Write an essay on the relationship between personality and job performance. Explain how OB scholars and leaders should apply this knowledge in organisations.
In today’s competitive business world, every organisation prefers to recruit those employees, who are capable to provide high performance on the assigned tasks. Organisational behaviour plays an important role on determining and deciding the job performance and personality of an individual. Alabak, Peker and Booth (2015) have mentioned that a proper organisational behaviour helps employees to interact with the others in suitable manner and in scientific approach. In this present essay, the close interlinks on between the personality and job performance will be discussed in detailed manner. Even this essay will reflect some challenges encountered by the employees of several organisations in Australia because of lacking organisational behaviour. However, the leaders of the organisations are potential and capable to gain knowledge on the organisational behaviour in order to reduce the arising problems and challenges both within and outside the organisation (Avery, Smillie and Fife-Schaw, 2015). At the end of the essay, there will be effective and relevant recommendations, which will help the organisations to improve organisational behaviour, as it is responsible to maintain a perfect environment.
From various studies, it has been found that conscientiousness, neuroticism and extroversion are correlated with the personality and job performance of an individual. According to Barnes, Robert and Bradley (2013), the personality plays a vital role to enhance the effectiveness and efficiency of the performance of an employee. Constant incremental development of the modern technology and knowledge has established a completely different kind of organisational structure and design in comparison with the existing structure. The supermarket industry of Australia has transformed both the internal and external communicative channels, which are consistent with these sudden changes. In order to hold the best position in the supermarket industry more or less every organisation concentrate on improving the HR department, regular functions and activities and to increase the productivity in order to earn more sales revenue than the previous time.
Every organisation perceives the actions of human resource in serious manner, as it is helpful to implement strategies in order to achieve the targeted goal of the organisation. The basic impact of the personality of an employee influences the job performance (Furnham 2012). Therefore, most of the organisation in the supermarket industry of Australia such as Coles, Woolworths and Aldi recruit efficient and skilful employees in order to utilise the available facilities within the organisation. From the annual report, it can be analysed that Woolworths is successful to achieve its targeted goal with the constant improvement and growth of its daily operations. Coles and Woolworths are famous in the supermarket industry of Australia only because of their capability to satisfy the demand and criteria of the customers. However, there are still some effective incidents, which portray that these renowned supermarkets encountered several problems because of lacking organisational behaviour. Woolworths and Coles deliberately kill its competition in the supermarket retail industry of Australia with proper implementation of effective strategies. Organisational behaviour of these companies is solely concerned with the fundamental studies of the performances of employees and their personality. Magazine (2012) has suggested that organisational behaviour includes the formal structure, undertaken tasks, the behaviour of the individuals, the entire process of management and internal and external environment of an organisation. The organisational behaviour is interlinked with the design and structure and the basic patterns of the behavioural attitude of the higher management and the employees. Organisational behaviour of Woolworths changes with the scientific and technological development, governmental policies, procedures and economic activities. Mihalcea (2014) has referred that organisational behaviour is interrelated with the personality and the job performances of employees as it engages a proper working environment to them in order to satisfy individual requirements and the customers’ needs. The ultimate satisfaction of an employee will lead to provide best performance during regular assigned activities and it will help to attain the targeted organisational goals.
The theories of organisational behaviour also reflect the interrelationships in between the job performance, personality and organisational behaviour. As opined by Murphy (2013), the higher management of an organisation usually are responsible to maintain adequate and proper organisational behaviour within the organisation. The earlier existing ideas related to the organisational behaviour are transformed and it has been determined in present days with modern management thinking. The theories related job performance and personality of an employee are appropriate and adequate to develop the organisational performance. If the organisational behaviour is perfect then it will help the employees to perform own roles and responsibilities in proper manner. Mussel (2012) has determined that usually the management of an organisation selects those employees, who possess suitable personality related to the designation offered within the organisation. However, the personality differs from one individual to another and their job performance also. The management of an organisation decides major purposes of the duties of the employees according to their personality and the nature of the past working experiences.
