3. Impact of personality and values on life and work outcomes
3.1 Individual personality and behaviour
Personality is the unique characteristic patterns of thinking, feelings and behaviours of a person. Each person has different personality which distinguishes a person from another. In our life, we have to make decisions every day. The decision-making process is influenced by our logical thinking as well as our personality.
There are five personality traits called the Big Five which are widely accepted by psychologists. They are openness, conscientiousness, extraversion, agreeableness, and neuroticism. Openness means ‘’openness to experience’’ and person with openness trait enjoy adventure. This personality attributes curious, creative, and
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Perfect selection of employees become essential and the listening to employees’ voices, reviews and their feedback should be mainly considered when the goals of the organisation are set. McDonald’s is creating the relative training for Crews and Managers with low personality values to overcome these challenges.
Consequently, organisations should utilize distinctive weights of P-O fit as determination criteria for diverse sorts of employees because the impact of each sort of fit on different employees and organisational results may contrast concurring to the sort of employees or employment relationships (Sekiguchi, 2007, p. 120).
Robbins (2013) recognizes that baby boomers have an enormous hard-working attitude with a definitive want to characterize themselves through their expert achievements. Baby Boomers, born between 1946 and 1964 value their achievement, ambition, loyalty to career and dislike to authority in competitive workplace (Robbins and Judge, 2017). Gen Xers, born between 1965 and 1977, who are independent-minded like work-life balance, team-oriented, loyalty to relationship and dislike of rules. The generation born between 1978 and later, known as Millennials value flexible hours, teamwork and collaborative culture, career development, loyalty to both self and relationships with employers and dislike the formality of regular meetings if there
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Parks-Leduc et al., 2014). Gudykunst et al., (1987) argued that individualism should influence self-monitoring.
In collectivistic societies, knowing the specific situation and economic wellbeing of the other individuals is fundamental to predicting his or her behaviour. Thus, people from collectivistic cultures especially in the service sector like McDonald’s are more likely to be high self-monitor.
High self-monitoring shows extensive flexibility in changing their conduct to outside situational variables and chiefs with high self-monitoring watch out for portable in their professions, get more promotions (both internal and cross-organisational) and will probably involve central positions in organisations (H. Gracious and M.Kilduff et al., 2008).
Evidence demonstrates high self-monitors give careful consideration to the conduct of others and are more fit for adjusting than are low self-monitors. (F. J. Flynn and D. R.Ames, 2006). The company which possess the employees who can control their attitudes, manners and behaviours and who are able to behave differently in varying situations lead to positive work outcomes. Moreover, they can maintain good relationship with all stakeholders leading to high company reputation. Thus, self-monitoring skill in McDonald’s is very essential when crew members and Restaurants Managers need to directly
Personality is the individual differences in characteristic patterns of thinking, feeling, and behaving. To me, personality means uniqueness. It is what sets us all apart from one another. Personality psychologist has coined five different traits into the Big Five. It consists of extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. Extraverts are people who are relatively sociable and outgoing while on the opposite end individuals who are introverts are people who would much rather enjoy the company of close friends and family. People who are high in agreeableness are more likely to be trustworthy. Those who are high in conscientiousness are goal-oriented. Individuals high in neuroticism
Organizational Behaviour studies the individual or group dynamics in an organizational setting. Understanding the personality of an individual is crucial in understanding how he/she will perform in a particular work culture. Modern workplace is a dynamic place where people from diverse backgrounds come together. The big-five personality test helps foresee how individuals are likely to interact and communicate in a work environment. Personality in the organizational behaviour setting refers to the ability of an individual to fit into a particular organization. The five factor model for personality assessments was first proposed by Tupes & Christal (1961) and Norman (1963) and later it was taken ahead by Goldberg (1981).
Personality is an individual’s characteristic style of behaving thinking and feeling. Personality is something we develop naturally as we travel through life we try to understand the process of personality development and they have pondered questions of description like how do the people differ why do people differ and the bigger question of measurement is how can personality be assessed for biologists attempted to classify all plants and animals personalities by labeling and describing different personalities psychologist focus on specific individual. Differences characteristics such as honesty, anxiousness, or moodiness.
