Influence Of Personality On Organizational Management

Personality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the 'Big Five ' personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essay will also discuss some of the arguments against the relevance and accuracy of personality testing within the employment context.

2 of Understanding and Managing Organizational Behavior: Exhibit 2.5, 2.6, and 2.7 MGT 312 WEEK 2 Personality Impact Paper

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

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.

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)

van Eeden et al. (2012), tested audience were members of a management team consisting of two leadership groups. The study utilized an integrated personality profile which was completed for each manager.

Each individual possesses his or her own unique set of skills and behaviors which influence interaction within an organization. Strengths, weaknesses, priorities, and values all may come into play when defining how we do our jobs and what we seek to fulfill us in our careers.Through the course of this paper, I will analyze the results of a number of personality and organizational leadership tests, and report how they apply to my actions and viewpoints within the workplace. I describe my discovery that each day should be an opportunity to learn new aspects of ourselves and grow to be the best for individuals and humble servants possible. Where I believe we are only human, imperfect and selfish, our ambitions should always flourish to emulate the devotion and love that Christ holds for His people. With the perfect model before us, our guidelines to behavior within an organization may be based in morality, fortitude, benevolence and strength. Very good

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Personality of an individual is closely linked with the process of job or work performance. The relationship between personality and the level of job performance is dependent on the environment in which he/she is working. It is important to note that job or work performance of an individual are related to organizational success or failure. Hence performance should be aligned to achieve organizational goals. According to various researches it is concluded that cognitive ability is a major contributor towards employee’s performance as compared to the five factor model of personality assessment.

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

Personality can be thought of as the sum total of ways in which an individual interacts and reacts to other individuals (Stephen & Robbins, 2013). Research has shown that measuring personality is a useful tool in making hiring decisions and helping organizations forecast who is best for each unique position. The Big Five Model Personality Model does a great job of predicting how individuals will behave in a wide range of real-life situations, including in an individual’s work life (Stephen & Robbins, 2013). After taking the assessment, my results showed that I scored highest in openness to experience/intellect and lowest in agreeableness. Though not surprising, these

In the workplace there can be a number of factors that can affect and employee’s work ethic or their performance in their job related task. In recent times though there has been development and some research done on possibly personality having an effect or could possibly predict an employee’s performance in the work place and therefore influence the selection process in recruiting new employees for a job. In this essay we will be analysing and discussing a new model which has been devised in which may explain the different personality traits that differentiate each employee or worker from each other. This model is called the big five or the five factor model, Several

It is very important to understand the personality traits of individuals within an organization. Understanding the personality of an individual can help managers better understand the actions and decisions people make within a company. Therefore, personality test should be considered to gain a better understanding of the thinking of people within an organization. The Myers-Briggs Personality Assessment is a good test to take to learn about the personality traits and thinking of individuals. Based on questions presented, this test gives a four letter code to describe the personality of an individual. This code can be broken down and used to understand the actions and behavior of people. For example, the test reveals where individuals get their energy, how they gather information, how they make decisions, and how they orient their life. These results are important because they each yield a different result. They each instruct others how to communicate and how to work together.

They further stated that the attraction-selection-attrition (ASA) model suggests that personality-based capital resources are valuable if they are based on managers. Because managers implement human resources practices and have the opportunity to direct influence collective processes which influence unit and organizational performances. An organization’s personality profiles represent the personal characteristics of the organization’s leaders and managers, who transmit their personality into their organizations through the goals and climates they establish and the individual they attract.