According to Saeed (2013), personality and job performance are concerned with the skills, attitude and adequate knowledge as these are qualities, which enable an individual to perform own duties within the organisation for helping it to attain the desired goal in the market. Coles supermarket arranges the policy of performance appraisals for its employees in order to motivate them to perform responsibilities in proper manner it is closely linked and associated with the entire cycle of an organisation as it informs the development and training agenda, which is an essential factor of remuneration calculation. As opposed by Strongman (2013), job performance and personality also determines the ultimate procedures of job analysis in inextricable manner. The management of Woolworths have found that the close relationship in between the job performance and achievement motivation suggest the job performance and personality scales. The recent researches have revealed the fact that every occupational group are significantly correlated with the entire and lengthy process of job success. The relationships in between organisational behaviour, personality and job performance are discussed in direct and positive manner. As opined by Sun (2016), the constant increments of the extroversion trait of an employee help to develop their job performance. However, there are little scope and possibilities to develop own personality within the training process or working schedule within an organisation. Personality of an individual is in born quality, which one cannot achieve thorough the training process, however, it can be improved. The managers of the organisations usually select employees solely based on their knowledge, skills and personality, which are required for performing the assigned tasks within the organisation. Toga, Khayundi and Mjoli (2014) have referred that the conscientiousness of every individuals are considered during the recruitment and selection process of an organisation.
The close link in between the job performance and employee motivation is very much obvious. Every organisation expects its employees to be dedicated and enthusiast during the performance of some tasks within the organisation. However, the management of many organisations has failed to understand these associations and this reveals a negative outcome, which prevents an organisation to curve out extreme success in this competitive business world. Ufuophu-Biri and Iwu (2014) have suggested that if it can be thought in realistic manner, then it is very much clear that employees perform their assigned tasks in monotonous, boring, repetitive and tedious manner. Therefore, if the management motivates and influences every task, roles and responsibilities of employees, then the employees can provide their best potential. The managers of supermarket retail industry of Australia searches and finds innovative and creative way in order to keep motivated the employees. An organisation can achieve full potential and efficiency with the proper usage of physical, human resource and financial resources, which play a vital role for the ultimate success of a company. Both the supervisors and managers of Woolworths and Coles always try to incorporate easy and tactful process to complete the allocated tasks of the employees. With the potential and effective procedures, the employees are able to provide their best and it helps them to stay motivated. Only after the completion of some tasks in desired deadline, an employee can realise and understand the impish link in between results and efforts to meet the initial goals. The satisfaction of the employees is significant for any company as it is considered as leading factor to bring progress.
According to Ziegler, Hagen and Diehl (2012), the managers of an organisation should empower the employees with proper appraisal, incentive plans, monetary and non-monetary rewards and promotion opportunities. The efficiency level of workers is strictly associated with qualification and abilities. Only with proper incorporation of willingness and ability, an employee can make a perfect balance in between low operational costs and sudden increase of productivity. Organisational Behaviour (OB) helps the management to motivate and influence workers, it is an important application, and study of knowledge about individuals, who are closely related to the organisation and it’s every function and operations. The fundamental purpose of organisational behaviour s to builds a perfect relationship in between organisational objectives, social objectives and human objectives. Organisational behaviour scholars and leaders possess a wide range of knowledge on human behaviour, leadership capabilities, teams and changes. As opined by Pettigrew (2014), these individuals have detailed knowledge of various elements of organisational behaviour such as visions, values, goals and philosophy of an organisation. The fundamental culture of an organisation determines the form of communication, group dynamics and leadership (refer to Appendix I). With the proper motivational process, there are ultimate results of individual satisfaction, personal development, growth and job performance. A social system involves complex set of human relationships, which is efficient to interact in many process and ways. The social system of an organisation engages and exchanges the ideas, concepts, beliefs, knowledge, practices, customs and cultures (Kiesler 2014).
