Organization Behaviour Report: Personality and Differences

This report delves into the management of organizational behavior, focusing on the significance of personality and individual differences in the workplace. It explores the core concepts, including how personality traits and individual characteristics influence employee behavior, job satisfaction, and overall organizational dynamics. The report examines various theories, such as the Personality Type Theory, the Type A and Type B personality theory, and the Five-Factor Model, to understand individual differences. It also discusses the relationship between personality and organizational behavior, highlighting the importance of employee motivation and the impact of factors such as leadership, communication, and recognition. Furthermore, the report explores employee motivation and associated theories, including Herzberg’s Two-factor theory, and how these concepts affect the workforce within a business firm. The report emphasizes the need for managers to understand and manage these differences effectively to foster a productive and positive work environment.

Running Head: MANAGEMENT OF ORGANIZATION BEHAVIOUR 0
Management of organization behaviour

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Introduction
This report includes the various concepts and theories related to the organization behaviour in
a business firm. For further research, I have chosen ‘personality and individual differences’.
In this research, the impact of personal including the individual differences in the behaviour
of a business firm is also analysed. In addition, I also collect data from various scholars and
journals as per the active secondary sources. The topic is selected for the research is because
of its significance in the today organization business environment and every individual is
different from one another relating to his/her mind or personal ability. In this era of
globalization, every organization is focusing on improving multicultural workforce.
Moreover, this approach of ‘personality and individual differences’ will help individuals in
learning the various elements of managing the behaviour of people in a business firm.
Personality and individual differences
Organization behaviour is considered a compelling and crucial set of tasks based on
managing people, structures and processes. A manager needs to implement a strong and
effective organization behaviour with in individuals and business firm. (Saks and Gruman,
2011)
In addition, ‘Personality and individual difference’ plays a significant role in framing
organization behaviour within the business enterprise. Personality refers to the various
characteristics relating to set of behaviours, and emotional patterns based on certain factors.
In an organization, every individual constitutes a different set of ‘personal brand’, which
shows a different style of identification. As per Bellou (2010), individuals’ personal traits is
an important aspect of job satisfaction.
Moreover, Shiner and Allen (2013) stated that there are certain significant principles of
personality and business enterprise. As per the attrition cycle based on the attraction
selection, the interaction personality organization is very particular. In the structured and rule
based society, personality can be less dominant but in an unstructured organization, an
individual will be more dominant in the weak position. For every human being, genetic and
social elements considered to be an important element of a character.

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Considering the effective organization behaviour, one of the most important attributes of a
character will be the ability. Ability is defined as all the set of efforts and behaviour made
towards producing a purposeful result. In addition, there are many types of knowledge
including cognitive, psychological, and emotional. A productive manager needs to identify or
acknowledge the differences in individuals so that to promote respective behaviour or culture
within a business firm (Hogan and Coote, 2014)
Theories
‘Personality and individual difference’ is the branch of psychology as every individual differs
from one another due to some psychological factors. An individual set of character defined
personality. In an organization, personality of an individual has a significant impact on the
environment, behaviour and motivation as per the different situations. For judging an
individual difference and character of an individual, ‘Personality Type Theory’ will be best
fitted (Whitworth, 2008).
‘Psychological Type’ theory is based on the psychological classification of diverse types of
individuals. In addition, the personality type of a person can easily be distinguished with the
help of their character traits. The ‘Type theory’ defined two types of people in the community
i.e. extrovert and introvert. According to the personality typology, every individual behaviour
is connected to the opposite term and individual attributes. Moreover, Type A and Type B
personality theory were also invented by Meyer Friedman and his co-workers in relation with
the personality type theory. (Roberts et al, 2007)
Meyer Friedman perceives Type A and Type B as the two designs of the individual
differences and personality. The individuals perceived as Type A personality are stated to be
as hard-workers and high-risk takers. On the contradictory side, Type B people take low risk
and also constitute less competiveness. However, according to this theory, many people are
the combination of both types of personality.
For knowing the difference in a character of individual, Myers-Briggs can also prove to be
fruitful as according to this approach, type of a character of an individual can be learned by
the knowledge of different factors of personality. In addition, this model helps organization in
testing the type of personality in an individual.

