There are many factors influent the organizational behavior, and personality is an important factor among them. Personality is defined as the combination of ways which form an individual’s respond to or interact with others (Robbins & Stephen, 1943). Similarly to the definition of Robbins & Stephen, the others authors describe personality is the sum of characteristics that capture the unique nature of an individual in terms of reacting or interacting with others (John, Richard, Osborn,James, Mary, 2005). In reality, lots of managers try to understand personality and put an effort in classifying different personality within an organization. Many personality tests are applied in the job interview or workplace in order to forecast who is the most
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Extroversion dimension is used to describe those who are outgoing, sociable, high self-confident, and talkativeness. People with high score in this dimension will have better social skills, greater social dominance as they would love to be at the center of attention, and good at expressing their emotions. To sum up, extraverts are capable to improve their leadership and have higher job satisfaction. They also can achieve higher performance yet just in case their job relates more to interpersonal interactions. Secondly, agreeableness dimension refers to a person that has a tendency to accept with the others. Highly agreeable people are cooperative, good-natured, and trusted. Similar to extroversion dimension, a high agreeable person is better liked so he will gain higher performance yet just only in case their job relates mostly to interpersonal skills. Besides, high agreeable person is more compliant and conforming so he is able to lower levels of unexpected and abnormal behaviors. Thirdly, the conscientiousness dimension is the measure of responsibility. Those who score high in this dimension are considered as responsible, dependable, persistent, and organized. On the contrary, those who have low score are disorganized and unreliable. A high conscientiousness person is well-organized and more discipline so there is no doubt when they can enhance …show more content…
Even though personality in fact can be affected and changed, it is relatively stable overall. Therefore, understanding personality will be helpful for the managers in terms of looking for the new suitable workers or classifying them into the appropriate positions in the working places. Furthermore, the personality knowledge provides the managers the advance in learning and emphasizing both positive and negative aspects of the employees’ working style. Hence, the manager can give his employees an objective feedback then motivate them to maximize their strengths. Likewise, the managers need to base on each typical different personality to offer unalike motivation to his workers. By this way, the organization leader will gain higher work performance as well as effective productivity. Applying the dimensions of personality knowledge also supports managers predict behaviors of their workers. Consequently, managers will likely to encourage more for the positive behaviors also eliminate the negative one
Extroversion dimension is used to describe those who are outgoing, sociable, high self-confident, and talkativeness. People with high score in this dimension will have better social skills, greater social dominance as they would love to be at the center of attention, and good at expressing their emotions. To sum up, extraverts are capable to improve their leadership and have higher job satisfaction. They also can achieve higher performance yet just in case their job relates more to interpersonal interactions. Secondly, agreeableness dimension refers to a person that has a tendency to accept with the others. Highly agreeable people are cooperative, good-natured, and trusted. Similar to extroversion dimension, a high agreeable person is better liked so he will gain higher performance yet just only in case their job relates mostly to interpersonal skills. Besides, high agreeable person is more compliant and conforming so he is able to lower levels of unexpected and abnormal behaviors. Thirdly, the conscientiousness dimension is the measure of responsibility. Those who score high in this dimension are considered as responsible, dependable, persistent, and organized. On the contrary, those who have low score are disorganized and unreliable. A high conscientiousness person is well-organized and more discipline so there is no doubt when they can enhance …show more content…
Even though personality in fact can be affected and changed, it is relatively stable overall. Therefore, understanding personality will be helpful for the managers in terms of looking for the new suitable workers or classifying them into the appropriate positions in the working places. Furthermore, the personality knowledge provides the managers the advance in learning and emphasizing both positive and negative aspects of the employees’ working style. Hence, the manager can give his employees an objective feedback then motivate them to maximize their strengths. Likewise, the managers need to base on each typical different personality to offer unalike motivation to his workers. By this way, the organization leader will gain higher work performance as well as effective productivity. Applying the dimensions of personality knowledge also supports managers predict behaviors of their workers. Consequently, managers will likely to encourage more for the positive behaviors also eliminate the negative one