Personality is the particular combination of emotional, attitudinal, and behavioral response patterns of an individual. (Wikipedia)
We generally describe a person by the kind of behavior that they have with other people. They may be polite, some may be downright obnoxious, and some are aggressive or even competitive. But these particular descriptions are sometimes referred to as personality traits. An individual’s personality, therefore, is the combination of psychological traits we use to describe the person.
Various studies have been conducted on personality and the behavioral traits in humans. From Carl Jung’s psychological types we first explored the general attitudes of extroverts and introverts and functional types of rational traits (thinking and feeling) and irrational traits (sensation and intuition). Permutations and combination of these 6 characteristics gave 16 psychological types as defined by Jung. Each type of personality displays a strong social orientation (extravert and introvert) and other perception and judging modes. Based on Jung’s research further work was done and the Myer-Briggs system and Keirsey’s temperament sorter came into existence. The Myer-Briggs system assigned codes and defined 16 personality types with individual characteristics. However, the Keirsey’s sorter used easy to understand descriptor words to explain the personality rather than using codes.
Based on each type of personality appropriate types of jobs and roles were described by Holland and Belbin. They draw a lot of influence from Jung’s, Myer-Briggs and the big five factor descriptors. Based upon the individual personality traits as described by the various models, particular combination personalities were identified as ideal for a certain job role. The logic stemmed from the understanding that it is best to have someone suited for the job rather than it being a bad fit and the employee being unhappy in that particular role.
Also based upon ideal job fit, motivation plays an important role. Holland described that people in the correct type of work environment are more likely to stay back and be satisfied with their work. Also, the jobs that they perform, by way of social or esteem needs, act as a good motivating factor for them. The motivation that we see can be explained by Maslow’s Hierarchy of needs and McClelland’s Theory of needs.
But while we may agree that logically personalities should match the jobs, it may not always be the case. Introvert types may not be expected to be achievers because they are not social or outgoing or even outspoken. But that may not hold true. Currently our society has moved towards assigning value and expecting more from individuals displaying extroverted and conforming behavior and not so much from the other.
Hence we conclude that certain jobs may be best performed by people with certain personality traits, but this can vary from person to person depending upon individual personalities.
TABLE OF CONTENTS
|Sr. No. |Topic |Pg. no. | |1. |Introduction |4 | |2. |Personality Theories |5 | |3. |Job Fit Theory |9 | |4. |Personality & Motivation |11 | |5. |Personality in a Team |12 | |6. |Conclusion |14 | |7. |References |15 |
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