Managing People: Personality Strengths, Link between Personality and Employee/Manager, Case Study Analysis

This article discusses the importance of personality strengths in managing people. It explores the link between personality and being a good employee/manager. It also includes a case study analysis.

Running Head: MANAGING PEOPLE
MANAGING PEOPLE
Name of the Student:
Name of University:
Author Note:

1MANAGING PEOPLE
Table of Contents
Assessment A...................................................................................................................................2
My top personality strengths.......................................................................................................2
How a high score on Agreeableness has been linked to being a good employee........................2
How high score on Agreeableness has been linked to being a good manager............................3
How high score on Conscientiousness has been linked to being a good employee....................4
How high score on Conscientiousness has been linked to being a good manager......................5
Integrating results........................................................................................................................6
References........................................................................................................................................7
Assessment B...................................................................................................................................8
Part 1: Personality........................................................................................................................8
Part 2: Impression management.................................................................................................10
Self-regulation.......................................................................................................................11
Internal motivation.................................................................................................................11
Empathy.................................................................................................................................11
Social skills............................................................................................................................12
Reference.......................................................................................................................................12
Assessment C.................................................................................................................................13
Case study analysis....................................................................................................................13
Introduction............................................................................................................................13

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Analysis of the case...............................................................................................................14
Motivation of the team members...........................................................................................14
Reorganizing the structure.....................................................................................................14
The leadership effects............................................................................................................15
Conclusion.................................................................................................................................16
Case study questions..................................................................................................................16
Peer evaluation...........................................................................................................................18
Reference.......................................................................................................................................20

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Assessment A
My top personality strengths
The personality test evaluates three factors that are discussed in terms of Extraversion,
Agreeableness and Conscientiousness. In this regard, my personality test reveals that I scored 52
in Extraversion, 82 in agreeableness and 97 in conscientiousness. In addition to this, there are
other factors like Openness to experience and Neuroticism are also taken into consideration that
were scored 37 and 3 respectively. From that assessment it can be seen that in Extraversion and
Agreeableness, I have scored the most. Therefore, Extraversion and Agreeableness are taken as
my top personality strengths.
How a high score on Agreeableness has been linked to being a good employee
Agreeableness is associated with the distinctive behaviours of a person in terms of
friendliness, generosity, helpful and willing to compromise. In this context, it can be argued that
the role of Agreeableness is to highlight the optimistic value of an individual. In this context the
article of Huang et al. (2017) asserted that there are some benefits of Agreeableness that make an
employee better. As the character is not only deal with his effectiveness only the behaviour or
attitude is also considered to have paramount importance as well therefore, it is important for the
employees to put focus on their behaviour too. As a matter of fact, Van Hoye and Turban (2015)
advocated that the extrinsic aspects of Agreeableness helps the employees to get success in
career. In this regard, it can be argued that workplace bullying and ranging is a common
phenomenon in present days. In fact, it is not possible for the higher authority to look after the
communication and relation between the employees. Henceforth, it is the role of the employees

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themselves to make a better framework in order to establish a better workplace environment. In
return it will also able to generate more effectiveness and efficiency among the employees.
In response to this, Agreeableness is identified as an important aspect on which the
employees must focus upon. It will deliver better relationship among the employees and able to
foster more efficiency among the employees so that they can concentrate on their tasks
positively. Therefore, the positive outcome of Agreeableness helps the staff to become a good
employee that can benefit not only for the maximisation of profit for the company but also paves
the way for individual career growth.
How high score on Agreeableness has been linked to being a good manager
As far as the managerial role is concerned it is more related to the leadership quality of
the managers in order to influence the employees to deliver more efficiency in their profession
and at the same time develop a good relationship between the managers and the employees in
order to establish a better operational framework inside the company. According to Lounsbury et
al. (2014) it can be argued that the leadership of the higher authority or the managers should be
resilient enough that can generate a positive and stern personality. In this regard, resilient nature
does not indicate a firm and conservative attitude that the manager will possess. Rather it will be
coupled with a rational, relevant, creative and optimistic attitude that help to motivate the
employees to a great extent. Therefore Agreeableness plays a significant role in order to generate
a better personality of the managers.
In addition to this, the friendliness and trustworthy nature of the managers are played a
significant part to become a good manager. In his research, Li and Armstrong (2015) depicted
the role of managers from a depicted perspective. It was indicated that the role of the managers