The personality and job performance of an employee clearly detects the basic growth and development of an individual as it helps to enjoy a proper and adequate level of job satisfaction. Organisational behaviour enhances the level of self-actualisation of employee in order to motivate them in intrinsic manner. Motivation and leadership play an important role within every functions and activities of an organisation. a perfectly motivated workplace usually posses productive staffs in order to gain the desired goal of the organisation. Adequate organisational behaviour helps the management to decide and design organisational plan and entire business structure. However, the OB scholars and leaders have required knowledge, talent and skill to identify potential employees for the easy success of an organisation as only the peak performance of employees can gain the targeted goal (Hayes 2014). The managers of Aldi, a famous supermarket chain in Australia plans to provide monetary incentives, recognitions and rewards to the employees in order to appreciate their personality and job performance. Even the supervisors have asked the managers to organise building programmes, which supports the process of balancing in between work pressures and personal life and relaxed workplace environment. A friendly and relaxed workplace always encourages an employee and the individual can give the best performances. On the other hand, personality always carries some extra opportunities than the job performance. The fundamental opportunities for an employee, who possess a very good personality, are endless and they always are on the priority list of the incentives program, bonus and annual appraisals than those, who lacks the quality of personality. The motivated employees of a company feel connected with it and the ultimate success of the business.
An organisation should provide relevant information to the workers regarding their performance and developing their personality as both of these qualities would help them to reach to the desired goal. The feedback process of the employee after the completion of assigned tasks should be completed in order to continue the annual reviews alone. A successful organisation operates all its functions well at every level while performing regular allocated tasks within the organisation. Motivation plays an important role to enhance the organisational behaviour in order to establish relevant goal, which is appropriate in the contemporary business world. Even it also develops the positivity in the workplace, which offers the employees a perfect opportunity to perform their assigned roles and responsibility in proper manner in short period and using effective strategies.
Although the managers and supervisors of Aldi, Coles and Woolworths motivate and influence the employees in adequate and required manner, still there are some potential recommendations to improve the personality and job performance of them.
References
(Alabak, Peker and Booth, 2015)
Alabak, M., Peker, M. and Booth, R., 2015. Looking good or doing good? Motivations for organisational citizenship behaviour in Turkish versus South Korean collectivists. Int J Psychol, 51(3), pp.238-242.
Avery, R., Smillie, L. and Fife-Schaw, C., 2015. Employee achievement orientations and personality as predictors of job satisfaction facets. Personality and Individual Differences, 76, pp.56-61.
Barnes, A., Robert, N. and Bradley, C., 2013. Job attributes, job satisfaction and the return to health after breast cancer diagnosis and treatment. Psycho-Oncology, 23(2), pp.158-164.
Furnham, A., 2012. The engaging manager. New York: Macmillan.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Kiesler, S., 2014. Culture of the Internet. Psychology Press.
Magazine, E., 2012. Retail Business. New York: Entrepreneur Press.
Mihalcea, A., 2014. Leadership, Personality, Job Satisfaction and Job Performance. Procedia – Social and Behavioral Sciences, 127, pp.443-447.
Murphy, B., 2013. Organisational Behaviour for Social Work. Practice, 25(2), pp.143-145.
Mussel, P., 2012. Introducing the construct curiosity for predicting job performance. Journal of Organizational Behavior, 34(4), pp.453-472.
Pettigrew, A.M., 2014. The politics of organizational decision-making. Routledge.
Saeed, M., 2013. Interactive effects of organizational socialization and person job fit on job performance. Academy of Management Proceedings, 1(1).
Strongman, L., 2013. The Psychology of Social Undermining in Organisational Behaviour. The Australian and New Zealand Journal of Organisational Psychology, 6.
Sun, X., 2016. Psychological Empowerment on Job Performance—Mediating Effect of Job Satisfaction. Psychology, 07(04), pp.584-590.
Toga, R., Khayundi, D. and Mjoli, T., 2014. The Impact of Organisational Commitment and Demographic Variables on Organisational Citizenship Behaviour. MJSS.
Ufuophu-Biri, E. and Iwu, C., 2014. Job Motivation, Job Performance and Gender Relations in the Broadcast Sector in Nigeria. MJSS.
Ziegler, R., Hagen, B. and Diehl, M., 2012. Relationship Between Job Satisfaction and Job Performance: Job Ambivalence as a Moderator. Journal of Applied Social Psychology, 42(8), pp.2019-2040.
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