Organisational Behaviour: Exploring Personality Dimensions

This essay delves into the realm of organizational behavior, specifically focusing on the concept of personality and its impact within a professional setting. The essay begins by introducing the core principles of organizational behavior theory, emphasizing how it aids in understanding human conduct in diverse work environments. It then pivots to a detailed discussion of personality, highlighting its significance in shaping individual interactions and reactions. The paper then explores the "Big Five" personality dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Each dimension is carefully defined, and practical examples are provided to illustrate how these traits manifest in the workplace. The essay further analyzes how these personality dimensions contribute to self-improvement and improved work performance, including enhanced workplace behavior and leadership skills. The essay concludes by summarizing the key insights, underscoring the importance of the Big Five dimensions for HR professionals and individuals seeking to enhance their self-assessment and overall performance.

Running Head: PERSONALITY IN ORGANISATIONAL BEHAVIOR
PERSONALITY IN ORGANISATIONAL BEHAVIOR
Name of the Student
Name of the University
Author Note

1PERSONALITY IN ORGANISATIONAL BEHAVIOR
Introduction
This assignment will focus on the personality traits of organisational behaviour
theory. The paper has discussed on the concept of big-five personality dimensions of
organisational behaviour theory. The contribution of personality dimensions towards an
individual self-improvement skills are also discussed in this paper. The main objective of this
paper is to analyse the personality attributes of an individual.
Discussion
Organisational Behavior theory
Organisational behaviour theory helps to study the behaviour of human resources in
an organisational environment. This is studied to understand the behaviour of diverse
working environment. Different individual have different behaviour in terms of attitude,
personality, ethics and belief.
Personality
Personality is the different ways in which an individual interacts & reacts with other
individuals. Personality includes the various traits like aggressiveness, ambitious, loyal, shy
and lazy an individual exhibits. Personality is the most important factor that indicates the
behaviour of an individual (Deesilatham & Hosany, 2018). Organisational behaviour theory
of personality determines the required behaviour of an individual towards other individual in
the workplace.
The big-five personality traits
This theory is mostly used by the Human Resource Managers to help the employees
in the workplace. These are known as big-five personality dimensions that are considered as

2PERSONALITY IN ORGANISATIONAL BEHAVIOR
the underlying traits an individual should have within their overall personality. The big-five
personality dimensions includes the following traits:
1. Openness- These are those individual who are always exposed to learn new
experiences & new things. They are always opened to learn new things. For this, an
individual must have the traits of imaginative & insightful and should have interests
to do a particular thing (McShane et al., 2018). This type of traits mainly indicates
how an individual is challenging and open-minded.
Example: This type of traits in an employee will allow them to make innovations and
do research on new things. They are always involved in taking challenging responsibility of
the work.
2. Conscientiousness- These type of individual are always prompt & reliable in their
work. For exhibiting this feature, an individual must have the traits of being methodic,
thorough & organised. This type of traits indicates to what extend an individual is
organised and self-disciplined.
Example- This type of employees are well organised in their work. They plan their
deadlines and do their work accordingly.
3. Extraversion- An extraversion individual is always energetic, assertive and talkative.
This type of traits indicates how much social & out-going an individual exhibits in
themselves (Alabdulhadi, Schyns & Staudigl, 2017).
Example: This type of individual are more comfortable to work in groups and meet
with new people. They are more interested with social gathering & are full energy.
4. Agreeableness- This type of individual are very friendly, compassionate &
cooperative. An individual with this of personality should be kind, sympathetic and

3PERSONALITY IN ORGANISATIONAL BEHAVIOR
affectionate. This type of traits indicates how friendly & tactful and individual
exhibits (Moeslein, 2011).
Examples: This type of employees performs well in their job by doing good customer
service and performs well along with their team members.
5. Neuroticism- This is related to emotional stability and negative emotions. This type of
people will be able to gain emotional stability. They may also be moody and tense.
This type of traits an individual’s ability to be stable and balanced.
Examples: This type of traits is seen in business insiders. They generally focused for
their own sustained periods of time.
Big- five personality traits on performance improvement areas
Big- five personality traits helps in enhancing the self-improvement skills and
improve the work performance. Some of these are:
(a) Enhance the workplace behaviour- Neuroticism quality of personality includes an
individual with emotional stability. This type of employees can properly deal with
their workplace demands. They can deal with work pressure, organisational change
and various other changes in the organisation. This includes higher level of job
satisfaction in the workplace (Such & Mutrie, 2017). The employees can adapt
themselves in any kind of organisational change due to change in the environment.
This will improve the individual performance and the person can learn more on new
environmental changes. They can be more focused towards their job roles and
responsibilities and hence, can contribute themselves towards the organisational
performance.
(b) Build a strong leadership skills- Extroverts dimensions of personality includes those
traits of an individual who are always energetic, assertive and talkative. This type of

4PERSONALITY IN ORGANISATIONAL BEHAVIOR
employees are always ready to take charge of any kind of situations. They always
enjoy to deal with social situations. Hence, they contribute more towards leadership
quality. This type of individual always wants center of attraction and are more bold &
talkative. This type of individual experience a positive emotions towards their job
responsibilities (Singh et al., 2016). This type of trait is the most important attribute in
leaders. Individuals with extroverted skills have the tendency to behave in a bold and
aggressive manner and are more prone towards their own capabilities. Hence, they
are more focused towards their job and contributes towards the organisational
performance.
Conclusion
Therefore, it can be concluded that Organisational behaviour theory of personality
that indicates the behaviour of an individual. The big-five personality dimensions helps the
HR professionals of an organisation to place their employee within the job positions. It also
helps an individual to improve their self-assessment skills and contribute towards the
organisational performance. Neuroticism quality of personality includes an individual with
emotional stability. This type of employees can properly deal with their workplace demands.
They can deal with work pressure, organisational change and various other changes in the
organisation. They can be more focused towards their job roles and responsibilities and
hence, can contribute themselves towards the organisational performance. Extrovert’s
dimensions of personality includes those traits of an individual who are always energetic,
assertive and talkative. This type of employees are always ready to take charge of any kind of
situations and contribute towards building the leadership skills.

5PERSONALITY IN ORGANISATIONAL BEHAVIOR
References
Alabdulhadi, A., Schyns, B., & Staudigl, L. F. (2017). Implicit leadership theory. Open
University Press.
Deesilatham, S., & Hosany, S. (2018, June). SEGMENTING MEDITATION TOURISTS
BY LIFESTYLE CONGRUENCE, PERSONALITY TRAITS AND WELLNESS
RELATED SELF-IMAGE. In 8th ADVANCES IN HOSPITALITY AND TOURISM
MARKETING AND MANAGEMENT (AHTMM) CONFERENCE (p. 767).
McShane, S., Olekalns, M., Newman, A., & Martin, A. (2018). Organisational behaviour.
Moeslein, K. (2011). British Academy of Management: A Place for Young Scholars. British
Journal Of Management, 22(3), 548-549. doi: 10.1111/j.1467-8551.2011.00774.x
Singh, S. K., Burgess, T. F., Heap, J., & Al Mehrzi, N. (2016). Competing through employee
engagement: a proposed framework. International Journal of Productivity and
Performance Management.
Such, E., & Mutrie, N. (2017). Using organisational cultural theory to understand workplace
interventions to reduce sedentary time. International Journal of Health Promotion
and Education, 55(1), 18-29.