Personality in organization behavior
Introduction
Personality is the study of the person, that is, the complete human individual who has a behavior whose characteristics circulate within cognition and emotional, which majorly evolve in environmental and biological factors. In this piece, our objective is to focus on the various aspects of personality, exploring how to employ it in our everyday activities practically. The work is explained in three main categories: personality dimensions, organization behaviors theory, and conclusion.
Personality dimensions
In this sub-topic, it has been subdivided into various subheading which explains it further
- Openness
opennes is countered as the awareness of a person that has achieved in different sectors. This is well explained in the scenario of people who tend to be more highlighted in many things, various fields and, at the same time, are more willing to embrace new stuff like fresh ideas. People who highly experienced in this trait are more likely to seek out unique experiences, and they tend to seek new adventures, creative endeavors, and expertise in different fields. These kinds of people are really on high demand in that they can bring a big-positive change towards an organization, their fellow friends who are below their level of expectation. Unlike people who are low on openness, who usually prefer to continue on routines, traditions, and familiarity (Vinayak & Ujja, 2020).
- Extraversion
Extraversion is a personality trait in a state of being where someone enjoys being with other people. Extraversion is described as outgoing people who can keep an organization alive and are eager to learn more mostly on new ideas. These kinds of people are likely invited in various organizations with the target of bringing new ideas, which automatically will bring a positive impact to the organization to embrace growth. For example, in a learning institution, students who perform poorly in class can use his friend who does better to assist him in improving.
- Neurotic.
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Neurotic is defined as the prosperity towards anxiety, negativity and self –doubt of a person, that is, a person who tends to go through the worst-case scenarios in their life/ mind. These kinds of people cannot bring any change to any organization since all their expectations are the worst in any situation; negative impacts are more likely to occur.
- Agreeableness
Agreeableness is measured towards people on how an individual can get along with other people. In an organization, more agreeable people are friendlier, cooperate, and work well with others, be a more natural kind, feel concern for the community. It is a person with these traits and characteristics brought to an organization can bring a positive impact (Weber, Mund, Leidermann & Zink, 2004).
- Conscientiousness
Conscientiousness is the personality trait of being careful and diligent to other people and to the task assigned. Members who have conscientious character can show some awareness of the impact on their behavior is on those who are around them. The habit can influence the working mates around them to follow on the positive efforts towards the goal that is achieved in an organization. A person or people with such traits have more goals towards their motives, ambitious and they can bring positive change when they are involved in an organization.
Organizational Behaviour
This is the study of how individuals/ different people interact among themselves within an organization. In an organization, the education of operations counter into many activities. Organizational behavior includes studying job satisfaction, performance, creativity, innovation, and leadership. When the study of organizational behavior is taken in place, performance and expectations should be well-identified through inspections and making follow-ups. The following theories explain openly on how an organization should operate (Kim, Ployhart & Gibson, 2020).
Hybrid Organization theory
The Hybrid organization theory is defined as an enterprise that designs their business models on the alleviations of particular social or environmental issue. It also states that an organization should not be rigid into one production like people nowadays have to choose between being profitable and should also consider the welfare of other people in the society (Haigh et al., 2015). The theory advises that when rules and regulations are being followed strictly by any institution or company, change can is seen where there was required to be. Besides, Hybrid Organizations have different sectors and names in the professional. Still, with a common goal of combining social impact initiatives with financial sustainability Current society and environment challenges are encouraging other organizations to engage in hybrid organizing because it has been characterized by multiple institutional logic whereby there are close collaborations across the organizational area which is difficult to find in other organizations (Kleimann, 2018).
Informal organization theory
This is the interlocking and network of personal and social relations that arise as people associate with one another in a working organization. In this kind of organization, it involves different groups, that is, horizontal, vertical, and mixed.
- Horizontal
These are the working fellows that belong to the same level as the workgroup in an organization. Moreover, being in this group of work, members are beneficial to every individual because it promotes information sharing and provides mutual support to each other when they need assistance among themselves. Likewise, it is in the same way that a student can benefit from a fellow student through the sharing of knowledge in a learning institution.
- Vertical group
This is a group that includes people on a different level of the formal organization example; a vertical group might consist of a supervisor and one of his subordinates. In this type of informal group, it provides quicker access to problems that may arise in the structure, and it permits where they come up together and finds a solution.
- Mixed groups
This kind of group is formed by two or more people who belong to different levels of the formal working organization. Such type of group is usually created because of common bonds outside the work or learning place. The informal group is formed because most of the people have the same problems, interests, and concerns. When they come together, they are able to collect ideas that give a solution to different issues.
Resource dependence theory
This is the study that examines the relationship between the organization and the resource they need to operate; for example, raw material includes workers. In this form, the accompany maintains the majority of the resource; then, another company will depend directly on it to operate. (Sudolska, Lis & Chodorek, 2019) This kind of organization will help the company managers always to seek advantages to improve partnership with other organizations to strengthen their own; that is, a student can explain a concept to his fellow student for him to understand it better (Biermann & Harsch, 2016).
Conclusion
The paper focuses on the topic of personality in organizational behavior, explaining vividly the various ways in which it is useful in supporting academics. Additionally, it imbues us with the relevant concepts and ideas to utilize in finding solutions to intricacies that, at times, erupt at work.
References
Kim, P., Ployhart, R., & Gibson, C. (2020). Editors’ Comments: Is Organizational Behavior Overtheorized? | Academy of Management Review. Retrieved 24 March 2020, from https://journals.aom.org/doi/abs/10.5465/amr.2018.0233?journalCode=amr
Kleimann, B. (2018). (German) Universities as multiple hybrid organizations. Higher Education, 77(6), 1085-1102. doi: 10.1007/s10734-018-0321-7
Vinayak, B., & Ujja, M. (2020). Indian Journals. Retrieved 24 March 2020, from http://www.indianjournals.com/ijor.aspx?target=ijor:mjcm&volume=5&issue=2&article=001 Biermann, R., & Harsch, M. (2016). Resource Dependence Theory. Palgrave Handbook Of Inter-Organizational Relations In World Politics, 135-155. doi: 10.1057/978-1-137-36039-7_6 Sudolska, Lis, & Chodorek. (2019). Research Profiling for Responsible and Sustainable Innovations. Sustainability, 11(23), 6553. doi: 10.3390/su11236553 Weber, H., Mund, M., Leidermann, F., & Zink, K. (2004). Barrierefreiheit im WWW (Web Accessibility). I-Com, 3(3-2004), 9-14. doi: 10.1524/icom.3.3.9.52414