2. What factors influence our perception?
3. What is attribution theory?
4. What are the three determinants of attribution?
5. What are the implications of attribution theory for
explaining organizational behaviour?

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Perception

What is perception?
• The process by which individuals organize and interpret
their impressions to give meaning to their environment.

Why is it important?
• Because behaviour is based on perception of what reality
is, not on reality itself.
• The world as it is perceived is the world that is
behaviourally important.

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Perception
Exhibit 2.1 p 38 Factors That Influence Perception

Characteristics of
the person that can
lead to biases or
assumptions about
that person or a
group of people

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Perception
Perceptual Errors
1. Attribution Theory
2. Selective Perception
3. Halo Effect
4. Contrast Effects
5. Stereotyping

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Perception - Attribution Theory
Have You Ever Been Misjudged?
Exhibit 2.2 p 41 Attribution Theory

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Perception – Attribution Theory

Perceptual Errors- What is Attribution Theory?

• The theory that when we observe what seems like atypical

behaviour by an individual, we attempt to determine
whether it is internally or externally caused.

• In trying to determine whether behaviour is internally or

externally caused, we rely on three rules about the
behaviour: (1) distinctiveness, (2) consensus, and (3)
consistency.

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Perception – Attribution Theory
– Distinctiveness
▪ A behavioural rule that considers whether an
individual acts similarly across a variety of
situations.
– Consensus
▪ A behavioural rule that considers whether everyone
faced with a similar situation responds in the same
way. Does the individual act the same as others in
the same situation?
– Consistency
▪ A behavioural rule that considers whether the
individual has been acting in the same way over
time.
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Perception – Attribution Theory
Perceptual Errors
How Attributions Get Distorted
1. Fundamental Attribution Error
– The tendency to underestimate the influence of
external factors and overestimate the influence of
internal factors when making judgments about the
behaviour of others.
2. Self-Serving Bias
– The tendency for individuals to attribute their own
successes to internal factors while putting the blame
for failures on external factors.

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Perception – Attribution Theory
Exhibit 2.3 Percentage of Individuals Rating Themselves
Above Average on Each Attribute

Source: Based on C. Merkle and M. Weber, True Overconfidence—The Inability of Rational

Information Processing to Account for Overconfidence (March 2009). Available at
SSR
http://ssrn.com/abstract=1373675.
N:
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Perception – Other Perception Errors
2. Selective Perception
– People’s selective interpretation of what they see based on their
interests, background, experience, and attitudes.
3. Halo Effect
– Drawing a general impression of an individual on the basis of a
single characteristic.
4. Contrast Effects
– The concept that our reaction to one person is often influenced
by other people we have recently encountered.
5. Stereotyping
– Judging someone on the basis of one’s perception of the group to
which that person belongs.

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Perception
Why Do Perception and Judgment Matter?

• Most obvious applications of judgment shortcuts in the

workplace:
– Employment interviews.
– Performance expectations.
– Performance evaluations.
– ADD Self Assessments.

• Self-fulfilling Prophecy
– A concept that proposes people will behave in ways
consistent with how they are perceived by others.
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 Reflection Questions - Perceptions

1. What is perception?
2. What factors influence our perception?
3. What is attribution theory?
4. What are the three determinants of attribution?
5. What are the implications of attribution theory for
explaining organizational behaviour?

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Individual Exercise

1. Think back to your perception of this course and your

instructor on the first day of class. What factors might
have affected your perceptions of what the rest of the
term would be like? (Perceptions, Personality &
Emotions).

2. Describe a situation where your perception turned out to

be wrong. What perceptual errors did you make that
might have caused this to happen?

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Personality – p.47

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Reflection Questions - Personality

1. What is personality? How do we typically measure it?

What factors determine personality?
2. What is the Myers-Briggs Type Indicator? What are its
strengths and weaknesses?
3. What are traits are in the Big Five Personality model?
How do the Big Five personality traits predict behaviour
at work?

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Personality - Defintition
What is Personality?

• Personality is the sum total of ways in which an individual

reacts to and interacts with others.
– The stable patterns of behaviour and consistent
internal states that determine how an individual reacts
and interacts with others.

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Personality – What it Measures
• Measuring Personality
– Research indicates that personality tests are useful in
hiring decisions.
– Scores on personality tests help managers forecast
who is the best fit for a job.
• Means of measuring personality:
– Self-report surveys
▪ Individuals evaluate themselves on a series of
factors.
– Observer ratings
▪ Provide an independent assessment of personality.
▪ Tend to be more accurate predictors of success on
the job.
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Personality – Determinants and Traits
• Personality Determinants
– Heredity
– Environmental factors
– Situational conditions

• Personality Traits
– Personality traits are enduring characteristics that
describe an individual’s behaviour.
▪ The Myers-Briggs Type Indicator (M BT I)
▪ The Big Five Personality Model

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Personality – Assessment
Myers-Briggs Type Indicator (MBT I) is a personality test that
taps four characteristics and classifies people into 1 of 16
personality types.
– Personality test to determine how people usually act or
feel in particular situations.

