Effects of personality on work performance and organization behaviour Essay

Effects of reputation on make believe procedure and organization behaviour - judge ExampleWorkforce diversity has increasingly become a major issue for an organization in the contemporary work environment. As observed by Mkonji & Sikalieh (2012), organizational performance has been therefore increasingly comely highly dependent on behavioural patterns and personality of individuals it is one of the important factors when gauging such dependent factors. constitution refers to the unique pattern of emotions, thoughts and behaviour exhibited by individuals. It is important that organizations understand different personalities and nurture them to perform towards a harmonized organization value or goals (Borman, 2004). The increasingly globalised and technologically enhanced operational environment has meant that straight offs organizations make up been pushed towards post-modernism. In effect, management has to be conscious of the different personalities within the organization s o that performance is not negatively affected. This paper examines the extent to which personality of workers is plausibly to affect both performance and behaviour in todays organizations. It looks at the negative and positive effects of different personality traits in relation to job performance. Different organizational behavioural theories forget be used as the basis of discussions. The five factor model of different individuals personality that includes extraversion, agreeableness, conscientiousness, emotional stableness and openness to experience will be mainly used in the discussions. This paper will as well address the implications of the findings to management in todays organizations. ... This approach where an individuals personality is gauged on the way they react in certain situations is referred to as the interactionist perspective of viewing personalities. A violent worker, for instance, will be likely to react negatively to agitation by other workers or interruption s in the systems. However, this readiness vary due to the implications of his actions or the consequences. In such cases, the personality of the individual may be placid to the benefit of the organization even though it may not fully guarantee performance. Consequently, personality may, in turn, be influenced by several factors that may include job demands and social norms (Funharm, 2008). Whereas job demands are those duties or tasks assigned to particular jobs, social norms refer to the pressures that come with an individuals association or other than to certain groups that may include organizational culture. Generally, these factors are classified as either facilitators or constraints. On one hand, the facilitators are those that encourage an individual to behave in a certain way whereas the constraints discourage individuals from certain behaviours. This is therefore an important aspect of personality influence on organizational behaviour and work performance. An organization with a standard personality that is likely to encourage faster execution of tasks and fewer interruptions is likely to record performance. On the other hand, an organization with conflicting personality types that have no bearing on each other will likely be faced with difficulties in ensuring good performance. This is because it is likely to have both non performers and good performers in the same set up who cannot guide each other to success. succession there are factors that influence an