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Personality and its own Impact on Organizational Behavior

The unique thought patterns, behaviors and emotions that make a person not the same as the other can be referred to as Personality. The personality of each individual originates out of genetic heritage as well as his immediate environment, and remains constant all through their lives. This ends up with individual differences. Due to complexity in real human nature arising from the wide variety of encounters in life, the several personality types have an effect on individual relation ships in an group, and impact the organizational environment. There are many theories detailing the expansion of individual personalities, such as - the Psychodynamic theory, Type theory, Behavioral theory, Biological theory, Characteristic theory, and the idea of the 'Big five'( Mike Battista, 2008). However, though it is assumed that the personality of an individual is pretty much constant, it does not happen so. It has been observed that though specific differences occur as a result of various styles of parenting and the quantity of attention any particular one received in childhood grooming, individual successes and failures experienced in life, changes in individual personality do arise in the long run. Individuals are likely to become more stable psychologically through 20 to 40 years, where usually they don't need to handle any longer new experience with get older, as greater assurance in self develops. (Webbooks/e-library)

Impact of Specific Personality at Work

The child hood personality of a person affects the near future career and job satisfaction of individuals. It's been found out that, behaviors of individuals in the organizational weather are the consequence of their individual personalities. There are certain qualities of personality that are essential for employee habit, which may be desirable for an organization to run its operations effectively. Some individuals may become more sociable and hold an outgoing personality and prefer work environment that is more communal and friendly. This personality trait does not immediately have an effect on their behavior at work, but might harm their work psychology in the long run. In an organizational environment, many people are designated some particular job responsibility, and certain objectives arise out of the definite roles that each are assigned to experience. Hence, here the individual behavior is affected more by the work expectations rather than specific behavioral personal preferences. In jobs that demand autonomy and freedom, it has been observed that the individual personality exercises a significant influence on that. This often causes difficult management situations in an business. Employees often tend to become too much egocentric, autonomous, possess an excessive amount of differential point of view, and sometimes casual and laid back. Hence these are important issues that need to be centered on when an organization is creating its business plan and planning individual job tasks. (Webbooks/e-library)

People are not a way to an end, but are as important to a business as the steering wheel is to a chariot. Every company requires a definite workforce comprising a distinctive employee personality, to be able to avoid too much collision of ideas. Again, specific differences give rise to dynamism in the team, which is very healthy and essential for the successful development of a team, as it unleashes new ideas, provided it is handled efficiently. Thus it is important that each team innovator has an effective knowledge about the best Five Theory of personality development.

The Big Five

The breakthrough of the Big Five was the result of an empirical research, and psychologists noticed that of the long list of traits prepared by them, most of them occurred collectively. Five big factors were discovered as general sizes which were essentially considered for differentiating one person from the other. These are - Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. Adding the initials of the character traits alongside one another, the acronym Sea is derived.

Source: http://www. web-books. com/eLibrary/Books/B0/B58/IMG/fwk-carpenter-fig02_004. jpg

Openness: Folks who are high on openness, are imaginative as well as traditional, and have got a down-to-earth kind of dynamics. They like feelings, adventure, art, unusual ideas, possess interest and creativeness, and like variety. They perform well in settings concerning training, and usually are with the capacity of blooming in situations that require acquiring new skills and overall flexibility. Their personality characteristic gets them quickly adjusted to a fresh job environment.

Conscientiousness: This personality characteristic refers to how much prepared, achievement-driven, trustworthy, punctual, and systematic one is. It really is this characteristic of an individual that packages him/her apart and gives out the prediction about his /her degree of performance in a wide assortment of profession that he or she gets involved into.

Extraversion: This refers to a person's outgoing, sociable and talkative mother nature, and ability to build up quick and strong relationships. They are found to reach your goals at jobs including sales, as well as jobs involving managerial responsibilities. They display inspirational habits in leadership assignments. They are happy in work environment as they enjoy the interactions that they build up there.

Agreeableness: This identifies the personality features of compassion, co-operation in a person similarly while suspicion and antagonism on the other. These are friendly, helpful, optimistic, and own the determination to sacrifice for the benefit for others. People with a high degree of agreeableness, are well-liked by others and create a strong bonding with others. They don't retaliate much when cured unfairly by others, and also have the potential to be an effective head and a valuable property for a team because they are in a position to create a good environment in a team.

