This paper is aimed at determining the relationship existing between personality and individual differences on motivation in the work place and organizational behaviour. Literature is used to review the concepts and the relationships that exist between them. Personality influences motivation depending on whether the employee is intrinsically or extrinsically motivated. Individual differences on its part influence motivation mostly in an extrinsic manner because it is situations that will motivate the employee rather than internal desire to strive. Based on literature, personality influences Organizational Behaviour (OB) as it is a combination of personalities that create OB. However, OB influences the behaviour of individuals because it determines
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In other words, behaviour at work. These differences can be accumulated as a result of many factors enshrined in personality. Such factors include; gender, race, religious/political affiliations, origin, culture and to some extent educational background. All the aforementioned tend to play a fundamental role in the way individuals react and correlate with their pairs and their behaviour as a whole depending on the set stage. As Kluckhohn et al. (1953) put it: “Every man is in certain respects (a) like all other men, (b) like some other men, (c) like no other man”. Individual differences have played a fundamental role in employee motivation over the years (Barrick & Mount, 1991; Salgado, 1997; Judge & Ilies, 2002; Hogan & Holland, 2003). This will be examined as this paper proceeds. Morgeson and Humphrey (2006), stress that the main traits of work environment associated with motivation and job performance are related to; task features for example autonomy; but also task identity and significance; skill variety as well as feedback; in addition to social context of the job, where enhanced social interaction is necessary. A similar view is held by Grant (2007) and Humphrey et al. (2007) by supporting that certain jobs require enormous team effort as well as individual talent to be executed properly. This holds true in the modern day work environment where it is highly …show more content…
the desire to achieve a goal or a certain performance level, leading to goal-directed behavior”. Motivation is viewed upon mainly from two perspectives; intrinsic and extrinsic (Deci & Ryan, 1985; 2000; Mullins, 1999; Brown, 2007; Pink, 2011). Intrinsic implying the individual in question is driven by a personal and internalised desire to strive (Deci & Ryan, 1985) whereas extrinsic refers to surrounding circumstances which enables an employee to strive (Mullins, 1999). Some research however considers that a synergy of intrinsic and extrinsic motivation factors together can improve motivation at work (Vroom, 1964; Porter & Lawler, 1968; Gagné & Deci, 2005; Weibel et al., 2010). If an individual finds himself in a job that they love and in an environment that facilitates the execution of their tasks, the tendency to be more motivated to work is relatively high (Brown,
In other words, behaviour at work. These differences can be accumulated as a result of many factors enshrined in personality. Such factors include; gender, race, religious/political affiliations, origin, culture and to some extent educational background. All the aforementioned tend to play a fundamental role in the way individuals react and correlate with their pairs and their behaviour as a whole depending on the set stage. As Kluckhohn et al. (1953) put it: “Every man is in certain respects (a) like all other men, (b) like some other men, (c) like no other man”. Individual differences have played a fundamental role in employee motivation over the years (Barrick & Mount, 1991; Salgado, 1997; Judge & Ilies, 2002; Hogan & Holland, 2003). This will be examined as this paper proceeds. Morgeson and Humphrey (2006), stress that the main traits of work environment associated with motivation and job performance are related to; task features for example autonomy; but also task identity and significance; skill variety as well as feedback; in addition to social context of the job, where enhanced social interaction is necessary. A similar view is held by Grant (2007) and Humphrey et al. (2007) by supporting that certain jobs require enormous team effort as well as individual talent to be executed properly. This holds true in the modern day work environment where it is highly …show more content…
the desire to achieve a goal or a certain performance level, leading to goal-directed behavior”. Motivation is viewed upon mainly from two perspectives; intrinsic and extrinsic (Deci & Ryan, 1985; 2000; Mullins, 1999; Brown, 2007; Pink, 2011). Intrinsic implying the individual in question is driven by a personal and internalised desire to strive (Deci & Ryan, 1985) whereas extrinsic refers to surrounding circumstances which enables an employee to strive (Mullins, 1999). Some research however considers that a synergy of intrinsic and extrinsic motivation factors together can improve motivation at work (Vroom, 1964; Porter & Lawler, 1968; Gagné & Deci, 2005; Weibel et al., 2010). If an individual finds himself in a job that they love and in an environment that facilitates the execution of their tasks, the tendency to be more motivated to work is relatively high (Brown,