What are individual differences and why

are they important?

What is personality?

How are personality and stress related?

What are individual values?

Why is diversity important in the workplace?

2-2Copyright © 2012 John Wiley & Sons, Inc.

Individual differences attempts to identify where

behavioral tendencies are similar and where they are different.

Capitalizing on differences requires an understanding of what

they

are and valuing the benefits they can offer.

Self awareness - being aware of one’s own behaviors,

preferences, styles, biases, personalities, and so on.

Awareness of others - being aware of the behaviors,

preferences, styles, biases, and personalities of others.

2-3Copyright © 2012 John Wiley & Sons, Inc.

Components of Self Self-concept

The view individuals have of themselves as physical, social,

spiritual, or moral beings.

Self-esteem

A belief about one’s self worth based on overall self-

evaluation.

Self-efficacy

A belief in one’s ability to successfully accomplish a

specific task.

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Nature versus Nurture

Heredity (nature) consists of those factors that

are determined at conception, including

physical characteristics, gender, and

personality factors.

Environment (nurture) consists of cultural,

social, and situational factors.

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Personality

Combination of characteristics that capture

the unique nature of a person as that

person reacts to and interacts with others.

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“Big Five” personality dimensions

Extraversion

Being outgoing, sociable, assertive.

Agreeableness

Being good-natured, trusting, cooperative.

Conscientiousness

Being responsible, dependable, persistent.

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“Big Five” personality dimensions

Emotional stability

Being unworried, secure, relaxed.

Openness to experience

Being imaginative, curious, broad-minded.

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Social traits

Surface-level traits that reflect the way a

person appears to others when interacting

in various social settings.

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Information gathering

Getting and organizing data for use.

Styles of information gathering range from

sensation to intuitive.

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Evaluation in problem solving

Making judgments about how to deal with

information once it has been collected.

Styles of information vary from an

emphasis on feeling to an emphasis on

thinking.

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Personal conception traits

The way individuals tend to think about

their social and physical settings, as well

as their major beliefs and their personal

orientation concerning a range of issues.

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Locus of control

The extent to which a person feels able to

control his/her own life.

Concerned with a person’s internal-

external orientation.

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Proactive Personality – Disposition that

identifies whether or not individuals act

to influence their environment.

Show initiative

Take action

Persevere until meaningful change occurs

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Authoritarianism

Tendency to adhere rigidly to conventional

values and to obey recognized authority.

Dogmatism

Leads a person to see the world as a

threatening place and to regard authority

as absolute.2-17Copyright © 2012 John Wiley & Sons, Inc.

People with a high Machiavellian

personality:

Approach situations logically and thoughtfully.

Are capable of lying to achieve personal goals.

Are rarely swayed by loyalty, friendships, past

promises, or others’ opinions.

Are skilled at influencing others.

2-18Copyright © 2012 John Wiley & Sons, Inc.

People with a low-Machiavellian

personality:

Accept direction imposed by others in

loosely structured situations.

Work hard to do well in highly structured

situations.

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What are your Machiavellian tendencies?

Take the Mach test to find out.

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Self-monitoring

A person’s ability to adjust his/her behavior

to external, situational (environmental)

factors.

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Emotional adjustment traits

How much an individual experiences

distress or displays unacceptable acts.

Type A orientation

Type B orientation

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Stress

A state of tension experienced

by individuals facing

extraordinary demands,

constraints, or opportunities.

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Source of stress

Stressors

The wide variety of things that cause stress

for individuals.

Types of stressors

Work stressors

Life stressors

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Work-related stressors: Task demands

Role ambiguities

Role conflicts

Ethical dilemmas

Interpersonal problems

Career developments

Physical setting

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Life stressors

Family events

Economic difficulties

Personal affairs

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Outcomes of StressConstructive stress (or

eustress) Occurs at moderate stress

levels by prompting increased work effort, stimulating creativity, and encouraging greater diligence.

Destructive stress (or distress) Dysfunctional levels of stress

negatively impact both the individual and the organization.

2-27Copyright © 2012 John Wiley & Sons, Inc.

Coping Mechanisms

Problem focused

Manage the problem that is causing the distress.

Emotion focused

Regulate emotions or distress.

o Positive ‘self talk’ can help. (Dr. Shad Helmstetter, video,

7 min.)

2-28Copyright © 2012 John Wiley & Sons, Inc.

Personal wellness

Involves the pursuit of one’s job and career goals

with the support of a personal health

management program.

Employee assistance programs

Provide help for employees who are experiencing

personal problems and related stress.

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Values

Broad preferences concerning appropriate

courses of action or outcomes.

Values influence attitudes and behavior.

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Terminal values

Reflect a person’s preferences concerning

the “ends” to be achieved.

Instrumental values

reflect a person’s beliefs about the means

for achieving desired ends.

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Maglino’s categories of workplace values

Achievement

Helping and concern for others

Honesty

Fairness

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Value congruence

Occurs when individuals express positive

feelings upon encountering others who

exhibit values similar to their own.

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Think of a job you had in which you

excelled and were most productive.

Which of your individual values

contributed to this?

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Culture

The learned, shared way of doing things

in a particular society.

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1) Power Distance

2) Uncertainty avoidance

3) Individualism-collectivism

4) Masculinity-femininity

5) Long-term/ short-term

orientation

How willing are people to accept status and power?

How strongly do people prefer structured organizations?

Which is more valued – the individual or the group?

Are stereotypical male/female traits valued?

Save for the future and be persistent, or ‘live for today’?

2-36Copyright © 2012 John Wiley & Sons, Inc.

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Workforce diversity

Refers to a mix of people within a workforce

who are considered to be, in some way,

different from those in the prevailing

constituency.

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Benefits of diversity:

The benefits of diversity are achieved by

acknowledging the strengths diversity can

bring to organizations.

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Race

Gender

Ethnicity

Economic

Education

Disability

Religion

Religion

Sexual

Orientation

Marital Status

Parental Status

Military

ExperienceCopyright © 2012 John Wiley & Sons, Inc.

Stereotyping

Occurs when people make a generalization,

usually exaggerated or oversimplified (and

potentially offensive), that is used to

describe or distinguish a group.

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Race and Ethnicity

Title VII of the Civil Rights Act of 1964

protects individuals against employment

discrimination on the basis of race and

color, as well as national origin, sex, and

religion.

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Gender

Women bring a

different set of skills

and styles to the

workplace.

“Leaking pipeline”

#of women decreases

the more senior the

roles become.

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Sexual Orientation

Attitudes toward gays and lesbians have

steadily improved.

Many states now have executive orders

protecting the rights of gay and lesbian

workers.

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Age

Diverse workforce (40% Baby Boomers, 36%

GenXers, 16% Millennials).

Generational mix provides an excellent

example of diversity in action.

Interesting discussion of this subject on

current blogs. (e.g. CNNMoney)

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Disability

Any form of impairment or handicap.

Advocates are seeking new definition in order to

remove the stigma that has been associated

with the term ‘disability

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Social Identity Theory

Developed to understand the psychological

basis of discrimination.

Categorizing yourself as a member of a

social group leads to ‘in-group’

identification.

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Organizations can create and support an

environment of valuing differences through such

things as: Strong commitment from board and corporate officers.

Influential mentors and sponsors to provide career guidance

and help with navigating politics.

Opportunities for networking.

Role models from same-gender, racial, or ethnic group.

Exposure through high-visibility assignments.

Reducing subtle and subconscious stereotypes and stigmas.

2-48Copyright © 2012 John Wiley & Sons, Inc.