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Models of Personality and Result in Organisations

  • Saarthak Sankalp


Topic (Bounce to)


Personality Models

Predicting Personality with Community Behaviour

Importance of Corporate and business Brand Personality Traits

Role of Personality factors in Coping with Organizational Change

Challenges and Concerns with Personality Examination in Indian Context




The work personality is derived from the Latin word persona, that was used to spell it out the different jobs or disguises performed by theatrical performers. Personality can be explained as a person's unique characteristic patterns of thoughts, emotions and behaviours.

Gordon Allport identified personality as - "the vibrant organization within the average person of these psychophysical systems that determine his unique changes to his environment. "

Personality Models

Many models have been distributed by various experts to analyse the personality. The latest personality models are as follows :-

Myers-Briggs Type Index (MBTI)

The MBTI is a personality ideal predicated on Jung's theory of emotional kinds developed by Briggs and Myers and consists of four measurements of preferences that are the following:-

  1. Extroversion (E) vs Introversion (I). This dimension gives an information about the orientation of the average person. Extroverts are said to be more concerned with the functional realities than with the inner thoughts. Introverts, though, gaze more into the inner-self and are pre-occupied with their own thoughts.
  2. Sensing (S) vs Intuition (N). Folks who've more sensing dimension rely more on that can be observed and are believed to be bent towards what is real. Folks having more intuitive dimensions rely extra on their non-objective and unconscious perceptual procedures.
  1. Thinking (T) vs Feeling (F). A inclination for thinking shows the average person uses more of logic and logical steps to make decisions and action. People having more feeling dimension offered more mental replies to happenings and give desire to founded subjective processes.
  2. Judgment (J) vs Belief (P). The judgement-perception preferences were developed to point if logical or irrational judgments are prominent after one is interacting with the environment. In decision making the judgmental person uses both the thinking and sense, as the sensing and intuition functions are being used by the conception people.
  1. The Big Five Personality Model

'The Big Five' is the widely used term for the style of personality which identifies the five fundamental factors in our personality. It was defined individually by many analysts predicated on the factor-analyses of the personality traits. The five characteristics are commonly referred as Sea. The five personality attributes are the following:-

  1. Openness to Experience: It's the openness to ground breaking ideas, new experience, curiosity, adventure, understanding for emotions and skill.
  2. Conscientiousness: Tendency to be coordinated and dependable, display self-discipline, aim for for attainment, functions dutifully and does not prefer spontaneous behavior.
  3. Extraversion: Affirmative thoughts, sociability, assertiveness, energy, talkativeness and the tendency to pursue activation.
  4. Agreeableness: Qualities of somebody who is obliging and compassionate alternatively than dubious and antagonistic towards others. It really is additionally a way of measuring one's helpful and trusting nature, and if the person is relaxed and composed.
  5. Neuroticism: It refers to the amount of emotional steadiness and impulse control in a person. The features to easily give in to anger, anxiety or despair.

Score on all the five factors are being used to describe a person's personality

  1. Kolbe Conative Index (KCI)

KCI is known as a personality model which is different from MBTI and FIRO-B as it actions instinctive behaviours of a person that appear while that he/she attempts to accomplish goals. The KCI classifies the instinctive behaviours into four categories: probing, patterning, innovating and demonstrating. Each category has its matching 'Action Mode' which can be the following:

  1. Fact Finder (FF): Probing instinctive behaviour is distributed by this action method. This mode is related to the info gathering. Truth finders are concerned with strategies, research and details. They establish priorities for making decision by collecting and examining data.
  2. Follow Through (FT): Patterning instinctive behavior is distributed by this action setting. This mode is related to structure. People manipulated by FT seek framework, and plan and schedules in advance. They react in a sequential manner.
  3. Quick Start (QS): Innovating instinctive behaviour is given by this action function. This mode relates to the way to package with risk and doubt. Quick starters initiate changes, take risk, and they're innovative.
  4. Implementor (IMP): Demonstrating instinctive behaviour is given by this action mode. This action function relates to the way to cope with space and tangibles. People having this action mode are good at using space and materials, develop constructs, and easily use side on equipment.

