Table of Contents
- Influence of Personality on Behavior of Employee
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Influence of Personality on Behavior of Employee
The behavior of a person is considerably influenced by his personality traits. In the workplace the manner in which an employee responds to his superior and fellow-workmen reveals his personality. The manner in which the personality factors influence behavior may be explained as follows:
1. Communication Skill
People possessing good communication skills may show keen interest in such jobs that offer scope to talk. Public relations officers, salesmen and receptionists are chosen mainly on the basis of their communication skills. Those who are not so good in their communication ability may have to settle mostly for paperwork. Those with good communication skills will also be in a position to raise any issue in any forum. Such people have supreme self-confidence.
People who are inquisitive or curious are always eager to learn. They show keen interest in every matter and in particular that concerning their work. They are prepared to spare any amount of time and effort to learn.
Only people who have tolerance can be successful in such jobs as those of sales representatives and public relations officers. People who are intolerant may quarrel frequently with others.
The extent to which a person considers himself to be capable and important is what is known as self-esteem. An individual with a high level of self-esteem may not be interested in routine and mundane jobs. Such a person will only be interested in more interesting and challenging assignments.
5. Desire for Domination
Some people always have the desire to dominate. They have the capacity to lead others. A person with a desire for domination wants others to accept his views. Such a quality is essential for executives.
6. Achievement Need
People with a desire to achieve show interest only in such assignments the completion of which will give them name and fame. Such people want to try out something different each time.
People who are ‘introverts’ are, by nature, quiet. They may be intellectuals but may interact only with a few persons who are close to them. Such people can be successful in assignments where there is very little or no scope for interaction with others, e.g., research activities.
‘Extroverts’ are those who mingle freely with everyone. They always want to be in the company of a group. Such people can be successful in assignments where there is greater scope for interaction, e.g., sales, liaison work etc.
9. Conservatism and Dynamism
Individuals who are conservatives cannot adapt themselves to changes. Such people are only fit for work of a routine and repetitive nature. On the other hand, a person has to be necessarily dynamic to undertake work involving the use of skill and technical knowledge.
10. Locus of Control
It refers to the beliefs of an individual that what happens is within his control (Internal Locus of Control) or is beyond his control (External Locus of Control). Individuals who think that events are determined by external forces are less satisfied with their jobs. On the other hand, those who think that events happening are within their control have greater job satisfaction. Such people also rely on their own judgement. They cannot be easily influenced.
It is a term derived from the work of one Nicolo Machiavelli. It refers to the tendency to influence others for the sake of achieving one’s goals. A person high in machiavellianism is pragmatic and logical. Machiavellians are good in jobs that require bargaining skills.
12. Type A and Type B Personality
Behavioral experts have grouped individuals into Type A and Type B based on their personality traits. Type A people are impatient. They act fast and are always achievement-oriented. In contrast Type B people are relaxed and easygoing.
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