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Examples of specific organizational behaviour topics like personality

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This essay will see cardinal rules, theories and illustrations of specific organisational behavior subjects like personality, motive and group and squad working.

All three subjects are rather related to each other, because in a group or a squad there are some people with different personalities and they all need those people need a motive to work in groups or squads. To understand all subjects, the essay is structured into three chief parts. First, the account of personality, which is define as the distinctive and comparatively abiding form of thought, feeling and moving that can qualify individual ‘s response to his or her environment will be described.

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The secrets of motive ‘s drive forces in persons that affects their way, connotation and continuity of work behavior will be explained further in the 2nd subdivision, and in peculiar the motive will be reviewed. Finally the nature and behavior of working in the squad or a group will be discussed. The chief point in this essay will be to explicate and see the deductions of personality, motive at work and besides group and squad working.

All over the universe there is tremendous figure of administrations, like large worldwide corporations such as Coca-Cola, Microsoft, Apple or McDonald ‘s, local companies such as Morrison ‘s or Tesco, food market stores around the corner or even kin of Mafia, all of them have got several things in common, for illustration people with different personalities working in assorted places and holding the same aspiration to increase end product and net incomes.

There are a batch of researches done how to better occupation public presentation by different agencies and how to maintain workers satisfied at the same clip. But, why does directors must cognize what personalities of their employees are? Do workers have the same traits as their co-workers? What for personality ‘s disclosure is utile for directors and their inferiors? How do the personality features influence motive at work? Why make some people find it hard to work in a squad, while others are a good ‘team participants ‘ ?

If you ask people ‘What do you cognize about personality? ‘ bulk of them might experience they understand and know the right reply, because we need to acknowledge we use this term rather frequently. But what precisely is the personality? Harmonizing to John Bratton ( 2007 ) personality is the typical and comparatively abiding form of thought, feeling and moving that characterizes a individual ‘s response to her or his environment. Personality rests on the observation that people seem to act slightly systematically over clip and across different state of affairss. T

herefore, the forms of thought, feeling and actions that are viewed as reflecting a individual ‘s personality typically have three features. First, they are seen as elements of individuality that distinguish that single from other people. Second, the person ‘s behavior seem to ‘interconnect ‘ in a meaningful manner, proposing an interior component that forms and directs behavior. Third, the behaviors are viewed as being caused chiefly by ‘internal ‘ instead than contextual factors.

Furthermore, personality prescribes a group of original individual features, including emotions, motive, rating, involvement, attitudes and competencies. ( Gordon 2002 ) Personality is perchance the country in psychological science which assists employers to link with laborers easy. Analysiss of personality put these individual ‘s features together to assist directors to understand persons. They besides are admired the behavior of others and want to cognize why workers act as they do and what ‘makes them tick ‘ ( Butt 2004 ) .

In the humanistic psychological science the most common theoretical accounts of traits incorporate three to five wide dimensions or factors. The personality of worlds is classified harmonizing to the features purportedly produced by the laterality of one of the four humourous: black gall, blood, emotionlessness and xanthous gall in the person ‘s organic structures. Optimistic or sanguine people are cheerful and passionate. Melancholy people have a pessimistic disposition.

Phlegmatic persons are unagitated and unexcitable and in conclusion choleric people are crabbed and normally really cranky. Although subsequent research discredited the humoral theory, the impression that people can be classified into different personality types per is bing even non present. What is more, trait theoreticians hence is seeking to clear up assorted forms into a manageable figure of the chief personality traits that people display all the clip, in order to understand and be able to foretell human behavior.

Hans J. Eysenck ( 1916-1997 ) , is good known British psychologist, who used analysis to invent his ain theory of personality. Harmonizing to his research, Eysenck concluded that normal personality can be understood in footings of three basic factors or dimensions: invagination – extraversion, stableness – instability and psychoticism. Invagination refers to a reserved nature and the chase of lone activities, people which are introverts be given to be diffident, thoughtful and hazard avoiders. The opposite 1s, extraverts, are likely to be sociable, self-generated and be willing to take hazards. Psychotism refers to an aggressive and antisocial nature, people are aggressive, cold, Moody and unstable.

