IntroductionAn organization can be defined as individuals performing different duties with a common goal or objectives, while organizational behavior is the study on how these individuals perform within the organization. The study’s main focus is on how to best manage these groups. Organizational behavior is a broad subject that involves management, motivational theories and practices, and fundamental organizational structures and design. Organizational behavior applies to all forms of organizations and with some knowledge on the subject, managers will be able to gain understanding on how to best drive the organization towards achieving its intended goals.
This knowledge can as well guide the organization on effective and efficient ways of successfully adapting changing environments. Impacts of Personality TraitsPersonality has been described as avital element in predicting an individuals’ performance in an organization. It is that behavior that differentiates individuals (Beer & Brooks, 2011) and gives an insight of whether they can perform a particular duty over the other. In addition, these traits are always constant and consistent in an individuals’ life throughout their work life. Personality theories examine individuals’ variances and similarities. While similarities are used to predict performance and behavior from the collective behavior of human nature, variances provide an individuals’ performance and describe their behavior as well.
Some scholars have in fact argued that personality as an effective tool that predicts performance (Schulman, 2011). Studies on personality have attracted enormous attention indicating that personality affects the human environments, greatly affecting their decision on where to stay. Individuals’ environmental preferences on cycles and activities that an individual chooses are greatly affected by their personality. These set of values strongly relate from person-organization (P-O) fit.
Silverthorne, (2004) argued that there is not a single known organization with no change of behavior in its environment and this is as a result of Culture which determines how well an individual “fits” in an organization; with “fit” representing the feeling of comfort with that culture. This is directly linked to the employee’s performance and turnover levels in the organization. Culture prevails in the employee’s customs development in the organization in turn affecting the organizations output. In general, personality traits and production have a positive relationship meaning that if an employee’s traits match with the organizational cultures, the production will be high. Model of PersonalityExperimental efforts by Raymond Cattell, (2011) have demonstrated the big five Model of human personality comprising of the five self determining dimensions giving significant and complete taxonomy of reviewing an individuals’ dissimilarities giving the actual core of human nature (Mount & Barrick, 1998) generally assuming that personality can be divided and examined in five distinct but distinguishable factors as agreed by researchers in the study on personality and as will be discussed in this study. ExtraversionIsabelle has been described as extra-vicious.
She is known for her good listening skills and empathy for others suited to her customer service duties and always concerned about her colleagues well being. She is also described as outgoing and love team work as opposed to doing things her way. As Barrick & Mount, (1993) puts it, extra-vicious persons are individuals who are outgoing, companionable, confident, determinable, expressive, chatty and gregarious. Goldberg, (1990) describes extraverts as having a tendency to be spontaneous, communicative, positive, enthusiastic and energetic. Such individuals always long for admiration, social acknowledgement control and command.
Compared to other traits, extraverts are observed to have an emotional commitment