Organizational Behavior Case Study: Laura's Dilemma

Case Briefing:
Laura’s Employment Dilemma

Issue Decide on most appropriate employment opportunity according to personality traits.
Background
After working for 12 years at a budget office at the state level, Laura Gomez decided to go back to school and obtain an MPA degree. She was looking for a change from the routine, but considered going back to the job market having an MPA degree would be advantageous. Being a single parent, she feels compelled to be actively involved in the lives of her two children.
Current Position Laura’s experience and new acquire education have been well received in the job market and she has three promising job offers. Offer 1: Management consulting firm in the Midwest offering the highest salary and expecting her to travel approximately 80 percent of the time. Offer 2: 5 years old nonprofit organization close to her current residence requiring financial and fundraising work. Salary offered is less than what she was making in her prior employment. Offer 3: Federal Government agency located in Washington, DC. They offer training in new area of work and higher salary than what she was making prior to going back to school.
Comments
The “Big Five” factors of personality questionnaire showed that Laura scored highest on agreeableness. According to Bernerth, Feild, Giles and Cole (2006), agreeableness “is associated with altruism, generosity, cooperation and sociability” (p. 548). This fact provides indication that she will excel in a nonprofit organization working directly with fundraising. Her other high score was on conscientiousness. Both, agreeableness and conscientiousness have been found to be the two personality traits most consistently related to ethical leadership and behavior (Kalshoven, Den Hartog, & De Hoogh, 2011). Consequently, these traits become desirable when working in financial and fundraising activities. Extraversion also rated high on her five-factor model of personality; being a sociable and assertive person will definitely allow Laura to quickly develop the much needed relationships to successfully run a nonprofit organization. According to the Myers-Briggs Type Indicator (MBTI), based on Jungian concepts, Laura’s personality is classified as ENFJ: extrovert, intuitive, feeling and judging. “These fundamental preferences are thought to relate specifically to aspects of human perception and cognition” (Church & Waclawski, 1998, p. 102). Furthermore, Eggert (2000) suggests that individuals with personality type ENFJ might consider careers in fundraising and advising, among others. Additionally, Furnham and Zacherl (1986) have linked MBTI preferences to outcomes such as job satisfaction and decision making style. On the other hand, Laura’s personal life is very important as she highly values relationships and family. It would be beneficial for her to be close to home and not spending long periods of time on business trips. That would allow her to be readily available to participate in her children’s after school activities and other events.
Recommendation
Taking into consideration Laura’s results of the “Big Five” factor personality test and the Jungian 16-type personality, it is recommended that she take the position at the nonprofit organization in Los Angeles. Even though it offers the lowest salary, she would find herself more satisfied with her job and will have more time to spend with her children. Moreover, albeit her inexperience in fundraising, her personality traits indicate she has what it takes to be successful and get a salary increase in the future.
References
Bernerth, J. B., Field, H. S., Giles, W. F. & Cole, M. S. (2006). Perceived fairness in employee selection: The role of applicant personality. Journal of Business and Psychology, 20, 545-563.
Kalshoven, K., Den Hartog, D. N., De Hoogh, A. H. (2011). Ethical leader behavior and big five factors of personality. Journal of Business Ethics, 100, 349-366.
Church, A. H., Waclawski, J. (1998). The relationship between individual personality orientation and executive leadership behaviour. Journal of Occupational and Organizational Psychology, 71, 99-125.
Eggert, M. (2000). The best job-hunt book in the world. New York: Random House.
Calfee, R. C., & Valencia, R. R. (1991). APA guide to preparing manuscripts for journal publication. Washington, DC: American Psychological Association.
Furnham, A. & Zacherl, M. (1986). Personality and job satisfaction. Personality and Individual Differences, 7, 453-459.

References: Bernerth, J. B., Field, H. S., Giles, W. F. & Cole, M. S. (2006). Perceived fairness in employee selection: The role of applicant personality. Journal of Business and Psychology, 20, 545-563. Kalshoven, K., Den Hartog, D. N., De Hoogh, A. H. (2011). Ethical leader behavior and big five factors of personality. Journal of Business Ethics, 100, 349-366. Church, A. H., Waclawski, J. (1998). The relationship between individual personality orientation and executive leadership behaviour. Journal of Occupational and Organizational Psychology, 71, 99-125. Eggert, M. (2000). The best job-hunt book in the world. New York: Random House. Calfee, R. C., & Valencia, R. R. (1991). APA guide to preparing manuscripts for journal publication. Washington, DC: American Psychological Association. Furnham, A. & Zacherl, M. (1986). Personality and job satisfaction. Personality and Individual Differences, 7, 453-459.