How Personality Can Affect The Performance Of Teams

Openness to Experience - Openness describes a dimension of cognitive style that can distinguish imaginative, creative employees from down-to-earth, conventional employees. Employees who score high with Open are intellectually curious, appreciative of art, and sensitive to beauty. They tend to be, compared to closed people, more aware of their feelings (Carver & Scheier, 2000). These employees tend to think and act in individualistic and nonconforming ways and intellect is probably best regarded as one aspect of openness to experience.

The first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues.

Personalities are reflections of who people truly are at their core. This past week each team member completed a DISC Platinum RuleTM Behavioral Assessment. As stated in the assigned reading, this assessment provides its users with the tools for becoming a better person, the ability to behave more maturely and productively, and to be more successful. Recognition of different personality styles are observed as each team member completes the assessment. All patterns may not work for everyone. However, these patterns are valuable to building relationships.

The obvious fact is that I am in total agreement with the result of Myers-Briggs Type Indicator exercise. The knowledge of different personality types helps in future groups’ interaction, as one turns to value and appreciate differences between people. This exercise will help in dealing with future group mates who would behaves oddly and succeed more in engaging group members offering different affections. The exercise has further consolidated my skills in tackling team assignment contributions more effectively by leveraging my noted personality shortcomings. Noting that my personality encompasses a persona of a quiet observer until a problem appears, setting

Openness to experience has been found to contribute to likelihood of obtaining a leadership position, likely due to the ability to entertain new ideas and think outside the box. Openness is also connected to universalism values, which include promoting peace and tolerance and seeing all people as equally deserving of justice and equality.Concerning the other Big Five factors, openness to experience is weakly related to neuroticism and extroversion, and is mostly unrelated to agreeableness and conscientiousness.

For the Team Player Assessment, my personality type is Amiable and I can see as that. I can also see myself as analytic. At my current job I am analytic pretty much all day. If a problem arises I have to find out what caused the problem and if it could have been avoided. I can see effective personal communication to enhance the communication between group members with email, discussion post and text. I think that our team does a great job with communicating and I also try my best to communicate with them as well.

It is virtually impossible for a team to be truly effective or successful without the individual personalities that make up the team taking the time to develop the best way to work together. Our textbook defines organizational behavior (OB) as “a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness” (Robbins & Judge, p. 10). The benefits and deficiencies of personality that each person possesses should all be determined and strategically positioned to best suit the team or task at hand. As stated by Dr. Kahlib J. Fischer, “So it is important that you understand your own behavioral tendencies and the behavioral tendencies of other individuals if you really want to understand how organizations behave and how they should behave according to God’s purpose” (Fisher, 2006). For the purposes of this paper, we will take an in depth look at my personal inventory assessment results and provide recommendations for growth in corporate, spiritual and personal areas.

The key to openness to experience would be to seek and gain new experiences. Managers with a high level of this trait are more creative and encourage others to try something different. Managers with a low level will think twice about taking a risk (McGraw-Hill, 2006).

personality types, behavioural styles theories, personality and testing systems - for self-awareness, self-development, motivation, management, and recruitment

With countless personality assessments available, the Myers-Briggs Type Indicator is most often chosen over the others. Based on the theories of Carl Jung, this assessment identifies personality constructs based on four different scales. The Myers-Briggs Type Indicator is often used to determine the level of leadership ability that an individual possesses. This information can be beneficial in team building in both educational and organizational settings.

Increase self-awareness of personality and behaviors and how these contribute positively and negatively to a cohesive team environment.

This paper is based upon the personality traits of Krispy Kreme’s and Pearson’s Chief Executive Officers; also known as CEOs. The two CEOs that will be discussed are Scott Livengood, who served as CEO of Krispy Kreme and Marjorie Scardino who served as CEO of Pearson. The two CEOs personality traits are explained in depth due to the importance of these traits. Personality traits are hereditary and also altered by the environments people associate with. These traits are important because they affect the way an individual acts when put into various situations. Studying the personality of a CEO allows us to predict their behavior and attitude towards their performance within the business. With that being said, this paper will explain how the personality

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)

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).