Discuss about the Organizational Behavior Organization, and Social System.
Organizational behavior is the application and research of ability by expertise about how an individual, group act in a firm. It identifies and interprets employee-firm relationship regarding whole people, organization, and social system. Its primary focus is on building relationships by achieving targets, structure, and social intentions. The coarse of an enterprise depends on the executive’s view, mission, goals, beliefs, and philosophy. This turns the enterprise skill consisting of formal and informal organization and cordial situation. The corporate experience derives kinds of power, group dynamics, and communication in the firm. The final result is individual satisfaction, performance, growth, and development. Together they combine to form a framework that an organization operates (Wilson 2013). The four famous models the team works are Autocratic, Custodial, Supportive and Collegial (Bratton 2015).
In Autocratic, the staff members are inclined close to dependence and obedience on their senior. The need and work development of the staff are minimum. The staff is inclined towards benefits, safety, and confidence on the organization. The work result is an acceptable collaboration. The basis of Supportive is power with a managerial direction of base. The managers are inclined towards work development and cooperation (Storey 2016). The status and recognition of the employee are met, and the return report is derived. The base of Collegial is the cooperating with a managerial direction of unity. The employees are inclined on self-discipline and answerable action. The demand of an employee met is self-realization. The result of work is medium energy.
The Big five personality trait concept has been adopted from psychology which includes five main domains describing an individual’s personality and behavior. This represents a structure behind all personality traits. These five characters have been explained by various researchers but it not powerful in describing the actual behavior of an individual. The traits are Agreeableness, Conscientiousness, Extroversion, Neuroticism and Openness. The traits can be explained by giving a real life example of my internship period in a company selling organic products.
Openness to experience shows a human degree of mental curiosity, creativity, and choice for innovation and variety. For instance, during the internship period in a company I was asked by my Team Leader to approach a client who use organic products and convince him by using a different approach to buy our product.
Conscientiousness show self-discipline tendency, completing duty and focus on success. During the internship period in a company, I was asked to complete the target by the end of the month to sell the organic products and I was successful in completing the target by planning and organizing the sales process. It refers to planning, organizing, and dependability.
Extroversion describes positive energy, emotions, confidence, sociability, talkativeness, and the tendency to chase incentive in the others organization. During the internship period, a colleague was lagging behind in completing his sales target and the Team Leader approached me to motivate my colleague to work smartly.
Agreeableness is the habit to be merciful and harmonious towards others instead of skeptical and hostile. When a colleague was unable to complete his sales target during my internship, I was asked to help him in completing his target so as to maintain the sales target of the company.
Neuroticism refers to an individual’s stage of emotions and its control on anger, anxiety, vulnerability or depression (Judge et al. 2013). After completing the target in the first month, the target was increased by the company after looking at my performance. I was happy that my senior was impressed with my work but tensed about increase in the target and how can it be achieved (Klimstra et al. 2013).
These traits are scored in percentile for individual feedbacks. For example, a conscientiousness rating 94 percentile indicates a strong sense of orderliness, responsibility whereas an extraversion score in the 42nd percentile indicates a person is neither particularly social nor reserved. The staff is examined on the big five personality traits to know what attributes they can include to the company. The organizations can also use these features during the interview process when a team is hiring candidates to know a candidate’s behavior towards a particular situation (Wortman, Lucas and Donnellan 2012). A company understanding its employees is as important as understanding the operations and management.
A group structure is a combination of individual relation communicating in many methods. The structure consist people and relationship among themselves. The attitude of individuals can influence exactly on the attitude of the rest. The general network exchanges ideas, goods, and beliefs with the surrounding nearby. The skill is surrounded with beliefs, customs, knowledge, and practices. It impacts the behavior of a particular. People depending on culture provide them strength, safety, empathy and the skill to react to a given scenario. This is the reason humans are scared of change. They fear the structure might become fickle; safety can get lost and might not adapt to the new course and how to react to new scenarios.
Organizational improvement is the operation of detectable science skill at different stages of class, inter-class, firm, to bring a difference. The purpose is high quality job-life, adaptability, richness, and validity. It can be accomplished by a change in attitude, values; behavior, strategies, procedure and structure the firm can react to technological advances, aggressive force, and change in environment. The quality of job life is the favorable or unfavorable work scenario. The objective is to enhance job surrounding which is good for the staff and the firm (Leonard et al. 2013).
The selection and development of leaders are an important matter for organizations. Personal characteristics of an individual are related to leadership which is of important significance (Cogliser et al. 2012). Recently, the big five personality attributes Extroversion, Neuroticism, Conscientiousness, Agreeableness and Openness have emerged as a unifying framework to understand a typical character. Results show that five personality trait of Conscientiousness and Extroversion show the highest effect on control, while the effect of neuroticism, openness and agreeableness differ more.
