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Questions on personality in organisational behaviour
Literature review organizational culture
Six different dimensions of organizational culture
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In the age of globalization, an in-depth study and understanding of the organization’s culture and behaviour have become vital as its people comprise of different race, colour and culture. Organizational behaviour basically defines the interaction of human beings in a given organization and analysis of individuals and groups characteristics facilitates better understanding, prediction and improvisation in work place, leading to improved performance. Workers are the pillars of the organization and his responses to other people and circumstances differ widely as per the values and the principles that he follows in his life. Each person develops certain characteristics or attitude based on certain criteria or values which is unique to him and which are vital elements of his or her relationship with others and define the personality of the man. The personality traits of a man are important factors that have significant influence on the organizational behavior and consequently on the performance outcome of the collective goals of the organization.
The various social scientists have asserted that the personality traits of the people are directly co-related with five major imperatives of organizational behavior concepts that have considerable impact on the performance outcome of the organizational goals and objectives. They are emotions; moods; team learning; and group dynamics. These factors would be discussed with reference to the nine self assessment surveys that were carried out recently.
Emotions
Emotions and feelings are intrinsic part of human behavior and emotional stability of the person in an organization is extremely important for rationalized decision making processes within the work environment. Eminent scholar William...
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...ing and transferring Knowledge. Norwell MA: Kluwer Academic.
Cropanzano, R & Wright, TA. (2001). When a happy worker is productive worker: Review. Consulting Psychology Journal: Practice and Research, 53, 182-99.
Gibson, C B & Vermeulen, F. (2003). A healthy divide: Subgroups as a stimulus for team learning. Administrative Science Quarterly, 48, 202-39.
Hartley, R E. (1960). Relationship between perceived values and acceptance of new reference group. J Social Psychology, 51, 349-58.
Quick, JC et al. (). Preventive stress management in organization. Washington DC. American Psychology Association.
Solomon, R C. (1993). Philosophy of Emotions. In handbook of Emotions, Lewis, M; Haviland, JM (eds.). Guilford:NY
Vroom, V H. (1959). Projection, negation and self concept. Human Relations, 12, 335-44.
Whyte, WH. (1953). The Organization Man. Simon & Schuster. NY.
William James,'What Is an Emotion?', from Twenty Questions: An Introduction to Philosophy, 3rd Edition, by Bowie, Michaels, Solomon pp. 394-98.
Solomon, Robert. "Emotions and Choice (1973)." Solomon: Emotions and Choice. http://www-personal.umich.edu/~lormand/phil/teach/p&e/readings/Solomon%20-%20Emotions%20and%20Choice%20(highlights).htm (accessed April 5, 2014).
The big 5 personality traits model measures the five largest dimensions of a person’s personality. The first one is openness, which measures a person’s level of creativity as well as their desire for knowledge and new experiences (O’Neill & Allen, 2011). The second trait is conscientiousness, which determines an individual’s level of care in their life and work. If they have high conscientiousness, they are very organized and thorough they make plans and follow those plans (O’Neill & Allen, 2011). The third trait is extraversion/introversion. In addition, extroversion person is outgoing and sociable and in introversion person is quiet and work well alone (O’Neill & Allen, 2011). The fourth is agreeableness and looks at a person’s level of friendliness or kindness to others as well as their level empathy and whether or not they synthesize with others (O’Neill & Allen, 2011). The last is natural reactions and can be referred to as a person’s emotional state ability, which measures how people react to situations (O’Neill & Allen, 2011). All five of these traits have an impact on how people react in teams and how team members react to
“You must put your emotions into your work” is a phrase often heard in life. It proposes that emotions, which are often ignored, are a key to success. This holds true in many regards, however there are times when emotion should be restricted in swaying one’s thoughts. The pursuit of knowledge is to be completely objective. Thus, although emotional intelligence is necessary, it is more of a hindrance than a help, and should be controlled.
Plutchik, Robert (1980), Emotion: Theory, research, and experience: Vol. 1. Theories of emotion, 1, New York: Academic
There are some managers that can be very easy to get along with, with great people skills, and there are managers who are hard to get along with. These particular managers can make employees feel uncomfortable and hard to communicate with. When it comes to individual personalities, it can be looked at as five traits or characteristics: extraversion, negative affectivity, agreeableness, conscientiousness, and openness to experience. These are often considered to be the Big Five personality traits. Each of these traits can be considered as perpetuity to each individual. A more uncomplicated way to grasp how these traits can affect a person’s approach to management is to characterize what people are like at the high and low ends of each traits perpetuity. No trait is right or wrong in becoming an effective manager.
