LO 2-1 Explain the importance of diversity in OB.

Workplace diversity can be defined as the degree to which an orga­nization includes people from different cultures and backgrounds, and recognizes, respects, and values both individual and group differences by treating people as individuals in an effort to promote an inclusive culture. One of the most effective ways organizations can encourage acceptance of differences and create a harmonious workforce is through the management of diversity. Surface-level diversity describes the easily perceived differences between us, such as age/generation, race/ethnicity, gender, sexual orientation, and ability. Deep-level diversity describes verbal and nonverbal behaviors that are not as easily perceived as they lie below the sur­face, such as differences in attitudes, values, beliefs, and personality.

LO 2-2 Discuss why individual differences are important.

Individual differences are defined as the effort to find behavioral similarities and differences. We don’t need to just understand peo­ple who are different from us, but also those who are similar to us in the way they think, make decisions, and behave. When you figure out the differences and similarities of your coworkers, it will give you a better idea of why people act the way they do.

LO 2-3 Contrast the nature and nurture explanations of personality development.

Personality is defined as a stable and unique pattern of traits, char­acteristics, and resulting behaviors that gives an individual his or her identity. The origins of our personality traits have yet to be fully deter­mined, and the nature versus nurture debate still abounds. The nature side of the debate argues that personality is inherited while the nur­ture side argues that personality is influenced by the environment.

LO 2-4 Describe the Myers-Briggs Type Indicator Types and the Four Temperaments.

The Myers-Briggs Type Indicator (MBTI) is a psychometric questionnaire used to evaluate four psychological preferences, and developed into 16 personality types. The four psychological preferences are as follows:

• Extraversion (E) versus Introversion (I): How the flow of energy is directed

• Sensing (S) versus Intuitive (N): How information is under­stood and interpreted

• Thinking (T) versus Feeling (F): How decisions are made

• Judging (J) versus Perceiving (P): How we cope with our sur­roundings

LO 2-5 Identify the five personality factors of the Big Five Model.

The Big Five Model describes five basic dimensions of personality to include neuroticism and is frequently used to evaluate and assess people in the workplace. The five traits are as follows:

1. Openness to experience: The dimension of being curious, creative, and receptive to new ideas

2. Conscientiousness: The dimension of being thoughtful, orga­nized, responsible, and achievement oriented

3. Neuroticism: The dimension of being tense, moody, irritable, and temperamental

4. Extraversion: The dimension of being outgoing, sociable, assertive, and talkative

5. Agreeableness: The dimension of being trusting, good-natured, tolerant, forgiving, and cooperative

The Big Five personality test scores these personality dimen­sions from low to high; a combination of these traits gives us an idea of what type of personality the individual possesses.

LO 2-6 Differentiate among the most common personality attributes.

Personal conception is the degree to which individuals relate to and think about their social and physical environment, and their personal beliefs regarding a range of issues. A person’s concep­tion of himself or herself is dependent on the following personality dimensions:

• Locus of control: The extent to which people feel they have influence over events

• Machiavellianism: A philosophy that describes people who manipulate others and use unethical practices for personal gain

• Self-monitoring: Adjusting our behavior to accommodate dif­ferent situations

• Proactive personality: The tendency for individuals to take the initiative to change their circumstances

• Type A/Type B orientation: The way people are characterized as possessing certain personality attributes

• Risk-taking propensity: The tendency to engage in behaviors that may have positive or negative outcomes