Kolbe Action Modes

  1. Fundamental Interpersonal Relationships Orientation-Behaviour (FIRO-B)

Schutz developed the FIRO-B personality model. The power of the social needs of inclusion (I), control (C), and passion (A) are measured by this model. The individual's cultural need of conversation and belongingness is thought as Inclusion. The need for electric power and affect is defined as Control, and can be related to control. The need for intimacy and a friendly relationship is thought as Affection. How much each of these three needs can be identified into 2 dimensions of expressed (e) or wanted (w). The degree to which one behaves in that way toward others is thought as expressed while the degree to which one needs others to react this way toward oneself is described as wanted.

The FIRO-B model can be described by the interaction of indicated and wanted proportions with the three interpersonal needs, resulting in six types of interpersonal needs as described in the physique below. Each category is assessed with a 10 point range (0-9).

FIRO-B Model

  1. Latest researches related to Personality

The latest studies related to personalities are as follows:-

Predicting personality with cultural behaviour

Personality is a trait which affects the behaviour of any person with other people. Social behaviour can provide us a good understanding about the personality of a person as they act showcase a normative (or normal) behaviour in social interactions. To comprehend this within the scope of a social behaviour, we consider the activities in the following main groups:-

  1. Nextwork Bandwidth (NET): The productive engagement in the internet sites, the time spent there and activity syndication (uniform or bursty).
  2. Message Content (MSG): The variety and amount of emails they are sending, whether they will be the links or URLs of websites or the forwarded communications etc.
  3. Pair Behaviour (Set): That they behave with the friends and relatives, the statistical options of standard deviations and average of various actions across different enthusiasts and friends.
  4. Reciprocity of activities (REC): Levels to which there activities are reciprocated by their friends.
  5. Informativeness (INF): Information that may be gained from the behaviour with the friends, whether there exists same type of behaviour with every friend or whether some friends are favoured over others in specific actions.
  6. Homophily (HOM): All the previous features computed for the individuals friend to comprehend her social group.

Importance of Corporate and business brand personality traits

Corporate brands create a specific image in the brains of the clients and other constituents which can help the organization to distinguish their brand from others. A number of factors will be accountable for the corporate image like the products a company makes, the activities it requires, and the manner where it communicates to consumers. A new very important element of corporate and business image is the corporate brand personality. 60 US brands have been examined and are found to fell into the pursuing five main clusters, "(1) Sincerity, (2) Excitement, (3) Competence, (4) Style and (5) Ruggedness.

Corporate Personality Traits

Corporate brand personality is defined as how customer perceives a specific brand - characterstics of consumers who are using it. It can be seen as a means for the client to express what they really expect or want. Commercial brand personality is more about the understanding of employees - both customer facing and the senior management as they constitute the whole organization. It reflects the actions and values of all employees of the organization.

Corporate brand personality of the 21st century business can be grouped into three measurements which are the following:-

  1. Heart - It contains two attributes: compassionate and excited.
  2. Mind - It includes two features: Creative and disciplined.
  3. Body - It contains two features: Agile and collaborative.

Role of Personality factors in coping with organizational change

In reference to the research newspaper written by R. Ravi Kumar, change is inevitable to any business. Both external and inside factors can bring about changes to a business. The task environment is affected to a big extent by exterior factor such as changing expectations about quality, customer satisfaction and new employees demographics. Additionally it is affected by the inner factors like the mergers and acquisitions, financial constraints and the necessity to improve production.

Personality plays an essential role in the work performance of a person when changes in an organization happen. The personality factors which have an impact on the performance are the following:-

Demographic Variables

  1. Age - Age has a poor impact on any kind of change in an organization. As the age increases people can't stand change and make an effort to avoid it.
  2. Education - The level of education has a positive impact on dealing with the organization changes. As more informed are designed for the uncertainties better and are more ready for new problems and opportunities.
  3. Tenure - It offers negative influence on coping with changes in an organization. Individuals who have served longer in any organization avoid the change greater than a newly joined up with.
  4. Seniority - Employees at more impressive range understand the importance of change much better than the employees at lower level. One important reason for this is that changes are carried out with the productive involvement of the senior staff.