Neuroticism or Emotional Balance: This personality characteristic refers to someone's emotionality, temperaments, irritability, anxiousness, moodiness. It details into the individual's ability to stay calm and stable, and ability to take care of stress. They often get furious quickly, and succumb to panic and depression, leading to their inability to think clearly and take care of an elaborate situation. People who are on top of Neuroticism are usually low in accomplishments as this trait acts negatively against an effective career. They regularly get unsatisfied with their job and depict motives of leaving, though they do not leave. (Webbooks/e-library)

My Personal Profile

1. Openness to experience: Imaginative, impressive, curious, functional, have huge interest, low concentration.

2. Conscientiousness: Planful, prepared, achievement focused, reliable, more powerful work ethic, successful, orderly, functional, careful, prudent

3. Extraversion: Sociable, productive, full of energy, more assertive, verbally dominating, energized by people, more accessible, reserved rather than unfriendly after a difficult phase

4. Agreeableness: Warm, affiliation seeking, kind, likeable, more sympathetic, tolerant, co-operative, consensual, trusting, collaborative, direct, challenging minded, objective.

5. Emotional Stableness: Calm, better, cool, less mental, but sometimes become vulnerable to stress

My conscientiousness level is high, and so is the amount of openness, which frequently crosses each others path. Using my openness to experience while being achievement oriented, a little more focus, useful sense and careful prudence is essential, as it isn't possible to achieve a set concentrate on without that. To reach your goals, high extraversion is necessary, as the top quality facets point towards effective leadership characteristics in me, but put in a whole lot of stress as well by creating lot of anticipations. Hence just a little management of agreeableness in conditions of seeking affiliation and ambiance and just a little on tolerance would be good, to improve my emotional steadiness in conditions of vulnerability to stress.

To be achievements oriented, I have to be more assertive, as without assertion of one's objective, it isn't possible to drive a team's concentrate towards an objective. As a team innovator I have duties towards my team as well as towards the business. Hence I have to be very specific and target oriented regarding positioning of specific goals of my team members as well as of the business. Assertiveness as a successful personality trait has helped me efficiently retain a primary communication between my functional team and the client's of the organization to run the business enterprise successfully. This trait has effectively retained the client's trust and trust in the organization's capacity to perform even in difficult situations, and helped wthhold the team's self-confidence in me. A business benefits in innumerable ways from the dedication of a worker towards an organization. Employees having a high amount of organizational commitment identify themselves carefully with the goals and ideals of the organization, are happy to work with the organization and work with the good thing about the organization. Organizational reform frequently destroys that dedication of the staff to the business. Therefore, it is very important that proper action plans during such a reform is made in order to retain and enhance that existing level of organizational commitment as it is priceless for that company (Shu-Jen Lin, J. She-Cheng Lin and Ben-Yuan Lin, 2010)

Action Arrange for Changing Behaviors

Hackman and Oldham, (1975) opinionate that based on the work characteristics model, change in work characteristics includes five core measurements related to work, including skill diversity, task integrity, job relevance, autonomy and opinions. Changes in work characteristics effectively improve the internal quality of the content of employee jobs and, as a result, improves staff work frame of mind. (Shu-Jen Lin, J. She-Cheng Lin and Ben-Yuan Lin, 2010:3682)

The following action plan is ready with the aim of changing habits within the organization with that personality characteristic that is my power.

Theme: Changing habits within Organization

Positive /Strong Personality Trait

Present Team Attitude

Desirable Changes

Actions to be Performed


Achievement Drive

High on extraversion, poor performance anticipated to high sociability among members, lack of team accountability and supportive frame of mind into the other members

Developing team accountability, expanding performance and achievement drive, building an interactive and supportive organizational environment

Organizing a brain storming procedure on performance and accomplishment on the preset organizational goal looking to arrive at the required actions to be studied. Through this time itself team accountability and supportive environment can be developed by setting up targets to be performed on a timeline.

Conclusion: For operating organizational management effectively, it is very important for team market leaders to have a very clear understanding of the personality traits that essentially comprise the entire employee psychology of a business, as well as specific groups dealing with specific job obligations. Every organization does not require every kind of individual personality in its organizational local climate, as it often adversely affects the organizational behavior and performance. Hence, it is important for team leaders as well as the HR department of an organization to understand the job design of the business, and the requisite worker personality type that would best match it. A precise understanding of the personality and specific differences would also enhance effective management of the organization, particularly throughout a reform.

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