Management in Organization

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BMG501/03 Management in Organisations

Tutor-Marked Assignment (TMA) 1

Course Code & Title| BMG501/03 MANAGEMENT IN ORGANISATIONS| Student Name| CHOO MUN HOE|
Student ID| 032130007|
I/C No| 780209-07-5557|
Name of Tutor| WONG SIEW CHIN|
Class Code| 6088366|
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PART A – ESSAY QUESTIONS
Question 1:
(a)
In an organisation, Big Five Personality is one of the common practice that are widely accepted by managers to identify their subordinates’ behaviours and characteristics. When the subordinate is identified by one of the Big Five Personality, the managers could then apply certain dedicated strategies, tactics or ways of communication and coordination with that particular subordinate so that to effectively manage them in terms of working as well to achieve the goals and objectives of the department or even the organization. The Big Five is categorized into five categories, i.e. Extraversion, Agreeableness, Conscientiousness, Emotional Stability (or Neuroticism (Andrzej and David 2007)) and Openness to Experience (The Commonwealth of Learning 2002). Each category consists with a group of related traits to describe a person’s personality. According to Andrzej A. Huczynski and David A. Buchanan in their book Organizational Behaviour (page 149), they described “They are sets of factors, ‘super traits’, which describe common elements among the sub-factors or traits which cluster together.” (Andrzej and David 2007) Each of the category generally be measured with 3 levels: the positive (+), the negative (-) and the neutral. For instance, a person with the positive Openness (Openness+) personality acts more like an “explorer” whereby at the other way of extreme he/she would act like a “preserver” (Openness-). The middle point between these two extremes would always act “moderates” (Openness) despite having any of the side to become heavier. Extraversion

The positive of Extraversion (+) acts extravert. The manager with Extraversion(+) personality would be outgoing and he might treat his subordinates in a way of cheerful and joy. He could always motivate his subordinates with his positive thoughts and ideas to his subordinates. Since he is friendly enough, whenever he delegates works to the subordinates, his subordinates could easily understand what would be his expectations and they would always do the right thing and do the thing right. The subordinates would more likely prefer to work with him and the atmosphere among the team is full with positive elements hence increase of efficiency and productivity. If the manager is having Extraversion(-) personality which means he is solitary, unsociable and perhaps unfriendly. His subordinates may not easily understand what is his expectations for a piece of work dedicated to them and they could be doubtful whether they are able to accomplish the works appropriately or not. Lack of proper communication between the manager and the team could easily cause the subordinates are hesitating to share their concerns and problems while doing the works. The moral within the team would be as low as the atmosphere is full with negative thoughts. Therefore, low efficiency and productivity could be easily discovered when the manager is so introvert. Nonetheless, too extreme on Extraversion(+) may cause disciplinary issues where the manager is so friendly until his subordinates could unconsciously act beyond the manager’s authorities and create unnecessary disrespect consequence actions from time to time whereby the entire team could eventually be driven out of the controls. Extraversion(-) might as well sound good for those workers who needs high disciplines and process oriented such as production management, science research, etc. where these kinds of works may require minimum of extravert elements within the team. As a conclusion, perhaps the manager is required to be extraversion in much neutral and dynamic ways depending on...
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