-MBTI -The Big Five Personality Traits - Functions of Attitude -Outcomes of Job Satisfaction -Attitude VS Behavior -Job Commitment & much more.

1. By: Ma’am Syeda Tooba Saleem

2. The sum total of ways in which an individual reacts and interacts
with others, the measurable traits a person exhibits is called
Personality.
In other words, personal characteristics that leads to consistent
patterns of behavior.
Measuring Personality:
◦ Helpful in hiring decisions.
◦ Most common method: self-reporting surveys.
◦ Observer-ratings surveys provide an independent assessment
of personality – often better predictors.

3.  Heredity:
◦ Factors determined at conception: physical stature (height),
facial attractiveness, gender, temperament, muscle composition
and reflexes, energy level, and bio-rhythms.
◦ This “Heredity Approach” argues that genes are the source of
personality.
◦ Twin studies: raised apart but very similar personalities.
◦ There is some personality change over long time periods.
◦ Parents don’t add much to personality development.
 Environment:
Culture
Family
Group Membership
Life Experiences

4. ► Enduring/Persistent characteristics that describe an
individual’s behavior
◦ The more consistent the characteristic and the more frequently
it occurs in diverse situations, the more important the trait.
► Two dominant frameworks used to describe
personality:
◦ Big Five Model
◦ Myers-Briggs Type Indicator (MBTI®)

6.  Certain traits have been shown to strongly relate to
higher job performance:
◦ Highly conscientious people develop more job
knowledge, exert greater effort, and have better
performance.
◦ Other Big Five Traits also have implications for work.
 Emotional stability/adjustment is related to job
satisfaction.
 Extroverts tend to be happier in their jobs and have
good social skills.
 Open people are more creative and can be good leaders.
 Agreeable people are good in social settings.

8. “The Myers-Briggs Personality Type”
 What are the 16 types of personality?
 What career would be preferable to each of the types? &
what are the popular talents of every types?
 Which MBTI personality type is the most complex to
understand & what jobs are preferable for each types?
 What is the one particular type that you think is yours or
nearest to your own traits?
NOTE:
Do add the reference page in it along with title page,
keep in mind it have more marks as compare to other
assignments so show some creativity in making it. You can
also use chart forms or other ways to answer it, if you want.

9.  Type A Personality
◦ Aggressively involved in a chronic, nonstop struggle to
achieve more in less time.
 Impatient: always moving, walking, and eating rapidly
 Strive to think or do two or more things at once
 Cannot cope with leisure time
 Obsessed with achievement numbers
◦ But quality of the work is low
◦ Type B people are the complete opposite
 Proactive Personality
◦ Identifies opportunities, shows initiative, takes action, and
perseveres to completion
◦ Creates positive change in the environment

10.  Self-Monitoring
◦ The ability to adjust behavior to meet external, situational
factors.
◦ High monitors conform/adapt more and are more likely to
become leaders.
 Risk Taking
◦ The willingness to take chances.
◦ May be best to align propensities with job requirements.
◦ Risk takers make faster decisions with less information

11.  Core Self-Evaluation
◦ The degree to which people like or dislike themselves
◦ Positive self-evaluation leads to higher job performance
 Machiavellianism
◦ A pragmatic/practical, emotionally distant power-player who believes
that ends justify the means.
◦ High Mach’s are manipulative, win more often, and persuade more than
they are persuaded. Flourish when:
 Have direct interaction
 Work with minimal rules and regulations
 Narcissism
◦ An arrogant, entitled, self-important person who needs excessive
admiration.
◦ Less effective in their jobs.

12.  Definition: Relatively lasting feelings, beliefs, and
behavior tendencies directed toward specific people,
groups, ideas, issues, or objects. OR a person’s mental
view, regarding the way he/she thinks or feels about
someone or something.
Attitudes consist of three components:
 AFFECTIVE = feelings/emotional segment
 COGNITIVE = beliefs/opinions segment
 BEHAVIORAL = predispositions to act/An intention to
behave in a certain way toward
someone or something

13. Attitude Behavior
 A person’s mental view,
regarding the way he/she
thinks or feels about someone
or something.
 In short, A person’s mind set.
 Reflects what you think or
feel.
 Based on experience &
observation.
 Defined by the ways we
perceived thing.
 Behavior implies the
actions, moves, functions or
conducts of an individuals
or groups towards other
persons.
 In short, the Outward
expression of attitude.
 Reflects what you do.
 Based on situation.
 Defined by the social
norms.

