Personality influences all areas of a person's performance, including how they react to problems at work. This can lead to higher productivity and work satisfaction, allowing your business to run more smoothly. Personality may be viewed as the engine that propels conduct. Conduct is everything people do at work, such as how they interact with others, their commitment to the organization, and whether they follow rules. Personality also plays a role in what employees say about their jobs. For example, someone who is energetic and enthusiastic about their work would likely have an easier time selling themselves.
Here are some other factors that influence job performance: experience, education, training, ability, interest, motivation, behavior, attitude, body language, environment, and timing. These factors may help explain why one employee performs better than another, even when they are doing the same job.
The study of personality and its impact on employment has been called "the study of conduct." The psychologist William Moulton Marston is credited with first describing three basic types of personalities in 1914: introverts, extroverts, and intermediates. Since then, psychologists have continued to explore how these traits influence conduct.
Introverts are people who get energy from being by themselves and prefer working alone. They usually have many friends but only few lovers by comparison.
It is persistent over time and across settings, and it has been shown to predict our performance at work over a period of 50 years or more. Three broad categories of personality traits have been identified: those that make us prone to take risks (those who are "risk-loving" or "risk-averse"); those that make us strive for status ("status-seeking"); and those that guide our interactions with others (those who are "social" or "non-social").
Studies have shown that certain personalities are better suited than others for particular jobs. For example, someone who is "not risk-averse" may want to go into finance, where there is plenty of money to be made but also many possible ways to lose it all. On the other hand, someone who is "not social" might prefer to work in sales or administrative support, where they would not need to interact with others unless they were dealing with clients or employees.
In general, we find those who are risk-loving, status-seeking, and social. These three types account for most people. However some studies have shown that if you're one of the few who aren't risk-loving, you might want to change careers before you get in too much trouble.
Because the way individuals think, feel, and act influences many areas of the workplace, personality plays an important role in organizational behavior. People's personalities impact their group behavior, attitudes, and decision-making processes. Organizations also benefit from having a variety of personalities within its ranks because it helps them achieve maximum potential and avoid problems that may otherwise have been avoided.
There are two main ways in which personality affects organizations: directly and indirectly. Directly, personality traits such as extroversion or neuroticism can influence how people interact with others and what decisions they make. Indirectly, personality types give rise to differences in beliefs and values that lead some people to prefer one job over another or cause them to join organizations with similar personalities. These effects can be positive or negative depending on the situation.
Directly, personality traits can influence how people interact with others and what decisions they make. For example, someone who is extroverted will likely enjoy meeting new people and would therefore do well in a position where he or she needs to network to gain business. On the other hand, someone who is not introverted might find this type of work exhausting and would be better off in a position where he or she does not need to meet many people. In both cases, the direct effect of the person's personality on their employment choice was to influence what jobs they chose within the organization.
A substantial body of research indicates that personality is a good predictor and explanatory factor for employees' thoughts, feelings, and behavior in the workplace. Work-related attitudes and actions, such as job satisfaction and coping with work-related stress, are influenced by personality. Furthermore, certain personalities are more likely than others to benefit from particular jobs. For example, people who prefer structure to freedom at work tend to do better in positions where they can set their own hours and be independent.
Personality also has implications for employment selection. Jobs that require extroversion, for example, are best suited to persons who enjoy being around others. Intellectually demanding jobs tend to favor individuals who have high levels of persistence and diligence. These traits are generally considered essential for successful performance in science, technology, engineering, and mathematics (STEM) fields. Thus, employers use information about candidates' personalities when hiring them for jobs within these industries.
Finally, personality matters because there are universal patterns underlying how we think, feel, and act. Knowing these patterns allows us to understand why some people are more likely than others to experience anxiety or depression under certain circumstances, for example. This knowledge can also help us predict how someone will react to a particular situation.
In conclusion, the study of personality is important because it helps us understand what influences employees' thoughts, feelings, and behaviors at work.