Organisational Behaviour: Leadership and Personality Analysis Report

This report delves into the realm of organisational behaviour, employing the Big Five personality test to analyse individual traits and their implications for leadership and team management. The report begins with an introduction to organisational behaviour, followed by an explanation of the Big Five personality model. The core of the report involves an analysis of the student's personality profile based on the test results, assessing the impact of these traits on their leadership capabilities, and the effectiveness in leading a team. The analysis includes open-mindedness, conscientiousness, extraversion, agreeableness, and neuroticism. The report further explores how these personality dimensions affect leadership effectiveness within an organisational setting. The student then identifies areas for personal development and improvement, specifically focusing on enhancing traits that will improve leadership skills. The report concludes with a summary of findings and a reference list.

Running head: ORGANISATIONAL BEHAVIOUR
Organisational Behaviour
Individual Assignment
Name of the student:
Name of the university:
Author’s note:

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Table of Contents
Introduction......................................................................................................................................2
Big-Five personality test..................................................................................................................2
Analysing personality profile from management leadership perspective........................................3
Effectiveness in leading affected by personality profile..................................................................5
Changes and improvement in personality........................................................................................7
Conclusion.......................................................................................................................................8
Reference List................................................................................................................................10
Appendix........................................................................................................................................12

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Introduction
Organisational behaviour can be defined as a systematic analysis of human behaviour,
performance and attitudes within organizational premises. Organisational behaviour can be
studied through the set of methods, theories and individual perceptions. Consequently, human
perception needs to understand with specific disciplines, human’s ways of thinking,
multidisciplinary, humanistic orientation, performance orientation and external environment.
This study focuses on mainly Big Five Personality test and its implication on individual’s
behaviour with assumptions of individual’s feelings, goals and attitudes. In this essay, I have
taken an analysis of Big Five personality test and its implication of my management practices
and developing a team within an organizational setting. In the first of the essay, the essay will
recognise the characteristic dimensions of mine according to Big Five personality test. It will
then assert about my characteristics in leading a team and lastly, the essay will focus on the
characteristics that are needed to change in future.
Big-Five personality test
Big Five personality trait is based on the concept of Lewis Goldberg and this concept was
taken in shape in the year 1990. This concept is considered as one of the best methods for
calculating the personality and psychology of human beings. This model provides accurate and
right scale in the personality of human beings. There are five key dimensions in this personality
test. Openness can be considered as intellect with creativity that may lead to the knowledge of
getting new experiences. Conscientiousness is about human’s perception about organized and
making plans in everything. The third is about extraversion or introversion that calculates the
sociability of an individual (Leutner, 2014). Many people face an issue in communicating and

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making friends in the social sphere. Agreeableness is about consideration in making a
compromise in public. In addition, the last trait is about natural reactions in emotional stability
that considers as neuroticism and it is about the emotional reaction in a stress situation.
Analysing personality profile from management leadership perspective
There are some important features of my personality that may impact in negative terms in
my career and my objectives. There are many types of research occurred in understanding the
personality of individuals, however, OCEAN is one of the accurate tools to understand the
people. I have undertaken the Big Five personality test and the result came with defining
personality.
Open-mindedness:
Open-mindedness is about open with new experiences in every situation in life. Having
open-minded means to be creative, original and curious about complex ideas make a person
open-minded (Kluemper, 2015). However, low score means to be conventional about everything.
I scored low in open-mindedness as it shows that I am down-to-earth and not very creative. My
percentile in this sphere is 53 that show that I need to develop the open-mindedness and
broadening my interest in every unexplored sphere. I want to be in management sector in future
that means I need to explore many sides of team building quality. Team management is not easy
as it is dealt with various spheres of individuals. In recent time, business competition is huge and
organisation is trying to meet the customers’ expectation and it has been critical to building a
team within an organisation with the multidisciplinary concept (De Jong, 2016). Teamwork
means trust, success and leadership; however, I need to have the skills in team working with
broadening my mind and exploring different traits of human personality with motivating them.

