Personality Profiling in Organisations: A Literature Review on its Validity for Morale Improvement

This essay explores the current literature on the validity of using personality profiling in organisations to improve morale. It examines the concept of personality profiling, its in-practice validity, and different models and approaches, particularly focusing on the DISC model. The essay discusses the benefits and limitations of personality profiling, highlighting the importance of considering alternative methods and ethical considerations. It concludes by emphasizing the need for a balanced approach to personality profiling in organisations, ensuring its responsible and effective implementation.

MGT701: Managing Organisations
Task 2 Individual Essay
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Contents
Essay..........................................................................................................................................3
References................................................................................................................................10
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Essay
Topic: Explore the current literature on the validity of using personality profiling in
organisations to improve morale.
About Personality profiling
According to Wright and Chin (2016), Personality profiling is also known as the behavioural
profiling or testing. This is basically the testing of personality using various tools and
techniques and a vast range of solutions which helps in getting the personality balance. The
features of personality which are intended to be useful in predicting and understanding the
behaviour is used in personality profiling. Personality profiling manages the different types of
personality in an organisation to improve morale. Further Wright and Chin (2016) dictated
that the personality profiling becomes a measure in the case of identifying a person with the
personal traits embedded. The personality testing or profiling helps in improving the morale
of an organisation as the employees are been motivated on the basis of their personality traits.
As per the words of Verhoeven et. al. (2016), the companies and organisations use the
personality profiling in the organisations to improve morale. This is because this method
helps in understanding the personality traits and skills of the employees to provide morale-
boosting to the employees accordingly. The personality profiling is measured with the
different model and the models which are mostly used and commonly known to the
organisations is the DISC model. The further discussion over it provides a clear concept of
this model. The DISC model is effective in understanding and gaining the different
personalities and this will be effective in creating the proper understanding (Verhoeven, et.
al., 2016). The personality testing or profiling helps in improving the morale of an
organisation as the employees are been motivated on the basis of their personality traits.
The in-practice validity of Personality Profiling
In the discussion with Buraya et. al. (2017), The provided information on personality
profiling is basically the study of its validity in organisations to improve its morale. The
personality profiling is concerned with the traits which define the personality of a person and
not behaviour. There is a difference between both of the terms. The personality contains the
behaviour of a person but behaviour does not define the personality. Personality profiling or
testing measures the assertiveness, self-control, decisiveness, caution and other. Personality
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profiling is determined as a specific and interesting tool which helps in motivation and
boosting morale among the employees of an organisation which helps in understanding the
person act in the ways they do. This personality profiling also helps in motivating and taking
new challenging tasks. Buraya et. al. (2017), further provided that the employees and their
behaviour or actions in reacting towards the situations and in selecting the best individuals for
particular tasks or roles are the part of personality proofing.
As per the opinion of Flekova and Gurevych, (2015), the benefits of personality profiling
provides that the employees can be boosted and effectively improve morale with the help of
personality profiling as the organisation can make the strategies and planning according to
the people. The employees can be motivated and boosted morale with the help of various
personality testing. The benefits or the advantages of the personality profiling are not just
theoretical benefits but these are used in practice in an organisation.
The personality profiling in the organisation is used in a various manner. There are different
ways in which the personality profiling is done in an organisation (Flekova and Gurevych,
2015). These ways provide the essence of getting the behaviours and [personality traits of a
person effectively. The personality traits and behaviour of a person helps the organisation in
planning and providing the tasks and duties which are most suited to their personality. The
personality profiling is basically used in various functions and activities of an organisation
which includes recruitment, assessment, Cultural integration, redeployment, career
development etc. Flekova and Gurevych, (2015), also concluded that these activities provide
the personality traits and different functions which determines the personal traits of a person.
The organisation's management becomes an easy task if the personality profiling is done as
this helps in providing the effectiveness and easiness to the task of training, boosting morale
and motivation to the employees.
Models and Approaches of Personality profiling
Yunus et. al. (2018), stated that the personality profiling is an important concept in an
organisation for improving the morale of an organisation among the employees. This directly
impacts on the performance of the people or employees. The personality profiling initiates the
effective working and improvement in the performance of the organisation. This is because of
the proper analysed and examined the way of a personality of a person. The different types of
profiling personality are the different models to describe the way a person works. The very
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important and commonly used model of personality profiling is Axiom’s Discus Profiler.
This model is named as DISC Model which is specifically designed for the business use.
Yunus et. al. (2018), continued that the organisations use DISC model in planning the
personality profiling. The personality determines the different approaches which are-
Behavioural approach- The behavioural approach is basically method or technique which
focuses on observing and describing the behaviours instead of being based on psychological
theory.
Continuous approach- Thee continuous approach provides that the focus of the theory or
model is not to split the employees of the company in different categories but it identifies the
common traits and personality behavioural aspects of a person which helps in personality
profiling.
Specific approach- According to the third approach, this model does not try to focus on
every aspect of the personality but it focuses on the various features which are important in
the business setting.
The above-explained approaches of personality profiling of DISC model by Yunus et. al.
(2018), provides that there are some basic aspects of the personality which are measured in
the DISC model to match the effective and efficient working of a person with their traits or
skills. The ability to work effectively comes from the room of personality in a person as an
employee.
Further Yunus et. al. (2018) continues saying that personality profiling is referred as a
psychometric or psychological testing or profiling in which the person personality in the
different situation is analysed. It is not on the basis of intelligence or the ability but on the
basis of behaviour. The personality profiling can be done by a person with the use of proper
tool or profiler. This helps in attaining the behavioural aspect of a person or individual in the
manner to attain the personality traits of a person. The personality test and questionnaire are
used by the people in main training the profile and managing the operations (Yunus, et. al.,
2018). The personality profiling increases the nowadays working in an effective manner.
