Personality and Individual Difference
Dsicuss about the Personality and Individual Differences.
The report helps in analysing the difference between the personality along with individual differences as this will help in understanding the excel in the performances of the individuals in different organizations. Human beings are the actual and main foundation for the different kind of organizations as this will help them in excelling in their performances to understand the individual performances of the different employees along with personality. Typically, the employees’ intelligence, differences among employees along with personality are applied in job positioning and recruitment activities as this will help the organization in selecting the right candidate for the right position in the job.
However, it has been seen that the different organizations superintend the performance of personality of the different employees in different kind of motivational activities and it is analysed that all the triggers of different individuals are different from one another. From the perspective of the behaviour of the entire organization, it is seen that motivation helps in enhancing the performance of the employees, however it is a supporting factor as this helps in establishing organizational culture that is resilient in nature.
The entire aim and purpose of the report is to highlight the different kind of correlations between the individual differences in both motivation and personality that is based on different kind of distinctive scholars as this will help in enhancing the fulfilment of the individual differences.
With the help of psychological view, it can be analysed that individual difference is defined as the similarity and difference between the different individuals (Ang and Van Dyne 2015). These kinds of distinctions along with similarities refer to the extent of different kind of psychological aspects that includes intelligence, innate talents along with personality. From the perspective of the management , the individual differences areas are divided into abilities, expectations, beliefs, motivation along with expectation (Schnackenberg and Tomlinson 2016). Furthermore, it can be seen that both the field of the studies share the same kind of characteristics that include abilities, expectations, motivation and personality areas of the individual difference, it is defined as the unique area of the perception of management on the entire individual difference as they are crucial in leading along with managing different employees in an efficient manner (Gagné 2014).
Furthermore, it can be seen that personality is defined as the differences of the individuals in behaviours, feelings along with thinking styles. Different kind of psychologists and scholars have attempted number of times in debunking the personality of the individuals and they have come up with various kind of theories as well. Among the various kind of theories, big personality (OCEAN) model, Enneagram model along with Myers-Briggs Type Indicator are the famous ones for measurable and applicable norms.
Personality Theories: Enneagram, OCEAN and MBTI
MBTI is one of the personality theories that is defined as the tool for testing of the personality introduced by Katharine C. Briggs and Isabel Briggs in the year 1940 that is based on the theory of Carl Jung’s theory. The entire kind of test is based on the different kind of aspects of personality of the individuals and they have categorized into more than 16 kinds of personalities as well. As per the respective theory, the different kind of traits help in constituting the personality of different individuals that includes extrovert versus introvert, intuition vs. sensation along with feeling vs. thinking and perceiving vs. judging (Rahim 2017).
Furthermore, the OCEAN model is known for the big five personality traits and the full form of OCEAN strands for Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism. The OCEAN test will help in analysing the personality of the different individuals based on the respective five traits. The other essential theory named Enneagram is the tool for testing that helps in consisting of nine kinds of personality requirements. This is the respective test that contains psychological kind of orientations along with different means that is used by the individuals to connect to the outer world. In this respective report, the author has tried to implement Enneagram personality kind as this is systematic and logical approach in diversifying the different kind of personalities.
The first kind of the personality in Enneagram is perfectionist kind of personality type wherein it is analysed that the perfectionists have proper and accurate organizational skills along with standards of high morale as well. This is the kind of personality type wherein it will be demanding along with crucial in nature. The perfectionist kind of personality has the fear of bring wrong and they are the ones who suffers from workaholism.
Furthermore, the second kind of personality is the Helpers possess caring kind of personality wherein there is desired love along with affection. These kind of personality individuals try to over help others and they are self-harming in nature as well. these kind of personality individuals fear is they are not being wanted anymore and they are tended as pleasers of individuals as well.
The third kind of personality individuals are the performers wherein they are productivity oriented and efficient kind of individuals wherein they try and tend to be aggressive, focused and competitive in nature as well. However, the main concern is that they are useless is the biggest kind of fear and they are over addicted towards success as well.
Enneagram kind of personality
The fourth kind of the personality is the individualists cherish uniqueness, originality and authenticity and they are the ones who suffer from envy. They do not feel like chasing risk on their selves as well. The fifth is the loyalists’ personality kind wherein they appreciate stability, security along with blindly obedient in nature (Certo 2015).
The seventh kind of personality is the observers wherein they like specialization and competent in nature as well (Guillén, Ferrero and Hoffman 2015). However, they are the ones who tend to overanalyse different objectives and they have the fear of being incompetent. The seventh is the Dilettantes who are the seekers of pleasure. They are the ones who desire to be happy and focused on different activities. They are the ones who fear pain and harsh kind of reality as well (Kim et al. 2017).
Lastly, controllers are the eight kinds of personality wherein they crave for autonomy and power and they take and make quick decisions as well. However, they are over manipulative and dependent in nature as well. The ninth one is the peacemakers who desire harmony along with peace. However, on the other hand, their greatest kind of fear is conflict between others and them (Rudolph 2016).
Motivation is defined as the kind of driving force that helps the individuals in working towards the desired kind of objectives in an effectual manner. It is defined as the kind of force that comes from person to person and gears the respective individuals to react as per the particular kind of situation as well. Motivation is defined as the kind reason wherein this helps in underlying the entire fact wherein they will behave in a respective manner. The motivation of employees affects the entire efficiency and productivity of the organization and there is no one such motivation approach that can be applicable in the entire diverse workforce. The Maslow’s Hierarchy Theory helped in analysing the different needs of the individuals in an effectual manner. There are different kind of motivation theories that helps in understanding the different kind of perspectives of motivating individuals effectively as well (Matthiesen and Einarsen 2015).