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Conscientiousness:
Conscientiousness means the person takes care in work and life and the person is
organised. I scored 83 in this section and that shows I am organized in some of my spheres and
dependable in work. Scoring high in conscientiousness can mean that the person is reliable,
organized, careful and self-disciplined (Judge, 2015). This percentage brings the significance that
I tend to do the work not haphazardly but rationally. From the childhood, I have had this
personality of doing things thinking rationally. I need to build a personality in managing the team
in an organisation where I can take decision calmly and reliable way. Moreover, in managing the
team, I would like to prepare and engage the team members in engaging debates with new ideas.
I need to understand the team issues well before taking any decision. Managing human resources
and organizational culture needs accurate decision-making ability of human beings.
Extraversion:
Extraversion score high that means a person is friendly, sociable, talkative and fun
loving. Scoring low in this section means the person is quiet, reserved, inhibited and introvert. I
scored 98 in this section and it shows that I am an extrovert person with excellent
communication. I love to communicate people with outgoing mentality. I am energetic in
everything and like to be social. However, being extroverted nature brings success in managing
team and identifies the issues in team management. An organisation may have different
employees with different mental-set up, having the conversation with them can solve some of the
issues.
Agreeableness:

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High scoring in agreeableness means the person is matured, sympathetic and courteous
and forgiving in nature, whereas, low score in this section brings the significance that the person
is harsh, rude and callous in some of the allocated duties (Babnik, 2014). I scored 63 in this
section and it brings the significance that I have an inclination in considering others’ feelings as
well. It can be considered as the good sign in managing a team, sympathy towards team members
can help in building a loyal team. As I score almost fifty percent in this section, I am rude and
unsympathetic in some ways. That brings an inclination in autocratic leadership style in leading a
team.
Negative emotionality (Neurocriticism):
High score in this section tends to make a person high strung, worrying and insecure in
some of the things and low score signifies that the person is relaxed, secure and calm in the
difficult situation. In this scenario, I scored 14 and it provides importance that I can remain hardy
and calm even if the situation gets worse. In managing a team and organisation through
leadership, it is an important criterion that a person should remain calm in difficult situation (Ng,
2015). It depends on the natural reaction and emotional stability in some of the spheres of life.
(Refer to Appendix for Big Five test scored)
Effectiveness in leading affected by personality profile
Effective team leading is needed in managing an organisation and in analyzing a team’s
need, it is very important to have team leading personality. An organisation sets it strategies in
meeting the objectives and a team helps to achieve them. However, team leader needs to set the
vision of a team with values and short-term objectives.

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Open-mindedness quality is very important for a leader and it helps the team leader to
explore new things in organisation and team. I as a leader in future will seek new experiences in
every aspect of management and team leading. I will try to engage my team members to have
plans to check their developments in completing the project and guide them accordingly. I can
arrange meetings for the planning and progress. The main objective of scientific management is
economic efficiency and it can bring labour productivity (Cocia, 2014). This scientific
management theory of Taylor has discussed competition and complementary ideas. Scientific
management deals with the different approaches that help in bringing large scale compatibility.
In my workplace, I want o synthesis workflows through using of scientific management. In
addition to this, I once managed a team in my college life in organizing a programme when my
openness helped the entire team to evaluate dimensions of personality and imaginative insights
to team members. I tried to encourage culture and values in my team members.
Moreover, a team leader must be conscientious and organized in making any decision for
a team and organisation (Schnackenberg, 2016). I want to be a person whom one can rely on as I
am self-disciplined in my work. However, we people are social species and managing and
selecting right team is one of the hardest things to do. Like other self-organized people, I am also
an honest man who likes to be honest in work and quality of deliverables. I believe in actions and
my leadership qualities started from my school life when I used to be a monitor in my class.
Effective leadership starts with the trust and motivation that the leaders provide to their team
members and honest interaction is needed (Seechi, 2015).
Additionally, in managing a team within an organizational setting, decisiveness is
important as decision choices make a good leader in critical situation. I am confident in my work
and in my decisions that can help my team and the organisation in achieving the desired

