We can describe the personality as follows.If it‘s simply defined Personality is the comparatively permanent set of psychological attributes that tell the difference one person from another in this report we are going to discuss about what is personality and how does it affect to organization.there are many more factors to determids the personality they are Genetic determinants Physiological determinant Psychological determinant Social determinant Cultural determinant Further mbti method and the big fife model of personality method are used to describe the personality as two main principles. We describe 16 types of personalities in mbti method,but different from each other. And we discuss five main factors on the big five model personality.they are Extroversion Agreeableness Conscientiousness Emotional stability Openness to experience Further we can also identify some personality traits as follows NARCISSISM Self monitoring CORE SELF –EVALUATIONS Risk taking Machiavellianism

2. After learning personality you are able to…..
1. Define personality
2. Personality models
3. Other personality traits
4. Types of personalities in organizational behavior
5. How personality link with job
6. How personality affect to the work place
7. Personality development
8. Great personalities

3.  “The Dynamic organization within the individual of
those psychophysical systems that Determine his
unique adjustments to his environment”
By Gordon Allport (70 years ago)
 “How people affect others and how they
understand and view themselves as well as their
inner and outer traits and person situation
interaction.”
By Fred Luthans
What is personality?

4.  If it’s simply defined Personality is the comparatively
permanent set of psychological attributes that tell the
difference one person from another.
Simply define
Personality= reacts + interacts
P= ways individual reacts to others + interacts from
others for their react

5. Why should managers measure personality?
 Help managers forecast who is best for a job
 Useful in hiring decisions
Measuring Personality
Methods of Measuring Personality
self-report surveys
(Most common)
Observer-ratings
surveys
(independent
assessment)

6. Major Determinants Of Personality
Environmental Factors of
Personality
Heredity Factors of
Personality
Personality Determinants
• Genes are the source
• Twin studies: raised apart
but similar personality
 neighborhood a person lives in, his
school, college, university and
workplace

7. Personality
Models

8. Introduction to Personality Models
Personality models have also been used by leaders and managers for
understanding, explaining, and managing communications and
relationships.
Personality helps to adapt the way you work with others, how you
communicate, provide information and learning, how you identify and
agree tasks, are the main factors enabling successfully managing and
motivating others and yourself.

9. 'The Big Five' is the commonly used term for the model
of personality which describes the five fundamental
factors of our personality.
 Openness to experience
 Conscientiousness
 Extraversion/Introversion
 Agreeableness
 Neuroticism
The 'big five' factors personality
model

10. • Openness to experience
Openness is a general appreciation for art, emotion, adventure, unusual ideas,
imagination, curiosity, and variety of experience.
Conscientiousness
Conscientiousness is a tendency to show self-discipline, act dutifully, and aim
for achievement against measures or outside expectations.
Extraversion
Extraversion is characterized by breadth of activities surgency from external
activity/situations, and energy creation from external.

11. • Agreeableness
The agreeableness trait reflects individual differences in
general concern for social harmony. Agreeable individuals value
getting along with others.
Neuroticism
Neuroticism is the tendency to experience negative emotions,
such as anger, anxiety, or depression It is sometimes called
emotional instability, or is reversed and referred to as emotional
stability.

12. Other personality traits

13.  The degree to which like or dislike themselves.
 Positive self evaluation leads to higher performance.
Negative self evaluations are leads to lower job performance
Ex:-
Life insurance agent found core self-evaluations were critical
predictors of performance. 90% of life insurance sales calls end in
rejection so agent has to believe in herself to persist. In fact, this
example shows who have positive core self-evalution.but if her
believe too much with over confident and their perceived
infallibility often cause she to make bad decision.
Core Self-Evaluation

14.  How to gain power and how to use.
 A pragmatic emotional distant power player who believes that
ends justify the means.
 High machs are manipulative , win ,more often ,and persuade
,more than they persuaded flourish when
 Have direct interaction
 Work with minimal rules and regulations
Ex:-
Sam is a young manager. He’s had three promotions in the past 4
years and makes no apologies for the aggressive tactic he’s used to
upward. “I’m prepared to do whatever I have to do to get ahead”
he says. Sam would properly be called Machiavellian.
Machiavellianism

15.  A proud , entitled, elated person who needs
excessive admiration
 Less effective in their job.
Ex:-
Fred likes to look at himself in the mirror a lot and he
likes to be the center of attention. He has lot of dreams
and he think about himself proudly, He think he has
many talent. He is a narcissist.
Narcissism

16.  The ability to adjust behaviour to meet external ,factors
 High monitors confirm more and more likely to become leaders.
Ex:-
Grace is always in trouble at work. though she is competent , hard
working and productive , in performance a reviews she is rated
no better than average , and she seems to have made a career of
irritating bosses . Grace’s problem is that she’s politically inept .
she is enable to adjust her behaviour to fit changing situations.
As she puts it , “ I’m true to myself . I am don’t remake my self to
please others ”. we would describe Grace as a low self monitor.
Self monitoring

