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Conscientiousness advantages and disadvantages
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Conscientiousness is a discretionary behaviour that goes well beyond the minimum role requirement level of the organization, such as obeying rules and regulations, not taking extra breaks, working extra-long days (MacKenzie et al, 1993, 57: 107-142). Conscientiousness is a prototype of going well beyond minimally required levels of attendance, punctuality, and housekeeping, penchant towards conserving resources, and overall giving an impression of being a responsible citizen of the organization. If the employee is highly conscientious it implies that he is highly responsible and needs less supervision (Podsakoff and MacKenzie, 1997: 133-151). Altruism and conscientiousness are the two major or overarching dimensions of OCB (Borman et al., 2001: 52-66). Conscientiousness is used to indicate that a particular individual is organized, self-disciplined, accountable and hardworking. Organ (1988) defined it as dedication to the job which exceed formal requirements such as working long hours, and volunteer to perform jobs besides duties. It is interesting to note that Kidder and McLean Par...
Personality is a set of individual differences that are affected by the development of an individual: values, attitudes, personal memories, social relationships, habits, and skills. Different personality theorists present their own definitions of the word based on their theoretical positions. The term "personality trait" refers to enduring personal characteristics that are revealed in a particular pattern of behaviour in a variety of situations. Personality can be determined through a variety of tests. However, dimensions of personality and scales of personality tests vary and often are poorly defined.
McGregor has written two theories about human nature. Theory X basically assumes that people will do the least amount of work required of them. That they will need to be monitored and workers will need a set of rules for every employee to follow . There is also no incentive for them to go above their current job duty. Theory Y basically believes that if you give the employee the opportunity to do well the employee will take that opportunity and use it to the best of their abilities. They are able to set their own work goals and really strive to put their all into their career. They will be go getters that are responsible for their self and willing to do whatever the company needs from them. They will own up to any issue and trust that their co-workers will do the same (Larsson, Vinberg & Wiklund, 2007).
In the Open-Mindedness personality section, my percentile is a 7. I’m more close-minded, meaning I tend to be conventional, down to earth, narrow interests, uncreative, and I prefer traditional and familiar experiences. In the Conscientiousness personality section, my percentile is an 87. I’m more conscientiousness, meaning I am reliable, well-organized, self-disciplined, careful; reliable, well-organized, self-disciplined, careful, very well-organized, and can be relied upon. When it comes to the Extraversion personality section, my percentile is a 7. I’m introverted, meaning I tend to be shy, reserved, inhibited, quiet, and I probably enjoy spending quiet time alone. When it comes to the Agreeableness personality section, I scored a 78. I tend to be agreeable, meaning I tend to be good natured, sympathetic, forgiving, and courteous. Finally, when it comes to the Negative Emotionality personality section, my percentile is 67. I’m a little bit more nervous/High Strung than Calm/Relaxed.
Conscientiousness means to pay proper attention to a task; giving the degree of care required in a given situation. My personal experience with conscientiousness in marriage and family is that it strengthens the bonds between people. What I have learned through my interactions with my spouse and daughter is that there is no greater way to make a connection than to recognize what is important to them.
Langton, Nancy, Stephen Robbins, and Timothy Judge.Organizational Behaviour: Concepts, Controversies, Applications. Fifth Canadian Edition. Toronto: Pearson Canada, 2009. 141, 574-84. Print.
What is organizational behavior? Prior to this course, I had never known that much of what is organizational behavior and in which ways it can impact the organization. Initially, over the course my knowledge about OB was expanded.
pp. 146-170. Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw-Hill/Irwin.
Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices (customized 4th ed.). New York, NY: McGraw-Hill Irwin.
Numerous studies have been conducted on each factor and their subsets within the Five Factor Model; however, most studies have focused on extraversion, neuroticism, and their contributions to understanding an aspect of personality due to the ease in which each factor can be observed. The study of the Five Factor Model personality trait, conscientiousness, and its sub factors began to gain recognition as a meaningful and practical personality trait in the 1990s, and have been extensively studied and will continue to be studied throughout the twenty-first century. This paper examines how conscientiousness and its sub factors affect personality psychology based on scholarly literature and scientific research that thoroughly explains the role
McShane, S.L., Olekalns, M. & Travaglione, A. 2013, Organizational Behavior: Emerging Knowledge, Global Insights 4th ed., McGraw-Hill, Sydney.
This association has garnered several possible explanations from empirical research. Altemeyer (1981 as cited in Heaven & Bucci, 2001) suggested that parental treatment of a child plays a huge role in forming a prejudiced personality. That is, children who are treated harshly by their parents tend to rank higher in conscientiousness, and hence come to believe that the authorities are “always right.” These early forces are suggested to link to higher RWA levels in individuals later in life (Altemeyer, 1981 as cited in Heaven & Bucci,
Staff behaviors control the performance and capabilities of an organization. Most workers display productive or counterproductive productive behaviors that have effect on workers, clients, and programs. The ability to control these behaviors is a necessary part of delivering exceptional services. Many workers automatically adopt behaviors that fit in with the best interest of the organization. Although these behaviors are common, some employees fail to follow order and create havoc for others around them. Productive behavior allows workers to perform daily functions whereas counterproductive behaviors develop issues that are costly. Good behavior contributes to goals and objectives set by the organization (Britt & Jex, 2008).
What is Organisational Citizen behaviour and what significant difference does it make to an organization if any? Do we have the general definition or is it very difficult to articulate one in global business? Will OCB disturb the overall mood and performance of the organisations; will a high function people perform better in OCB? Does OCB impact, low-level employees or all staff, including all levels of management? Could some theories seem utopian and unrealistic considering the multilevel aspects of human behaviors, especially in terms of our family life, can I high functional people who demonstrate a high level of OCB in organizations, manage home life reasonably well too? What type of influence do externals, things like cultural norms and societal traditions have on the implementation
The Seven Habits of Highly Effective People (Covey, 2004) has become the cornerstone of leadership and management wisdom. The habits emphasize personal responsibility and personal leadership. There is challenge in living everyday under the guidance of the habits but there is also great benefit as living the habits can influence everything we do in life. I was introduced to Covey’s seven habits through a one day seminar at my workplace several years ago. I learned some of the terminology and a few of the concepts but never really understood the power of the practical application of the habits. Reading the Covey materials has taught me that life is not about all the tasks that I accomplish but instead about accomplishing the tasks that support what is important to me. Covey has taught me that there are elemental components that are applicable across the many roles that I have in my life. Those universal elements are integrity, vision, discipline, and passion. Embracing these ideas has opened my eyes to the endless applications and benefits of living the seven habits.
OCB are behaviors that go above and beyond of what is projected and CWB are behaviors that will go against the welfare of the company, worker or both. Why these dimensions are interesting and important to I/O Psychologists are easily seen with an upstanding of the top and bottom potential of behavior you as an I/O Psychologists can design a plan to help fix or sustain your company. This ideal can limit or enhance some of the causes of these OCB/CWB behaviors and the impact of them in the workplace, such as for CWB you can limit theft for self-gain and for OCB you can enhance altruism throughout the workplace thus delivering a common good/ goal. The importance of adaptive and proactive behavior in OCBs/CWBs is simple adaptive behavior helps fast changing workplaces from failing because of the flexibility in this behavior. Now proactive behavior has the characteristics of foresight and in a highly structured company, the low-risk well plan out behavior is