Weiss, H. M., & Cropanzano, R. (1996). Affective events theory: A theoretical discussion of the
The concept of organizational culture is one of the most debated topics for researchers and theorists. There is no one accepted definition of culture. People even said that it is hard to define culture and even more change it. It is considered a complex part of an organization although many have believed that culture influences employee behavior and organizational effectiveness (Kilmann, Saxton, & Serpa 1985; Marcoulides & Heck, 1993; Schein, 1985a, 1990).
Culture can be defined as the beliefs, values and the pattern of behavior of an individual within designated areas. The culture of organizations defines shared values and behavioral expectations. Cultural issues are especially basic issues all around the globe. These issues can happen in various routes relying upon the size, area and the custom culture of that institution. Social issues happen even because of the states of mind and how each individual comprehend in diverse business environment. Today, the corporate administrations and rising business firms have chosen to give the essential attention on trainings and classes at the multicultural working environment that will help them to understand and create
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?
It is a well-known fact that different factors affect on human behavior as well as various aspects of people’s life. Among them the emotions detect a powerful force on humans. Strong emotions may cause people to take actions they might not perform as usual, or obviate situations that they generally enjoy. Psychologists, researchers, and philosophers have proposed a set of different theories that explain how and why people experience the emotions. I have chosen two theories of emotion that I am interested in such as: the James-Lange Theory of Emotion and the Cannon-Bard Theory of Emotion. This paper describes those theories by comparing and contrasting them;
Jaramillo, F., Mulki, J., & Boles, J. S. (2011). Workplace stressors, job attitude, and job behaviors: Is interpersonal conflict the missing link?. Journal Of Personal Selling & Sales Management, 31(3), 339-356.
To be successful in today’s global market, managers and leaders need to understand more than just technical skills. Managers and leaders should also understand globalization and organizational behavior. Globalization is the tendency of businesses, technologies, or philosophies to spread throughout the world, or the process of making this happen. The global economy is sometimes referred to as a globality, characterized as a totally interconnected marketplace, unhampered by time zones or national boundaries (Search CIO). Organizational behavior is a field of study that studies individuals groups, and structure. Organizational behavior applies the knowledge gained about individuals, groups, and the effect of structure on behavior in order to make organizations work more effectively (Robbins,2014).Gaining an understanding of globalization and its effect on organizational behavior is crucial to interacting effectively in the modern global economy. Globalization affects an organization’s behavior in several ways like stimulating hyper competitive pricing for a product or service, perpetuating continuous operations and communicating around the clock and globe, capitalism is replacing governmental control and organizations are no longer constrained by borders, and corporations are becoming more heterogeneous and adapting to people who are from different nationalities and cultures. To be successful in a global economy, professionals should have a thorough knowledge of sociology, psychology, communication, and management.
One of the main courses of this semester was to learn various organizational behaviors that are conducted in real business environment. By learning this course, we could understand our future colleagues and ourselves better. Throughout the semester, every week Ashley Hughes gave us an interesting lecture about different topics of oranisational behaviors. Along with the weekly lectures we also had a group presentation that gave us the opportunity to apply the lessons and techniques learnt in our professional and personal lives.During the course of this semester, Organizational Behavior has highlighted numerous topics, which concentrated on investigating the impact that individuals, groups and structures have on behavior within an organization and how their behaviour affect the performance of the organizations for the purpose of applying such technique towards improving an individual’s or an organization's working effectiveness (Jontymagicman, 2012). In this reflection paper, I will discuss the essential areas of organizational behavior: the influence of motivation, managing change and individual learning at an organization.
Emotional Intelligence is very vital to our social kills and how we react to certain situations. According to (Social Learning Theory: How Close Is Too Close, 2017), emotional intelligence includes elements of social intelligence, self-awareness, and self-regulation of emotions. Our emotional intelligence impacts how we interact with family, friends, and co-workers. People’s emotions are often triggered by situations that they have no control and they begin to feel stressed or hopeless. According to (Hurley, 2002) emotions are automatic responses that are prompted by what occurring in the environment that causes our bodies to react very quickly. In this essay, I will be discussing how we can be “in check” with our emotions, how to manage our