C715 – Organizational Behavior
✓ Week 1 - Behavior Influences – Chapter 5, 6, 7 (16%)
✓ Week 2 - Group Development – Chapter 9, 14 (22%)
✓ Week 3 - Teams and Team Building – Chapter 10 (30%)
✓ Week 4 - Organizational Culture – Chapter 16 (16%)
✓ Week 5 – Leadership – Chapter 12, 1 (11%)
✓ Week 6 - Performance Evaluation – Chapter 13, 17 (5%)
1. BEHAVIOR INFLUENCES
Chapter 5 – Personality & Values
Personality - the sum of ways in which an individual reacts to and interacts with others.
Hereditary - refers to factors determined at conception; one’s biological, physiological, and inherent psychological
makeup.
…about 40 percent of personality being attributable to heredity and the other 60 percent attributable to the
environment.
Personality Traits - enduring characteristics that describe an individual’s behavior.
Myers-Briggs Type Indicator (MBTI) - A personality test that taps four characteristics and classifies people into one of 16
personality types.
MBTI 4 Types/Characteristics:
1. Extraverted (E) - outgoing, sociable, and assertive
Introverted (I) - quiet and shy
2. Sensing (S) - practical and prefer routine and order, and they focus on details
Intuitive (N) - rely on unconscious processes and look at the big picture
3. Thinking (T) - use reason and logic to handle problems
Feeling (F) - rely on their personal values and emotions
4. Judging (J) - want control and prefer order and structure
Perceiving (P) - flexible and spontaneous
INTJ - are visionaries with original minds and great drive. They are skeptical, critical, independent, determined,
and often stubborn
ENFJ - natural teachers and leaders. They are relational, motivational, intuitive, idealistic, ethical, and kind
ESTJ - are organizers. They are realistic, logical, analytical, and decisive, perfect for business or mechanics
ENTP - is innovative, individualistic, versatile, and attracted to entrepreneurial ideas. This person tends to be
resourceful in solving challenging problems but may neglect routine assignments
ISFJ - are nurturing and responsible
2 of 3 Most Common MBTI Types:
ISTJ - are dutiful and logical
INFJ - insightful and protective
Least Common MBTI Type:
ENTJ - focused and decisive
Big Five Model - A personality assessment model that describes five basic dimensions of personality; proposes that five
basic dimensions underlie all others and encompass most of the significant variation in human personality
Big 5 Model Dimensions:
1. Conscientiousness - A personality dimension that describes someone who is responsible,
dependable, persistent, and organized; measure of personal consistency and reliability
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, 2. Emotional Stability - A personality dimension that characterizes someone as calm, self-confident, and
secure (positive) versus nervous, depressed, and insecure (negative); taps a person’s ability to withstand stress
3. Extraversion - A personality dimension describing someone who is sociable, gregarious, and
assertive; captures our relational approach toward the social world
4. Openness to Experience - A personality dimension that characterizes someone in terms of
imagination, sensitivity, and curiosity; addresses the range of interests and fascination with novelty
5. Agreeableness - A personality dimension that describes someone who is good natured, cooperative,
and trusting; refers to an individual’s propensity to defer to others
Dark Triad - A constellation of negative personality traits consisting of Machiavellianism, narcissism, and psychopathy.
1. Machiavellianism - The degree to which an individual is pragmatic, maintains emotional distance,
and believes that ends can justify means.
2. Narcissism - The tendency to be arrogant, have a grandiose sense of self-importance, require
excessive admiration, and possess a sense of entitlement.
3. Psychopathy - The tendency for a lack of concern for others and a lack of guilt or remorse when actions
cause harm.
Antisocial - people are indifferent and callous toward others. They use their extraversion to charm people, but
they may be prone to violent CWBs and risky decision making.
Borderline - people have low self-esteem and high uncertainty. They are unpredictable in their interactions at
work, are inefficient, and may have low job satisfaction. Their low self-esteem can lead to clinical depression.
