There are many positions in an organization that require a manager to understand the personalities of the employees involved, so that the employees will be their most productive. In this essay, I am referring to an insurance agency that has 14 employees who are organized into three main categories, which consist of sales, service, and administrative departments. Within this organization the sales staff is the hardest to manage because the personality types of the sales people conflict with the other employees and even among themselves. Though I consider this company to be a successful organization, it requires constant oversight to make the sales department function. Personality types among the sales employees are the biggest obstacle to the success of the department. Within the sales department there is one sales person whom I consider successful and typical of the rest of the sales staff. His name is Curt and consequently he has the most experience of all the sales staff and has the potential to be the top producer every month. Salespeople are critical in our business, but they need to be managed, directed, supervised and motivated. Here's where managers and owners need to get involved (Feiertag, H. 2003). It is important to understand what makes him motivated and how he can be manipulated to reach his full sales potential. To understand him in his professional setting it is important to discuss his attitude and performance, effects of cognitive dissonance, and finally his emotional intelligence. After taking these factors into consideration, I will look at using the Herzberg’s Two Factor Theory in relation to motivating him to be successful at reaching both his and the organizational goals.
Attitudes and performance ...
... middle of paper ...
...ocview/198981652?accountid=38569
Yim, H. K. (2008). Psychological empowerment of salespeople: The construct, its inducement, and consequences on customer relationships. (Order No. 3321208, Drexel University). ProQuest Dissertations and Theses, , 122. Retrieved from http://search.proquest.com/docview/304634131?accountid=38569. (304634131).
Kocabiyikoglu, A. (2005). Essays in revenue management and sales motivation. (Order No. 3195921, INSEAD (France and Singapore)). ProQuest Dissertations and Theses, , 94-94 p. Retrieved from http://search.proquest.com/docview/305393045?accountid=38569. (305393045).
Silver, L. S. (2000). A social-cognitive approach to salesperson work motivation. (Order No. 9976910, Louisiana Tech University). ProQuest Dissertations and Theses, , 304-304 p. Retrieved from http://search.proquest.com/docview/304604814?accountid=38569. (304604814).
In the case study of Juanita and Sandra, Juanita, a sales manager of Trumbell and Son, is struggling with Sandra who is a new employee on the sales team. Juanita is an effective manager who spends time to learn about what personalities, strength, and incidental details her employees have. Juanita can pull out employees best skill sets and internal incentives. On the other hand, Sandra’s inconsistent behavior made Juanita confuse about her personality. As a manager, Juanita feels uncomfortable about managing Sandra’s inconsistent personalities. This may be caused by the difference in behaviors and personalities between these two individual.
The bases of this paper will be based on the results that I had obtained when I took the Myers-Briggs personality test. The results that I had obtained was that I was determined to be an ENFJ. I will go into depth about letter and how each represents that a specific aspect of my personality. The results that I had received were not what I had expected, but the more I read about the trait the more I realized how it suited me. I will also talk about the information that I had found useful from the book, Type Talk at Work: How the 16 Personalities Types Determine Your Success on the Job by Otto Kroeger, which gave me insight on how to interact with other personality types especially in the work environment. The information that I absorbed from the personality test and from the book will go into use in my personal and work life so that both environments will be cohesive and peaceful.
He was the first to show that factors causing job satisfaction were different from that causing job dissatisfaction. He developed the motivation-hygiene theory; he called the satisfying factors motivators and the dissatisfying hygiene factors. According to Sapru (2013), the two factor theory is a theory that relates to intrinsic factors to job satisfaction, while associating extrinsic factors with dissatisfaction. To find the individual’s relation and attitude to work, Herzberg investigated the question: “What do people want from their job?” According to Hertzberg certain attributes tend to be consistently related to job satisfaction and other to job dissatisfaction. For instance, intrinsic factors such as responsibilities, achievement, recognition and advancement seem related to job satisfaction. While, extrinsic factors such as pay, working conditions, policies and supervision seems related to job dissatisfaction.
In today’s world the organization are made of teams to accomplish the organizational goals for that the certain task has been given to them but to complete those task the employees must be motivated to achieve the desired results from them, in contrast the management should make some methods from which the employees can be motivated and the end result is that the organization Goals or targets achieved. This essay will revolve around the motivation & three motivational theories and how the managers of the organization implement these theories by looking at the needs and expectations of the employees. Reference will be made throughout the essay to a case study of BEST BUY sales man (Michael V. Copeland, 2004).
This case study focuses on the interaction between Juanita, the sales manager and the new employee, Sandra. Juanita is an effective manager skilled at observing behaviors and as a result has brought out the best from her employees by matching them to projects that play to their strengths. However, Juanita is continuously surprised by Sandra’s inconsistent personality and is now wondering if Sandra is truly a good fit for Trumbell and Son (Cengage 1). This paper will examine a deeper understanding into both Juanita and Sandra’s behavioral and personality styles to both explore Juanita’s difficulties and evaluate her options in this dilemma.
Different skill-sets and aptitudes are required for certain roles and responsibilities in the workplace; personality plays a key role in this. The Myers-Briggs personality test helps identify the type of personality a person has, and helps a person become more effective and engaged within an organization. From my own personal experience and through research, I will discuss my strengths and weaknesses and how my personality type relates to my personal life, work life and a worldview perspective. The personality type that will be discussed is extravert, sensing, feeling and judging (ESFJ).
To gloss over how individual people, influence organizational behavior would lead to a shallow understanding of how organizations work and behave (Fischer, 2006). This is another thing that I learned and that is how I motivate a person will determine the behavior of the people in my organization. To do these things effectively requires good work relations, teamwork, and employees who are motivated and cooperative (Kroeger, Thuesen, & Rutledge, 2002, p. 7). People have to be able to work together and motivate each other to complete the task that is given. We have hopefully made the case to you that you cannot fully understand organizational behavior until you understand the behaviors of individuals, and that to understand individual behavior you need to understand the role that personality traits play in individual behavior (Fischer, 2006). On a personal level I learned that I can grow in regards to in my listen skills (Pearson Education, 2015). As an ENFP, I am as to do well in executive roles. At their best they bring refreshing alternative style to top management and decision making (Kroeger, Thuesen, & Rutledge, 2002, p. 364). In particular, I have learned that the test will better help me be better employee or manger because I know what I need to work on to make myself better in leadership and
when it comes to success in business as man basically is mind. In the next section of this paper internal personality factors such as traits, emotions and feelings will be researched and their effects on success in business will be analyzed and described.
Miao, F. Evans, K. Shaoming Z. 2007 ‘The role of salesperson motivation in sales control systems — Intrinsic and extrinsic motivation revisited’ Journal of Business Research Volume 60, Issue 5, Pages 417–425.
Murnoe, S. (2014). "How Personality Affect Work Behavior". Available: http://smallbusiness.chron.com/personality-affects-wor-behavior-45940-html. Last accessed 18th February, 2014.
Pardee, R. L. (1990). Motivation Theories of Maslow, Herzberg, McGregor & McClelland. A Literature Review of Selected Theories Dealing with Job Satisfaction and Motivation.
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
As with any theory, the motivator-hygiene theory has its share of criticisms. Among them is the lack of consideration for individual differences. Herzberg’s theory only takes into account internal organizational factors and does not consider personal attitudes and beliefs of one’s work. Moreover, the two-factor theory assumes that high job satisfaction equates to performance at work. This, however, does not hold true in many situations.(insert example) A highly satisfied, content, and happy worker is not necessarily the hardest worker in an organization.
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).