Another Austrian doctor Sigmund Freud ( 1856-1939 ) developed the influential psychoanalytic theory of personality. Harmonizing to Freud, personality is made up three separate but interacting parts: the Idaho, the self-importance and the superego. This research convinced that personality develops out of each individual ‘s battle to run into individual ‘s basic demands in a universe. Freud proposed that an person ‘s personality is determined by witting, preconscious and unconscious encephalon activity, with the unconscious portion of the head exercising great influence on consciousness and behavior.

However, trait theoreticians have made an of import part by concentrating attending on the value of indentifying, sorting and mensurating stable and digesting personality features. But as has been argued elsewhere, research workers need to pay more attending to how traits interact with personality. There is a inclination for research workers to do anticipations on the footing of a individual measured personality trait without taking into history other personality factors that besides might act upon the action in inquiry.

While directors tend to believe of diverseness in footings of such factors as gender, cultural beginning or race, the assortment of personalities in the workplace are besides really of import. Personality attributes find how people communicate with other workers, whether they can work on their ain without supervising, whether they behave ethically or non and more. John Holland best articulated the position that administrations should see alining the demands of the occupation and the features of the workplace with personality features.

At the present, consciousness that organisations should concentrate on the grade of congruity between the person and his or her work environment has expanded because of the demand for workers to alter and accommodate to new work constructions and employment dealingss. These include squad working, single public presentation and organisational civilization.

The major methods used by organisations to measure personality and predict work behavior are interview, stock lists, behaviour appraisal, personality trial and e-assessment. However, some critical organizational theoreticians argue that proving steps what is efficaciously stereotype of an ‘ideal ‘ worker or director. It might look obvious that person ‘s personality is a good forecaster of occupation public presentation, but Frederick P. Morgeson, professor of Management at Michigan State University, says that the relationship between the two is frequently extremely tenuous. One obvious unfavorable judgment of personality trials is possible for faked replies as campaigners seek to show themselves to employers in the best possible manner.

But the jobs with personality proving tally far deeper than this. Harmonizing to Kevin Murphy, the professor of Pennsylvania State University, “ as forecasters of a occupation public presentation, their cogency is disappointingly low. ” . Nevertheless, while this might propose that companies ought to reconsider their usage of personality steps is doing of import hiring determinations and cardinal assignments, Frederick Morgeson said that better ways to foretell occupation public presentation include work samples, cognitive ability trials and structured interviews, all countries in which organisational psychological science could greatly profit human resource directors. Finally, personality appraisal based on limited information can be really detrimental to every organisation. Indentify personality types are embedded merely in the organisation at the big and the interior tensenesss.

Every human action must be carried out in a figure of grounds. In most instances we do something because we want it to. And those desires form our demands. Need – is the deficiency of the internal psychological or societal sense. Then the single finds out what he is deficiency of, he is seeking to look for ways to run into his demands. Human demands are really different – 1 of them is the indispensable necessities of life, such as their life satisfaction is a necessary status for the support, while others are psychological, societal or even philosophical nature. If our demands are being non satisfied they shortly become the motivations, motivations which promote us to work, to do so action, to do alterations. Motivation is the procedure which stimulates us to accomplish certain ends.

English and Gallic lexicon of footings the word “ motive ” describe as merely merely “ what motivates, ECT. Energy depended on person ‘s actions or the methods which help to increase the motive of the persons. ” I. Balciuniene suggests utilizing the chance to divide two constructs – motive as noun and motive as verb: “ work motive is made from witting and unconscious forces of lifting energy, which involves connexions between the undertaking and single and determines the behavior and orientation in the work. “ ; “ the impact of staff motive we should name motive and its effects on the methods and means – motive tools. ” ( Balciuniene, 1996 ) . Similarly those two footings are appointed by foreign scientists: “ Motivation the psychological characteristic that determines the grade of personal committedness.

This includes all factors responsible for turn uping and back uping human behavior in a certain duty way. And the statement of grounds is the direction procedure which reflects the impact of the behavior of people. ” ( Stoner, Freeman, Gilbert Jr. , 2000, p. 434 ) . “ Motivation – ego and other personal call to run in favor of single or organisation. ” ( Neverauskas, Find, 2000, p. 66 ) . Therefore, Motivation as noun is defined as energy and as a psychological feature of the internal stimulation called inducement system, the driver of homo ‘s behavior ; motive as verb – the consequence of motive, publicity, the procedure which encourages and directs to move.