Schizotypal - individuals are eccentric and disorganized. In the workplace, they can be highly creative, although
they are susceptible to work stress
Obsessive - compulsive people are perfectionists and can be stubborn, yet they attend to details, carry a strong
work ethic, and may be motivated by achievement
Avoidant - individuals feel inadequate and hate criticism. They can function only in environments requiring little
interaction
Core Self-Evaluation (CSE) - Bottom-line conclusions individuals have about their capabilities, competence, and worth
as a person
Self-Monitoring - A personality trait that measures an individual’s ability to adjust his or her behavior to external,
situational factors; an individual’s ability to adjust behavior to external, situational factors
Proactive Personality - People who identify opportunities, show initiative, take action, and persevere until meaningful
change occurs.
Situation Strength Theory - A theory indicating that the way personality translates into behavior depends on the
strength of the situation.
Situation Strength - the degree to which norms, cues, or standards dictate appropriate behavior
4 Elements, Situation Strength:
1. Clarity – the degree to which cues about work duties and responsibilities are available and clear.
2. Consistency – the extent to which cues regarding work duties and responsibilities are compatible with
one another.
3. Constraints – the extent to which individuals’ freedom to decide or act is limited by forces outside
their control
4. Consequences – the degree to which decisions or actions have important implications for the organization
or its members, clients, suppliers, and so on.
Trait Activation Theory (TAT) – A theory that predicts that some situations, events, or interventions “activate” a trait
more than others.
Values – Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to
an opposite or converse mode of conduct or end-state of existence.
Value System – A hierarchy based on a ranking of an individual’s values in terms of their intensity.
Terminal Values – Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime.
Instrumental Values – Preferable modes of behavior or means of achieving one’s terminal values.
messages.downloaded_
, Personality–Job Fit Theory – A theory that identifies six personality types and proposes that the fit between personality
type and occupational environment determines satisfaction and turnover.
6 Personality Types:
1. Realistic – prefers physical activities that require skill, strength & coordination
2. Investigative– prefers activities that involve thinking, organizing & understanding
3. Social – prefer activities that involve helping & developing others
4. Conventional – prefers rule-regulated, orderly & unambiguous activities
5. Enterprising – prefers verbal activities in which there are opportunities to influence others & attain power
6. Artistic – prefers ambiguous & unsystematic activities that allow creative expression
Person - Organization Fit - A theory that people are attracted to and selected by organizations that match their values
and leave when there is no compatibility.
Hofstede’s Framework – 5 Value Dimensions
1. Power Distance - A national culture attribute that describes the extent to which a society accepts that
power in institutions and organizations is distributed unequally.
2. Individualism - A national culture attribute that describes the degree to which people prefer to act
as individuals rather than as members of groups.
Collectivism - A national culture attribute that describes a tight social framework in which people expect others
in groups of which they are a part to look after them and protect them.
3. Masculinity - A national culture attribute that describes the extent to which the culture favors traditional
masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness
and materialism.
Femininity - A national culture attribute that indicates little differentiation between male and female roles; a
high rating indicates that women are treated as the equals of men in all aspects of the society.
4. Uncertainty Avoidance - A national culture attribute that describes the extent to which a society
feels threatened by uncertain and ambiguous situations and tries to avoid them.
5. Long-Term Orientation - A national culture attribute that emphasizes the future, thrift, and persistence.
Short-Term Orientation - A national culture attribute that emphasizes the present and accepts change.
CHAPTER 5 – Multiple Choice:
1) Which of the following does the heredity approach state?
b. An individual's personality is determined by molecular structure of the genes.
2) is as important for managers as for front-line employees and, among all Big Five Model traits, is
most consistently related to job performance.
c. Conscientiousness
3) Individuals scoring have a strong ability to adjust behavior to external, situational factors and can
behave differently in different situations.
d. high on self-monitoring
4) Which of the following is true of values?
c. They have content and intensity attributes.
5) Which of the following is an instrumental value?
a. personal discipline
6) Esther Lugo has gone for an interview at an advertising firm in Manhattan and has been asked to complete a self-
report survey to help interviewers understand if she is the right candidate for the job. From the interview, they have
found that she is extroverted, empathic, scrupulous, and cooperative in nature, which are key characteristics needed
for the job. These characteristics about Lugo indicate her .
e. personality
7) Elaine Chamberlain works as a research executive at an environmental organization. Though her colleagues are
helpful and friendly, because of her shy nature, she often eats her lunch at her desk and has limited interactions with
them. She is glad that her nature of work does not require her to interact with her co-workers to a high extent. Which
of
messages.downloaded_
✓ Week 1 - Behavior Influences – Chapter 5, 6, 7 (16%)
✓ Week 2 - Group Development – Chapter 9, 14 (22%)
✓ Week 3 - Teams and Team Building – Chapter 10 (30%)
✓ Week 4 - Organizational Culture – Chapter 16 (16%)
✓ Week 5 – Leadership – Chapter 12, 1 (11%)
✓ Week 6 - Performance Evaluation – Chapter 13, 17 (5%)
1. BEHAVIOR INFLUENCES
Chapter 5 – Personality & Values
Personality - the sum of ways in which an individual reacts to and interacts with others.
