Performance, leadership and conflict are the organizational dimensions I’m using to determine which personality types match the best with different organizational cultures. Individuals who score high on the extraversion dimension of the Big Five Model usually perform well in jobs with high interpersonal interaction and work well in groups. They tend to take charge and emerge as leaders of groups. Extraverts are good fits in a team-oriented organization with activities centered around teams instead of individuals (Robbins & Judge, 2014). I scored low on extraversion which doesn’t surprise me. I am an introvert and am quiet, reserved and like spending time alone. Although I am not an assertive person, I have been in a leadership position
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Extraverted people and individuals who score high on openness to experience are a good fit with flat organizations because open individuals are flexible and autonomous. They are creative and adaptable to change which are qualities needed in a flat organization. Extraverts have great interpersonal skills which are important in flat organizations that promote a lot of communication. Individuals open to experience and extraverts both have effective teamwork abilities which are also needed in a flat organization (Robbins & Judge, …show more content…
Personality traits and attitudes are a stronger predictor of job motivation than pay increase and promotions. The authors of Personality, motivation and job satisfaction: Hertzberg meets the big five theorize extraverts are motivated by intrinsic rewards like recognition and positive feedback because these rewards agree with their sociable character traits. The authors also believe introverts are motivated to avoid punishment (Furnham, Eracleous, & Chamorro-Premuzic, 2009). In our text, Robbins and Judge describe this as the approach-avoidance framework. This framework predicts individuals will operate by approach motivation which states employees will work harder in order to win or avoidance motivation which claims employees will work harder in order to avoid losing and the consequences of
Extraverted people and individuals who score high on openness to experience are a good fit with flat organizations because open individuals are flexible and autonomous. They are creative and adaptable to change which are qualities needed in a flat organization. Extraverts have great interpersonal skills which are important in flat organizations that promote a lot of communication. Individuals open to experience and extraverts both have effective teamwork abilities which are also needed in a flat organization (Robbins & Judge, …show more content…
Personality traits and attitudes are a stronger predictor of job motivation than pay increase and promotions. The authors of Personality, motivation and job satisfaction: Hertzberg meets the big five theorize extraverts are motivated by intrinsic rewards like recognition and positive feedback because these rewards agree with their sociable character traits. The authors also believe introverts are motivated to avoid punishment (Furnham, Eracleous, & Chamorro-Premuzic, 2009). In our text, Robbins and Judge describe this as the approach-avoidance framework. This framework predicts individuals will operate by approach motivation which states employees will work harder in order to win or avoidance motivation which claims employees will work harder in order to avoid losing and the consequences of