The importance of extroversion, conscientiousness, and psychological hardiness influences leader effectiveness and tells that social judgment can be significant. The factors of Big Five personality can affect leadership in different organizational context. Various research have been organized to know the tendency of job-related behavior and attitudes like the relation between job performance and big five personality attrinutes (Bartone et al. 2009).
Organization commitment is known as a powerful motive to stick to a precise company, giving great efforts to the organization, accepting the goals and values of the firm. Personality denoting the phenomenon to firm’s devotion and action is the ultimate outcome of organizational engagement. Effective commitment refers to emotional attachment and involvement of the employee towards the organization which will affect positive attitude and behavior in their work. This will result in excellent job performance. Affective commitment is directly proportional to overall job performance. Extraverts with high percentile are positively related with extrinsic career success. Extraversion is a nature kind which shows attributes like being expressive, socially active, fluent having a strong desire for praise, recognition, power and status. The extraversion score in the big five personality test conducted online is 42 percentile which denotes that a person is neither reserved nor particularly social (Cobb-Clark and Schurer 2012).
Conscientiousness personality indicates careful, responsible, hardworking and organized. These people with high percentile form a relational contract in their exchange relationship with the organization. Conscientiousness is positively related to affective commitment. It is the most constant character forecaster of work conduct. The Conscientiousness score in the big five personality test conducted online is 94 percentile which denotes that the person is well organized and can be relied upon.
Neuroticism includes traits such as depression, anxiety, worry, embarrassment. Neuroticism avoids scenarios demanding to take control and limited socially. These individuals face negative feelings in life than any other person. This negative perception can lead to a negative work-related attitude and behaviors which will result them to stay with the firm due to the cost related with quitting the job. They feel uneasy while facing a new work environment which can be harsh on them. The Neuroticism score in the big five personality test conducted online is 18 percentile which denotes that Neurotics probably remain calm, even in tense situations. Neurotics are easily connected to constant engagement which is adversely connected to overall work conduct (Huang 2014).
Agreeableness includes traits like forgiving, cooperative, trusting and tolerant. Its connection with work conduct is weak, which is not a fundamental element of work conduct (Barrick, Mount and Li 2013). The agreeableness score in the big five personality test conducted online is 44 percentile which denotes that the person is neither extremely forgiving nor irritable. Agreeableness is related to teamwork.
Openness includes traits like broad-minded, intelligent, curious and cultured. Openness to action is known as predisposing people to sense both great and awful experience very deeply. The transparency score in the big five personality test conducted online is 30 percentile which denotes that the individual is somewhat conventional. Openness trait has been a topic of controversy among various researchers. Openness to action is not a great forecaster of work conduct (Ahmad, Ather and Hussain 2014).
Organizational Citizenship Behavior is known as individual behavior on the part of the employee which is unrestricted and not directly identified by formal reward system or given a penalty for the presence of lack of by the firm. It is known to have a significant influence on the efficiency and effectiveness of team and organization, contributing to the overall production of the group. A researcher gives two main reasons why Organizational Citizenship Behavior is not troubled by Organizational influence. First reason is Organizational Citizenship Behavior profound which is hard to rate and make it difficult during the appraisals. The second reason is various forms of Organizational Citizenship Behavior may drag away people from their job to help another (Shih and Chuang 2013).
Every organization depends on multiple acts of cooperation, suggestions, helpfulness, goodwill gesture which we call it Organizational Citizenship Behavior (López-Domínguez et al. 2013). A crew which is committed towards their duty is an important asset of the firm where the biggest challenge of the business is to survive in this competitive world. A company cannot survive long without its management by taking part in the organization-relevant behavior. Organizational Citizenship Behavior is an important formulation in organization behavior and western business.
Personality can be predicted in delicate situations. Organizational Citizenship Behavior can represent an individual’s behavior occurring in sensitive cases. It can be said that in Organizational Citizenship Behavior we can find a kind of performance which gives attribute to the personality. An individual with a trait of high openness enjoy working on new ideas and have interest and appreciate the novelty. Various researchers came to know that openness to actions is easily connected to Organizational Citizenship Behavior. People with high Conscientiousness have a better job performance than those with low Conscientiousness. They can perform work with fewer mistakes. Individuals with high Conscientiousness are hardworking and dependent. They are more methodical and take part in solving a problem. People with this trait show a higher result in Organizational Citizenship Behavior performance. Extraversions are the key propensity determinant of social behavior. Individuals who are flexible are highly extraverted who is likely to show more active Organizational Citizenship Behavior. Employees with high agreeable trait show respective competence and cooperate properly when a group performance is required. Thus, agreeableness performs better and is positively related to Organizational Citizenship Behavior. Neuroticism is the key inclination factor of social behavior. People with low neuroticism should be able to reflect Organizational Citizenship Behavior. Thus, neuroticism is negatively related to Organizational Citizenship Behavior (Swaminathan and Jawahar 2013).