Hereditary - refers to factors determined at conception; one’s biological, physiological, and inherent psychological
makeup.
…about 40 percent of personality being attributable to heredity and the other 60 percent attributable to the
environment.
Personality Traits - enduring characteristics that describe an individual’s behavior.
Myers-Briggs Type Indicator (MBTI) - A personality test that taps four characteristics and classifies people into one of 16
personality types.
MBTI 4 Types/Characteristics:
1. Extraverted (E) - outgoing, sociable, and assertive
Introverted (I) - quiet and shy
2. Sensing (S) - practical and prefer routine and order, and they focus on details
Intuitive (N) - rely on unconscious processes and look at the big picture
3. Thinking (T) - use reason and logic to handle problems
Feeling (F) - rely on their personal values and emotions
4. Judging (J) - want control and prefer order and structure
Perceiving (P) - flexible and spontaneous
INTJ - are visionaries with original minds and great drive. They are skeptical, critical, independent, determined,
and often stubborn
ENFJ - natural teachers and leaders. They are relational, motivational, intuitive, idealistic, ethical, and kind
ESTJ - are organizers. They are realistic, logical, analytical, and decisive, perfect for business or mechanics
ENTP - is innovative, individualistic, versatile, and attracted to entrepreneurial ideas. This person tends to be
resourceful in solving challenging problems but may neglect routine assignments
ISFJ - are nurturing and responsible
2 of 3 Most Common MBTI Types:
ISTJ - are dutiful and logical
INFJ - insightful and protective
Least Common MBTI Type:
ENTJ - focused and decisive
Big Five Model - A personality assessment model that describes five basic dimensions of personality; proposes that five
basic dimensions underlie all others and encompass most of the significant variation in human personality
Big 5 Model Dimensions:
1. Conscientiousness - A personality dimension that describes someone who is responsible,
dependable, persistent, and organized; measure of personal consistency and reliability
messages.downloaded_
, 2. Emotional Stability - A personality dimension that characterizes someone as calm, self-confident, and
secure (positive) versus nervous, depressed, and insecure (negative); taps a person’s ability to withstand stress
3. Extraversion - A personality dimension describing someone who is sociable, gregarious, and
assertive; captures our relational approach toward the social world
4. Openness to Experience - A personality dimension that characterizes someone in terms of
imagination, sensitivity, and curiosity; addresses the range of interests and fascination with novelty
5. Agreeableness - A personality dimension that describes someone who is good natured, cooperative,
and trusting; refers to an individual’s propensity to defer to others
Dark Triad - A constellation of negative personality traits consisting of Machiavellianism, narcissism, and psychopathy.
1. Machiavellianism - The degree to which an individual is pragmatic, maintains emotional distance,
and believes that ends can justify means.
2. Narcissism - The tendency to be arrogant, have a grandiose sense of self-importance, require
excessive admiration, and possess a sense of entitlement.
3. Psychopathy - The tendency for a lack of concern for others and a lack of guilt or remorse when actions
cause harm.
Antisocial - people are indifferent and callous toward others. They use their extraversion to charm people, but
they may be prone to violent CWBs and risky decision making.
Borderline - people have low self-esteem and high uncertainty. They are unpredictable in their interactions at
work, are inefficient, and may have low job satisfaction. Their low self-esteem can lead to clinical depression.
Schizotypal - individuals are eccentric and disorganized. In the workplace, they can be highly creative, although
they are susceptible to work stress
Obsessive - compulsive people are perfectionists and can be stubborn, yet they attend to details, carry a strong
work ethic, and may be motivated by achievement
Avoidant - individuals feel inadequate and hate criticism. They can function only in environments requiring little
interaction
Core Self-Evaluation (CSE) - Bottom-line conclusions individuals have about their capabilities, competence, and worth
as a person
Self-Monitoring - A personality trait that measures an individual’s ability to adjust his or her behavior to external,
situational factors; an individual’s ability to adjust behavior to external, situational factors
Proactive Personality - People who identify opportunities, show initiative, take action, and persevere until meaningful
change occurs.