14.  Leon Festinger – No, the reverse is sometimes true!
 Cognitive Dissonance: Any incompatibility between two or
more attitudes or between behavior and attitudes.
◦ Individuals seek to reduce this uncomfortable gap, or dissonance, to
reach stability and consistency
◦ Consistency is achieved by changing the attitudes, modifying the
behaviors, or through rationalization/reasoning.
◦ Desire to reduce dissonance/conflict depends on:
 Importance of elements
 Degree of individual influence
 Rewards involved in dissonance

15.  Adjustment Function – People to work environment.
 Ego-Defensive Function – Defense of self-image.
 Knowledge Function –

16.  NA (Negative Affectivity) reflects a personality disposition to
experience negative emotional states; those with high NA tend to feel
nervous, tense, anxious, worried, upset, & distressed.
 they are more likely to have a negative attitude toward themselves,
others, & the world around them.
 Those with high PA (Positive Affectivity) have the opposite disposition
& tend to have an overall sense of well-being, to see themselves as
pleasurably & effectively engaged, & to experience positive attitudes.
 PAs tend to perform better, are less absent from work, & are more
satisfied, whereas NAs may experience more stress.
 People do not necessarily move between opposite mood states, but can
be both happy & unhappy. However, most of the time there are swings
in mood, that is, NA to PA or PA to NA.

17. A positive feeling about a job resulting from an evaluation
of its characteristics. OR
It is “a pleasurable or positive emotional state resulting from
the appraisal of one’s job or job experience.”
Job satisfaction is a result of employees’ perception of how
well their job provides those things that are viewed as
important.

18. The most important characteristics of a job about which
employees have affective responses. These are:
1. The work itself.
2. Pay.
3. Promotion opportunities.
4. Supervision.
5. Coworkers.

19.  Work is challenging and interesting but not tiring.
 Rewards are equitable and provide feedback.
 Working conditions match physical needs and promote
goal attainment.
 Self-esteem is high.
 Others in the organization hold similar views and
facilitate reward attainment.
 Policies and procedures are clear, don’t conflict, and
aid goal attainment.

20. Two approaches for measuring job satisfaction are
popular:
 The single global rating. The single global rating
approach is a response to one question, such as, “All
things considered, how satisfied are you with your
job?” Respondents circle a number between 1 and 5 on
a scale from “highly satisfied” to “highly dissatisfied.”
 The summation of job facets. The summation of job
facets, is more sophisticated. It identifies key elements
in a job, such as the nature of the work, supervision,
present pay, promotion opportunities, and relations with
coworkers.

21.  Job Satisfaction & Turnover
The relationship between job satisfaction and turnover is
stronger than between satisfaction and absenteeism.
 Job Satisfaction & Absenteeism
Satisfied employees are moderately less likely to miss
work.
 Job Satisfaction & Performance
Satisfied workers are more productive AND more
productive workers are more satisfied!

22. This is an attitude reflecting employees’loyalty to their
organization and is an ongoing process through which
organizational participants express their concern for the
organization and its continued success and well-being.
The three dimensions are as follows:
1. Affective commitment involves the employee’s emotional
attachment to, identification with, and involvement in the
organization.
2. Continuance commitment involves commitment based on the
costs that the employee associates with leaving the
organization. This may be because of the loss of
seniority for promotion or benefits.
3. Normative commitment involves employees’ feelings of
obligation to stay with the organization because they
should; it is the right thing to do.

23. Strong organizational commitment entails:
 Strong belief in/acceptance of an organization’s goals
and values
 Willingness to exert considerable effort on behalf of
the organization
 Strong desire to maintain membership in the
organization
 Higher commitment is negatively related to
absenteeism and turnover, and positively related to
productivity.