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Personality - Assessment

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Personality - Assessment
Exhibit 2.4 Big Five Personality Traits

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Personality – Impact to OB
Exhibit 2.6 How the Big Five Personality Traits Influence O B

*In jobs requiring significant teamwork or frequent interpersonal interactions.

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Personality – Darkside of Personality
The Dark Triad
• The Dark Triad is a group of negative personality traits
consisting of:
– Machiavellianism
– Narcissism
– Psychopathy

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Personality – Dark Triad
Dark Triad
Machiavellianism is the degree to which an individual is
pragmatic, maintains emotional distance, and believes that
ends can justify mean.
• High Machs v s Low Machs
ersu

– manipulate more
– win more
– are persuaded less
– persuade others more

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Personality – Dark Triad
Narcissism is the tendency to be arrogant, have a grandiose
sense of self-importance, require excessive admiration, and
have a sense of entitlement.
• Narcissists tend to think that they are better leaders than
their colleagues; but their supervisors tend to rate them as
worse.

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Personality – Dark Triad
Psychopathy is the tendency for a lack of concern for others
and a lack of guilt or remorse when one’s actions cause
harm.
• Related to the use of hard influence tactics (threats,
manipulation) and bullying work behaviour (physical or
verbal threatening).
• They may be cunning, which helps them gain power in an
organization, but they do not use that power toward
healthy ends for themselves or their organization.

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Reflection Questions - Personality

1. What is personality? How do we typically measure it?

What factors determine personality?
2. What is the Myers-Briggs Type Indicator? What are its
strengths and weaknesses?
3. What are traits are in the Big Five Personality model?
How do the Big Five personality traits predict behaviour
at work?

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Emotions – p.60

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Reflection Questions – Emotions

1. What is the difference between emotions and moods?

2. What is the evidence for and against the existence of
emotional intelligence?
3. What are some strategies for emotion regulation and
their likely effects?

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Emotions - Definition
What Are Emotions and Moods?
• Affect is a broad range of feelings that people experience.
– Generic term that covers a broad range of feelings
people experience, including emotions and moods.

• Emotions are intense feelings that are directed at

someone or something.

• Moods are feelings that tend to be less intense than

emotions and that lack a contextual stimulus.

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Emotions (3 of 14)
Exhibit 2.7 p 60 Affect, Emotions, and Moods

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Emotions - Why
Why Should We Care About Emotions in the Workplace?
• Emotions provide important information about how we
understand the world around us.
• People who know their own emotions and are good at
reading others’ emotions may be more effective in their
jobs.
• Emotional Intelligence (E I) is the ability to detect and to
manage emotional cues and information refers to an
individual’s ability to:
1. Perceive emotions in self and others
2. Understand the meaning of these emotions
3. Regulate one’s emotions accordingly in a
cascading model
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Emotions – Why continued
Why Should We Care About Emotions in the Workplace?
Emotion Regulation
• To identify and modify the emotions you feel.
• Emotion management ability is a strong predictor of task
performance and organizational citizenship behaviours.

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Emotions - EI
Exhibit 2.8 A Cascading Model of Emotional Intelligence

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Emotions - EI
The Case for E I The Case Against E I
• Intuitive appeal • E I researchers do not
• E I predicts criteria that agree on definitions
matter • E I cannot be measured
• E I is biologically based • The validity of E I is
suspect

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Emotions (10 of 14)
Why Should We Care About Emotions in the Workplace?
• Negative emotions can lead to negative workplace
behaviours called employee deviance:
– Production (leaving early, intentionally working slowly)
– Property (stealing, sabotage)
– Political (gossiping, blaming co-workers)
– Personal aggression (sexual harassment, verbal
abuse)

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Reflection Questions – Emotions

1. What is the difference between emotions and moods?

2. What is the evidence for and against the existence of
emotional intelligence?
3. What are some strategies for emotion regulation and
their likely effects?

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Summary p 70

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Summary

Perception Personality Emotions

• What is perception • What is personality • What are emotions and
moods
• Factors that influence • Measuring personality
perception • What is affect
• Personality determinants
• What are attributes • What does it mean to
• Personality traits regulate your emotions
• Perceptual errors
• Personality assessments: • Emotion Assessment: EI
• Why does perception in the MBTI & The Big 5
workplace matter? • Why should we care about
• The dark triad emotions in the workplace?

• Why is it important to
understand personality in
the workplace?

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Group Work
1. Why does perception in the workplace matter?

2. Why is it important to understand personality in the

workplace?

3. Identify 5 emotional cues in the workplace that you have

observed or experienced. What did the emotional cue tell
you about the person?

4. How can you use EI in your workplace?

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