There are different kind of organizations who provide different kind of benefits to the employees in an effectual manner. However, the employees do not have any intention to put their extra effort on the same and therein the organization includes different kind of motivational factors (Luthans, Luthans and Luthans 2015). Proper motivation has huge impact on the performance of different employees that has been generated from the study conducted in Commonwealth Bank wherein more than 65% of the employees commented that there was job security along with promotion and growth strategies for the enhancement of the performance of the employees as well (Gerhart and Fang 2015).
Motivation
With the implementation of the motivation effort, this will help the employees in performing well in the organization and this will help in improving the performance of the employees as well. With the implementation of the different motivational factors, it will help in lowering the turnover of the employees, increasing the job satisfaction of the employees along with improved the productivity of the organization as well (Chamorro-Premuzic 2016). It was in the case of Commonwealth Bank wherein the optimum performance of the different employees was appreciated with providing them job satisfaction and there was no such kind of monetary rewards as well.
Mismatching the personality of the employees along with approach of motivation can impact negatively on performance of employees, efficiency and effectiveness of the employees. There are number of studies wherein it has been seen that monetary rewards or motivation may demoralize the employees and it backfires the plan of the higher officials as well.
There are different kind of theories on motivation that includes process and content oriented such as Maslow’s Hierarchy theory, McClelland’s and Herzberg’s theory that are recognized as the different content theories as these deal with personality and values of the individuals (Beus, McCord and Zohar 2016). On the other hand, Vroom’s, Porter and Lawler’s theories are the different process theories as they deal with the different kind of occurrence of motivation as well (Zimbardo and Boyd 2015).
Furthermore, the McClelland’s theory has been used in this report as this will help in forming the entire correlation between the nine enneagrams and this will help in the long-term commitment achievement as well (Dörnyei 2014).
The respective theory of motivation helps in analysing the three needs that includes Achievement, Affiliation and Authority motivation.
Authority motivation is wherein there is need for power and this includes the use of the different participative practices of the leadership as well (Triandis 2018)
Achievement helps in motivating the individuals wherein they will attain different goals and they are the individuals wherein they will provide challenging work as well (Gignac and Szodorai, 2016)
Affiliation Motivation helps in motivating the individuals with friendly relationship along with interaction with others. They are the ones that ace in different groups along with teamwork (Deci and Ryan 2014).
The need for the theory for achievement help in contenting the perfectionists needs wherein they have the desire to differentiate themselves from the other individuals with the entire desire to excel (Cooper 2015). For the personality of Helper, it will help in motivating with the need for affiliation principle wherein it is due to the affiliation and acceptance seeking with the needed nature. When there is low level of affiliation, it can demoralize the employees and the jobs of the employees can be neglected as well (Miner 2015).
Furthermore, the need for authority and achievement can be applied as to motivate the different performers and the potentiality is required as this will help in understanding the different kind of issues on the team members. The need for authority can be used for the individualists need as they treasure the originality concept along with liberation.
The need for achievement is suitable for the observer kind of personality as this will help in demanding different kind of missions. The loyalists’ kind of individuals are motivated with the help of the need of affiliation as these will help in reducing the insecurity and other issues effectively. The dilettante personality can be motivated with the help of the need of affiliation wherein they want feeling of the belonging.
The controller kind of personality can be motivated with the help of need for authority as this will help in solving their issues and this will help in controlling the resentment as well. However, on the other hand the different kind of unmitigated authority can create huge issues and the members will be demotivated and stressed in nature.
Lastly, peace lovers need affiliation as this will help in allowing employees in contributing towards the functions in an optimal manner. The productivity of the organizations will increase or decrease with the help of different kind of talents along with efforts of the individuals. For this entire scenario, the McClelland’s theory and enneagram as this will help in applying the different kind of performance appraisals and other formation of groups along with teams.
A particular research paper that has been published in Journal of Business Technology and trends has helped in showing that the employees productivity has been increased with the implementation of motivational factors. The significant amount of the organizational behaviour has helped in motivating the contented employees and this has helped in motivating employees who underperformed in the organization. However, there are limitations in the need theory that is based on motivation.
The limitation of the motivation that has been based on the personality is the ultimate complexity in identification of the employees’ personalities and due to lack of the empirical kind of study there has been variability in the theories of personality and identifications. The other kind of difficulty is challenging o balance and measure he motivational effort as to achieve the desired level of performance. There are different kind of issues in the motivational approach that has to be solved in an effectual manner.
Proper appointment of the leaders with high EQ as this will help in smoothening the stage of implementation of the program of the successful motivation. Proper practice of the effective and systematic motivation and recruitment scheme will help in attaining the optimum level of the organization and person job satisfaction.
Secondly, proper nurturing is required in the listening culture as this will help in supporting the different kind of implementations. Proper motivational incentives are required to be performed effectively as this will help in solving the different issues and solve the problems in an effectual manner. proper incentive plans have to be maintained in the organizations as this will help in implementation of effective procedure of motivation.
Proper establishment of the effective feedback system is essential in nature as this will help in consisting of the external and internal stakeholders of the organizations in an effective manner. These will help in providing transparency in the different kind of functions as this will keep the entire function more efficiently.
Conclusion
Therefore, it can be concluded that from the above studies there are different kind of connections between the different kind of individual differences and applying the awareness will help in promoting organizational effectiveness. However, there were different kind of difficulties in the correlation between the two that reduced the effectiveness among the job security of the employees in the organization. With the help of the understanding of the personality along with application of the motivational factors, it can be seen that proper prediction of the behaviours is essential in nature as this will help in achieving the ultimate goals of the organization in an effectual manner. With the implementation of the programs, this will help the organizations in predicting the behaviour of the individuals in an effectual manner as this will help in maintaining effectiveness.
References
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