As is already mentioned above, it is very difficult to define Personality in the real sense. Even if we try to do so, we won’t be able to reach a specific conclusion about the things that are to be taken into consideration for defining it. However, we can vaguely define Personality as a particular quality or trait that makes an individual
As Aberdeen research shows companies which use Big five assessment tool for staff selection have terrific returns on their investments. Companies having pre hire assessment programmes 24% more likely to have employees exceeding performance expectations and 17% higher level of job engagement among employees and 36% more satisfied with new employees compared to businesses which do not use pre employment testing Lechner (2015). This is another evidence showing that the Big five model adequately capture and explain human personality.
Personality is a branch of scientific discipline that studies temperament and its variation among people. It is a dynamic and a set of characteristics possessed by their atmosphere, cognitions, emotions, motivations and behaviours in various things. Personality conjointly refers to the pattern of thoughts, feelings, social adjustments and behaviour consistently exhibited over time that powerfully influences one’s exceptions, self-perceptions, values and attitudes. It also predicts human reactions to different folks, problems and stress.
Some people believe that the world around us shapes us into the people we are today. Others will say that it is our characteristics and how we act in social situations that determine the type of person we are and what kind of relationships we will form with others. Research indicates this attribute as self-monitoring. There are two types of self-monitors that a person can be classified as. A high self-monitor is someone who will blend into social situations, change their behavior from situation to situation, give more nonverbal cues to show interest, and are more likely to consider attractiveness when choosing a potential partner (Leone & Hawkins, 2006). Whereas a low
There are five different traits of personality. They are openness, conscientiousness, extraversion, agreeableness, and neuroticism. To find out how each of these different types applied to me. I took a five-minute test which gave me results for each of these types of personality. In this essay I will describe each of these types of personality traits and I will explain how each of them pertains to me.
The employees of McDonald’s have a standard uniform. McDonald’s specially focuses on delivering a friendly and prompt service to its customers. McDonald’s do this by fully training their employees. Employees are given stars depending on whether they perform well or not. McDonald’s gives their employees a large role in making decisions. McDonald’s philosophy is quality, cleanliness, value and service. Each McDonald’s restaurant has a manager that is responsible for the daily operation and customer interaction. Employees are taught how to do each task in a particular work station from the kitchen, to taking orders and even down to how to clean the floors in McDonald’s. For example, when cleaning the floors in McDonald’s, employees must have the
Create value and whip diversity; Satisfied employee leads to more profitability. Evaluating employees makes them work hard and engage company goals. By pushing and valuing diverse ideas makes them passionate and part of the huge mission: Provide great human resource services and stand strenuously among the
The responses to the self-management survey are presented in table 1. Twenty one enablers mapped on 13 Theoretical Domain Framework domains (knowledge, social/professional role and identity, beliefs about capabilities, optimism, beliefs about consequences, reinforcement,
The Big Five Model has been shown to be statistically stable and is fairly robust when tested across cultures and types of organisational structures although it tends to predict better in more individualistic cultures such as Australia compared to collectivist cultures (Judge and Robbins, 2013). As such in terms of the Basic Organisational Behaviour Model, personality assessment is of prime importance as it forms one of the three key inputs at the individual level, the other individual level inputs being diversity and values. At the individual level how these three inputs (personality, diversity and values) interrelate will drive or affect an individual’s emotions and moods, motivation, perception, and decision-making. These individual input and processes ultimately determine individual-level outcomes: a person’s attitude, task performance, citizenship or withdrawal
Personality takes many shapes and forms and is affected by many factors. My understanding of personality is simply a genetic and environmentally determined set of psychological traits that influence our reactions in the world around us. Genetic because our parents possess a certain set of psychological personality traits that we tend to have in common with them so therefore in my opinion there are heritable personality traits. Personality is environmental because we each have our own separate experiences in the world and these experiences help form our unique personality. Neo-Freudians such as Jung have given us a wide array of ideas of how they believe personality is developed and formatted. Jung in particular has a very interesting
For example, the feedback from a customer regarding one set of behaviors may be very different, but equally relevant, as feedback from a supervisor regarding those same behaviors. Being able to seek and accept information about oneself may, to some extent, depend on one’s personality traits. For instants, the person’s openness to experience, may play a role (Barrick & Mount, 1991). Other factors such as self-monitoring (Snyder, 1974) may make leaders more perceptive and receptive to feedback from others and allow them to change their behaviors more easily.