Transcript Attitudes
Chapter 5 Personality, Attitudes, and Values Michael A. Hitt C. Chet Miller Adrienne Colella Slides by R. Dennis Middlemist Knowledge Objectives 1. 2. 3. Define personality and explain the basic nature of personality traits. Describe the Big Five personality traits, with particular emphasis on the relationship with job performance, success on teams, and job satisfaction. Discuss specific cognitive and motivational concepts of personality, including locus of control and achievement motivation. Knowledge Objectives 4. 5. 6. Define intelligence and describe its role in the workplace. Define an attitude and describe how attitudes are formed and how they can be changed. Discuss the meaning of values. Personality Personality – A stable set of characteristics representing internal properties of an individual, which are reflected in behavioral tendencies across a variety of situations Relatively enduring Major determinants of one’s behavior Influence one’s behavior across wide variety of situations Determinants of Personality Development Heredity – – – Study of identical twins Assessments of newborns Genes Environment – – – Social exposures Physiological forces Socioeconomic factors Big Five Personality Traits Extraversion Conscientiousness Personality Openness to experience Agreeableness Emotional stability Adapted from: Exhibit 5.1 The Big Five Personality Traits Big Five Personality Traits Extraversion – Conscientiousness – Outgoing and derives energy from being around people Focuses on goals and works toward them in disciplined manner Agreeableness – Easygoing and tolerant Big Five Personality Traits Emotional stability – Easily copes with stressful situations or heavy demands Openness to experience – Seeks new experiences and thinks creatively about the future Big Five and High-Involvement Management Exhibit 5-2 Competencies The Big Five and High-Involvement Management Description Big Five Traits* Patience in providing information and support when empowering others, but also the ability to confront individuals when there is a problem E+ C+ For Managers Delegating to others A- ES+ O+ Developing others Interest in sharing information, ability to coach and train, and interest in helping others plan careers E+ (C+) A++ ES+ (O+) Motivating others E++ C+ Ability to bring out the best in other people, desire to recognize contributions of others, and in general an interest in others Adapted from Exhibit 6-3: Factors Affecting Goal Commitment (A+) ES+ Big Five and High-Involvement Management Exhibit 5-2 Competencies The Big Five and High-Involvement Management Description Big Five Traits* Decision-making skills Careful consideration of important inputs, little putting off of decisions, and no tendency to change mind repeatedly E+ C++ A- ES+ O+ Self-development Use of all available resources for improvement, interest in feedback, and lack of defensiveness E+ C++ A+ ES+ (O-) Self-management Little procrastination, effective time management, and a focus on targets E+ C+ (A-) Teamwork Willingness to subordinate personal E+ C+ interests for the team, ability to follow or lead depending on the needs of the team, and commitment to building team spirit A++ ES+ O+ For Associates Adapted from Exhibit 6-3: Factors Affecting Goal Commitment Cognitive and Motivational Properties of Personality Cognitive properties – – Perceptual and thought processes Affect how one typically processes information Motivational properties – – Stable differences Energize and maintain overt behaviors Cognitive and Motivational Properties of Personality Authoritarianism Self-monitoring Locus of control Cognitive and Motivational Concepts Achievement motivation Approval motivation Adapted from: Exhibit 5-3: Cognitive and Motivational Concepts of Personality Cognitive Concepts Locus of control – Tendency to attribute the cause or control of events to either – – Oneself Factors in the external environment Internals believe they can control what happens to them Externals believe what happens to them is more a matter of luck or fate, rather than their own behavior Cognitive Concepts Authoritarianism – Degree to which an individual believes in – Conventional values Obedience to authority Legitimacy of power differences in society People scoring high on authoritarianism may be effective leaders in jobs requiring managers to make most decisions and where there are many rules governing behavior Cognitive Concepts Self-monitoring – – – Degree to which people attempt to present the image they think others want to see in the given situation High-self monitors want to be seen as others want them to be Low self monitors want to be seen as themselves, not as others want them to be Cognitive Concepts Self-monitoring – – – Degree to which people attempt to present the image they think others want to see in the given situation High-self monitors want to be seen as others want them to be Low self monitors want to be seen as themselves, not as others want them to be Motivational Concepts Achievement motivation – – – – The need for achievement (n-Ach) Desire to perform in terms of a standard of excellence Desire to succeed in competitive situations Persons high in the need to achieve Set goals Accept responsibility for both success and failure Focus on task excellence rather than on power Motivational Concepts Approval motivation – – Concerned about presenting one-self in a socially desirable way in evaluative situations Persons high in approval motivation tend to Be concerned about