17.  The willingness to take chances .they make faster decisions with
less information.
Ex:-
People differ in their willingness to take chances ,a quality that
affect how much time and information they need to make a
decision. for instance 79 managers work on simulated exercise
that required them to make hiring decision. High risk taking
managers made more rapid decision and used less information
than did the low risk takers interestingly, decision accuracy was
the same for both groups
Risk taking

18.  Proactive is to step up and do something to solve a
problem before it becomes as issue. It is to take steps to
avoid the problems in the first place .
 Sometimes things go wrong and we feel shaken up. As a
result we might explode on someone or something ,this is
called reactive.
 Ex : Did you ever notice that some people actively take the
initiative to improve their current circumstances or create
new ones? These are proactive personality .those with a
proactive personality identify opportunities ,show initiative
, take action , and preserve until meaningful change occurs
, compared to other who passively react to situations.
The proactive personality

19. Types of personalities in
organizational behaviour

20. • There are several personality types of people in an
organization. Mainly four personality types in an organization.
• That is,
1. Extroversion(E) & Introversion(I)
2. Sensing(S) & Intuition(N)
3. Feeling(F) & Thinking(T)
4. Perceiving(P) & Judging(J)
Personality types

21. • Extroversion(E) & Introversion(I)
These both personalities have their place in an
organization.Extroverts will most likely command
attention to share ideas & suggestions in meetings
and may be best at public speaking.On the other hand
, introverts prefer one on one communication & may
meet personally with managers or oter influential
workers to share ideas & make suggestions.
Importance of personality types

22.  Thinking(T) & Feeling(F)
Thinkers are more likely to consider information &
situations carefully before making decisions.While
feelers make their decisions based on emotions

23.  Judging(J) & perceiving(P)
In an organization an employees with a judging
personality can be tasked with long term planing
toward a successful situational outcomes.A
perceiving person may be tasked with short term
goals to
reach quick outcomes under demanding
circumstances.

24. How personality link with job

26. • Figuring out what makes you tick is a complicated and
important task, perhaps the most
• important one. Most of us are so caught up in the daily
stress cycle that we haven’t
• focused on this question—or if we have, the treadmill of
our busy lives has taken us far
• away from the answer. But the answer remains critical if
you want to create a
• meaningful, energizing and exciting career.
Who You Are Is More
Important Than What You Do

27. How personality affect to the
work place

28.  When people arrive at the office, they bring with
them their individual traits and personalities.
Regardless of a person’ position or responsibilities in
the work place ,personality plays a role in how a
person approaches a job completes a task and
interacts with others
personality IN work place

29.  Knowing your mind
 Outgoing or a reflective thinker
 The big picture or attention to deal
 Analytical or people based solutions
 Organizing life
 Relationships
 Personality traits affect performance
How personality affects work

30. Personality development

31.  Every person likes to be a attractive to other people.
 So you can follow these ways…
1.Be a better listener.
if we can listen another person we can built our
personality..
How can improve your personality?

32. 2.Read more and expand your interests.
If you read more and cultivate your interests, the more
interesting you are to others.
3.Be a good conversationalist.
This describes how much you read and know.

33. 4.Have an opinion.
Good personality should have a clear opinion.
You have an uncommon point of view or differing
opinion,you are more interesting to be with socially.the
better opinions develop your personality

34. 5.Meet new people
 Always try to meet new people especially those not
interesting you…
 It helps you to know other different cultures.
 So you can develp your horizons

35. 6.Have a positive outlook and attitude.
The people are not like to negative thinking people.if you
want built a good personality you should

36. 7.Be supportive of others.
If you want intergrate this personality you should support
others.

37. GREAT PERSONALITIES

38. BILL GATES

39. OTARA GUNEWARDANE

40. SAKICHI TOYODA

41. STEVE JOBS

42. What is personality??
If it’s simply defined Personality is the comparatively
permanent set of psychological attributes that tell the
difference one person from another
We can Measure the personality by using these methods 2
Methods of Measuring Personality
self-report surveys
(Most common)
Observer-ratings
surveys
(independent
assessment)

43. Personality determinants/factors
Genetic determinants
Physiological determinant
Psychological determinant
Social determinant
Cultural determinant
They have 2 method to describe the
personality
Myers Briggs type indicator (MBTI)
 The 'big five' factors personality model - OCEAN

44. 
Myers Briggs type indicator (MBTI)
 This the most widely used instrument in the world
 Respondents are asked a series of situational questions and their
answers are categorized on four scales to determine personality
type
 { E} Extraverted/Introverted {I }
 {S} Sensing/Intuitive {N}
 {T} Thinking/Feeling {F}
 {J} Judging/Perceiving {P}
 There are sixteen possible combinations of these four scales

46. The Big Five Model
Extroversion
Agreeableness
Conscientiousness
Emotional Stability
Openness to Experience

47. Other Personality Traits Relevant to
OB
 NARCISSISM
 Self monitoring
 CORE SELF –EVALUATIONS
 Risk taking
 Machiavellianism