The online big five personality test found the relationship between job performance and big five personality attributes with an act of negotiator of complex organizational responsibility. A miniature is created which is former to organizational responsibility and conduct is the outcome of organizational authority. Organizational commitment has been an act of negotiator in finding the character-conduct relationship. The affective commitment will intercede in figuring the relationship between job performance and extraversion. It is also seen that the relation between job performance and neuroticism can be resolved by constant engagement. The various outcomes of organizational engagement can be a motive to stay or leave the organizational citizenship behavior. The big five personality trait, leadership, motivation, and job commitment can have a great impact on the job performance of the employees. Defining big five personality trait as stable individual differences in people’s reactions to various circumstances can be hoped to revive human nature. Personality and job satisfaction and big five personality traits are all inter-related. It can appear as a relationship between job satisfaction, and big five personal traits is more an outcome of the social aspect of the firm than the actual ability. Staff’s level of competition contributes to the performance of the enterprise. Employers must provide facilities for their employees’ training. Companies should give a good working environment to increase their staff’s motivation and increase job satisfaction. A comfortable place for their work and the human relation is necessary to maintain worker’s loyalty towards their employers. Big Five personality trait can be improved with a good relationship between the employees and employers and among themselves.
References
Ahmad, J., Ather, M.R. and Hussain, M., 2014. Impact of Big Five personality traits on job performance (Organizational commitment as a mediator). In Management, knowledge and learning international conference (pp. 25-27).
Barrick, M.R., Mount, M.K. and Li, N., 2013. The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of Management Review, 38(1), pp.132-153.
Bartone, P., Eid, J., Helge Johnsen, B., Christian Laberg, J. and Snook, S. (2009). Big five personality factors, hardiness, and social judgment as predictors of leader performance. Leadership & Organization Development Journal, 30(6), pp.498-521.
Bratton, J., 2015. Introduction to Work and Organizational Behaviour. Palgrave Macmillan.
Cogliser, C.C., Gardner, W.L., Gavin, M.B. and Broberg, J.C., 2012. Big five personality factors and leader emergence in virtual teams relationships with team trustworthiness, member performance contributions, and team performance. Group & Organization Management, 37(6), pp.752-784.
Judge, T.A., Rodell, J.B., Klinger, R.L., Simon, L.S. and Crawford, E.R., 2013. Hierarchical representations of the five-factor model of personality in predicting job performance: integrating three organizing frameworks with two theoretical perspectives. Journal of Applied Psychology, 98(6), p.875.
Leonard, H.S., Lewis, R., Freedman, A.M. and Passmore, J. eds., 2013. The Wiley-Blackwell handbook of the psychology of leadership, change and organizational development. John Wiley & Sons.
López-Domínguez, M., Enache, M., Sallan, J.M. and Simo, P., 2013. Transformational leadership as an antecedent of change-oriented organizational citizenship behavior. Journal of Business Research, 66(10), pp.2147-2152.
Shih, C.T. and Chuang, C.H., 2013. Individual differences, psychological contract breach, and organizational citizenship behavior: A moderated mediation study. Asia Pacific Journal of Management, 30(1), pp.191-210.
Storey, J. ed., 2016. Leadership in Organizations: Current Issues and Key Trends. Routledge.
Swaminathan, S. and Jawahar, P.D., 2013. Job satisfaction as a predictor of organizational citizenship behavior: An empirical study. Global Journal of Business Research, 7(1), pp.71-80.
Wilson, F.M., 2013. Organizational behaviour and work: a critical introduction. Oxford University Press.
Wortman, J., Lucas, R.E. and Donnellan, M.B., 2012. Stability and change in the Big Five personality domains: Evidence from a longitudinal study of Australians. Psychology and aging, 27(4), p.867.
Cobb-Clark, D.A. and Schurer, S., 2012. The stability of big-five personality traits. Economics Letters, 115(1), pp.11-15.
Klimstra, T.A., Luyckx, K., Goossens, L., Teppers, E. and De Fruyt, F., 2013. Associations of identity dimensions with Big Five personality domains and facets. European Journal of Personality, 27(3), pp.213-221.
Huang, J.L., Ryan, A.M., Zabel, K.L. and Palmer, A., 2014. Personality and adaptive performance at work: A meta-analytic investigation. Journal of Applied Psychology, 99(1), p.162.
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