the approval of others Conform and “get along” Respond to personality tests in socially desirable ways (may fake their answers according to perceived desirability) Intelligence What is it? – – – – – – – Number aptitude Verbal comprehension Perceptual speed Spatial visualization Deductive reasoning Inductive reasoning Memory General mental ability used in complex information processing Intelligence and Success Exhibit 5-4 Intelligence and Success Job Military Jobs* Effects of Intelligence Percentage of Success in Training Attributable to General Intelligence Nuclear weapons specialist 77% Air crew operations specialist 70% Weather specialist 69% Intelligence specialist 67% Fireman 60% Dental assistant 55% Security police 54% Vehicle maintenance 49% General maintenance 28% Adapted from Exhibit 5-4: Intelligence and Success Intelligence and Success Exhibit 5-4 Intelligence and Success Job Civilian Jobs** Effects of Intelligence Degree to which General Intelligence Predicts Job Performance (0 to 1 scale) Sales .61 Technical assistant .54 Manager .53 Skilled trades and craft workers .46 Protective professions workers .42 Industrial workers .37 Vehicle operator .28 Sales clerk .27 Adapted from Exhibit 5-4: Intelligence and Success Attitudes Attitude – Persistent tendency to feel and behave in a favorable or unfavorable way toward a specific person, object, or idea Three important conclusions – – – Attitudes are reasonable stable Attitudes are directed toward some person, object or idea An attitude toward an object or person relates to one’s behavior toward that object or person Influence of Attitudes on Behavior Object, person, or idea Attitude toward object, person, or idea Behavior toward object, person, or idea Other influences on behavior toward object, person, or idea (situational forces, motivation, and so on) Adapted from Exhibit 5-5: Influence of Attitudes on Behavior Components of Attitudes Essential elements of an attitude – Cognitive – Affective – Facts we have gathered and considered about the object, person, or idea Feelings one has about the object or person Behavioral Intention to act in certain ways toward the object of the attitude Formation of Attitudes Ways in which attitudes may be formed – – – Learning (experience and interaction with the object of the attitude) Self-perceptions (observations of one’s own behavior) Need for consistency (preference for one’s attitudes to be consistent with one another) Formation of Consistent Attitudes Accounting + Dan - Dan’s new colleague Formation of a consistent work attitude Exhibit 5-6 Formation of Consistent Attitudes Important Workplace Attitudes Job satisfaction – – High level of satisfaction is a positive attitude toward one’s job Low level of satisfaction is a negative attitude toward one’s job Organizational commitment – – Broad attitude toward the organization as a whole How strongly one identifies with and values being associated with the organization Attitudes and Workplace Outcomes Attitudes and Outcomes in the Workplace Attitude Job Satisfaction Organizational Commitment Workplace Outcomes Highly positive effect on intentions to stay in the job Modest effect on actually staying in the ob Modestly positive effect on regular attendance at work Positive effect on performance (may also be positively affected by performance) Moderately strong relationship with motivation Positive effects on intentions to stay in the job Modest effects on actually staying in the job and attending work regularly Significantly related to motivation Positive effects on job performance Attitude Change Managers may change others’ attitudes by – Persuasive communication – Communicator Message Situation Target Cognitive dissonance Introducing inconsistency in attitudes held by others People prefer consistency in their own attitudes Values Abstract ideals related to proper life goals and methods for reaching those goals More general than attitudes Not related to specific objects or situations Abstract ideals May underlie groups of attitudes Types of Values • • • • • • Means values End values (Behaviors one ought to use) (Personal goals one ought to have) Ambition and hard work Open-mindedness Cheerfulness Competence Cleanliness and others • • • • • • Prosperity Stimulating, active life Achievement World peace Harmony in nature and art and others Types of Personal Values Exhibit 5-7 Types of Personal Values End (Goal) Values Prosperity Stimulating, active life Achievement World peace Harmony in nature and art Equality Personal and family security Freedom Happiness Means (Behavior) Values Ambition and hard work Open-mindedness Competence Cheerfulness Cleanliness Courageousness Forgiving nature Helpfulness Honesty Adapted from Exhibit 5-6 Formation of Consistent Attitudes Types of Personal Values Exhibit 5-7 Types of Personal Values End (Goal) Values Inner peace Mature love National security Pleasure and enjoyment Religion and salvation Self-respect Social respect Friendship Wisdom Means (Behavior) Values Imagination Independence and self-reliance Intelligence Rationality Affection and love Obedience and respect Courtesy Responsibility Self-discipline Adapted from Exhibit 5-6 Formation of Consistent Attitudes Content Theories: ERG Theory SelfActualization Growth Needs Esteem Needs Relatedness Needs Social and Belongingness Needs Safety Needs Existence Needs Physiological Needs Maslow’s Need Hierarchy Adapted from: Exhibit 6-1 Maslow’s Need Hierarchy and Alderfer’s ERG Theory Compared Alderfer’s ERG Theory