Independent Variables

  1. Self Esteem - It really is favorably associated with coping changes in an organization. Self esteem involves two major constituents - 'competence' and 'worthy of'. People with high self esteem handle the adverse conditions better.
  2. Optimism - People who are optimistic are able to recognize the organizational change much better than pessimistic people. They are able to offer with the adversities with more strength and determination.
  3. Perceived Control - It's the belief that one may determine one's own internal state and behaviour, influence one's environment and/or bring about the desired outcomes.
  4. Change Do it yourself- Efficacy - There's a hardly any difference between do it yourself efficacy and self esteem. People having self applied efficacy feel confident in unfavorable situations. Self-efficacy is their identified ability to handle change in a given situation to function better.

Challenges and Concerns with Personality Assessments in Indian Context

In the modern business, personality assessments within recruitment process have become vital for the selection of the right prospect corresponding the organizational goals. They offer inputs that could be utilized for the 360 level feedback and also to evaluate their performance in the organization.

In entry level tasks like sales and customer romance personnel in financing, bank and insurance sector, personality is a very important discriminator for job-success. So, there's a huge dependence on these personality assessments. Nowadays many multi- nationwide companies are executing non-Indian personality solutions for recruitment in India. But there are numerous challenges faced by these International alternatives in Indian context which are as follows:-

  1. Problems in understanding British - The amount of English in these international personality assessments is quite is high and the majority of the Indians cannot comprehend the exact meaning of the words. For example, an average question will ask a candidate to select from sympathetic and empathetic. Most of the candidates could not identify between these words.
  1. Not in context with Indian Populace - Many questions are out of context for the Indian society. One of the questions in such an assessment asks whether they would prefer any occasion in Las Vegas. Average Indian does not understand what this means to have a holiday there.
  1. Not in framework with entry level individuals - The questions in theses assessments pose situations which favour the prospects who have already worked for the reason that area before, rendering it very difficult for an basic level applicant to get picked.
  1. No consideration for cultural distinctions - People in the western world use words like 'Give thanks to you' and 'sorry' much more frequently than Indians. But it doesn't signify those Indians which avoid these words that frequently are any less polite. The assessments fail to understand such socio-economic and ethnical variations of India.
  1. Not much use for recruitment with little validation - Many such inventories getting used have not been validated if they are well suited for job recruitment. Also, a few of them are very easy to fake in the process.


Personality gives a very coherent picture of an individual's psychological behavior and differences. It also gives an perception about the individual nature and the similarities between them. A lot about personality can be perceived from the social behaviour of a person. In modern business personality takes on an essential role in evaluating the right candidate for the right job account. Performance of a person in any organization is also dependent on his personality attributes.


  1. Ki-Young Jeong, Bozkurt, Ipek, Sunkara, Surya T. (2012). Creative effective job groups using personality models. Northeast Region Decision Sciences Institute (NEDSI) Proceeding, p403-414.
  1. Pittenger, David J. (1993). Measuring the MBTI. . . And coming up short. Journal of Profession Planning and Employment, v54 n1 p48-52.
  1. Adali, S. , Golbeck, J. (2012). Predicting Personality with Friendly Behavior. Advancements in Social Network Evaluation and Mining (ASONAM), IEEE/ACM International Seminar, p302-309.
  1. Keller, Kevin Lane, Richey, Keith. (2006). The importance of commercial brand personality traits to an effective 21st century business. Journal of Brand Management, Vol. 14 Issue Ѕ, p74-81.
  1. Young-Ei Kim, Jung-Wan Lee & Yong-Ki Lee. (2008). Romantic relationship between Brand Personality and the Personality of Consumers, and its Software to Corporate Branding Strategy, Journal of Global Academy of Marketing Technology, 18:3, p27-57
  1. R. Ravi Kumar, T. J. Kamalanabhan. (2005). The role of personality factors in coping with organizational change. International Journal of Organizational Evaluation, Vol. 13 Issue 2 p. 175 - 192.
  1. Aggarwal, Varun. (2009). Problems and Concerns with International Personality Assessments. Retrieved from the Aspiring Heads website: http://www. aspiringminds. in/docs/challenges_with_international_personality_assessments. pdf
  2. Major, Debra A. , Turner Jonathan E. , Fletcher Thomas D. (2006). Linking Proactive Personality and the Big Five to Determination to Learn and Development Activity. Journal of Applied Psychology, Vol. 91, No. 4, 927-935.
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