1. Knowing Yourself
the Scientific Way

2. Personality is the stable pattern of behaviour that
characterises a person. Burns, 1997

3. Impact of Personality in the
Organisation Mix
Eysenck’s & Cattel’s Theories
• Imply individuals are predisposed to certain personalities
• More than that, personalities tend to be constant
(therefore difficult to change)

4. Their theories attempt to:
➡ Show underlying personality traits
➡ Explain human behaviour in various situations - trait
theories

5. How do they work?

6. Eysenck’s Personality Typology
Personality is structured across three dimensions:
Extraversion - Intraversion
Neuroticism - Stable
Psychoticism - Normal
Asssessed objectively by the Eysenck Personality Questionnaire (EPQ)

7. Personality Dimensions
Personality dimension scores are
related to specific characteristics

8. Extraversion Dimension
Extraverts are typically active, sociable, assertive and are carefree
Intraverts are the opposite
Intraverted Extraverted
Traits High
Activity
Sociability
Expressiveness
Low
Assertiveness
Ambition
Dogmatism
Aggressiveness
Costa & Mc Crae, 1995

9. Extraversion Dimension
Neurotic personality is associated with high level of negative
effect; ie worries, anxieties, irrationality and depression
Stable Neurotic
Traits
High
Inferiority
Unhappiness
Anxiety
Low Dependence
Hypochondriac
Guilt
Obsessiveness
Costa & Mc Crae, 1995

10. Psychotism Dimension
High scores on the psychoticism dimension show capacity for psychotic episodes
and non-conforming, reckless, unempathic and creative traits
Normal Psychotic
Traits
High
Risk Taking
Impulsivity
Irresponsibility
Low Manipulativeness
Tough-mindedness
Sensation-seeking
Practicality
Costa & Mc Crae, 1995

11. Cattel’s Way
• Similar to Eysenck, but instead of three primary traits
• There are 16!
Warmth Social Boldness Openness to Change
Reasoning Sensitivity Self-Reliance
Emotional Stability Vigilance Perfectionism
Dominance Abstractedness Tension
Liveliness Privateness
Rule-Consciousness Apprehensiveness
See more info www.16pfworld.com/primaryfactors.html address also available on links page

12. Global Factors
Global Factors were derived from the primary traits
These describe the personality on a broader level
Extraversion
Anxiety
Tough-Mindedness
Independence
Self-Control

13. Measurement
The 16PF Questionnaire is like the EPQ
Low and high scores on each Global Factor or Traits
refer to different behaviours in certain situations

14. Relevance to Work
• Both tools can provide foresight
- for behavioural preference
- individual fit for certain work roles
• Can be useful in personnel selection for roles
- helps improved efficiency + occupational successes = work contentment

15. That is Eysenck’s & Cattell’s methods
Help to find the right person for the job,
and the right job for the person

16. What are your Personality
Dimensions?
See for yourself at:
http://similiarminds.com/eysenck.html
www.16pfworld.com/primaryfactors.html
Addresses also available on links page

17. References
Burns, R.B. (1997). Psychology for effective managers. Warriewood:
Business and Professional Publishing, Ch 3.
Costa & McCrae (1995). Primary Traits of the Eysenck PEN System, J.
Personality & Social Psych, 69, 308
Furnham, A. (2008). Personality & Intelligence at Work: Exploring and
Explaining Individual Differences at Work. Routledge, East Sussex
http://www.trans4mind.com/personality/
Jackson, C.J., Furnham, A., Forde, L. & Cotter, T. (2000). Structure of the
EPP, Brit. J. Psych, 91, 223
McKenna, E. (1994). Business & Organisational Behaviour: A Student’s
Handbook. Lawrence Erlbaum Assoc Ltd, East Sussex