Organizational Behaviors Effect University Management

20874882
MGT10BE

Introduction
This critical analysis will address how organizational behaviors have effects on universities and
the future of job satisfaction. Organization behavior is both individual and group performance
and activity in an organization. This study area examines human behavior in the work
environment and determines its impact on job structure performance, communication,
motivation, leadership, etcetera. Personality is distinguished from person to person with the
enduring pattern of cognition, emotion, and behavior (Roberts, Wood, & Caspi, 2008). In the
first section, I have explained the five dimensions related to job satisfaction. In the second
section, I will discuss my scoring and methods to self-improve in work-related performance.
The five-factor model is one highly influential model that describes the personality structure. The
FFM encloses the dimension of openness to experience, neuroticism, agreeableness,
extraversion, and conscientiousness (McCrae & Costa, 2008).
SECTION:1
Openness to experience
This trait features the characteristics of a person who is enthusiastic, courageous, independent,
creative, open-minded, and cognitive. Individuals high in this trait also have originality, a large
bird’s eye view, and enjoy differences (Costa & McCrae, 1992; Johnson & Ostendorf, 1993).
Individuals low in this trait are often much more traditional, do not like new things, and may
struggle with abstract thinking. This trait of the people will be appropriating the job that requires
creativity and a practical approach to develop new ideas and solves work-related issues.

Neuroticism
Neuroticism is an affective trait that is characterized by sadness, moodiness, grouchiness, and
emotional instability (Costa & McCrae, 1980). Individuals high in this trait tend to experience
mood swings, depression, and desolation. Those low in this trait tend to be more stable and well
prepared for the surroundings where persistent dealing with angry and unpleasant human beings
is required. (Doherty, 1997). The terms “neuroticism” and “negative effect” are interchanged by
a few scholars (Watson & Clark, 1984).) For example, neurotic individuals are most likely to
rely on practical strategies like wishful thinking and withdrawal (Connor-Smith & Flachsbart,
2007. This is because emotional stability is assessed in places that require strong social skills,
especially when dealing with angry and unpleasant individuals.
Agreeableness
This personality dimension includes traits like honesty, trust, affection, and kindness. Individuals
with this trait do not involve in conflicts, have high tolerance power, and are highly forgiving
(McCrae & Costa, 1987). While people who are low in this trait tend to be more cold-hearted,
aggressive, and suspicious.People with agreeableness qualities will have better job opportunities
as they have the appetite to build positive relationships with discourteous people and react well
to their aggressive nature.
Extraversion