The paper 'Personality of an Individual " is a great example of psychology coursework. Organisations are often a concern with personality because they want to match applicants to certain jobs and existing values of the organisation. In the case study, Alice is worried about how an extrovert like Jana can work closely with an introvert like Mark. As a manager and someone baldly in need of an employee with full knowledge of Medicare regulations, Alice is so concerned about how Jana would feel while working in an environment unsuitable for her personality.
Alice needs Jana’ s expertise but she is afraid that while working with Mark, Jana would quit. The following section discusses this case study and personality issues in the workplace. These included a literature review of people’ s behaviour and personality, a self-assessment of a case study, extreme personalities working together in one working environment, advice to Alice, and view of personality testing in the workplace. Literature Review There are a number of ways people behave and in the theory developed by Jung in the 1920s, the variations in people’ s behaviour are determined by the way an individual use his or mind (Howson, 2003).
According to Roth (2005) & Cohen et al (1999), personality is flexible and can change virtually at will (p. 51; 370). Moreover, personalities are being influenced by various factors such as heredity, culture, family background, experiences in life, and the type of people the individual intermingled (Shajahan, 2007). Considering Howson, Roth, and Shajahan suggestions, it is thus possible that an introvert today may be an extrovert tomorrow due to changes in an individual’ s circumstances and environment. The personality of an individual has organisational implications thus it is important to understand the role and effect of personality in the workplace (Jain, 2005).
Alice’ s problem in the case study is accommodating to extreme personality in one workplace and this is definitely not easy since extroverts seek excitement while introverts avoid it (Furnham, 2005). Moreover, as suggested by Jain (2005), managers should not try to control these personalities since it’ s unethical aside from being nearly impossible (p. 96). An individual’ s behaviour is more often aimed at integrating a personality as a whole (Rajamanickan, 1999) thus controlling such behaviour is suppressing one’ s individuality.
In addition, being extrovert or introvert is not counted as counterproductive behaviour as suggested by Barrick & Ryan (2003); (Robbins 2009). the only reason why an organisation such as those where Alice belongs, is concern about personality is to match the individual to specific jobs and values of the organisation (p. 150, 107). According to Goldstein & Lanyon (1999) and Kamdar & Dyne (2007), the use of personality assessment is for predicting job performance rather effective workplace relationship (p. 291; 1287). Similarly, Rout & Omiko (2007) suggest that working people regardless of their personality is flexible and they can work together in the same environment (p. 255).
For instance, there are many cases that people work well with other people they have little in common with. According to Thomas & Hersen (2004), although personality determines the quality of interpersonal dynamics in the workplace, the most common problem are those with a personality disorder or those with personalities that differ significantly in emotion and interpersonal functioning (p. 147). These are individuals with paranoid tendencies who are distrustful and often interpret other behaviour as malicious and intimidating.
In addition, there is more problem associated with deep-level dissimilarity such as spiritual affiliation than an extreme personality (Moore, 2008).
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