The paper 'Organisational Behavior and Design' is a great example of a Management Essay. Human demonstrates complex behavior as the behavior of each person is distinguished and different from the other which thereby presents a challenge before the organization. Organizations have to deal with the challenge of developing an effective workplace where the task between the subordinates and the manager is matched so that the values, behavior, and personality of the individual contributions towards the common goal. The ideal situation in this regard will be one where the manager analyzes the different requirements of the tasks and based on it identifies the required personnel so that a team where members look to complement each other can be developed.
This will help to reduce the level of conflicts and will ensure that an environment where the organization is able to grow is prepared. In order to develop the required synergy through which the organization is able to grow will require a proper understanding of the individual behavior and personalities so that human cognition can be better understood. The entire process will facilitate the development of an environment through which better opportunities for growth can be identified both on an individual and group basis.
This paper thereby looks towards presenting the manner in which individual values and behavior will have an impact on the organization and the manner it will help to create positive energy within the organization. This will thereby facilitate the better use of resources and will ensure that the goals of the organization are easily achieved. The fact that a workplace has people from different background, philosophies, culture, and personalities it increases the difficulty level associated with working together.
This will require proper cooperation, teamwork, and creativity to be able to come together and work for a common purpose. The difference in personality will make people take different approaches while interacting with managers, employees, clients, and other players working within the organization. The ability of the organization to understand the different underlying factors through which personality has an effect on the working culture will throw light on the manner the workers perform and will help to improve the understanding regarding the manner different people behave in the organization (John, 2010). Different theories and models have been developed which helps to understand the type of personality that the person has as it will help to understand the manner in which the person is able to react and mix with different people.
One of the personality type indicators is the Myers Briggs Type Indicator which looks towards testing the person on different skills so that the manner in which the person thinks and reacts to different situations can be understood. This model helps to find out whether the person is extrovert or introvert, sensing or intuitive, thinking or feeling and judging or perceiving (Chatman and Karen 2004). The above-stated personality trait has an effect on the manner the person behaves and brings about the required change in the behavior of the person for whom it has been tested.
For example, an extrovert sign would show that the person is more outgoing and will be thereby able to talk to new people and ensure that they remain social and develop a positive relationship within the organization.
The opposite is the same in the case of an introvert. Sensing on the other hand will highlight that the person is more practical while intuitive shows that the person reacts based on intuition and feelings. Similarly in the other way thinking personality will show that the decision taken is based on logic whereas in case of feeling personality the decisions are taken based on emotions. Judging personality demonstrates control in taking decisions whereas perceiving highlights spontaneous decisions. The different personality traits thereby highlight different behavior which will have a different impact on the manner the organization works.
This will thereby require that the organization based on its requirements look towards choosing people with the correct personality traits so that it helps to create a positive impact and ensures that the employees compliment each other. This will thereby facilitate a positive environment and will help to ensure that the resources are directed in a positive manner.
Barrick, R. and Michael K. (2001). The big five personality dimensions and job performance. Personnel Psychology, 44, 1-26.
Chatman, A. and Karen A. (2004). Assessing the relationship between industry characteristics and organizational culture: How different can you be? Academy of Management Journal, 37, 522-553
John, P. (2010). The 'Big Five' factor taxonomy: Dimensions of personality in the natural language and in questionnaires. In L. A. Pervin (ed.), Handbook of Personality Psychology: 66-100. New York: Guilford
Joyce, W., John W. and Glinow, M. (2002). Person-situation interaction: Competing models of fit. Journal of Occupational Behavior, 3, 265-280.
McShane, S., Olekalns, M. & Travaglione, T. (2013) Organisational Behaviour on the Pacific Rim, 4th Edition, McGraw Hill, Sydney