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objectives. I shared fearless loyalty towards my team leader when I was in a team in my summer
internship in an organisation. I listened carefully what my team leader asserted and I did it with
compassionate way. During that time, team leading qualities grew within me. Max Weber
developed a theory of bureaucracy. Bureaucracy is related to the division of labour, defined
hierarchy, set of regulations and rules with an impersonal relationship within an organisation
(Grachev, 2013). In relation to this, I would like to break the tasks for my team in a well-defined
way with routine based system. In managing a team well, it is needed that subordinates must be
controlled by their immediate supervisor. My past performances within a team and my future
perspective about a team lie on the concept of rationality, impersonality, predictability and
technical competence.
Changes and improvement in personality
In conducting Big Five Test, I understood my personality or traits in characters that
would help me in managing a team in an organisation; moreover, I have some drawbacks in my
characters that may become hindrance in achieving my dream.
First of all, I do not like to seek new experiences, however, it is very important to seek
new experiences in professional life and take some risks. If I have to be open, original, daring
and imaginative, then I have to build up my qualities that would help in leading a team in an
organisation. I have to build up my confidence in work and I need to be confident in my work.
Confidence comes from the trust on oneself and I have to be secure in my decisions when I put a
decision on my teams. In acquiring confidence, I need to know my team members well with
reading new motivational books. Knowledge of work can bring confidence and make assurance

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that team members respect the leaders. A respectful team leader must empower and encourage
the team members to do the right work.
Secondly, Agreeable persons remain happy as they always avoid negative people and
experiences in life. I would like to engage myself in prosocial behaviour and for this; I need to
enhance my communication skills as clear communication helps the team members to do the
project well within the organisation. Sometimes, I tend to be harsh and rude towards my team
members in case they do any mistake. In this situation, I need to be calm and sympathetic having
a sense of maturity. A clear communication can build an understanding among all the members
with listening quality. In addition, organisation skill is important for me as it can bring optimum
performance from the team. Listening, increasing body language, talk specific ways, writing the
important notes and thinking capability are some of the important facts in this sphere.
Thirdly, team leaders must be hardworking, energetic and ambitious in handling a team
within an organisation. The team leaders or team members must plan the work in advance that
would bring professional success. I want to be reliable for my team and in this sense; I need to
learn delegation as sharing a task to the correct member's help team to flourish. I need to learn
about negotiation as negotiation quality helps to resolve the workplace conflict and increase
decision-making practices.
Conclusion
Big five personality traits are important in understanding the components in personality
to drive the team members' behaviour. Big five personality test provides the informational data
about oneself that would analyse the management and work within an organizational setting. In
my case, I undertook test and the result was surprising that I possess significant qualities of a

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team leading and managing the employees within an organisation. My extrovert character, my
self-organised trait and sympathy towards other may lead to being a successful team leader to
achieve my dream. However, I lack some qualities that a team leader must possess and I have
drawn some loopholes within me and would try to achieve these in near future.

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Reference List
Babnik, K. B. (2014). The mission statement: organisational culture perspective. Industrial
Management & Data Systems , 612-627.
Cocia, M. (2014). Structure and organisational behaviour of public research institutions under
unstable growth of human resources. International Journal of Services Technology and
Management, , 251-266.
De Jong, B. A. (2016). Trust and team performance: A meta-analysis of main effects,
moderators, and covariates. . Journal of Applied Psychology, , 1134.
Grachev, M. &. (2013). Historic horizons of Frederick Taylor's scientific management. Journal
of Management History , 19 (4), 512-527.
Judge, T. A. (2015). The person–situation debate revisited: Effect of situation strength and trait
activation on the validity of the Big Five personality traits in predicting job performance.
Academy of Management Journal , 1149-1179.
Kluemper, D. H. (2015). Acquaintance ratings of the Big Five personality traits: Incremental
validity beyond and interactive effects with self-reports in the prediction of workplace
deviance. . Journal of Applied Psychology , 237.
Leutner, F. A.-P. (2014). The relationship between the entrepreneurial personality and the Big
Five personality traits. . Personality and individual differences, , 58-63.
Ng, E. S. (2015). Individuals, Teams, and Organizational Benefits of Managing Diversity. . The
Oxford Handbook of Diversity in Organizations, , 235.

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Schnackenberg, A. K. (2016). Organizational transparency: A new perspective on managing trust
in organization-stakeholder relationships. Journal of Management, , 1784-1810.
Seechi, D. (2015). A case for agent-based models in organizational behavior and team research. .
Team Performance Management , 37-50.