DISC Model
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Various studies determine that the most common and effective method or model of using the
personality profiling in the company is DISC model. This model is effective as well as easy
to understand. According to Celli et. al. (2017), the model provides the different approaches
which provide the concept of personality and what this model looks at. This test is free in
every organisation and it helps in determining the DISC type of personality and profile
quickly. There are certain DISC factors which are Dominance, Influence, Steadiness, and
Compliance. These factors provide an insight to the behaviour with others and in an
organisation. Celli (2017), also determined that the DISC personality test is done in an
organisation in the various activities of an organisation namely recruitment, team
management, coaching, organisational functional management etc. These actives of an
organisation need to be properly executed for the behavioural and personality test of a person
working in an organisation is important.
The designed online DISC model test is provided in an organisation to the people or
employees. This is designed for calculating the person DISC profile based on the typical
behaviour of a person on daily basis. There is a form or a Questionnaire layout which has to
be ticked on the basis of yes and no options (Ellis, 2017). This test is easy and quick for the
people and provides the personality traits of a person DISC personality profiling method is
simple to be used in an organisation and process is quickly completed. This helps in saving
cost and time of an organisation.
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Figure- 1
Source- (Ellis, 2017)
The DISC model provides effective factors or personality traits which determine the
personality of a person. This is personality profiling which helps the individuals and
companies in profiling the personality traits of a person in his / her profile. There are some
personality traits which must be discussed and understood by the organisation.
The dominance provides the personality traits of a person including Direct, Decisive, Doer,
Domineering, and Demanding.
Influential personality individual determines the personality trait of being Inspirational,
Interactive, Interesting, Impulsive, and Irritating (Ellis, 2017).
Steadiness personality of a person provides the following traits which are Stable, Supportive,
Sincere, Slow, and Sensitive.
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The feature of compliance individual is determined by following personality traits which are
Cautious, Careful, Conscientious, Calculating, and Condescending.
The validity of Personality profiling
In the discussion with De Vries (2017), it has been understood that the overall DISC model is
effective in understanding the personality profiling for an organisation. The different
personality traits provided are effective and understanding. The different options which are
available to the organisation effectively attend in this model. The model which provides an
effective understanding of the personality traits of a person is provided under the DISC
model. The use of an effective management of organisations provides the path with the help
of DISC model. This helps in attaining the behavioural aspect of a person or individual in the
manner to attain the personality traits of a person. The different types of profiling personality
are the different models to describe the way a person works. Further De Vries (2017),
provided that the feature of personality which is intended to be useful in predicting and
understanding the behaviour is used in personality profiling. This is because this method
helps in understanding the personality traits and skills of the employees to provide morale-
boosting to the employees accordingly.
From the above-discussed personality profiling concept, the clarity on the basis of its
structure and effectiveness comes through the mind clearly. This concept of personality
profiling helps in understanding the individuals and their behaviour in a different situation in
the company. While working with the different backgrounds, values and behaviour of people
there is a need to understand people. The personality traits and behaviour is needed to be
understood by the companies. For the same, the use of DISC model in an organisation comes
as an effective emergence of all the personality traits. The personality profiling model is used
in various organisations and the practical impact of this model has been resulted positive. But
there is always a method to the organisation which makes the effective use of models. The
overall management of the company and Human Resource manager of the organisation must
consider that-
 There is another method which must be considered for a testing personality such as
NEO-PI-R facets.
 The personality improvement of a person could be considered by the human resource
manager.
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 The personality traits must be used at regular intervals of time in an organisation.
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References
 Buraya, K., Farseev, A., Filchenkov, A. and Chua, T.S., 2017. Towards User
Personality Profiling from Multiple Social Networks. In AAAI (pp. 4909-4910).
 Celli, F., Massani, P.Z. and Lepri, B., 2017, October. Profilio: Psychometric Profiling
to Boost Social Media Advertising. In Proceedings of the 2017 ACM on Multimedia
Conference (pp. 546-550). ACM.
 De Vries, F., 2017. Personality profiling and project success factors: a study in the
transportation and operations department of an organisation (Doctoral dissertation,
University of Cape Town).
 Ellis, R.S., 2017. The Transformation to Open-Heart Skills and Mindfulness in
Healthcare Using the INTOUCH Model. Handbook of Personal and Organizational
Transformation, pp.1-26.
 Flekova, L. and Gurevych, I., 2015. Personality profiling of fictional characters using
sense-level links between lexical resources. In Proceedings of the 2015 Conference on
Empirical Methods in Natural Language Processing (pp. 1805-1816).
 Verhoeven, B., Daelemans, W. and Plank, B., 2016, July. TwiSty: A Multilingual
Twitter Stylometry Corpus for Gender and Personality Profiling. In LREC.
 Wright, W.R. and Chin, D.N., 2016. Personality Profiling from Text: Language
Features Tied to Personality across Corpora. In UMAP (Extended Proceedings).
 Yunus, A.R., Hassan, S.N.S., Kamarudin, M.F., Majid, I.A. and Saufi, N.S.M., 2018.
INTEGRATED PERSONALITY PROFILING FOR ACADEMIC PERFORMANCE.
In 5th INTERNATIONAL CONFERENCE ON RESEARCH IN ISLAMIC
EDUCATION AND ARABIC LANGUAGE 2018 (ICRIALE 2018) (p. 822).
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