Organisational Behaviour: Impact of Individual Differences, Motivation Theories and Group Participation

This report discusses the concepts related to impact of individual difference, content and process theories of motivation and participation of group teams in building effective skills. It assesses own personality traits and attributes in terms of them having a positive or negative effect on company performance and management approaches. It also highlights the importance and value of perception and personality for effective relationship and how it contributes towards the growth of the organisations. The report concludes with references from books and journals.

Organisational
behaviour

INTRODUCTION
Organisational behaviour refers to the study of how individual interact within the
boundaries of the business. Organisational behaviour involves the study of areas related to
increasing job satisfaction, encouraging leadership, promoting innovation and enhancing job
performance. Organisation consist diversity among the members of the organisation and it
crucial for managers to analyse the behaviour of them. Unilever is the largest consumer good
company of UK. It was established in 1929. company deals in wide ranges of goods which
includes the food items, personal and beauty care products. In this report there will be discussion
about the concepts related to impact of individual difference, content and process theories of
motivation and participation of group teams in building effective skills.
MAIN BODY
TASK
P1 Assess own personality traits and attributes in terms of them having a positive or negative
effect on company performance and management approaches
Personality traits refers to the characteristics that defines the individual thoughts,
behaviour and feelings. Basically, there are five types of personality traits which are described
below:
Openness- This shows the features of the individual related to insights and imagination
power. In context of Unilever, store manager have these types of personality traits in them. They
brings creativity and tackle the situations easily because of high imagination skills.
Conscientiousness- It refers to the effective thoughts and goal oriented behaviours of the
individual. Unilever managers formulates plans, complete tasks before deadlines and analyse the
situations in depth.
Extraversion- It refers to the talkativeness, sociability and highly expressive. Unilever
managers interact with employees and outside the boundaries of the organisation.
Agreeableness- It refers to the affection, kindness and social behaviour. Unilever
managers helps the employees in solving their problems by providing them safety and security
benefits.

Neuroticism- It involves the emotional instability and moodiness. Unilever managers do
not follow such type of traits because it can create a negative impact on employees.
P2 Importance and value of perception and personality for effective relationship
Personality and perception enables the person to act in a certain situation. They both
requires at every level of the managerial functions. It is necessary for the managers to have good
perceptions and personality for effective team management. It helps the managers to maintain the
relation with subordinates by following proper communication and coordination in organisation.
The openness personality enables the managers to bring innovation and creative ideas in the
working of the organisation. This will contributes towards the growth of the organisations.
Unilever managers have good personality traits and positive perception towards their employees
which helps them to have good relation with subordinates. Extraversion personality helps the
managers to build their social relation outside the boundaries of the organisation. It involves the
relation with suppliers, traders, customers and other firms. Managers and leaders with good
personality and perceptions can give their efforts towards attaining the organisational vision and
mission. It enables the leaders to influence the behaviour of other people in the organisation in
order to bring effectiveness in the working of the organisation.

CONCLUSION

REFERENCES:
Books and Journals