Other Personality Traits – Self Variables
In addition to the Big Five, researchers have proposed various other dimensions or traits of personality. They are called self-variables. People's understanding about themselves is called self-concept in personality theory and are important self-variables that have application in organizational behavior. These include self-monitoring, self-esteem, self- efficacy, etc. Self-esteem is the self-perceived competence and self-image. It is related to higher levels of job satisfaction and performance levels on the job. People with low self-esteem experience high levels of self-doubt and question their self-worth. Self-monitoring is the extent to which a person is capable of monitoring his or her actions and appearance in social situations. Self-efficacy is the belief in one’s abilities that one can perform a specific task successfully. A person may have high self-efficacy in being successful academically, but low self-efficacy in relation to his/her ability to fix the car. Personality thus impacts a person's performance in various dimensions in the workplace. Not every personality is suited for every job position, so organizations need to carefully…
The Big 5 Personality Traits
There are a number of traits on which persons can be ranked or measured. However, five core personality traits called the five factor model have been found to be of value for use in organizational situations. Each of these 5 personality traits describes, relative to other people, the frequency or intensity of a person's feelings, thoughts, or behaviors. Every individual possesses all 5 of these traits, but in varying degree. For example, we can describe two managers as ‘tolerant’. But there could be significant variation in the degree to which they exercise their tolerance levels. The model categorizes people as possessing the following traits in varying degrees of high scope and low scope. Conscientiousness High Score - Productive and disciplined, rigid and “single tasking”. Low Score - Less structured, less productive, more flexible, inventive, and…
Personality Traits
Organizations have greatly evolved over the years in the way organizations operate and react to situations. Today they are leaner with fewer levels and more transparency. Managers are more participative involving subordinates at all levels. The shift towards more knowledge-oriented and customer-focused jobs have rendered more autonomy even at fairly low levels within organizations. The constant volatility of the environment affecting organizations have made them open to changes and newness. All of these factors have contributed to personality being seen as more important now than it was in the past. Behavior patterns have been a constantly evolving field of study where psychologists attempt to identify and measure individual personality characteristics, often called personality traits which are assumed to be some enduring characteristics that are relatively constant like dependable, trustworthy, friendly, cheerful, etc.…
Role of Managers
Managers are the primary force in an organization's growth and expansion. Larger organizations are particularly complex due to their size, process, people and nature of business. However, organizations need to be a cohesive whole encompassing every employee and their talent, directing them towards achieving the set business goals. This is an extremely challenging endeavor, and requires highly effective managers having evolved people management and communication skills. The Top Management The top level executives direct the organization to achieve its objectives and are instrumental in creating the vision and mission of the organization. They are the strategic think-tank of the organization. Senior Management The General Manager is responsible for all aspects of a company. He is accountable for managing the P&L (Profit & Loss) statement of the company. General managers usually report to the company board or top executives and take directions from them to direct the business.…
Role of Personality and Attitude in Organization
Personality contributes in part to workplace behavior because the way that people think, feel, and behave affects many aspects of the workplace. Attitude is another major factor to be considered here. People's personalities influence their behavior in groups, their attitudes, and the way they make decisions. Today, at the hiring stage itself many organizations are attempting to screen applicants who are more likely to fit with their company culture. Organizations want to hire individuals with positive traits and attitudes to create a healthy environment.
Personality & Attitude
Every organization is a mix of individuals with a variety of personalities, values, and attitudes. Personality and characteristics determine an employee’s behavior and ability to perform. Organizations hire people on the premise that they have certain knowledge, skills, abilities, personalities, and values which they bring to the workplace.
Identification of Key Stakeholders
It is very important for any business to identify its key stakeholders and scope their involvement as they play a vital role right from strategizing to implementation of outcomes throughout the lifetime of a business. Different stakeholders have different interests in the organization and the management has to consider all their interests and create a synergy among them to achieve its objectives. Identifying all of a firm’s stakeholders can be a daunting task. It is important to have the optimum number of stakeholders, neither too many nor too few. Having too many stakeholders will dilute the effectiveness of the company objectives by overwhelming decision makers with too much information and authority. Following are some effective techniques to identify key stakeholders: Brainstorming - This is done by including all the people already involved and aware of the company and its objectives, and encouraging them to come out with their ideas. Stakeholders can be brainstormed based on categories such as internal or external. Determining power and influence over decisions - Identify the individuals or groups that exercise power and influence over the decisions the firm makes. Once it is determined who has a stake in the outcome of the firm’s decisions as well as…
Stakeholders
Any individual or groups/group of individuals who believe and have an interest in an organization’s ability to deliver intended results and affect or are affected by its outcomes are called stakeholders. Stakeholders play an integral part in the development and ultimate success of an organization. An organization is usually accountable to a broad range of stakeholders, including shareholders, who are an integral part of an organization’s strategy execution. This is the main reason managers must consider stakeholders’ interests, needs, and preferences. A stakeholder is anybody who can affect or is affected by an organization, strategy or project. They can be internal or external and they can be at senior or junior levels. Types of Stakeholders Stakeholders are people who have the power to impact an organization or a project in…
Values
Every organization has a set of values. Sometimes they are written down and sometimes not. Written values help anorganization define its culture and belief. Organizations that believe and pledge to a common set of values are unitedwhile dealing with issues internal or external. An organization’s values can be defined as the moral guide for its business practices. Core Values Every company, big or small, has its core values which forms the basis over which the members of a company makedecisions, plan strategies, and interact with each other and their stakeholders. Core values reflect the core behaviors orguiding principles that guide the actions of employees as they execute plans to achieve the mission and vision. Core values reflect what is important to the organization and its members. Core values are intrinsic - they come from leaders inside of the company. Core values are not necessarily dependent on the type of company or industry and…
Role Played by Mission and Vision
Organization mission and vision are critical elements of a company's organizational strategy and serves as thefoundation for the establishment of company objectives. Mission and vision statements play critical roles, such as: They provide unanimity of purpose to organizations and spell out the context in which the organizationoperates. They communicate the purpose of the organization to stakeholders. They specify the direction in which the organization must move to realize the goals in the vision andmission statements. They provide the employees with a sense of belonging and identity.
