From the study and the analysis, the key findings are as follows: • There exists positive relationship between agreeableness and discipline, conscientiousness and discipline and between openness to experience and discipline. This implies that individuals with agreeableness as their personality type adjust their behavior to suit others. High scorers are typically polite and like people. Low scorers tend to 'tell it like it is'. On the other hand individuals who fall into the category of conscientiousness personality type are honest and hardworking and hence more disciplined. • There is no relation existing between extroversion and discipline and neuroticism and discipline. This implies that the extroversion personality trait of seeking fulfillment from sources outside the self or in community is less disciplined. Also, the neuroticism personality trait individuals tend to be more emotional which is why they are less disciplined. High scorers tend to be very social while low scorers prefer to work on their projects alone. • Overall analysis shows that exists a positive relationship between personality and discipline of the individual. • In terms of grievance handling in the organization, there exists a positive but weak relationship between extraversion, agreeableness, conscientiousness and openness and grievance handling capability of the individual. • However, individuals with neuroticism personality type are ineffective in handling grievances in the organization. • The overall analysis of personality and grievances indicate that there exists a positive relationship between personality and grievance handling in the organization. The managers who have a strong personality are highly disciplined and at the same time are good in... ... middle of paper ... ...tiousness, extroversion and openness to experience has a positive impact on grievance. This means that individuals who have neuroticism personality are ineffective in handling grievances. On the other hand, individuals with agreeableness, extroversion, conscientiousness and openness to experience personality types are effective in handling grievances. The study comes to a conclusion that there exists a strong relationship between the overall personality and discipline and personality and grievances. Personality, thus plays a major role in determining how the managers handle issues at the workplace. The state of effectiveness and ineffectiveness depends on the personality type of the individual. Stronger the personality more disciplined the individual is and hence more effective in handling grievances. They are more balanced and hence very effective managers.
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.
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
This case demonstrated how difference in management style, personality and culture can result in conflict. It also showed why managers have to learn how to trust his subordinates and offer constructive criticism in order to be effective and that appraisal system can have a negative effect if not conducted properly.
Problems of behavior are addressing employees for hurting the company morale or turning off potential clients and coworkers. I once worked for a company whose top employee would never take a task that he considered "beneath him." The bosses did not want to let him go because of his production. But I heard all his other colleagues complain about him under their breath because of his attitude. In that same company, I worked with individual who finds it challenging to meet goals however, has very good morale and standards. They often pull down the production average of the entire team which may at time cause conflict at work.
Conscientiousness is a measure of goal-directed behavior and amount of control over impulses. Conscientiousness has been linked to educational achievement and particularly to the will to achieve. The focused person concentrates on a limited number of goals but strives hard to reach them, while the flexible person is more impulsive and easier to persuade from one task to another Heinström (2003).
