What Are Pesonality Traits in the Work Environment

Burton, western & Kowaslki (2015) describes Personality as the enduring patterns of thought, feeling, motivation and behaviour that are expressed in different circumstances. In other words it can be defined as differences in characteristics in a person, including their way of thinking, likes, dislikes, sociability, openness, feelings and behaviour, which make them the person they are and differentiates them from others. All these traits when brought together is known to be the personality of that particular person.

Personality differences can mean that individuals take varying approaches to work style and interacting with other employees, managers, clients and competitors. When employers understand how personality affect behaviour in the workplace this can help determine what motivates the employees to perform or behave in a certain way.

Incorporation of advocacy and mediation in human services advances conflict resolution through advocacy and mediation. Professionals in the human service field acknowledge the advantages of alternative conflict resolution applied in mediation promoting shared change. A mediator is a neutral third party who assists to resolve a disagreement or conflict by exploring crucial issues, resolve misunderstandings, look at solutions, and discuss a jointly favorable outcome. Mediators set up guiding principles throughout the mediation process. In addition, mediators help better the communication among disagreeing

Personality can be defined as patterns of a person's thoughts, feelings and behaviors in various situations. In its most basic form personality is attitude, values and interests. Personality traits can also be known as behavioral differences. Understanding and appreciating the diverse personalities of others can help people to interact and know why one person might act or respond in a certain way. This appreciation of personality diversity gives respect to the quirks and differences of individuals therefore respecting these differences as strengths.

Mediators are neutral and harbor no invested interest in the conflict or with any of the parties involved. The recommendations made by the mediator is not binding unless all parties agree to the settlement. Going into mediation allows the people engaged in an on-going conflict to reach a mutual agreement, settling their differences instead of participating in lengthy and expensive court proceedings.

Mediation is a one form of intervention, where parties' representatives may sit on the table and discuss about their issues. Mediator has to be neutral and acceptable for all the parties in the conflict. When I take a role as a mediator in Ferguson conflict, I have to look at the marginalized people. Definitely, the Black community is one of the disadvantaged group throughout the years. Mediator should be aware about the scenario, so I emphasize on the study of past incidents, structural setting of institutions, current initiatives, and possible future actions. This process

In this framework, co-mediation is always used. Inclusive mediation supports the participants in having difficult conversations and to guide a problem solving process to develop solutions that meet everyone’s needs with all content decisions made by participants, such as values, issues and feelings. This from of mediation is usually with two mediators. “Mediators check to make sure that the participants feel the reflection is accurate. The mediators attempt to understand each participant, thus making it more possible for them to understand each other. Mediators follow a defined process that includes time for participants to talk about whatever they chose, build clarity as to what is important, identify topics participants want to resolve, identify the goals each participant has for each topic, brainstorm options, consider each of the generated options in terms of which would meet all participants’ goals, and determine areas of agreement, if any (2010).” Inclusive mediators rarely focus or uses the caucuses method in mediation unless they need to check if mediation is a good fit for the conflict. In inclusive mediation the participant is in charge of whether any agreement is reached. Maryland system of mediation is based on inclusive meditation. However, if Maryland system did not only use Inclusive mediation, other frameworks and theories that could be used are Transformative, Facilitative and

Despite having no mediation experience prior to this class, I immediately excelled in a few areas of mediation. Namely, I did well with the introduction, exuding confidence, and helping the disputants move toward a resolution. Each of these skills is extremely important for mediators as they help set the tone, maintain control of the conversation or accomplish the goal of mediation. Of course, I improved with I practice, but I performed admirably in each of these arenas from the outset.

Mediation is one area were an independent representative can assist people in reaching an understanding effectively. If applied successfully, mediation through conflict resolution allows transactional leaders (mediators) to reestablish workplace harmony while maintaining operational effectiveness.

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 is a combination of people’s genetics, forces in their environments, and the life choices they make. A person’s personality is their characteristic thoughts, emotional responses, and behaviors. While personality traits are patterns of thought, emotion, and behavior that is relatively consistent over time and across situations. When you get to know some you start to predict how they are going to react to certain situations. These predications are dispositions (Gazzaniga, Heatherton, & Halpern).

Personality is a pattern of relatively permanent traits and unique characteristics that gives both consistency and individuality to a person’s behavior (Feist & Feist, 2008).

Larsen and Buss define personality as "the set of psychological traits and mechanisms within the individual that are organized and relitivly enduring and that influence his or her interactions with, and adaptations to, the environment (including the intrapsychic, physical and social environment)." To fully understand this defintion, it is best to break it down into

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 denotes a person’s distinguishing psychological characteristics that lead to relatively consistent and enduring responses to various stimuli.