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were not only supervise the employees and monitored them so that the operation would be
flawless. As a matter of fact, there is other factors that are equally contribute in order to foster a
better manager. For an example, the manager must understand the abilities of the employees and
encourage them to introduce more innovation and creativity into the process. It required an
understanding between the manager and the employees so that the manager will get
acknowledged with the abilities of his employees. Moreover, a healthy conversation with the
manager will motivate the employees to a great extent. From that point of view, it can be stated
that Agreeableness is an important and crucial factor that encompasses a great deal of positivity
and flexible attitude of the manager to be considered as a better person and manager.
How high score on Conscientiousness has been linked to being a good employee
In response to the understanding regarding conscientiousness it can be stated that the role
of conscientiousness is to control the impulses of an individual. In fact, conscientiousness is
resembled with the characteristics of sharp decision making and long term consequences of the
personality of the individual. In this regard, the research carried out by Doll and Rosopa (2015)
reflected that it is imperative for the employees to perceive a character of conscientiousness. In
crisis situation or during immense work pressure it became important for the employees to take
decisions accordingly in order to develop a better operation outcome. In this context, it can be
stated that it is the responsibility of the employees to take decisions properly in order to deal with
the dire situation. Henceforth, the conscientiousness fosters a better result for the employees to
become effective and efficient enough and help the management during crisis.
On the other hand, Ohme and Zacher (2015) opined that the impulsive behaviour is
detrimental for employee attitude. The destructiveness and the affecting the effectiveness of a
person would considered to be a disadvantage for an employee. Moreover, it can be asserted that

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the role of the impulse is related to the made of choices that highlighted on the sequences of
decision making process. In this context, it can be asserted that the role of the employees is to
establish a better decision making process that is resembled with progress in the employee
personality. In addition to this, it can be argued that the employee should have the ability to
make effective decision making on the basis of their knowledge and experience. In this context,
the employee can rely on the conscientiousness to perceive a better understanding of the situation
and make decisions accordingly.
How high score on Conscientiousness has been linked to being a good manager
It can be stated that the decision making process is a fundamental activity for the
manager in a business organisation. In fact, the future of a company mostly relies on the effective
decision making of the managers. Therefore, there are a series of factors that are played key role
in the decision making process of the managers. Based on the idea it can be considered that
conscientiousness has a major impact on the decision making process. This specific
characteristics is pertinent for dealing with important decision making during the dire or
emergency situation. In this context, the rational and effective decision making can foster a
strategic advantage for the organisation to deal sufficiently. As the research of Mobasher et al.
(2014) articulated that it is essential for the managers to perceive a vision that enables them to
take rational decision making. As a matter of fact, it can be asserted that the vision must have a
progressive and relevant feature that facilitate better understanding of the situation. As the
purpose of the organisations to deliver a sustainable development for future business so that the
managers play a crucial role in this context. Furthermore, there are some obstacles that can
perturb the vision of the managers. From that perspective it can be argued that the
conscientiousness deals with the impulse of the people and entitled to control it (Hussain Shah,

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Bashir and Hussain 2016). Therefore, in case of decision making process it will be highly
beneficial for the managers to procure better decision making. As a result of that the practice of
conscientiousness also provides a great deal of impact on the role of the future of the companies
and gradually helps it to maximise its customers through business expansion. Moreover, it also
develop a trust among the employees about the managers and the staffs are assured to get their
interests be taken seriously. Therefore, the conscientiousness is highly helpful to develop a better
manager.
Integrating results
In my opinion, Agreeableness can help me to deliver a better framework for developing
my personality both as a manager and an employee. With the help of the agreeableness I can
develop my personality with more friendly and resilient attitude in order to make a promising
career growth. In this regard, at first I have to learn about the importance of the agreeable
character. After that, it is essential to get a clear perception regarding the basic features of
agreeableness. In this context, the friendliness, morality, altruism, modesty and cooperation are
the main factors that can develop a better personality as both employee and manager.
On the other hand, conscientiousness is also a major factor that can contribute effectively
in my personality building. In this context, it can be stated that the role of the conscientiousness
is to enhance my abilities and decision making power so that in case of dire situation I could take
adequate measures. Moreover, the conscientiousness personality also able to control my
impulses so that the negative characteristics will be repealed. At the same time conscientiousness
provides more optimistic and positive impact on individual character. As an employee or a
manager it is highly significant to maintain a conscientiousness personality.

