Personality at Work :Personality at Work Dr. Stephanie Morgan, BSc, MSc, PhD Chartered Psychologist Stephanie.Morgan@kingston.ac.uk


Key themes :Key themes There are individual differences in personality and preferences We can describe these individual differences along a continuum There is interaction between personality and situations


Learning outcomes :Learning outcomes Knowledge about the five factor model of personality Understanding of individual differences in personality and their implications for organisations Awareness of your own personality profile and its relevance to your role and professional development


What is personality? :What is personality? Personality is the complex organization of cognitions, affects, and behaviors that gives direction and pattern (coherence) to the person’s life. Like the body, personality consists of both structures and processes and reflects both nature (genes) and nurture (experience). Pervin, 1996. But is it a description of how we behave or a cause?


Characteristics of personality :Characteristics of personality Personality shows continuity, stability and coherence Personality is expressed in many ways, including behaviour, thoughts, and feelings Personality is organised Personality is a determinant that influences how the individual relates to the social world Personality is a psychological concept and is assumed to link with physical, biological characteristics of the person Personality traits are relatively enduring ways that one person varies from another Mischel, Shoda and Ayduk (2008)


Where does personality come from? :Where does personality come from? Genetic factors Research evidence from behavioural genetics Extraversion has a relatively strong genetic basis Twin studies show correlations between personality of monozygotic twins to be about .5 (Loehlin, 1992) Genes interact with the environment Environmental factors Experience Family and local environment Critical events


Personality and behaviour :Personality and behaviour Personality can be a strong determinant of behaviour The extent to which personality determines behaviour depends on the interaction of the strength of our personality trait and the situation For example, you ask a colleague to give a high profile presentation at short notice Someone with a low score in trait anxiety will take it in their stride Someone with a high score in trait anxiety will feel very anxious and nervous Someone with a moderate score might be somewhat anxious, but their anxiety might be more contingent on other factors, e.g. who is in the audience, familiarity with the material


Personality and performance :Personality and performance Meta-analytical studies show some associations between personality and performance In particular, high scores in conscientiousness are associated with high performance (Barrick & Mount, 1991) Personality can have a stronger influence on work performance when there is close person-job fit But organisations are ‘strong’ environments, and in some types of organisation your personality may be less of an influence.


The dimensions of personality: Big Fiveemotionality, extraversion :The dimensions of personality: Big Fiveemotionality, extraversion


The dimensions of personality: Big Fiveopenness, agreeableness, conscientiousness :The dimensions of personality: Big Fiveopenness, agreeableness, conscientiousness


Personality profiling :Personality profiling Your profile shows your traits compared with population scores Every profile is unique Every profile is normal There are no ‘good’ or ‘bad’ profiles What matters is fit with your circumstances


Example: Distribution of extraversion scores :Example: Distribution of extraversion scores -2sd or more -1 to -2sd +2sd or more +1 to +2sd -1sd to +1sd


Comparison with the right norm is vital :Comparison with the right norm is vital Groups of people will have different ‘averages’ across the range. For example, sales managers will tend to have higher scores on extraversion. If you are an accountant, comparing yourself against sales managers might make you feel you were very introverted. Whereas a comparison with the general population might put you in the average box. Similarly, a comparison against a group of accountants might show you as extroverted!


The five factors and the MBTI :The five factors and the MBTI Note issues with ‘Types’ – rather broad and little sense Of extent of e.g. Extraversion – tend to just say E…


Personality and teams :Personality and teams Helps to understand yourselves and how you interact in a team (do you need to speak up more often? Or be quiet?) Helps others to understand strengths in the team. Provides team with explanations for team dynamics, and ideas for how to improve. Allows check if team is a good mix (e.g. If all score low on conscientiousness!) To decide if new team members need bringing in or different tasks given.


Individual personality profiles - activity :Individual personality profiles - activity Consider each of the five factors in turn Look for easily interpreted patterns, e.g. high scores in the extroversion factor Look for more complex interactions, e.g. anxious (N1) and able to cope with stress (N6) Consider your profile in the context of your development, e.g. Tasks and roles Team work Leadership Organisational context Coping strategies


Next step :Next step Develop a personality based action plan focusing on specific goal, actions, time scales and review dates Key objectives: to focus on developing strengths within the boundaries of your profile To consider supporting areas where there is a mismatch between your personality and your role or job


Websites :Websites http://www.outofservice.com/bigfive/ http://www.personalitypathways.com/ http://www.keirsey.com http://www.authentichappiness.sas.upenn.edu/Default.aspx


References and further reading :References and further reading Barrick, M.R. and Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26. Costa, P. T. and McCrae, R. R. (1992) NEO PI-R and NEO-FFI Professional Manual. Odessa, FLA: Psychological Assessment Resources, Inc. Howard, P. and Howard, J. M. (2001). The Owners’ Manual for Personality at Work. Austin, Bard Press. Loehlin, J.C. (1992). Genes and Environment in Personality Development. Newbury Park, CA: Sage. Mischel, W., Shoda, Y. and Ayduk, O. (2008). Introduction to Personality. Toward an Integrative Science of the Person. New York: Wiley. Nicholson, N., Soane, E., Fenton-O’Creevy, M. and Willman, P. (2005). Personality and domain specific risk taking. Journal of Risk Research, 8 (2), 157 – 176. Pervin, L.A. (1996). The Science of Personality. New York: Wiley.


Slide 21:Learning outcomes Knowledge about the five factor model of personality Understanding of individual differences in personality and their implications for organisations Awareness of your own personality profile and its relevance to your role and professional development *** StudySpace discussions***