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Unformatted text preview: BUAD 304 Leading Organizations Lecture Session #1 Introduction to Course Course Format 3 Parts Online lecture (weekly) Discussion section (weekly) Lecture section (biweekly) Grading done by discussion section instructor (Chris or Jody) Visit me -- email to set up an appointment Themes Understanding and leading organizations Personal and organization success In children's terms: Playing well with others Finding the right playmates Finding the right playgrounds Organization Success Strategy Finance Accounting Marketing Operations Communications Organizational Behavior Organizational Behavior About 60 years old Contributing Disciplines Psychology Social psychology Sociology Anthropology Political science What we study Individuals Groups Organization Structures PLUS: Interactions between these levels What outcomes these impact Productivity Absenteeism Turnover Deviant Workplace Behavior Organizational Citizen Behavior Job Satisfaction DecisionMaking Individual Level: Major Objectives Self: Instrument of Leadership Understand Yourself What are your Strengths? Areas for Development? Understand Others Individuals Differ Biographical Characteristics Personality Values DecisionMaking Motivation Emotions These variables affect how we behave and interact with others What is my Basic Personality? The Big Five Model of Personality 1. Extraversion 2. Neuroticism/Emotional Stability 3. Conscientiousness 4. Agreeableness 5. Openness to Experience Low Score Medium Score: High Score Introvert: Extravert: Tends to prefer working alone. Is usually a serious, quiet, private person who may prefer writing or Email to talking. May come across to others as cold or hard to read. May also be perceived as a loner or an eccentric. Unabomber. Tends to move easily from working with other people to working alone. Prolonged periods of either extreme are dissatisfying. Moderate threshold for sensory simulation--tires after prolonged sensory bombardment. Tends to prefer being around others. Is usually talkative, enthusiastic, assertive, sociable, warm, optimistic, and funloving. May come across as outspoken, overbearing, or aggressive. Extraversion Big 5: Monday 11 11 Nervous Emotionality Low Score Medium Score: High Score Resilient: Reactive: Tends to respond to stressful situations in a calm, secure, steady, rational way. Is usually stressfree, guilt free, and resists urges. May appear to some as too laid back, uncaring, insensitive, or tunnel visioned. Tends to be calm under normal circumstances, but some surprises, pressure emergencies, and stressful circumstances can lead to occasional anger or other stressful responses. Moderate stress threshold. Big 5: Monday Tends to respond to situations in an alert, sensitive, concerned, attentive, excitable, and expressive way. Under stress, may be perceived as tense, restless, depressed, easily discouraged, temperamental, or worried. 12 12 Conscientiousness Low Score Medium Score: High Score Flexible: Focused: Tends to approach goals in a relaxed, spontaneous, and openended fashion; a procrastinator. May often be involved in many tasks at the same time. May be perceived as casual about responsibilities, disorganized, or irresponsible. Likes the taste of liquor. Tends to keep both work demands and personal needs in a good balance. Able to interrupt focus on goals with spontaneous diversion. Tends to focus on goals in an industrious, disciplined, and dependable fashion. Strong will to achieve by doing hard work, good preparation, and organization. May be perceived as being a workaholic, overbearing, meticulous, or even compulsive. 13 13 Big 5: Monday Low Score Medium Score: High Score Challenger: Adapter: Tends to relate to Tends to relate to Able to shift between authority by being authority by being skeptical, guarded, persistent, competitive, or aggressive. Often is independent and asks questions, especially to protect selfinterests. May come across to others as rude, aloof, selfcentered, or combative. competitive and cooperative situations; comfortable sense of personal identity-- neither excessively dependent nor independent. Can work well either as a team member or as an independent. Agreeableness Big 5: Monday tolerant, trusting, honest, and accepting. Often defers to others. Is often friendly, helpful, easily moved, and a team player. May come across to others as nave, submissive, conflict averse, gullible, dependent, or unpredictable. 14 14 Openness Low Score Medium Score: High Score Preserver: Explorer: Often possesses expert knowledge and is practical, downtoearth, efficient, comfortable with repetitive activity, and conservative in opinions. May be perceived as closed to new experiences, set in ways, or rigid. May be faulted for being too narrow in thinking. Tends to be middle of the road and downto earth, but will explore a new way if convincing evidence is available. Not known for creativity or curiosity, but can rise to the occasion; appreciates both innovation and efficiency. Tends to have many broad interests. Often is curious and seeks new and varied experiences. May be easily bored. Often described as creative, imaginative, or artistic. Tends to be reflective, liberal, and comfortable with theory. May be perceived as overly idealistic. Has a penchant for tiedye. 