Organizational Behaviour

Organizational Behaviour

Introduction

This paper discusses the effects of personality tests in favour of organizational success. The behaviour of an organization is the outcome of its employees' performance within its premises. This paper provides a detailed literature of personality tests and its importance in organizations. It also contains the analysis of surveys conducted in this regard.

Discussion

Part A: Literature Review

Every organization has determination of meeting its objectives by getting success at all levels. It is not an easy task, nor it can be done alone by the company management, but all the employees associated with the company play a significant role in succeeding their company. The organizational behaviour is essential to its success factors, which is evident from the personality traits of its employees (Westerman & Simmons, 2007).

The personality traits of the employees affect their performance at the workplace. Personality is a consistent pattern of thoughts, emotions, behaviours and attitude. Based on these traits, an individual is effective on others by means of reactions and interactions with others. These traits describe the inner psychology of an individual that affects his personal life and also the lives of others (Bipp, 2010).

Work personality includes the level of supervision, co-workers, rewards types, and job design with their effects on individuals to behave within the work environment. A number of factors are necessary to be considered for assessment of the extent of influence of individuals' personalities, including their behaviours, interactions with others, and contributions to the team work. These personality traits and the duration of job employment depend upon the successful performance (Furnham, et.al. 2009).

Considering the professional context, personality affects the environment of the workplace, and even the success of the organization. It results from the collaboration of nurtured and natural factors. The personal characteristics of an individual can be characterized in a hierarchical form on the basis of their responsiveness towards the work related queries, and maintaining their interactions and communication at the workplace (Heller, et.al. 2009).

A number of tests are available in order to analyse these characteristics of an individuals' personality. BFI is the Big Five Personality Inventory test, which judges an individual on the basis of five dimensions of Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness. These characteristics provide analysis of people behaviour and actions, together with their conduct. Recently, the use of BFI is most efficient to determine the responsiveness and conduct of individuals (Moscoso & Iglesias, 2009).

Describing personality in favour of organizational behaviour incorporates the implication of “trait factor-analytic theory”. This theory considers human behaviour responsible for the personality of an individual. The theory describes the personality as the unchanging and stable factor of an individual, which makes it easy to predict one's behaviour in the upcoming future. Still, there are environmental and situational features that assist people in shaping their behaviour (Rammstedt & Kemper, 2011).

An individual's behaviour in a situation can be totally different as compared to other scenario. A number of researchers have conducted various researches, like Wood and Roberts (2006), Sheldon, Ryan, Rawsthorne, and Ilardi (1997) and Donahue and Harary ...