The personality of employees is an important factor to consider when choosing the right employees for any organization. The level of their input, dedication, and commitment to the job among employees is determined by the nature of their character traits (Coelho, Lages & Sousa, 2016). The Jung- or Myers-Briggs-based free personality test is required to help individuals determine their four-letter type code basing on available questions.
Impacts of an individual’s Personality to an Organization
As an employee, one’s personality in the workplace is vital towards achieving the objectives of the organization that can not only b reflected through the profit-making in the organization, but also the success of the employee’s performance. An employee’s personality is reflected in how they solve problems at the workplace, how they complete specific tasks, or in how they perform at the workplace (Argyris, 2017). Consequently, the performance of the employees directly impacts the organization and its objectives.
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To start with, extraversion personality entails an outgoing, confident, and determined individual who are also spontaneous and positive. This personality trait can positively affect an organization by enabling the employee to engage in affirmative emotions with the organization leading to job gratification (Argyris, 2017). Neuroticism personality is negatively associated with the organization as such persons are often unsocial, stressful, doubtful, easily embarrassed, and always feeling nervous. These individuals also lack consistent performance which negatively affects their performance which in turn affects the organization negatively (Argyris, 2017). Conscientiousness personality is associated with traits like attentiveness, diligence, comprehensiveness, or vigilance. Consequently, such individuals tend to be reliable, logical, and risk averters.
Getting the Right Person for the Job
The process of hiring personnel is a necessity that every organization undertakes. In selecting future employees, considering the qualities of the applicants is an important factor. According to the article "Police Chiefs Discuss the Most Important Commodity in Law Enforcement" by Susan Hilal and James Densley, communication skills are an important quality among the applicants for different roles in the workplace (Argyris, 2017). As I plan to be a senior advocate in future, aligning appropriate communication skills to my job will enable me interact more openly with both the management and my subordinates.
Volunteerism is also a vital aspect in the workplace. It tends to show one’s level of willingness to serve others (Hilal & Densley, 2015). As an advocate, volunteering will enable me to go an extra mile in assisting my clients without for extra pay. High quality work ethic is also an important factor to consider while recruiting an employee. Ethical standards need to be displayed at all times as this directly reflects on the respective organization Hilal & Densley, 2015). By being an advocate, engaging in ethical actions will be my foremost objective. I will also ensure that my clients adhere to the firm’s ethical codes of conduct.
Personality Inventory and future career plans
Personality inventory is a self-assessment tool used by career development professors and counselors to enable people to understand their personality traits (Jetcheva & Mashima, 2016). Based on the personality inventory, my exceptional interpersonal skills will enable me relate well with my colleagues. This will, in turn, ensure a fluent flow of commands in the management of the firm. I will ensure that my subordinates understand their specific roles and contributions to the success of the law firm. I can also think independently and make an evaluation of a situation without wasting too much time. This could positively impact the institution as more reliable decisions will be made more hastily Hilal & Densley, 2015). Both exceptional interpersonal skills and the ability to think independently will enable me make a positive impact on the firm.
Person’s Behaviors and Actions and their correlation to their level of Commitment and Dedication
One’s behaviors and actions have strongly been linked to their commitment and dedication to their jobs and specific roles that they have been assigned in the workplace. Performance in the job often exceeds job descriptions and individuals are expected to put in more effort to realize better outcomes and objectives of the organization (Lisbona et al., 2018). The actions and behaviors of the employees should be specific, observable, job-related and behavioral for the organization to benefit the most. This, in turn, calls for the dedication and commitment of the employees to achieve the goals of the organization. Commitment also entails connecting and sticking to the goals regardless of their origins. According to Sartori et al. (2017), the degree of commitment to the specific goal reflects on how far the employees believe and want to achieve the set goals.
Conclusion
In a nutshell, one’s personality can determine one’s performance which in turn affects the organization at large. Notably, the degree of one’s commitment and dedication to their jobs is correlated to their actions and behaviors as they both depend on one another directly. Therefore, for an organization to perform exceptionally it should hire personnel with great personality traits that matches their type of job. The employees should also uphold relentless commitment, exhibit high work ethics and have effective communication skills among others.
References
Argyris, C. (2017). Integrating the Individual and the Organization. Routledge.
Coelho, F., Lages, C. R., & Sousa, C. M. (2016). The Relationship Between Personality and the Creativity of Frontline Employees: Evidence from Services. In Marketing Challenges in a Turbulent Business Environment (pp. 589-590). Springer, Cham.
Hilal, S. & Densley, J. (2015). The Right Person for the Job. Police Chiefs Discuss the Most Important Commodity in Law Enforcement. Retrieved from: https://leb.fbi.gov/articles/featured-articles/the-right-person-for-the-job-police-chiefs-discuss-the-most-important-commodity-in-law-enforcement
Jetcheva, J. G., & Mashima, D. (2016). U.S. Patent Application No. 14/742,603.
Lisbona, A., Palaci, F., Salanova, M., & Frese, M. (2018). The effects of work engagement and self-efficacy on personal initiative and performance. Psicothema, 30(1), 89-96.
Sartori, R., Costantini, A., Ceschi, A., & Scalco, A. (2017). Not only correlations: a different approach for investigating the relationship between the Big Five personality traits and job performance based on workers and employees’ perception. Quality & Quantity, 51(6), 2507-2519.
