Performance expectations self fulfilling prophecy a

Performance Expectations

Self-fulfilling prophecy: a concept that proposes a person will behave
in ways consistent with how he or she is perceived by others
 Performance Evaluations

PERSONALITY


PERSONALITY IN THE ORGANIZATION
 Measuring Personality

Why would an organization want to assess the personalities of its
employees (or its potential employees)?

Personality tests can help match an individual to an appropriate job
 (i.e. stock broker needs risk averse person, regulator positions might require
someone who prefers doing things by the book)

Personality tests (which are usually of the “self-report” variety) are
often valid measures of the subject, but can be biased by human
factors

Social desirability

Easily influenced by mood, other factors

Best to use both self-report and observer-reported measures

(i.e. survey questions, job interview)

PERSONALITY DETERMINANTS

Is personality inborn or learned?
 Heredity

Environment

Situation

PERSONALITY TRAITS

Early personality research focused on identifying and
categorizing characteristics that describe behaviour (also known
as personality traits!)
 Early favourites included: shy, aggressive, submissive, lazy,
ambitious, loyal, and timid

If these traits persist over time and across situations within an
individual’s behaviour, then they can be attributable to that individual
 Most research into ”primary” traits produced vague and non-
generalizable terms, did not add much practical value to
organizations
 Two frameworks have, however persisted

THE MYERS-BRIGG TYPE INDICATOR (MBTI)

Tool designed to assess an individual’s personality

Respondents fill out a 100 question personality test

Questions ask respondent how they would act or feel in a given
situation

Respondents are placed into one end of five spectrums:

Extraverted/Introverted

Sensing/Intuitive

Thinking/Feeling

Judging/Perceiving

MBTI CATEGORIES

Extraverted(E)/Introverted(I)

E/I continuum measures where we direct our energy when dealing
with people and situations

Extraverts: Outgoing, sociable, and assertive

Introverts: Quiet, shy
 Sensing (S)/ Intuitive (N)

S/N continuum examines how we process information

Sensing: Practical, prefer routine and order

Intuitive: Rely on personal values and emotions

MBTI CATEGORIES

Thinking (T)/ Feeling (F)

T/F continuum assesses problem solving approach
 Thinkers: use reason and logic
 Feelers: use personal values and emotions

Judging (J)/ Perceiving (P)
 J/P continuum assesses need for structure

Judging types like control, order structure

Perceiving types are flexible and spontaneous

MBTI

Out of this you are given a 4-letter classification – 16 possible
personality types within framework

For example:
 INTJs are VISIONARIES: original minds, skeptical, critical, independent,
stubborn

ESTJs are ORGANIZERS: Realistic, logical, analytical, decisive

ENTPs are CONCEPTUALIZERS: innovative, individualistic, versatile

MBTI – WIDELY USED, BUT NOT OVERLY
USEFUL

MBTI Developed in early 20
th
century

Popular worldwide

Used by companies like Apple, AT&T, Citi, GE, 3M etc etc
