Personality and Perception in Organizations

Personality and perception are large factors in the workplace. Both should be understood by a manger to increase their awareness of how each impact the dynamics of the workplace. “Personality is defined as a relatively stable set of characteristics that influence an individual’s behavior” (OB, Pg.84), personality is a complex subject matter. In my experience, personality tests have been completed to help sum up these complex set of characteristics into a personality type. Individuals are then trained to “flex” to other personality types. Additionally, they are educated why a particular individual may react differently than others in the same situation. Making individuals aware of the personality differences has been helpful; however, personality is closely tied to perception, as well.
“Social perception is the process of interpreting information about another person” (OB, pg. 97). It is important to remember an individual’s personality influences their perception. So while they may have been told how to identify another’s personality type, this identity they give the individual is still from their perception of that person, with the exception of being told the results of an unbiased assessment of the personality, such as using the MBTI. Here in lies the issue at heart, “managers should be trained to perceive emotions in employees and manage them effectively” (OB, pg. 146). Once a manager can detect an issue between employees and effectively re-connect them, a work group or team will be more valuable to the organization.
Integrating a workforce of diverse individuals all with an understanding of how others operate and communicate creates a powerful and positive work environment. My work group underwent training to enforce this very same idea. Having a very diverse work group, it definitely helped and increased the effectiveness of our communication. The organization, group, or individual becomes a stronger network once everyone has an