Situation Strength Theory - A theory indicating that the way personality translates into behavior depends on the
strength of the situation.
Situation Strength - the degree to which norms, cues, or standards dictate appropriate behavior
4 Elements, Situation Strength:
1. Clarity – the degree to which cues about work duties and responsibilities are available and clear.
2. Consistency – the extent to which cues regarding work duties and responsibilities are compatible with
one another.
3. Constraints – the extent to which individuals’ freedom to decide or act is limited by forces outside
their control
4. Consequences – the degree to which decisions or actions have important implications for the organization
or its members, clients, suppliers, and so on.
Trait Activation Theory (TAT) – A theory that predicts that some situations, events, or interventions “activate” a trait
more than others.
Values – Basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to
an opposite or converse mode of conduct or end-state of existence.
Value System – A hierarchy based on a ranking of an individual’s values in terms of their intensity.
Terminal Values – Desirable end-states of existence; the goals a person would like to achieve during his or her lifetime.
Instrumental Values – Preferable modes of behavior or means of achieving one’s terminal values.
messages.downloaded_
, Personality–Job Fit Theory – A theory that identifies six personality types and proposes that the fit between personality
type and occupational environment determines satisfaction and turnover.
6 Personality Types:
1. Realistic – prefers physical activities that require skill, strength & coordination
2. Investigative– prefers activities that involve thinking, organizing & understanding
3. Social – prefer activities that involve helping & developing others
4. Conventional – prefers rule-regulated, orderly & unambiguous activities
5. Enterprising – prefers verbal activities in which there are opportunities to influence others & attain power
6. Artistic – prefers ambiguous & unsystematic activities that allow creative expression
Person - Organization Fit - A theory that people are attracted to and selected by organizations that match their values
and leave when there is no compatibility.
Hofstede’s Framework – 5 Value Dimensions
1. Power Distance - A national culture attribute that describes the extent to which a society accepts that
power in institutions and organizations is distributed unequally.
2. Individualism - A national culture attribute that describes the degree to which people prefer to act
as individuals rather than as members of groups.
Collectivism - A national culture attribute that describes a tight social framework in which people expect others
in groups of which they are a part to look after them and protect them.
3. Masculinity - A national culture attribute that describes the extent to which the culture favors traditional
masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness
and materialism.
Femininity - A national culture attribute that indicates little differentiation between male and female roles; a
high rating indicates that women are treated as the equals of men in all aspects of the society.
4. Uncertainty Avoidance - A national culture attribute that describes the extent to which a society
feels threatened by uncertain and ambiguous situations and tries to avoid them.
5. Long-Term Orientation - A national culture attribute that emphasizes the future, thrift, and persistence.
Short-Term Orientation - A national culture attribute that emphasizes the present and accepts change.
CHAPTER 5 – Multiple Choice:
1) Which of the following does the heredity approach state?
b. An individual's personality is determined by molecular structure of the genes.
2) is as important for managers as for front-line employees and, among all Big Five Model traits, is
most consistently related to job performance.
c. Conscientiousness
3) Individuals scoring have a strong ability to adjust behavior to external, situational factors and can
behave differently in different situations.
d. high on self-monitoring
4) Which of the following is true of values?
c. They have content and intensity attributes.
5) Which of the following is an instrumental value?
a. personal discipline
6) Esther Lugo has gone for an interview at an advertising firm in Manhattan and has been asked to complete a self-
report survey to help interviewers understand if she is the right candidate for the job. From the interview, they have
found that she is extroverted, empathic, scrupulous, and cooperative in nature, which are key characteristics needed
for the job. These characteristics about Lugo indicate her .
e. personality
7) Elaine Chamberlain works as a research executive at an environmental organization. Though her colleagues are
helpful and friendly, because of her shy nature, she often eats her lunch at her desk and has limited interactions with
them. She is glad that her nature of work does not require her to interact with her co-workers to a high extent. Which
of
messages.downloaded_
