Personality Trait and Attitude on Job Performance and Organizational Behavior
Introduction
The right attitude and dynamic organizational behavior in the workplace highly depend on personality traits. Organizations insist on personality assessment when hiring new employees to determine the impacts on the character of a person. This study, therefore, focuses on analyzing the personality test results conducted in assignment one to assess its effects in an organization. An individual attitude determines the overall work performance and behavior in the workplace. Great performing employees have the following characteristics; extraversion, openness, neuroticism, agreeableness, and conscientiousness traits. A person with these kinds of qualities will exhibit an excellent work performance organization setting.
Understanding Organizational Behavior and Job performance
Organizational behavior refers to the study of how individuals or members of a group work in an organization. (University of Minnesota, 2010). For an organization to achieve its desired goals and objectives, it is essential to hire the right individuals for the work. Organizational behavior determines the job performance of an organization, and this is by developing a culture of hard work and creativity among the employees. According to the University of Minnesota 2010, organizations use two different types of assessment processes to determine the ability of a candidate to fit in the role specified. The first type is personal organization fitness, which incorporates individual values, goals, and other traits that match the organization’s requirements. The other type is a person’s job fitness, which should include skills, general knowledge, competency, and abilities of a person that the job requires.
Personality Trait and Attitude on Job Performance and Organizational Behavior
The report on the personality assessment test shows that I have an extraversion character. An extraversion individual is not self-centered, but he or she likes to socialize and gain from others. In an organization, this trait is essential in developing good organizational behavior and the right attitude. Extraversion is related to individuals with trait-relevant situations, which means that they possess the right attitude, endurance, and excellent corporate values that lead to good job performance. (Timothy and Cindy, 2010). Extraversion individuals value ethical work behaviors, and they tend to execute excellent socials skills within the organization (Timothy and Cindy, 2010). In this case, as an extraversion person, I will exhibit a positive attitude, which leads to excellent job performance.
The other personality trait in question is the agreeableness trait. According to the Academic Management Journal, 2010, individuals with this character are cooperative, engaging, trustworthy, kind, and modest. These individuals also are characterized by keeping a positive relationship with others, and this means their level of attitude in the workplace is exceptional. Agreeableness implies that a person can get along with others, even if it means letting their interests go to cooperate with other people. They tend to avoid conflicts and highly promote the aspect of cooperation, which may affect them in a competitive setting. From the report, I possess a high level of agreeable personality trait, which indicates an appositive attitude. With such quality, it means I can get along with other people in the organization to ensure an excellent job performance.
According to Timothy and Cindy 2010, conscientiousness individuals are success-driven. They commit themselves to achieve their life goals and objectives, no matter the situation. They are dependable, organized, reliable, and responsible, which means that their organizational behavior reflects these traits. Such individuals show excellent job performance in the organization. Form the assessment conducted, I believe that this personality trait positively impacts my attitude. To achieve the set goals and objectives, organizations should hire individuals that reflect conscientiousness for outstanding job performances.
A neuroticism personality trait is associated with individuals who possess high emotional stability levels. Some specific individuals can manage their feelings and emotions when they are under duress rather than confining themselves with worries. Organizations require individuals who can endure hard situations and develop solutions to any arising problems. Timothy and Cindy 2010, suggest that negative feedbacks do not wave emotionally firm persons in the workplace, but they are encouraged to do better than they did. In this case, my ability to hold back emotions means that my attitude in the workplace will guarantee tremendous organizational behavior and job performance.
Lastly, openness personality trait is a significant aspect of every organization. Organizations want individuals who are open-minded to have excellent performances and organizational behaviors. Characters who are open-minded, develop solutions to problems that arise in the course of the work, and they are also creative and innovative. The assessment report suggests that I have a high level of this personality trait, and this means a positive attitude in the organization setting. Palaiou et al. 2010, argue that individuals with this quality will achieve more in organizations that required a high level of creativity and innovation.
A Colleague Reaction on the Personality Tests Results.
After discussing the results with an associate, I find that the report is a reflection of what others see in me. The associate agrees that personality traits are evident during the work. The ability to overcome specific situations and my warm relationship with every person in the workplace agrees with the test report. Through showing open-mindedness, enhancing teamwork, and incorporating cooperation among the workers, the colleague argues that the test report defines my personality traits.
References
Palaiou, K., Zarola, A., & Furnham, A. (2016). The dark side of personality predicts positive and negative work attitudes. Personality and Individual Differences, 88, 12-16
Timothy and Cindy (2010). The Person-Situation Debate Revisited: Situation Strength and Trait Activation on the Validity of the Big Five Personality Traits in Predicting Job Performance. Retrieved from. http://leeds-faculty.colorado.edu/dahe7472/Judge%20and%20Zapata%202014%20personality%20and%20job%20performance.pdf
University of Minnesota (2010). Organizational Behavior. Retrieved from.
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