What are personality characteristics, and why is it important for a manager to be able to identify these intellectual individual styles for them to be valuable in the association of identifying personality traits. So, what is personality trait, it is what makes up a person distinguishing qualities or characteristics that are tangible, or that of a visible form of an idea, quality, or feeling. Therefore, meaning it’s what distinguishes who we are, knowing the difference between more than one persons; and what makes us act the way we do when faced with diverse circumstances. “Individuals are unique in terms of their skills, abilities, personalities, perceptions, attitudes, emotions, and ethics” (Nelson & Quick, 2017, pg. 35). Hereby stating …show more content…
Consequently, helping us (managers) to get a better grasp on the situation and being able to identify something about the individual that makes up the overall behaviors. During these circumstances, the person in question is active in the development and outcome to which created this interactive change. Although, not everyone displays the same characteristics, for some diverge more characteristics than others; such as those characteristics that include the following, reasoning, emotional, motivational, and capability. Though, there are many different types of behavioral situations, the two most noticeable types are those that consist of the following aspects; the impartial and the idiosyncratic views. As we are all aware, these behaviors if not understood can affect an individual’s overall performance. Therefore, it’s imperative for managers to study these interactional approaches regarding the situations that involve more than one individual, and “the elements to which make up these factors of changing behaviors that affected their personalities, perception, attribution, attitudes, emotions, and ethics” (Nelson & Quick, 2017, pg. …show more content…
Therefore, for manager to have complete knowledge and understanding of these different forms of cognitive styles is imperative, especially, for them to have a clear social perception as to the process that creates individual difference from occurring. This will help manager and staff member to known what specific approach is the best alternative in handling these different types of scenarios, while maintaining a professional approach and consideration as to the characteristics of these attitude and behavioral cognitive styles; to which make up who we are as to our personality
In the case study of Juanita and Sandra, Juanita, a sales manager of Trumbell and Son, is struggling with Sandra who is a new employee on the sales team. Juanita is an effective manager who spends time to learn about what personalities, strength, and incidental details her employees have. Juanita can pull out employees best skill sets and internal incentives. On the other hand, Sandra’s inconsistent behavior made Juanita confuse about her personality. As a manager, Juanita feels uncomfortable about managing Sandra’s inconsistent personalities. This may be caused by the difference in behaviors and personalities between these two individual.
Jerad Davies is the leader of Learning Team C for Organizational Leadership. Lena Moore, Michael Paulley, Nicole Presser, and Paul Frisbee also exist as members of Learning Team C. All members of Learning Team C have taken a DISC behavioral assessment. Jerad Davies processes a dominance style, with sub-style of a producer (Alessandra, The DISC Platinum Rule Behavioral Style Assessment for Jerad Davies, 1996-2010). Paul Frisbee also has a dominant style, and a sub-style of producer (Alessandra, The DISC Platinum Rule Behavioral Style Assessment for Paul Frisbee, 1996-2010). Lena Moore possesses a predominantly cautious style, with the sub-style of the perfecter (Alessandra, The DISC Platinum Rule Behavioral Style Assessment for Lena Moore, 1996-2010). Nicole Presser has a predominantly interactive style, with the sub-style of the impresser (Alessandra, The DISC Platinum Rule Behavioral Style Assessment for Nicole Presser, 1996-2010). Michael Pau...
An individual’s behaviour may differ depending on the circumstances they are in though there are definite signs of repetitive behaviour when placed in majority of the situations. These characteristics are known as traits which make up the personality of each person (Engler, 2014). Personality theorists do not have a mutual agreement on how the term personality should be used. They each have their definition of personality thus providing a large number of diverse personality theories (Engler, 2014). For example, Eysenck (1970) defined personality as a relatively permanent and consistent composition of an individual’s disposition that in turn establishes how the person adjusts to their
Being a leader is not a small feat. A leader must gather, than motivate a group for a common goal which may pose as a difficult task at times. Various personality types will deal with conflicts within a group in diverse ways. Humans are engrained with the fight or flight reflex. A person’s personality may shape their conflict resolution skills and improve relationships within a group. To be an effective leader an individual must be mindful of their personality; this will enable them to become more comfortable when dealing with conflict within their group. A beneficial tool called the DISC personality assessment which is based on the theory of psychologist William Marston (1928). This theory was established between four different personality traits which include: Dominance, Inducement, Submission, and Compliance. A leader can learn to use their personality to resolve an inevitable conflict within a group.
Personality is patterns of thinking, behavior and emotional responses that make up individuality over time. Psychologist attempt to understand how personality develops and its impact on how we behave. Several theories attempt to explain personality, using different approaches. The social-cognitive and humanistic approaches are two of many theories that attempt to explain personality. This essay will identify the main concepts of social-cognitive and humanistic approach, identify perspective differences and discuss approach limitations.
The goal of the personality assessments was to provide a better understanding of all of the individuals. Prior research indicated that certain personality types are best matched with certain tasks. However, it is challenging to meet both the technical and personal criteria to create the “perfect” employee. Therefore, it was determined that the knowledge of the individual’s personality style and that of their team members provided a more realistic solution toward communicating effectively and working together as a team. Further instruction is planned for the group to discuss how individuals need to communicate based on their own results and the r...
There are many people in this world; no two people are the same. When considering personality theories it is important to note that not all theories apply to all situations or all people. Different theories have different approaches. It is important to know the person before making assumptions about the proper theory to apply to the person or in any given situation. The purpose of this paper is to analysis how different personality theorists could interoperate different individual circumstances and behaviors based on case examples provided by the instructor.
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.
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
A person’s behavior at one specific point in time usually controls their attitude at that time. Managers must be able to understand these basic needs of their workers. If these needs are not dealt with in a certain correct way than workers will not reach their maximum potential. If the lower order of needs is not met than people are not happy. The same can be said of the higher order.
The distinctive characteristics and qualities of any one person is one way to define personality. According to Feist & Feist (2009) personality is described as a pattern of relatively permanent traits and unique characteristics that give both consistency and individuality to a person’s behavior. These traits are the precursor of behavior as per individuality, and that of behavior that is consistent throughout life. Although a person can argue the fact that traits is a disposition of genetic predisposition of certain characteristics, the pattern in which these are characterized are different. Each person’s anatomy, intelligence, and temperament are differently and each owns a unique personality, different from parents, grandparents, and any other individual on this planet. Personality theorists’ however may not concur.
Personality can be defined as the ways a person acts and thinks. The characteristics that make up how a person acts and thinks are called personality traits. Personality traits are the building blocks that make up a person’s personality, and the varied combination of traits is what make each person so unique.
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired or promoted. Managers can use personality characteristics to form work teams or to make determinations on job placements. Chapter 4 Review Questions 1. How are attitudes formed?