MGT2OBE Assessment: Personality and Organizational Behavior Essay

This essay delves into the critical relationship between personality and organizational behavior. It begins by highlighting the significance of understanding human behavior within organizations, emphasizing the role of organizational behavior studies in assessing employee perceptions and decision-making processes. The essay then provides a detailed analysis of the "Big Five" personality dimensions: extroversion, agreeableness, conscientiousness, neuroticism, and openness, illustrating how these traits manifest in the workplace and influence individual and team dynamics. Furthermore, the essay explores practical applications of the Big Five model, presenting two scenarios where managers can leverage this theory to shape employee behavior, such as enhancing motivation, developing effective teams, and improving job satisfaction. The essay concludes by summarizing the key insights and reinforcing the importance of personality assessment in fostering a productive and harmonious work environment. The essay follows the guidelines of the assignment brief provided by the university, including an introduction, critical analysis, practical application, and conclusion, along with proper APA 6 referencing.

Running head: PERSONALITY AND ORGANIZATIONAL BEHAVIOR
Personality and Organizational Behavior
Name of the Student:
Name of University:
Author Note

1
PERSONALITY AND ORGANIZATIONAL BEHAVIOR
Introduction
The most important asset of any organization comprises of the people associated with it.
People from different backgrounds such as culture, community, class and so on, come together in
order to collectively aim towards the goal. The Organizational Behaviors re studied extensively
which help in understanding why and how people behave in the certain way which they do. The
study helps in assessing how people perceive decisions and other people in the same workplace.
This also helps in developing strategies and bring changes whenever required, in the
organizational framework. With the knowledge of how people behave and why they do so, help
all employees and managers to discuss and address the problems which exist. Realistically, the
understanding will help in eradicating changes of disputes during organizational events. People
who are involved will be also at aligning the objectives in all people involved in the change.
Discussion
There are topics of areas and components which raises much debate. These also include
leader behavior, perceptions, communication, change processes, power and motivation.
Organizational behavior helps in understanding what elongates towards fights and ugly
confrontation. The company concerns itself to reduce and manage work stress. The organizations
show that behavior has got direct link with performance (Tasselli, Kilduff & Landis, 2018).
When these parameters will meet, they will eventually be coordinated about performance and
behavior, they must be addressed.
The management develops action plan for the company. These usually intends to
organize every employee who have contributed and featured for all the people involved,

2
PERSONALITY AND ORGANIZATIONAL BEHAVIOR
structuring the plans, setting communication strategies, a leader who is able to show the path and
assemble all the employee associated with them (Pentland & Hærem, 2015). It is also necessary
to align vision with dreams and, therefore be able to lead a company towards effective and
significant changes. The changes help in proper means of communication, regulation within the
organization and correcting the ways which go wrong.
There can be several theories which help in understanding how behavior effect in the
business operation and structure. It is very important to be adaptive in nature and address broad
challenges in an organization. The companies are moving towards a more heterogeneous work
environment. People of different community, gender, race, ethnicity and culture come together to
function towards accomplishing the common goal of the organization (Wechsler et al., 2018).
Therefore, the people coming together to work towards a common purpose should also be
respectable towards other and be inclusive in nature. An organization can only succeed by
understanding the value of culture and diversity. Preserving diversity in the workforce will help
in retaining the best talents and be more effective as an organization.
The Big Five Personality Dimensions
According to the Big Five Model of personality, we can understand that different people
exhibit different traits while interacting with others. The approach a person will have towards
another person varies. No two people have the same reaction to situations and people (Dipboye,
2016). However, these can be assessed and help in order to develop understanding regarding the
responses of people in an organization which contribute to the Organizational Behavior Theory.
 Extroversion