With the concept of organization justice, Shkoler (2017), defines the concept of organizational justice as the “Perceptions of the degree to which an organization provides its employees with appropriate, fair and respectful treatment, adequate and accurate information, and resources and rewards.” (Shkoler & Tziner, 2017). With this, the researchers (2017) found that employees who perceived injustice in the workplace and acted to resolve the issues developed some behaviors that demonstrated negative feelings towards the organization. These behaviors included a lack of motivation and manifestations of mistrust towards the workplace or the manager. (Shkoler et al., 2017). The consequence of perceived injustice to employers is job burnout. Emotional intelligence was measured using the Trait Emotional Intelligence Questionnaire-Short Form. Organizational justice was measured by the justice scale and burnout was measured with the Maslach Burnout Inventory. Work Misbehavior was measured by the Interpersonal and Organizational Deviance Scale. Meetings were conducted among threatened participants to gather the information about what might be going on in terms of employee’s personal, social, and mental health. This included issues of expertise, self-esteem,
Neuroticism boldly contrasts with the other personality traits in the Five Factor Model for personality (Openness, Agreeableness, Extraversion, Contentiousness, and Neuroticism). An individual being high in any of the other four traits could hardly be considered pathological. For example, high levels of agreeableness, within reason, would probably be considered to be a positive and healthy characteristic. However, the discussion regarding neuroticism certainly takes a darker turn. Gunthert, Cohen, and Armeli (1999) in their study, operationally define neuroticism as a predisposition to experience negative affect (negative emotional systems). Lahey (2009) defines it slightly differently, as the tendency to “respond with negative emotions to threat, frustration, or loss.” More generally, the personality trait is characterized by anxiety, angry hostility, depression, self-consciousness, impulsiveness, and vulnerability (Cervone & Pervin, 2010). Neuroticism has critical implications outside of personality psychology. Some researchers suggest that neuroticism is significantly correlated with both physical and mental health issues more so than any other personality trait variable. This increased risk is not just for a particular group of pathologies; neuroticism has been linked to Axis I and II disorders in the Diagnostic and Statistical Manual of Mental Disorders (DSM-IV) across the board (Lahey, 2009). In some occupational performance studies, negative affect was negatively related to job performance (Kaplan, Bradley, Luchman, & Haynes, 2009). This may be extrapolated to individuals high in neuroticism, as it the trait is the predisposition for the experience of negative affect. Research on daily stress and coping showed th...
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.
Cognitively, these behaviors may influence how individuals understand the characteristics of their jobs, as is the situation when individuals with optimistic core self-evaluation understand intrinsic job features more completely, even controlling for real job complexity. Affectively, these personalities might stimulate job satisfaction through their outcome on mood or mood at the organization. Lastly, employees who are emotionally steady, extroverted and conscientious may be better-off at work because they are more possible to achieve sustaining results at work. Part of this outcome may operate through job presentation, such that conscientious employees achieve better and are more content with their jobs because of the intrinsic ...
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).
Sharma, Sudeep; Bottom, William P.; Elfenbein, Hillary Anger. “On the role of personality, cognitive ability, and emotional intelligence in predicting negotiation outcomes: A meta-analysis.” Organizational Psychology Review, 3, 293-336.
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
People with good nature are always welcomed in the organization. Agreeableness is one of the big 5 personality. It’s not the just the word which an individual use in his daily conversation. This reflects the nature, gesture of an individual. Agreeableness is my 2nd highest trait. I believe in working in an environment, where people work together. They think about the company interest prior their self-interest. In a workplace with full of competition, it can refresh to be around people who are easy to get along with. Agreeableness may be seen as a coin which has two face sides. Some people may admire my kind heart intention. But other would think I am the one who always avoids confrontation which can reflect adversely. But I think there would be some people like me in an organization who believe in agreeableness, which avoids arguments, harsh statements and thinks for the group rather than being selfish. I got 74 percentile in extraversion that means I am a socialize person. That doesn’t mean that a person with the quality of introversion are less socialize or they don’t like to
Everyone is different in terms of their personality. Personality is the combination of characteristics or qualities that form an individual 's distinctive character, and in this paper I will cover my different personality traits based upon a test called The Big Five. The test scores personality in five different categories: openness, conscientiousness, extraversion, agreeableness, and neuroticism. I agree with most of my results from the personality test. However, there are a few things I disagree with. It tells me a lot of things that are true about my personality, and it also tells me something I did not know about my personality; like being well organized.
According to the study of this course, I have learned many useful management skills and I feel like these skills will be applied to my future career development. When working on the self- assessment tests, I found myself fall into the category of the ISTJ personality types, which as illustrated by Myers Briggs, is the type of personality that is conscientious, considerate, and helpful. Personality traits such as honest, dutiful, practical and responsible are my strengths; personality traits such as stubborn, insensitive and poor communication skill are my weaknesses. Related to the knowledge I have learned in the course I believe both strengths and weakness will have influence to my future career development. In this reflection paper, I will demonstrate the strengths and weaknesses that may place the most influence on my way of success.