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Source: (Jung,
2016)
Models
In respect to personality and organizational behaviour, the five-factor model will be very
applicable. With the help of this model, the job characteristics model can be expanded so as
to define the effect of personality traits on the result of the work. This model is also known as
a psychological model of personality and helps in classifying inimitable personality of any
person. This model is also linked to the rise of leadership within a business firm. (Walumbwa
and Schaubroeck, 2009)
The big five personality traits are the compelling elements in respect with the organization
behaviour. There are five dimensions in the personality traits, which are connected with the
effective behaviour of an organization. An organization need to consider the five traits of
personality so that it can create multicultural workforce and environment.

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 Openness – In every situation, this trait of personality states originality and
individuality. They are also focused on achieving creativity. They stood as a leader
for the effective position of leadership.
 Conscientiousness – According to Lin (2010), this individuals personality trait help
people to stay organized within the different situations of leadership. The people in
this group take various initiatives and responsibilities. They also play a significant
role in the leadership.
 Extraversion – This group people are energetic, assertive and socially active. They
also enjoy the interaction with the other groups of individuals within the social
environment. They show self-confidence in various circumstances. This trait is also
linked with the certain aspects of leadership (Ludtke, Roberts, Trautwein and Nagy,
2011). The groups pertaining extraversion are also sociable and dominant within the
business environment.
 Agreeableness – It is considered to be a superordinate trait. This trait presence can be
perceived when shared decisions are rewarded (Cobb-Clark and Schurer, 2012).
However, this trait can become the barrier when the critical success factor of the
respective business firm is competition. On the other hand, an effective manager can
use both extraversion and agreeableness to make an organized group and bring strong
relationship.
 Neuroticism – The leader who possesses this trait are anxious, moody and
temperamental (Amichai-Hamburger and Vinitzky, 2010).
With many extensive sorts of exploration, it can be said that conscientiousness and
extraversion are the two beneficial personality traits, which are deeply linked to the
characteristics of leadership. In addition, extravert personality can deliver superior direction
to the associates of a group.

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Relationship of ‘personality and individual differences’
with OB
As per Chamorro-Premuzic and Furnham (2008), every individual is dissimilar from one
another using his/her personality. In an organization, human behaviour is a very multifaceted
aspect, which needs to be understood in an effective manner so that to manage and match
every task with the minor employee to the manager of the team. In addition, every manager
needs to consider the internal and external stimuli of the unconscious mind of every person.
Each business firm should consider the significance of organization behaviour theories while
managing the teams and group of employees. For example, there are various pertinent
theories proposed by many researchers. According to Taylor, there are various scientific
management techniques that help in the development of logical and rational methods to
enhance productivity. In addition, Henry Fayol also stated certain fundamentals of
management that helps in the operation of a business firm and is related to the administrative
management (Golden Pryor and Taneja, 2010).
In the existing section of control, McGregor has defined contemporary philosophies of
behaviour by developing the assumptions of theory X and theory Y (Russ, 2011).
Employee Motivation
It is related to the standards of productivity, creativeness and pledge of every employee. This
globalization phase brings various industries and organization in a line of competition.
Moreover, enriching the synergy of motivation among the teams and employees are always
remain as a challenge for the business firm. Every employee in an organization needs
motivation so as to continue with their roles and jobs towards the goals of organization
(Derakshan and Eysenck, 2009).
On the contradictory side, Komarraju, Musulkin and Bhattacharya (2010) indicated that
employee motivation is related with the reassurance and there are various dissimilar aspects
that have an impact on the motivation of the employees within the business enterprise. In
addition, motivation is connected with the internal drive of an employee and this also

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influenced by various factors such as biological, social and intellectual. Management of the
organization needs to start various activities for motivating the employees in the organization.
Willis-Shattuck et al, (2008) state various effective measures helping towards the motivation
of employees present in an organization. These factors are connected with the role and
responsibilities of the managers and management of an organization.
 Putting leadership action within the employees for empowers the workers by the
management.
 Delivering constant and clarified communication.
 Putting of dignity and respect to every worker by the management.
 Providing constant recognition to each and every worker.
 Giving of benefits and compensation by the HR department of a business firm.
Impact of ‘personality and individual differences’ on
employee motivation
Motivation is based on various aspects related to the individual differences of every
individual and the level of motivation depends on the personality of an individual. It is an
essential relation between action and thinking as well as capability and performance.
Moreover, it is the responsibility of the manager to stimulate the workers during the active
course and the operations of the business. In addition, there is a situational restraint for every
individual due to the differences in mind and psychology of every individual. Moreover, for
accomplishing extra level of motivation, the individual differences play a crucial role. These
roles also help in getting different jobs in the industry.
On the other hand, Collings and Mellahi (2009) stated that managing great level of
motivation among the workers is the responsibility of the manager and also there are different
type of managers who perceive employee to be a treasure of the business firm. While some
managers always focus on earning of the profit so as to maintain in a business organization.
As stated by Miller et al (2009), in the history of many organizations, employers do not
hesitate to terminate the workers so as to gain more profit. For motivating the employees of a
business firm, personal behaviour and individual differences played an important role. The
management of the company is bound with four corresponding functions; achievement of