3
PERSONALITY AND ORGANIZATIONAL BEHAVIOR
This is characterized by social behavior which is confident in nature and mostly show
traits of over excitedness and enthusiasm. These people like the idea of being the center of
attraction wherever they go (Musringudin, Akbar & Karnati, 2017). These people often tend
to be talkative and seek attention of others as they open up and interact with others on their
own, mostly. This helps them build newer connections with people easily. However, these
people most of the time, tend to be more concerned about their own interest rather than of
oneself.
 Agreeableness
It often happen that people do not cooperate with others while working together
and aiming towards accomplishing the common goal. This is assessed on the basis of
people’s ability to cooperate with others who are involved in doing the same job. These
people who are able to be cooperative and friendly are often liked by others (Lăzăroiu
2015). People who are agile are able to build trust more easily as compared to others.
Instead of being just concerned about the things which might interest them only, these
people agree on things which might benefit everyone involved and not them exclusively
(Vasu, Stewart & Garson, 2017). A person who is agreeable is more likely to be able to
accepted and professionally successful.
 Conscientiousness
Contentiousness help in behaving in a more goal oriented manner. These people
tend to maintain near and tidiness. Conscientiousness is far more organized and the
people are most concerned about their goals and aspirations. These people make it to see
success only after great hard work (Borghuis et al., 2017). Also that these person only
measure his/her life and its decisions based on achievements and success. These people

4
PERSONALITY AND ORGANIZATIONAL BEHAVIOR
tend to be impulsive and the study suggests that miss out on considering the
consequences linked to a situation.
 Neuroticism
People who are characterized by having neuroticism tend to be more anxious
about situations and problems. These people tend to be highly sensitive and overthink the
consequences of a situation. The negative aspects linked to the particular problem or
situation will be on their mind repetitively rather than focusing on the good (Osland,
Devine & Turner, 2015). This can hamper someone’s professional life in an organization
as they tend to be anxious rather than staying calm in times of crisis. Handling stressful
situations makes a person more agile, whereas, Neuroticism often limit a person’s ability
to deal with them.
 Openness
These people believe in the context of change and how we tend to be willing to
try out newer activities and gather about them. People often have unconventional ideas
and it is very important that there are no assumptions made. Low levels of openness tend
to make people draw a framework for their functioning. However a person who often gets
misjudged for their actions or for being open to changes and opinions. This often leads to
unfavorable situations within an organization.
Conclusion
Categorization of people and their traits help in evaluating organizational diversity and
growth of the company. The five factor of personality will help the organization to manage and
regulate disputes which rise from indifference and conflicting opinions. Organizations will be

5
PERSONALITY AND ORGANIZATIONAL BEHAVIOR
able to regulate such conditions and actions done by the people which only does nothing apart
from pulling them backwards.

6
PERSONALITY AND ORGANIZATIONAL BEHAVIOR
References
Borghuis, J., Denissen, J. J., Oberski, D., Sijtsma, K., Meeus, W. H., Branje, S., ... & Bleidorn,
W. (2017). Big Five personality stability, change, and codevelopment across adolescence
and early adulthood. Journal of Personality and Social Psychology, 113(4), 641.
Dipboye, R. (2016). Exploring industrial & organizational psychology: Work & organizational
behavior. Exploring Industrial & Organizational Behavior, First Edition, Sattvic
Publishing.
Lăzăroiu, G. (2015). Work motivation and organizational behavior. Contemporary Readings in
Law and Social Justice, 7(2), 66-75.
Musringudin, M., Akbar, M., & Karnati, N. (2017). The effect of organizational justice, job
satisfaction, and organizational commitment on organizational citizenship behavior
(OCB). (Musringudin , Osland, J., Devine, K., & Turner, M. (2015). Organizational
behavior. Wiley Encyclopedia of Management, 1-5.
Pentland, B. T., & Hærem, T. (2015). Organizational routines as patterns of action: Implications
for organizational behavior. Annu. Rev. Organ. Psychol. Organ. Behav., 2(1), 465-487.
Tasselli, S., Kilduff, M., & Landis, B. (2018). Personality change: implications for
organizational behavior. Academy of Management Annals, 12(2), 467-493.
Vasu, M. L., Stewart, D. W., & Garson, G. D. (2017). Organizational Behavior and Public
Management, Revised and Expanded. Routledge.

7
PERSONALITY AND ORGANIZATIONAL BEHAVIOR
Wechsler, S. M., Benson, N., Machado, W. D. L., Bachert, C. M. A., & Gums, E. F. (2018).
Adult temperament styles: a network analysis of their relationships with the Big Five
Personality Model. Eur. J. Educ. Psychol, 11, 61-75.