The Organizational Behavior | Assignment
10 Pages2334 Words227 Views
Added on 2020-05-16
The Organizational Behavior | Assignment
Added on 2020-05-16
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Running head: ORGANIZATIONAL BEHAVIOROrganizational behaviorName of the student:Name of the University:Author’s note
1ORGANIZATIONAL BEHAVIOREvery employee in an organization has unique personality, skills, values and emotions.Different personality attributes contribute differently to the success of organization. Thepersonality characteristics of employees determine how they will behave and perform to fulfillcore responsibilities in their job position (Judge & Zapata, 2015). In many organizations,understanding personality characteristics is important during recruitment process to match theskills, abilities, personalities and values of an individual with key responsibilities in desired jobposition. Assessment of individual characteristics is also important to determine their behavior atwork (Van Hoye & Turban, 2015). Measuring the role of personality has now become importantin organization as it has an impact on productivity, performance and job satisfaction. Withreference to the above context, the main purpose of this essay is to explain the importance ofstudying behavior of people in organization and evaluate the role of organizational behaviortheories to understand personality and behavior of people in organization. Organization is a social unit where group of people work together to pursue collectivegoals. Assessment of personality in organizational behavior has become important to controlbehaviors that are not suitable for key objectives of the organization. Personality assessment hasgained importance in companies because employees are the building blocks of organization andtheir personality can have a direct impact on the performance in organization (Handa and Gulati2014). Hence, when managers engage in the task of personality assessment, they try to evaluatehow an individual will fit in the overall atmosphere of the company. They also try to matchpersonality with different set of responsibilities so that they can put the best foot forward in theirjob position. Certain specific personality traits are reflective of employee’s competence in jobperformance. Evidence has also revealed that personality significantly affects job performance,however job characteristics like feedback, autonomy and skills determine the satisfaction with
2ORGANIZATIONAL BEHAVIORjob (Yang & Hwang 2014). Hence, personality together with organizational structure determinesthe behavior of people in organization. There are different personality theories that determine the presence of specific personalitycharacteristics in an individual and their influence on organizational behavior. Properunderstanding and application of these theories determine how particular individual fit withcertain job attributes. The Big Five Personality theory is one of the highly used theories used inpersonality test. It is based on the five traits like openness, conscientiousness, extraversion,agreeableness and neuroticism that defines human personality as well as differentiates oneindividual from another (Saucier & Srivastava, 2015). All the five traits illustrates differentelement of personality. For example, openness is about being imaginative and open to newexperience. Agreeableness is the degree to which someone is cooperative and conscientiousnessis the ability to responsible. neuroticism is the characteristics of being calm and secure, whereasextraversion is the ability to be sociable. The traits mentioned in the Big Five Personality theoryare widely accepted trait framework in the history of personality psychology (Judge & Zapata,2015). The application of the theory in predicting organizational behavior has revealed thatpersonality exhibited by employees at work shows both stability as well as variation within anindividual. Measurement of personality traits has helped to measure daily behavior of employeesat work. However, study also pointed out to the fact that deviations in work occur not onlybecause of personality traits, but also because of organizational factors and interpersonal conflictin job (Judge et al., 2015). Hence, weakness found in the utility of Big Five personality traits canbe addressed by managers, if they devote time to foster employee’s participating in decision
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