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References
Doll, J.L. and Rosopa, P.J., 2015. Workplace romances: Examining attitudes experience,
conscientiousness, and policies. Journal of Managerial Psychology, 30(4), pp.439-453.
Huang, J.L., Cropanzano, R., Li, A., Shao, P., Zhang, X.A. and Li, Y., 2017. Employee
conscientiousness, agreeableness, and supervisor justice rule compliance: A three-study
investigation. Journal of Applied Psychology, 102(11), p.1564.
Hussain Shah, S.M., Bashir, Z. and Hussain, S., 2016. Relationship between Dominance Skills of
School Managers and Teachers' Organizational Citizenship Behavior. Journal of Research &
Reflections in Education (JRRE), 10(1).
Li, M. and Armstrong, S.J., 2015. The relationship between Kolb's experiential learning styles
and Big Five personality traits in international managers. Personality and Individual
Differences, 86, pp.422-426.
Lounsbury, J.W., Foster, N.A., Levy, J.J. and Gibson, L.W., 2014. Key personality traits of sales
managers. Work, 48(2), pp.239-253.
Mobasher, A., Mehrdad, H., Farhadi, A. and Allahi, Z.K., 2014. Examining the Relationship
between Managers' Personality Characteristics and Their Efficiency in Lorestan University of
Medical Sciences in Year 2009. Kuwait Chapter of Arabian Journal of Business and
Management Review, 33(2538), pp.1-8.
Ohme, M. and Zacher, H., 2015. Job performance ratings: The relative importance of mental
ability, conscientiousness, and career adaptability. Journal of Vocational Behavior, 87, pp.161-
170.

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Van Hoye, G. and Turban, D.B., 2015. Applicant–Employee Fit in Personality: Testing
predictions from similarity‐attraction theory and trait activation theory. International Journal of
Selection and Assessment, 23(3), pp.210-223.
Assessment B
Part 1: Personality
Before the test I can say that extraversion and openness are considered to the most effective
measures that I possess for being a manger. In my opinion I presume these two elements are the
most important part for an HR manager. According to Karabay, Akyüz, and Elçi (2016) it can be
argued that extraversion is related to the communication with people. It is also resembled with
full of enthusiasm, action orientation and the direct relationship with individuals (Colbert,
Barrick and Bradley 2014). Moreover, it is also important for the HRM to possess such
character. In his research Li and Armstrong (2015) advocated that the HR manager must put
focus on the interests of the employees and it requires a direct communication with the company
staff. Otherwise, it is not possible for the HR managers to find out the employee related issues
and initiate adequate measures to combat with the issue. In this regard, I must say that I learned a
lot about making effective communication with others. In addition to this, I have also completed
a certificate course on communication skill. It helps me to understand the importance of verbal
communications and facilitates a better understanding regarding the role of the significance of
the communication. During my course, I came to learn about the personality feature of
extraversion and wants to develop it as much as possible. Therefore, in my organisation, I can
take routine session with the employees in a monthly basis. Moreover, monitoring the workplace

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environment with in-depth knowledge about the interests and perception of the employees can be
a better alternative for me to develop an effective HR framework.
On the other hand, openness can be a strategic feature for the personality of a Human
Resource Manager. As far as the research of Li, Mobley and Kelly (2016) is concerned, it can be
argued that openness is identified as a cognitive style that the manager must follow in order to
encourage innovation and creativity inside the working culture of the organisation. In this regard,
openness incorporates some fundamental elements such as imagination, creativity, intellectual
curiosity, appreciation of art and so on (Wang et al. 2016). As a matter of fact, it can be argued
that the openness to experience is committed to deal with the culture or intellect in such a
manner that encourages the employees to generate and practice the innovative ideas and creative
productions (Bujisic, Bilgihan and Smith 2015). Henceforth, it can be argued that there are some
spontaneous initiatives that the manager follows in order to increase the volume and quality of
products and services. Moreover, it can also bring a relaxed workplace environment so that the
employees can concentrate on the tasks particularly. Therefore, I presume openness is an
effective measure that the HR manager must follow in order to create a good relation and
communication with the employees. In this regard, I can make individual contacts with the
employees during the free time or lunches so that they can feel a relaxation by sharing their
workplace related grievances. Furthermore, direct interaction with them in a monthly basis will
be considered as a significant measure.

