Description
Describing about meaning of personality and the socialization process.
The Meaning of Personality
The meaning of ‘Personality’ in our context, means how people affect others and how they understand and view themselves, as well as their pattern of inner and outer measurable traits and the person-situation interaction. How people affect others depends primarily upon their external appearance (height, weight, colour etc.), but of more importance to OB than the physical features are the personality traits. The so-called big-five personality traits are as follows:
1
? ? ? ? ?
Extraversion - Sociable, talkative and assertive. Agreeableness - Good-natured, cooperative and
trusting.
Conscientiousness - Responsible, dependable,
persistent and achievement oriented.
Emotional stability - Viewed from a negative
standpoint: tense, insecure and nervous.
Openness to experience - Imaginative,
artistically sensitive and intellectual.
2
Besides physical appearance and personality traits, the aspects of personality dealing with the selfconcept (both self-esteem and selfefficacy) and the person-situation interaction also play important roles.
3
The Self-Concept
This aspect is particularly relevant to the concepts of self-esteem and self-efficacy in the field of Organizational Behaviour. ? The Traditionally Recognized Self-Esteem. Self-esteem has to do with people’s self-perceived competence and self-image. ? The Increasingly Recognized Importance of SelfEfficacy. Self-efficacy is concerned with selfperceptions of how well a person can cope with situations as they arise.
4
Person-Situation Interaction
? Each
situation is different. This suggests that people are not static - acting the same in all directions - but instead are ever changing and flexible. In short, the personality is a very diverse and complex cognitive process. ? Probably the best statement on ‘Personality’ was made many years ago by Kluckhohn and Murray, who said that, ‘to some extent, a person’s personality is like all other people’s, like some other people’s and like no other people’s.’
5
The Development of Personality and Socialization
Relevant to the understanding of OB in this context, are the theories provided by Levinson, Hall and Argyris.
6
Adult Life Stage Four identifiable stable periods
? ? ? ?
Entering the adult world (ages 22 to 28) Settling down (ages 33 to 40) Entering middle adulthood (ages 45 to 50) Culmination of middle adulthood (ages 55 to 60)
7
Four transitional periods
? ? ? ?
Age-30 transition (ages 28 to 35) Mid-life transition (ages40 to 45) Age-50 transition (ages 50 to 55) Late adult transition (ages 60 to 65)
8
Behaviour theorist Chris Argyris’ ‘Immaturity-Maturity Continuum’
Immaturity Characteristics 1. Passivity 2. Dependence 3. Few ways of behaving 4. Lack of self-awareness 5. Short time perspective 6. Subordinate position 7. Shallow interests
9
Maturity Characteristics 1. Activity 2. Independence 3. Diverse behaviour 4. Self-awareness & control 5. Long time perspective 6. Super ordinate position 7. Deep interests
Immaturity to Maturity
Argyris further explains: 1. The 7 dimensions represent only one aspect of the total personality. Much also depends upon the individual’s perception, self-concept and adaptation and adjustment. 2. The 7 dimensions continually change in degree from the infant to the adult end of the continuum. 3. The model however, cannot predict specific behaviour. 4. The 7 dimensions are based upon latent (hidden) characteristics of the personality, which may be quite different from the observable behaviour.
10
The Emerging recognition of the Importance of Emotional Maturity, or EM
? Emotional
Maturity or Emotional Intelligence is actually a take off from IQ and simply EQ. Now called EM. ? EQ provides a way to operationalize the “people’s skills” that are considered so important in many careers. High-EQ leaders would seem to have empathy and graciousness as well as the uncanny ability to read a social situation. Such characteristics are more associated with effective leaders than are raw intelligence and technical skills. ? The Centre for Creative Leadership found that “derailed executives” (rising stars who flamed out) failed because of emotion-type problems rather than a lack of technical ability. ? Best selling EQ author Daniel Goleman believes that a lot of men learn to be more empathic from their wives and that EQ can be learned through business training programs.
11
The Socialization Process
Click to edit Master subtitle style
12
Widely accepted characteristics of the organizational socialization of employees:
1. Change of attitudes, values and behaviours. 2. Continuity of socialization over time. 3. Adjustment to new jobs, work groups and organizational practices. 4. Mutual influence between new recruits and their managers. 5. Criticality of the earlier socialization period.
13
Steps that can lead to successful organizational socialization include:
1. Provide a challenging first job. 2. Provide relevant training. 3. Provide timely and consistent feedback. Select a good first supervisor to be in charge of socialization. 4. Design a relaxed orientation program. 5. Place new recruits in work groups with high morale.
