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Questions on personality in organisational behaviour
costa and mccrae’s five-factor model of personality
personality traits in leadership ifluences
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The study of effective management reveals it is complex and can be a difficult balancing act even with training and experience. An effective manager needs to be able to lead and motivate their team while improving the organization’s standing and their own skills. Both conscious and unconscious factors may positively or negatively affect a manager’s success. A manager’s personality and biases as well as organizational culture and norms are just some of those factors. This paper will explore the effects of personality, biases, and organizational factors on the role of management utilizing the interview of, and the writer’s personal experience as an employee of, Chase Branch Manager, Regina Geis.
Considerations
The complexities of what makes an effective manager are numerous and have evoked many studies resulting in several theories. The main considerations that will be explored in this paper are personality, biases, and organizational factors.
Five Factor Model. The Five Factor Model (FFM) is a widely agreed upon method for defining personality traits and will be used for the purpose of this paper. The five factors and the associated traits are:
• Openness to experience: inventiveness, curiosity, and adventurousness
• Conscientiousness: discipline, efficiency, and organization
• Extraversion: outgoing, energetic, and talkative
• Agreeableness: generosity, compassion, and optimism
• Neuroticism: pessimism, emotional instability, and negative emotions.
Traditionally, these factors are measure by low to high levels in an individual. Only one high-level factor will be attributed to the interviewee once review of the interview is performed.
Biases. Biases or heuristics are preconceived notions that are created through differe...
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...., MacKenzie, S. B., Paine, J.B., & Bachrach, D. G. (2000). Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research. Journal of Management, 26 (3), 513–563
Pronin, E. (2006). Perception and misperception of bias in human judgment. TRENDS in Cognitive Sciences, 11(1), 37-43. Retrieved from http://psych.princeton.edu/psychology/research/pronin/pubs/2007%20Bias%20Perception.pdf
Riley, S. (2005). Herzberg's two-factor theory of motivation applied to the motivational techniques within financial institutions. (Senior Honors Theses, Eastern Michigan University). Retrieved from commons.emich.edu/cgi/viewcontent.cgi?article=1118&context=honors
Robbins, S. P., De Cenzo, D. A., & Coulter, M. (2013). Fundamentals of management (8th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN-13: 9780132620536
Management is the ability to get a job done using appropriate processes, models and systems to achieve an objective. Managers think radically, abide by principles, rules and use experience in their respective fields to make things work. A good manager goes about the ordinary activities such a staffing, organizing, planning (Robert, 2007). The very ability of his/her colleague to discover the uniqueness in each of the subordinates, capitalize on it, harnessing the best out of them to accomplish goals clearly distinguishes such a person as great when compared to others. Great managers develop people and enthusiastically transfer acquired skills to others, work progress is constant and usually by leaps and bounds. In addition, a great manager outlines and strategizes his/her team for project plans such that there is a “buy in” on delivered commitments. In contrast, the former just transfers the required skills to subordinates; work progress is notable, vice versa of the latter. Rupert Murdoch of the News Corporation is ...
Robbins, S. P., & Coulter. M. (2014). Management (12th ed.). Retrieved from: Colorado Technical University eBook Collection database.
...d learning styles (Bono, 2004). Similarly, not all managers face the same organizational environments and demands. Therefore, one must take all of these factors, which are experiences, traits, working styles, attitudes into considerations to determine the future of a particular manager. Although, in reality, it may be hard to determine these since we do not know the extent to which we are able to determine the successfulness of one manager. However, in most organizations, interpersonal, administrative, work focus, and emotional stability are the biggest factors to determine leadership effectiveness (McCormack, 2002). In addition, it is also correct to say that one of the reasons that cause managers to be unsuccessful is stress. Although stress seems to be a huge factor in a working environment, it is actually only a small factor in our determination in this case.
The five-factor model includes five broad domains or dimensions of personality that are used to describe human personality. The five factors are openness, conscientiousness, extraversion, agreeableness, and neuroticism. While these five traits should be sufficient on their own to describe all facets of a personality, there also should be no correlation between the main factors. The Five Factor Model is now perhaps the most widely use trait theory of personality and has achieved the closest thing to a consensus in personality research. The advantage of this theory is that there have been multiple research studies conducted on this theory. Results suggest that this theory is effective in describing and determining personality. However, this theory is very categorical and does not allow for much flexibility. It also looks at the person personality at that time and now how it developed.
Steers, T. M., Mowday, R. T., & Shapiro, D. L. (2004). Introduction to Special Topic Forum: The Future of Work Motivation Theory. The Academy of Management Review, 29 (3), 379-387.
Jones, G. R., & George, J. M. (2011). Contemporary management. (7 ed.). New York, NY: McGraw-Hill.
The Analysis of the Five Factor Model In this essay, first the Five Factor Model (FFM) will be described. Secondly, psychologists for and against the model will be looked at. Following this, the stability of traits will be looked at, both longitudinal and cross situational. Finally, the application of the model within and outside psychology will be evaluated to show support that the FFM provides a solid foundation for an adequate personality psychology.
Robbins, S., Decenzo, D., & Coulter, M. (2013). Fundamentals of management. Upper Saddle River, NJ: Pearson Education, Inc.
In today’s competitive business environment, effective management plays a crucial role. The article Five Minds of a Manager by Jonathan Gosling and Henry Mintzberg, identify some important aspects of effective managers. According to the author, “The world of the manager is complicated and confusing.” Consequently, mangers need to think above ordinary employees. In particular, managers should, think global and act local, collaborate through competitions, be agents of change and maintain order. This paper provides a reflective review of the article Five Minds of a Manager by Jonathan Gosling and Henry Mintzberg.
When it comes to management and leadership within any organization, there are fundamental components to consider, of which, managers of all backgrounds embody. One way to briefly assess these foundations is through Personal Assessment of Management Skills (PAMS), allowing examination of skill competencies from a number of strengths and weaknesses that can be brought to attention. This analysis will briefly discuss the strengths and weaknesses of the PAMS examination results and analyze the skill competencies and how they impact the role as an ethical leader. For the purpose of this examination, strengths will be assumed to be topics where the quality is in abundance. This comes with the assumption that while their importance may
The Five-Factor Model of Personality is a system used in order to describe an individual’s personality traits. By requiring said individual to answer a series of questions, this test is able to decipher the traits that are most likely evident within their life. The Five-Factor Model of Personality test gives the test subject a series of situational options. Using the subject’s responses, psychologist match the answers to the personality in which best relates. A highly accurate description of ones’ personality can be easily configured by using the Five-Factor Model of Personality by testing either high or low in the following areas; openness to experience, extraversion, conscientiousness, agreeableness, and neuroticism.
Many personality tests are available but the MBTI has been adopted as the industry standard. Another personality test is The Five-Factor model of personality is one of the more prominent models in contemporary psychology (Digman, 1990). The five factor theory includes Extraversion, Agreeable...
Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired or promoted. Managers can use personality characteristics to form work teams or to make determinations on job placements. Chapter 4 Review Questions 1. How are attitudes formed?
Robbins, S.P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
The second major theory is called the trait or five-factor model. Often referred to as the "Big 5". The five personality traits described by the theory are extraversion, agreeableness, openness, conscientiousness and neuroticism. Beneath each proposed global factor, a number of correlated and more specific primary factors are claimed. One strength of the trait perspectives is their ability to categorize observable behaviors. In other words, observing the behaviors of an individual over time and in varying circumstances provides evidence for the personality traits categorized in trait theories. Another strength is that trait theories use