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Part 2: Impression management
Emotional intelligence is identified as an important element that is strongly influenced by
the personal qualities, self-control and skill attached with the employees. According to Schutte
and Loi (2014) it can be stated that hiring managers with a better decision making comprised of
the better decision making process is considered to be a strategic advantage for the companies. In
this context, it can be argued that a better EQ score can generate better production efforts by the
individuals (Carson, Carson and Birkenmeier 2016). It may be the employees or the managers.
Moreover, it is also asserted that a better score in EQ will facilitate a better team with enormous
flexibility and efficiency. In response to this, the cultural interaction coupled with the degree of
qualification is an important aspect for further research.
In this context, there are five core components of the Emotional intelligence such as,
Self-awareness
It is related to the understanding of the employee in the context of his or her moods and
emotions. It is important for the employees to deal with the proper emotional attachment in order

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to deal with other team members. From that point of view my self-awareness score was quite
impressive and satisfactory. It means I have a significant amount of understanding myself and I
can control my emotions so that it generates a positive effect on my profession.
Self-regulation
Besides this, self-regulation is also an important aspect that is resembled with the
impulses. As it was discussed previously that controlling impulse is a major facet because
increasing impulse will lead to destruction of inner-self and it was not beneficial for the
organisation as well. In this context, the role of the manager or the employee is to think before
doing the task otherwise any hasty decision can bring catastrophe. From that point of view, my
self-regulation quotient was moderate and it connotes my ability to control my impulse and
emotions and exploit it when it is required.
Internal motivation
In addition to this, internal motivation is referred as a process to pursue goals for personal
reasons rather than expecting some rewards. In means, an individual must pursue his goals
without expecting any rewards. It is important for self-development. As far as my emotional
intelligence is concerned, it can be argued that it scored very poor and identified that I have lack
of understanding regarding the importance of internal motivation and have least amount of it.
Empathy
It is associated with the understanding to deal with others’ purposes that are essential to
build a successful team. The leadership quality is highly important in this regard that will be
entitled to deal with the role of the leadership and formulates a better team bonding. In this

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context, my score was good and I have great deal of understanding regarding the team
understanding.
Social skills
It is related to the ability to manage relationships and build networks among employees
and leaders. As a matter of fact, it is important for the benefit of the organisation. Therefore, my
social skill is quite good as well as it projects an overall score of 140 out of 200 which is good
and effective enough.
Reference
Bujisic, M., Bilgihan, A. and Smith, S., 2015. Relationship between guest experience,
personality characteristics, and satisfaction: Moderating effect of extraversion and openness to
experience. Tourism Analysis, 20(1), pp.25-38.
Carson, K.D., Carson, P.P. and Birkenmeier, B.J., 2016. Measuring emotional intelligence:
Development and validation of an instrument. Journal of Behavioral and applied
Management, 2(1), p.810.
Colbert, A.E., Barrick, M.R. and Bradley, B.H., 2014. Personality and leadership composition in
top management teams: Implications for organizational effectiveness. Personnel
Psychology, 67(2), pp.351-387.
Karabay, M.E., Akyüz, B. and Elçi, M., 2016. Effects of Family-Work Conflict, Locus of
Control, Self Confidence and Extraversion Personality on Employee Work Stress. Procedia-
Social and Behavioral Sciences, 235, pp.269-280.