It is non plenty that present activities are being coordinated – the activities should be encouraged, actuating employees realize their mental capablenesss better. Directors are willing to use to each person eligible employee motive steps interested in the work, you should cognize that single really good. Motivations – footing of human actins, which can be formed in some signifier when persons demands ca n’t be to the full satisfied. So as the motivations stimulate the individual, it must:

The end must be worthy attending ;

The end must excite ;

The end must be realistic.

The importance of motive is really high. Motivation – a behavior publicity system leads human behavior into the right way and helps keep a whole-employment period. Motivation is good thought action and it does non go on by itself. Promotion of growing potency, ability to presume duty for aims of the organisation itself is characterized by worlds. Undertaking for directors is to assist their employees to acknowledge and to develop them, every bit good as to do conditions and do patterns so that employees in the company to accomplish its ends, and together do him or her utile for the company.

It is really utile to cognize at least the chief theories of motive, and be able to judge the relevancy of them in peculiar contexts. Contented theories of motive assume that all workers possess a common set of basic ‘needs ‘ . Procedure theories, on the other manus, explain work motive in footings of a cognitive procedure workers go through earlier and during their behavior. They assume that how persons think about their work state of affairs will impact their behavior. The most good known theory is Maslow ‘s hierarchy of demands.

Psychologist Abraham Maslow proposed that people have constitutional set of five basic demands, which can set up in a hierarchy such as physiological, safety, societal, self-esteem and self-actualization as from in pyramid from the underside to the top where traveling closer to the pyramids top the person can happen his high-order demands. Maslow ‘s theory of demands is based on the fallowing premises: one – people ten 500 to run into their ain demands, but it is non possible to carry through all their demands so they have to cut down them and another is that all people have the same demands. Maslow ‘s pyramid of demands is a system in which the higher degree of demand does non lift till the lower degree demands is non satisfied. And he indicate out that people can at the same time run into merely one degree ‘s demand at one time.

Although, this theory has some drawbacks in the pattern. Critics say that people can at the same time run into the immediate demands from different lever, for illustration, so persons are holding tiffin they meet their physiological and communicating demands. Others tell that this is an abstract philosophical theory and it can non be suited for specific persons, because people are really different.

Maslow ‘s demand hierarchy appears to offer an advice to directors. But one of the major jobs with his theory is that it is highly hard to place which demand is dominant at any given clip. Without this information directors can non confidently redesign the workplace or stress work-based acquisition to appeal to their employees ‘ self-pride or self-actualization demands, for case: this might non in world be their chief incentives. If directors truly want to alter and better the results of the work of employees, they must take an active function in the direction of concluding procedure. This is non what is go oning merely by itself. Furthermore, motive is a complex phenomenon and to understand it is non so easy.

The group or a squad construct is one of the most of import organisational developments to hit concern since the industrial revolution ( Manz and Sims 1993 ) . Work groups are non something invented by direction advisers. History shows that they have been portion of human societal development since antediluvian times. For 1000s of old ages work forces and adult females lived in little hunting and assemblage groups, and subsequently they lived in little agriculture or fishing groups. It is merely in the last 200 old ages, with the coming of industrial capitalist economy and the development of the mill system, that little groups became the exclusion instead that the regulation ( Johnson 2000 ) .

In the international Words Dictionary, the word ‘command ‘ is described as a little group of persons with the connotation to make a certain undertaking. Hence, a group of people working together as a squad is really of import in the on the job state of affairss and learnt things pertinence and utility in specific state of affairss is a critical characteristic. So team work cardinal elements are cooperation, common support and balance of assortment of different persons in the group. Team working is a group of people, who are seeking to utilize their all attempts to make the same end.

