Personality Analysis and the Study of Organizational Behavior

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a. Introduction: Topic and why it was chosen Personality was chosen as the topic of research in the realm of organizational behavior because "In order for managers to predict behavior, they must know the personalities of those who work for them," ("Personality and Values," n.d.). Personality is also crucial to organizational behavior because the personality of individuals will impact quantitative measures such as productivity. Furthermore, the personality of the people working for an organization serves to shape and determine its organizational culture. The workplace environment can be a reflection of the personalities of the individuals working within it. If organizational behavior is defined as "the study of what people think, feel, and do in and around organizations," then personality is central to that discussion (Rasmussen College, 2011). Personality factors into hiring and selection procedures, too. Psychologists have been studying behavior for decades, by using various qualitative and quantitative methods to assess individual behavior, traits, and beliefs. Quantitative methods allow organizations to predict behavior on specific pre-determined parameters and variables. The methods used in quantitative research on personality include tests such as the Myers-Briggs framework and the Big Five, both of which are commonly used in the business environment. Qualitative research on personality offers theoretical frameworks and abstract paradigms from which to analyze case

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