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Li, M. and Armstrong, S.J., 2015. The relationship between Kolb's experiential learning styles
and Big Five personality traits in international managers. Personality and Individual
Differences, 86, pp.422-426.
Li, M., Mobley, W.H. and Kelly, A., 2016. Linking personality to cultural intelligence: An
interactive effect of openness and agreeableness. Personality and Individual Differences, 89,
pp.105-110.
Schutte, N.S. and Loi, N.M., 2014. Connections between emotional intelligence and workplace
flourishing. Personality and Individual Differences, 66, pp.134-139.
Wang, C.M., Xu, B.B., Zhang, S.J. and Chen, Y.Q., 2016. Influence of personality and risk
propensity on risk perception of Chinese construction project managers. International Journal of
Project Management, 34(7), pp.1294-1304.
Assessment C
Case study analysis
Introduction
The purpose of the following report is to demonstrate the business issues that have been
depicted in the provided case study. The chosen company for the report is DSS Consulting. The
changes had been needed in the organization for so many reasons and Chris Peterson had been
working really hard to re-organizing the operations of the DSS. It was time for Chris to show the
effectiveness of the group in the best ways so the budget and planning could be improved for the
overall improvement of the organization (Hu and Liden 2015). The purpose of the new system
was to make sure that the new system could be taken positively by the clients of DSS.

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Analysis of the case
According to the critics, the organizational change has been seen as a very important
aspect for the progress of the company. It had been noted in the case that there were several
concerns in this group and the effectiveness of the group had been hampered in a huge way. In
order to remedy this, the satisfaction of the team members was indeed very important and they
had to be motivated as well. As the team did not get the proper support from the other members
of the system, it would be much important for Chris to reinvent the things for the betterment of
the situation (Hu and Liden 2015).
Motivation of the team members
In the words of the critical scholars it can be said that the motivation of the team
members to succeed in the works of the organizations. The company DSS Consulting had been
established with the purpose to provide the small district schools to provide with the proper
advice so they could deal with the difficult problems in the management. As the founder
members of the company were beginning to be less involved in the company, the staff of the
company were feeling not enough motivated to provide the best efforts to their company (Gallie
et al. 2012).
Reorganizing the structure
It is very important for all the four departments of the organization to work smoothly and
solve the several complex challenges that deals with the small district schools. This lack of
motivation among the employees had resulted in the fact that the involvement of the employees
had been lessened. The small district schools needed more concrete solutions to their complex
and diverse problems indeed. On the other hand, the involvement of the employees should be
increased to meet the demands of the clients of DSS. It was time for the management of the

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organization creates some new marketing strategies that would fit into the practice areas of the
organization. One of the biggest purposes of the organization was to provide a larger customer
base with their services (Njoroge and Yazdanifard 2014).
The appointment of Meg Cooke as the Chief Operating officer of the organization might
fancy these chances as well. If they were to serve the larger district areas they would have to
expand their services and make the proper marketing campaigns as well. The shift of the
structure of the organization could be considered as a huge change towards the future success for
the organization (Kasemsap 2018). This new strategic change within the organization would be
much important because this would divide the teams into the cross-functional teams. This would
help the organization to deliver their services in a well-organized manner. The responsibilities of
these cross-functional teams had increased and they had to maintain a fair amount of good
relationship among their customers. The teams would deliver their services to the proper
geographic regions for delivering the services in the best manners.
The leadership effects
According to the scholars, the customer-focused organizations should always deliver
their services in a way that the customer satisfaction is achieved. In order to do this, the shift to
the hybrid structure had been implemented (Kumar, Gaur and Pattnaik 2012). The good
relationships would be highly responsible for building good relationships with the school
districts and fetch more business opportunities for the DSS Consulting. The role of the
Information Technology would be highly important since they will analyze the needs and desires
of the customers properly and deliver them with the best resources for their expected solutions.
This formulation of the new strategy would be much effective only when the cross-functional
teams would act in the best manner (Bolden 2016). This sums up the fact that the organizations

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DSS Consulting should concentrate on expanding their business areas to ensure that the business
practices would develop and cater to the needs of the clients. The leadership quality of Chris
Peterson had been very much integral since the she completed the consulting projects with much
effectiveness (Clinton 2018). The teams would have to work in the different regions to ensure
that all the demands of the clients of DSS could be met. The assignments of the employees
should be restructured because the staff of DSS should be convinced to comply with the new
structure of work within the organization.
Conclusion
The report can be concluded by saying that the DSS consulting should look to implement
this new system with the purpose to make the situation better and attract a larger base of
customers towards them. However, the cross-functional teams will have to work very effectively
so they can achieve the goals of the organization. The complex assignments should be handled
by the employees tactfully the gain the interest of maximum number of customers from both
small and large district schools.
Case study questions
1.
Identification of the case issues
The case issue is related to the dissatisfaction of the customers of the DSS Consulting.
The organizing of the new structure has been the main reason for the confusion among the
employees. The working system will not be clear to them since they will not be able to make the
proper identifications about the collective knowledge about the new set of products. The lack of

