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    Personality & Values: Group 6

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    nishan01234
    This document discusses personality tests and their uses. It provides information on: 1) Personality is defined as the ways individuals react to and interact with others. Personality tests measure enduring aspects that distinguish individuals. 2) Over 90% of recruiters find personality tests useful for screening, selection, succession planning, career planning, and team building. 3) Major personality models discussed are Myers-Briggs Type Indicator and Big Five personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness).

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    Personality & Values: Group 6

    Uploaded by

    nishan01234
    51 views10 pages
    This document discusses personality tests and their uses. It provides information on: 1) Personality is defined as the ways individuals react to and interact with others. Personality tests measure enduring aspects that distinguish individuals. 2) Over 90% of recruiters find personality tests useful for screening, selection, succession planning, career planning, and team building. 3) Major personality models discussed are Myers-Briggs Type Indicator and Big Five personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness).

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    Personality

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    This document discusses personality tests and their uses. It provides information on: 1) Personality is defined as the ways individuals react to and interact with others. Personality tests measure enduring aspects that distinguish individuals. 2) Over 90% of recruiters find personality tests useful for screening, selection, succession planning, career planning, and team building. 3) Major personality models discussed are Myers-Briggs Type Indicator and Big Five personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness).

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    51 views10 pages

    Personality & Values: Group 6

    Uploaded by

    nishan01234
    This document discusses personality tests and their uses. It provides information on: 1) Personality is defined as the ways individuals react to and interact with others. Personality tests measure enduring aspects that distinguish individuals. 2) Over 90% of recruiters find personality tests useful for screening, selection, succession planning, career planning, and team building. 3) Major personality models discussed are Myers-Briggs Type Indicator and Big Five personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness).

    Copyright:

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    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 10

    PERSONALITY & VALUES

    Group 6
    MUDIT 2010211
    NEHA 2010212
    NISHAN 2010213
    PALLAVI 2010214
    PAMELA 2010215
    PANKHURI 2010216
    Sum total of ways in which an individual reacts to and interacts with others.

    Personality test measures relatively enduring aspects of an individual which


    distinguish them from others.

    92 % of recruiters agree to the usefulness of the Tests.


    Screening

    Selection

    Succession Planning

    Career Planning

    Team Building

    Management Development

    Use
    UseofofPersonality
    Personality
    Tests
    Tests
    Personality Determinants

    Personality Shops are


    for Sale…. why ??

    Heredity is the main


    determinant of
    personality

    Genetics accounts for 50% of the personality differences and 30% variation
    in interests.

    Twins raised in different households are similar to each others.

    But …….Personalities do changes over a period of time.


    Sensing vs. Intuitive
    Introverts are quite & shy.
    outgoing, sociable & assertive. Sensing types are practical,
    Extraverted individuals are prefer routine & order & focus
    on details.
    Extraverted vs. Introverted
    Intuitives rely on unconscious
    processes & look at the ‘big
    MYERS- BIGGS picture’.
    TYPE
    INDICATOR
    are flexible & spontaneous.
    Thinking vs. Feeling & structured. Perceiving types
    Thinking types use reason & prefer their world to be ordered
    logic to handle problems. Judging types want control &
    Feeling types rely on their Judging vs. Perceiving
    personal values & emotions.

    MBTI is the most widely used personality assessment


    instrument in the world. It’s a 100 question personality test that
    asks people how they behave & act in particular situations.
    Its major drawback is that it forces a person into either one
    type or another. There is no in- between.
    THE BIG FIVE PERSONALITY MODEL
    BIG FIVE TRAIT RELEVANCE EFFECT
    Less negativity Low stress and
    Emotional Less hyper-vigilant higher life
    Stability satisfaction
    Better interpersonal skills
    and emotional
    Extraversion expressiveness Better performance
    Greater social dominance & leadership

    Training
    Increased learning performance and
    Openness More creativity, flexibility increased
    & autonomy adaptability
    Better performance
    Increased compliance and
    Agreeableness and less deviant
    conformity
    behaviour

    Conscientiousne Greater effort & persistence Better


    ss Increased drive, discipline, performance,
    organization and planning leadership and
    greater longevity
    . Ambitious , competent, efficient . A comfortable and exciting life
    . Standing up for your beliefs, . A world at peace, A world of beauty
    forgiving, helpful . Self respect social recognition, true
    . Obedient polite, responsible friendship
    . Self control logical loving . Inner harmony mature love salvation
    Instrumental values Terminal Values
    The Rockeach Value Survey
    COHORTS ENTRY TIME INFLUENCED CHANGES CHARACTERSTI
    BY CS
    Veterans 1950s or early Great Not applicable Hardworking,
    1960s Depression, in the purview loyal, recognize
    WWII,Berlin of study authority,
    Blockade comfortable life,
    family security

    Boomers 1965 – 1985 Civil rights & Hippie culture, Work hard &
    women’s distrust of party harder, ends
    movement, authority can justify means,
    Beatles, social recognition
    Vietnam war
    Generational
    Generation Xers
    1985 – 2000 effectSkeptical
    Globalization, on ofvalues
    True Friendship,
    MTV, aids, authority, happiness,
    computers more pleasure, team-
    importance to oriented work
    money Ex : Friends

    Generation Yers 2000 – present Prosperous High Questioning,


    times expectations, socially
    job conscious,
    satisfaction, entrepreneurial,
    take high maintenance
    technology for and high
    granted performing
    Values
    Attitudes, behaviors and perceptions
    Hofstede’s framework for assessing
    cultures
    Individualism Masculinity
    Uncertainty
    Power distance versus versus
    avoidance
    collectivism femininity

    Long-term
    versus short-
    term orientation

    The GLOBE Framework for Assessing


    Cultures

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