14
doc_631744041.pptx
Describing about meaning of personality and the socialization process.
The Meaning of Personality
The meaning of ‘Personality’ in our context, means how people affect others and how they understand and view themselves, as well as their pattern of inner and outer measurable traits and the person-situation interaction. How people affect others depends primarily upon their external appearance (height, weight, colour etc.), but of more importance to OB than the physical features are the personality traits. The so-called big-five personality traits are as follows:
1
? ? ? ? ?
Extraversion - Sociable, talkative and assertive. Agreeableness - Good-natured, cooperative and
trusting.
Conscientiousness - Responsible, dependable,
persistent and achievement oriented.
Emotional stability - Viewed from a negative
standpoint: tense, insecure and nervous.
Openness to experience - Imaginative,
artistically sensitive and intellectual.
2
Besides physical appearance and personality traits, the aspects of personality dealing with the selfconcept (both self-esteem and selfefficacy) and the person-situation interaction also play important roles.
3
The Self-Concept
This aspect is particularly relevant to the concepts of self-esteem and self-efficacy in the field of Organizational Behaviour. ? The Traditionally Recognized Self-Esteem. Self-esteem has to do with people’s self-perceived competence and self-image. ? The Increasingly Recognized Importance of SelfEfficacy. Self-efficacy is concerned with selfperceptions of how well a person can cope with situations as they arise.
4
Person-Situation Interaction
? Each
situation is different. This suggests that people are not static - acting the same in all directions - but instead are ever changing and flexible. In short, the personality is a very diverse and complex cognitive process. ? Probably the best statement on ‘Personality’ was made many years ago by Kluckhohn and Murray, who said that, ‘to some extent, a person’s personality is like all other people’s, like some other people’s and like no other people’s.’
5
The Development of Personality and Socialization
Relevant to the understanding of OB in this context, are the theories provided by Levinson, Hall and Argyris.
6
Adult Life Stage Four identifiable stable periods
? ? ? ?
Entering the adult world (ages 22 to 28) Settling down (ages 33 to 40) Entering middle adulthood (ages 45 to 50) Culmination of middle adulthood (ages 55 to 60)
7
Four transitional periods
? ? ? ?
Age-30 transition (ages 28 to 35) Mid-life transition (ages40 to 45) Age-50 transition (ages 50 to 55) Late adult transition (ages 60 to 65)
8
Behaviour theorist Chris Argyris’ ‘Immaturity-Maturity Continuum’
Immaturity Characteristics 1. Passivity 2. Dependence 3. Few ways of behaving 4. Lack of self-awareness 5. Short time perspective 6. Subordinate position 7. Shallow interests
9
Maturity Characteristics 1. Activity 2. Independence 3. Diverse behaviour 4. Self-awareness & control 5. Long time perspective 6. Super ordinate position 7. Deep interests
Immaturity to Maturity
Argyris further explains: 1. The 7 dimensions represent only one aspect of the total personality. Much also depends upon the individual’s perception, self-concept and adaptation and adjustment. 2. The 7 dimensions continually change in degree from the infant to the adult end of the continuum. 3. The model however, cannot predict specific behaviour. 4. The 7 dimensions are based upon latent (hidden) characteristics of the personality, which may be quite different from the observable behaviour.
10
The Emerging recognition of the Importance of Emotional Maturity, or EM
? Emotional
Maturity or Emotional Intelligence is actually a take off from IQ and simply EQ. Now called EM. ? EQ provides a way to operationalize the “people’s skills” that are considered so important in many careers. High-EQ leaders would seem to have empathy and graciousness as well as the uncanny ability to read a social situation. Such characteristics are more associated with effective leaders than are raw intelligence and technical skills. ? The Centre for Creative Leadership found that “derailed executives” (rising stars who flamed out) failed because of emotion-type problems rather than a lack of technical ability. ? Best selling EQ author Daniel Goleman believes that a lot of men learn to be more empathic from their wives and that EQ can be learned through business training programs.
11
The Socialization Process
Click to edit Master subtitle style
12
Widely accepted characteristics of the organizational socialization of employees:
1. Change of attitudes, values and behaviours. 2. Continuity of socialization over time. 3. Adjustment to new jobs, work groups and organizational practices. 4. Mutual influence between new recruits and their managers. 5. Criticality of the earlier socialization period.
13
Steps that can lead to successful organizational socialization include:
1. Provide a challenging first job. 2. Provide relevant training. 3. Provide timely and consistent feedback. Select a good first supervisor to be in charge of socialization. 4. Design a relaxed orientation program. 5. Place new recruits in work groups with high morale.
14
doc_631744041.pptx