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objectives, decision-making, team maintenance and integration. One can measure the efficacy
of a leader while focusing on the aspect of motivating the behaviour of each employee in a
business firm.
Motivation Theories
In the field of Human Resource Management, there are various theories linked to the
motivation aspect of an organization. Some of the binding philosophies of motivation are -
Herzberg’s ‘Two-factor’ theory
In light of personality and individual differences, this model will be considered as the most
significant one and it is developed by Fredrick Herzberg. This theory is based on the
satisfaction and dissatisfaction of each person when presiding job in a business firm.
Source: (Richard, 2013)
The element of the above two principles based on dissimilar person. The individual’s trait of
job satisfaction can be ascertained with these elements. Numerous hygiene factors of a
business firm impact several aspects of the job dissatisfaction. Various factors of job

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dissatisfactions include the working conditions and the linkages of the peers, regulation and
rules, attributes of employer and wages. On the contradictory side, many other aspects also
contribute to job satisfaction among the workers in a business enterprise. In addition, success,
advancement, appreciation, etc., are linked with the job satisfaction among the employees in
an organization.
According to this model, High motivation and High hygiene will be considered as an ideal
situation for making employees highly motivated. On the contradictory side, Low motivation
and High hygiene will be the situations where employees have few complaints and not very
driven by the managers of the business firm.
In addition, the mixture of high motivation and low hygiene considers that the management
of the organization can motivate the employees. However, employees will also have number
of complaints in this situation. In this context, the employees will get more challenges during
the course of the job but salaries and work condition will not be suited to their needs.
Moreover, the context, low motivation and low hygiene define the worst situation of the
management. The employees will not be motivated under this context and have highest
number of complaints. This affects their work effectiveness and overall productivity.
However, an individual who can work in low motivational places can work in any
environment. The elements this model is also connected with the personality including the
capability and differences of those people but the job satisfaction factors are solely linked
with the different personality of persons.
McGregor’s Theory X and Theory Y
In respect to human motivation and management, this theory is considered as the most
significant as their factor are connected with the differences of personality and capability of
different individuals. According to ‘Theory X’ of motivation, the main focused is on the
penalties, supervision, control and management whereas ‘Theory Y’ states the motivation
role of job satisfaction which enables employees to achieve organization goal more
effectively.
Zhang and Bartol (2010) define ‘theory x’ as the authoritative management style and as per
this theory, the average number of individuals dislike work or avoid to do respective work.

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This propensity of individuals is connected to the side of individual differences and
personality.
In addition, Bredin (2008) argued that manager guidance is important in the direction of
personality of average person. Average number of person seeks to dodge prior accountability
while employed in any business firm. They also need proper safety while operating in any
business firm.
‘Theory Y’ reflects participative management style (Lu, ZhoWx`u, and Wang, 2009). The
individuals seek to lead self-direction and self-control without any fear of penalty. This also
helps the employees to get the respective reward for achieving the goal of the business firm.
Moreover, this theory delivers effective information relating to the psychological factor of
doing job. The motivation theory ‘X and Y’ gives assumption relating to the potential of
individuals. It is important that these factors need to be evaluated by the business enterprise.
Conclusion
With the help of above discussion, it can be said that individual difference and personality
have a significant impact on the behaviour of person in an organization. In organization, man
factors lead to the motivation of individuals. It is also important for every individual to be
motivated so as to achieve the goals of an organization. However, level of motivation
depends on the personality as everyone differs from each other. Moreover, the employee also
needs to consider the individual differences while delivering various factors of motivation.
Every skilled manager is responsible to gain insight about the personality and behaviour of
individuals in an organization. Also, they should understand the principle factors of human
cognition.

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