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How culture affects personality
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DQ #1: What are the challenges of only seeing the behaviors?
Contemporarily organizations assess intensively their relationship and interactions with the employees as one of the sources of their competitive advantage. An individual working for an organization usually has some concept regarding what s/he will contribute to the organization, and also a set of expectations that the organization will provide in return. Some patterns of individual behavior, as a combination of responses to internal and external stimuli, are easily defined and measured, whereas others are diverse, and therefore more complex to assess.
An individual behavior results from a person’s observable actions, responses, as well as from one’s past experience emotional effects. People also have motives & feelings that are unconscious. To discern the roots of individual behavior managers have to be able to assess people’s individual motives, needs, and self-regulatory processes (Tasa, Sears, & Schat, 2011, p. 66).
Personal attributes giving people their identity are sometimes deeply ingrained and it is hardly possible to change them significantly. Studies of nature-nurture controversy indicate that heredity accounts for about 50% of the variance in personality, whereas another 50% are formed by culture, family, group membership, and life experiences (Ünsar, & Karalar, 2013). Activities exhibited by humans are influenced by culture, attitudes, emotions, values, ethics, authority, rapport and generic factors (Doina, Mirela, & Constantin, 2008).
Managers should strive to understand basic personality attributes and the ways they can affect people’s behavior in organizational situations, as well as their perceptions of and attitudes toward the organization. Attitude...
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...xpression. Journal Of Organizational Behavior, 33(7), 925-945. Retrieved on May 09, 2014 from EBSCOHost. doi:10.1002/job.781
Tasa, K., Sears, G. J., & Schat, A. H. (2011). Personality and teamwork behavior in context: The cross-level moderating role of collective efficacy. Journal Of Organizational Behavior, 32(1), 65-85. Retrieved on May 09, 2014 from EBSCOHost. doi:10.1002/job.680
Ünsar, A., & Karalar, S. (2013). THE EFFECT OF PERSONALITY TRAITS ON LEADERSHIP BEHAVIORS: A RESEARCH ON THE STUDENTS OF BUSINESS ADMINISTRATION DEPARTMENT. Economic Review: Journal Of Economics & Business / Ekonomska Revija: Casopis Za Ekonomiju I Biznis, 11(2), 45-56. Retrieved on May 06, 2014 from EBSCOHost http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=94624665&site=ehost-live
White, C. (2004). Strategic Management. Retrieved on April 10, 2014 from http://www.eblib.com
Kirkpatrick, S. A., & Locke, E. A. (2001). Leadership: Do traits Matter? Academy of Management Executive,5,, 48-60.
This is more appropriate for understanding team member motivation. This deals with how the manager’s perception of what motivates his team member and affects the way he behaves. Thus, assumptions about employee motivation can influence the management style and adapt to the appropriate approach to manage people effectively.
The lack of hierarchy in the Gore organization would best suit employees with a high core self-evaluation. In addition, employees would possess most if not all of the Big Five factors. The combination of these personality traits in employees will he...
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
Moorhead, G. & Griffin, R. Organizational Behavior: Managing People and Organizations. Boston: Houghton Mifflin Company, 2001.
Stewart, G., Manz, C., & Sims, H., (1999). Teamwork and Group Dynamics. New York: Wiley. pp. 70- 125.
Barrick, M. R., Mount, M. K., & Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of Management Review, 38(1), 132-153.
McShane, Steven L.; Von-Glinow, Mary Ann: Organizational Behavior 6th Ed. Copyright 2013. McGraw-Hill Irwin. New York, NY.
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
Murnoe, S. (2014). "How Personality Affect Work Behavior". Available: http://smallbusiness.chron.com/personality-affects-wor-behavior-45940-html. Last accessed 18th February, 2014.
Ivancevich, John, Knopaske, Robert, Matteson, Michael, Organizational Behaviour and Management (10 edition (January 30, 2013). New York, NY: McGraw-Hill/Irwin
George, J.M. & Jones, G. R.(2005). Understanding and managing organizational behavior (4th ed.). Boston, MA: Pearson Custom Publishing.
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?
The goal of nearly every company or organization is to motivate those involved towards a unified vision and or goal. When an organization is able to identify the major individual variables that influence work behavior, they can offer an atmosphere that is healthy. Typically, all organizations experience the direct relationship between job satisfaction, and performance. In an effort to maximize the performance of staff within a system it is important to develop an optimal interpersonal chemistry. In order to be most effective, leaders in an organization must have a clear understanding of their employees,