15 15 Big 5: Monday Big 5 and Leadership (Hogan, et al., 1994) People perceived to be effective leaders tend have higher scores on extraversion and agreeableness, and lower scores on nervous emotionality. Leadership emergence and effectiveness are also correlated with these traits. Big 5: Monday 16 Big 5 and Leadership: Metaanalysis of 73 studies (Judge et al., 2002) Leadership emergence (leaderless groups) is correlated with: .24 Emotional Stability: .33 Extraversion: .24 Openness: .05 Agreeableness: .33 Conscientiousness: Leadership effectiveness (ability to influence others) is correlated with: .22 Emotional Stability: .24 Extraversion: .24 Openness: .21 Agreeableness: .16 5: Monday Conscientiousness: Big 17 Personality Traits Why did we ask you to complete a personality inventory? There are 2500 kinds of personality tests, and $400M industry few of them have any predictive validity The "Big 5" is the most statistically valid constellation of traits Take your feedback with a grain of salt: No instrument is perfectly reliable Personality is not destiny (remember that skills & situations matter) Diversity is valuable in organizations Big 5: Monday 18 Big 5 Personality Dimensions The Big Five correspond to five essential, universal questions that people need to ask about coworkers that they meet: 1. Emotional stability How predictable and stable is X? (How will X respond to stress, requests, or feedback?) 2. Extraversion Is X active and dominant or passive and submissive? (Will X speak up on his/her own, or do I need to probe X for his/her thoughts?) 3. Agreeableness Is X agreeable (warm and pleasant) or disagreeable (cold and distant)? (How cooperative is X?) 4. Openness Is X intellectually curious? (How easy will it be for me to teach X?) 5. Conscientiousness Is X responsible or undependable? (Can I count on X?) Big 5: Monday 19 Interpreting your Big 5 profile Spend 10 minutes reviewing your scores and the average scores in your section. Focus on description and try not to judge There is no single normatively ideal profile How do your results fit with how you perceive yourself? Do you feel this profile reveals your strengths and weaknesses? Big 5: Monday 20 20 What occupations/jobs would best fit each of these personality dimensions? Openness to Experience Conscientiousness Extroversion Agreeableness Neuroticism/Emotional Stability (NexcareTM, Postit, Scotch, Scotch Brite, and ScotchgardTM) "The Spirit of Innovation. That's 3M." "Our unstoppable commitment to innovation, creating new technologies and products, places us exactly where our customers need us." Corporate Values Innovation Change Creativity 3M Company Culture 0 0 3M Person/Company Culture Fit? Extroversion? Agreeableness? Conscientiousness? Emotional Stability? Openness to experience? 0 Selected Personality Tests Big 5 Trait Taxonomy MyersBriggs Type Indicator (MBTI) Introversion/extraversion, sensing/intuiting, thinking/feeling, judging/perceiving Minnesota Multiphasic Personality Inventory (MMPI) (Hathaway & McKinley, 1942) MMPI Demonstration My soul sometimes leaves my body. True or False MMPI Demonstration The top of my head sometimes feels tender. True or False MMPI Demonstration Everything tastes the same. True or False MMPI Demonstration Someone has been trying to poison me. True or False MMPI Demonstration So what have we learned?. . . Paying the Price for the MMPI $1.3 million $2.1 million $2 million Settlements from MMPIrelated lawsuits Make sure whatever test your organization is using is empirically validated Make sure whatever trait you're selecting for is jobrelevant What Do I Value? Values are basic convictions of what is right, good or desirable. 2 Types of Values Terminal values: Desirable endstates Instrumental values: Desirable means of achieving desired outcomes (Share with a Partner: 10 minutes) Careers and Behaviors Terminal values: Instrumental values Look at your top 2 & bottom 2 How do these fit your career aspirations? Look at your top 2 & bottom 2 What does this tell you about how you might tend to behave in achieving your career goals? Ability to succeed in coping with environmental demands and pressures. Self Awareness Self Management Selfmotivation Empathy Social Skills Emotional Intelligence (scores 10 50) Strengths, Weaknesses & Careers Given your style, what are your strengths & weakness in coping with demands and pressures? In what careers might a person with above average EI scores do well? What occupations/jobs would best fit this person? (Share with partner 10 min) Personality Openness to Experience: Moderate Emotional Stability: Moderate Conscientiousness: High Agreeableness: Moderate Extroversion: High Emotional Intelligence Self motivation 7/10 Social Skills 8/10 Values Terminal Top: happiness, selfrespect Bottom: salvation, security Instrumental Top: truthful, dependable Bottom: well mannered, obedient How can I help you? Questions about the course concepts? Questions about how the concepts apply to reallife organizations? Anything else? Discovering Professions Go online Look up a profession What characteristics are desired for this occupation? What skills are necessary? What type of organizational culture will you find? Discovering What's Important to You Know yourself: Complete other self assessment's Reflect on these assessment results Explore a variety of occupations & companies Visit the Career Planning & Placement Center http://www.careers.usc.edu Talk to people in your field of interest Network with Trojan alumni ...
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This note was uploaded on 09/14/2009 for the course ASTE 280 taught by Professor Erwin during the Fall '06 term at USC.

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