Harmonizing to V.Barvydiene and J.Kasiulis ( 1988 ) a group is a community of persons, in which all members are connected with same characteristics like common activity, inter-communion, common involvements and belonging to the same organisation, while squad – is a group of people working together, where each member ‘s being is really of import to recognize the same intent and run into all demands of each group member. T.Tomosiunas ( 1999 ) says that “ Every person in belongs to some assorted groups like household, groups of friends, school or work corporate and so on. However, non each member of the group or a squad can work harmoniously and successfully. ” . Author draws attending to the fact that an effectual group activity can happen merely if the group is able to concentrate and utilize all of the accomplishments of each member in the squad for organisation ‘s ends.

Most group theory examines group outcomes in term of group public presentation and effectivity. it was discovered that workers in a assortment of bureaus had a great trade in common and that the major constituent of that common experience ballad in their experience with groups. Out of this acknowledgment came the widespread usage of the term societal group work and the development of involvement groups concentrating on work with groups in a figure of metropoliss. The 2nd find was that what was common to all the groups was that, in add-on to the activities in which the group engaged, groups involved a web of relationships between the members and the worker, between the groups as a whole.

His combination of relationships was called the group procedure. This 2nd realisation produced a hunt for deeper penetrations into these relationships, an effort to depict them and to understand their kineticss ( Reid 1981 ) . The work of Maslow helped human dealingss advocators to clear up their position, with its focal point on the interrelatednesss between workers and the quality if the employment relationship. They suggest insouciant relationship between five nucleus occupation features ( skill assortment, undertaking individuality, undertaking significance, liberty and feedback ) and the worker ‘s psychological province. If this relationship is positive, it leads to positive results. This theoretical account besides recognizes the importance of larning to accomplish motive and outcome ends.

Teamwork is normally considered an of import factor particularly in a workplace. However, there are some important jobs and troubles that are experienced while constructing teamwork among persons. In a broader position, there are issues such as cultural and personal differences, differences in future chances, professional and workplace issues, societal differences, instruction degrees and gender disparities. Communication barriers, deficiency of preparation of employees on teamwork hapless committedness from all stakeholders undermine the spirit of squad work ( Dyer, 1995 ) .

In teamwork, some persons who hold a moderate point of position tend to believe that their teammates hold stronger and utmost positions than them. They will finally set their places in position of the 1s perceived to be superior-a conditional phenomenon referred to as a groupthink. This is usually a unsafe and hazardous manner of working things out particularly where critical thought and audience is required.

Sometimes hapless leading and direction accomplishments can do really negative impact in the group. Leaderships are usually inexorable about acquiring information from their junior co-workers and whenever they receive any, they are either brushed off or merely neglected. In teamwork, every individual ‘s point of position should be taken into history. The world is nevertheless different from what is expected in that some squad leaders and coordinators tend to force for their ain positions to be accepted by the other members. Makers and workss in teamwork are responsible for brainstorming the members of the squad but they usually abuse this duty ( Maund, 2001 ) .

Critical ratings of squad working focal point on paradoxes and the effects of squad ‘s political orientation and behavior of workers. For effectual realisation of the benefits of teamwork, there should be a good co-ordinated signifier of communicating. Measure all the benefits of groups and squad working, numbly, the inquiry arise – is ever a squad work is better than an single 1. The reply is no. It should be remembered that both group and single work has both advantages and disadvantages. Team work is utile when the solution is non obvious and we need information, cognition and abilities of other people to accomplish the aims and scope of thoughts. Meanwhile, for simple undertakings with clear jobs and ends, or jobs with the logical, elusive ground adequate to work out need merely individual attempts.

To sum up, hence, that the basic rules of squad work are cooperation, listening to other squad member ‘s sentiment, acknowledgment, trust and common assistance. Individual work frequently reaches addition for a worker while group ‘s merchandise is both single and squad ‘s public presentation.

In decision so, the chief point is that in this modern society everything depends on occupation public presentation. In the on the job field a batch of things depend on persons. To do work successful people need to hold motive and good squad. The members in those groups need to be similar, the demand to see their personalities in order to avoid failure. A successful squad has to be balanced and concerted. And all these characteristics combined together give us a great organisational universe.

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Examples of specific organizational behaviour topics like personality. (2018, Apr 05). Retrieved from https://graduateway.com/examples-of-specific-organizational-behaviour-topics-like-personality/

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