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implementation of the proper integrated system has also been an important issue in this case as
well.
Identification of alternative solutions
The proper team work and the perfect training about the identifying of the products will
be an essential tool for resolving the issues. The leadership of Chris Peterson will be a very
important factor for the betterment of the system indeed. The motivation by the employees will
have to be practiced for the best outcomes indeed. The integration system will be a very
important factor to find the alternative solution. The budgeting system should be made
restructured as well.
Recommending a particular solution
To be specific, the planning and budgeting system should be designed in a better way so
the organization should not worry about the investment opportunities. It must be mentioned that
the program should be described in a detailed manner and this should be the most important way
to implement the budgeting system (Lunenburg 2012). The price of the products and services
should be done as per the economic condition and per capita income of the region.
Implementation of the recommended solution
The implementation of this budgeting system should be done by arranging effective
meetings with the important customers of the small and large district schools of the different
regions. If the customers raise some important and particular questions it will be highly
important for the organization to resolve those questions. The budget will depend on the price of
the products.

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2. Chris should have been much innovative and creative in her choices for the better outcomes. It
has to be remembered that the cross-functional teams might not be able to work properly for the
betterment of the situation. Chris should have taken the responsibility of integrating with the
other departments so the intended targets could be achieved. The group will go on to expand and
this demands for the better unity within the team (Huczynski, Buchanan and Huczynski 2013).
Chris should have approached to Meg for providing her with a better and upgraded technology
system by which she could keep the track of all the changes.
3. As a leader Meg Cooke has done extremely well as a leader and she will continue to grow as a
proper leader indeed. I have learned several things from this experience. Especially I have
learned that Meg Cook’s determination to change the structure of the organization has been
extremely important for the overall expansion of the DSS Consulting. I believe this similar kind
of situation should be handled with the utmost patience by Meg Cooke. However, she must be
congratulated for the risks she has taken to overcome the difficult situation of cross-functioning
of the teams and improper delivery of services by the employees.
Peer evaluation
Name of group
member
(including
yours)
Reasons for high or low contribution
Percentage of
contribution
(total should
be 100% of all
group
members)
Member One
He has contributed in a high manner since he has
been working in the organization for a long time now
and he understands the nature of the work very well.
35%
,Member Two 12%

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She has joined the organization just few years back
and she has not been able to contribute much to the
success of the organization. She is a slow learner
indeed.
Member Three He has been doing well for the organization and his
contribution is moderate since has improved his
skills than the past.
20%
Member Four She has not been that much expert in her work and
her team work has not been that much up to the
mark. This is why her contribution has not been that
much huge.
15%
Member Five
He has been improving over the past six months and
this is why he been able to adjust with his team and
produced a satisfactory level of contribution to the
team.
18%
Total 100%

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Reference
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of leadership and management development (pp. 143-158). Routledge.
Clinton, R., 2018. The making of a leader: Recognizing the lessons and stages of leadership
development. Tyndale House Publishers, Inc..
Gallie, D., Zhou, Y., Felstead, A. and Green, F., 2012. Teamwork, skill development and
employee welfare. British Journal of Industrial Relations, 50(1), pp.23-46.
Hu, J. and Liden, R.C., 2015. Making a difference in the teamwork: Linking team prosocial
motivation to team processes and effectiveness. Academy of Management Journal, 58(4),
pp.1102-1127.
Huczynski, A., Buchanan, D.A. and Huczynski, A.A., 2013. Organizational behaviour (p. 82).
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Jones, G.R., George, J.M. and Langton, N., 2013. Essentials of contemporary management.
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Kasemsap, K., 2018. The role of information system within enterprise architecture and their
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Kumar, V., Gaur, A.S. and Pattnaik, C., 2012. Product diversification and international
expansion of business groups. Management International Review, 52(2), pp.175-192.

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Lunenburg, F.C., 2012. Organizational structure: Mintzberg’s framework. International journal
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