Managerial Personality Essay

The characteristics of a man-to-mans temperament determine his leadership capabilities. Leaders from rough the world all name distinct characteristics which define their leadership behavior and abilities. In a corporeal culture, these personality traits tail be capitalized upon to subscribe an organization towards its designs and to do so requires an in depth comprehending of the divers(prenominal) styles of personality traits that define every single(a). A grasp on this association would al gloomy all leader to keep back a huge involve on the culture and bring activeance of an organization. An observation to be made is the leverage of personality traits may be utilized in order to hand corporal goals.To bring into beingness a competitive advantage, managements centralize mustiness be on cooperation and inspiration. A clear link exists amongst culture and performance, as sh consume by Mindy L. Hall (Hall, 2005.) A leaders personality shapes the surround in w hich employees function, and puke all inspire r are results, or devastating outcomes. Hostile conditions in the workplace will convey anxiety, stress, lack of energy, disengagement, or high turnover. Subsequently, organizations with these issues experience a lower graphic symbol of fruit.This negatively affects the relationship amid consumers and traffices, who may find the competition more appealing. A positive engagement between management and employees excite a higher take aim of performance. From this, a caller experiences higher quality output and well-off customers. A best charge to manage a company doesnt exist it must be studied, understood, and h angiotensin-converting enzymed to best match or shape the organizations culture. The key issue to choosing the appropriate motorcoach in any organization is appreciating what goals and desires are sought after(prenominal).This report is rivet primarily on management as leaders and employees as subordinates. However, it must be understood that subordinates muckle also converge the role as leader in their own context, and it should be encouraged. For example, a group of intravenous feeding employees are assigned to a project. Among this group will emerge a leader who directs the mission to accomplish said assignment. Although this man-to-man does not ingest a management title he or she is still leading. That beingness stated, an organization must possess a deep understanding of its business culture, and employ these concepts when prospecting for competent employees and management. Furthermore, management do-nothing recognize certain personality traits among individuals in a team up, and assure and combine them in a synergistic way.In general, the comprehension of the various personality traits can be apply as a measurement of how an individual may respond and perform in an organizations culture. However, there is much debate as to the extent to which personality can predict behavior, a nd the extent to which behavior arises from the dynamics of a given situation (Kendrick, depoter, 1991.) The key issues in a corporate context include the largish five personality traits, Maslows hierarchy of needfully, post, and feelingal intelligence.The Big Five disposition TraitsGeneral agreement exists among inquiryers regarding the big five personality traits. This pretending categorizes personalities into five distinct categories Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness. An understanding of these categories often referred to as OCEAN, gives insight to an individuals underlying personality and how an individual would react in daylight to day operations of an organization. However, research has shown situational factors play a role in how individuals move between the two extremes of separately personality factor.Each factor is a range of two extremes, which to the highest degree individuals lie somewhere in between. Given this fact, the majority of decisions made by people are representative of their fundamental personality traits. Only when vicarious or extreme situations arise does an individual shift towards the extreme of either end on one or more factors. directors seeking to shape a winning team would do well to not moreover understand his own personality type, but also individual team members personality types. Intimate knowledge of individually person among a group will allow for a more symmetric and efficient team effectively utilizing strengths and mitigating weaknesses.AttitudeAttitudes of animal trainers and employees tally greatly to the functional surround. An attitude is a collection of beliefs and feelings brought on by life experiences or learned from separates, and a positive or negative analysis of ones environment. Similar attitudes of a leader and a team can create a positive works environment that flows all the way down to the end consumer. Leaders of an organization who commit to reinforcing positive attitudes contribute to a successful business model. Individuals who are cheerful with the work environment make their duties a part of life, and commit skills and knowledge to drive pull ahead of a business.A mull over conducted by MBAs and one prof from India, (Tandon, Mishra, Singh, 2011,) explored the relationship between attitude and how an organization perceives its flummox in society. The study begins by stating that business behavior has both economic and relational impact. all over recent decades there have been significant changes in the social antepast from business and carriages. This study put in that ones personal beliefs, values, and attitude drive commitment to social state. In this writing social responsibility can be thought of as organizational commitment or responsibility. The study took a specific look into how spirituality, materialism, relativism, and idealism discriminate between high and low corporate social responsibility (C SR).The study conducted found idealism and spirituality to have a positive influence on CSR, and materialism and relativism had a negative or less of an influence.This implies that managers with more of a concern towards societys beliefs and values, and less towards material things, will have a greater concern towards creating a positive internal working environment. Moreover, a manager with this attitude may push subordinates towards the same ideals, which create a more efficient environment. In contrast, materialistic and relativistic attitudes contributed negatively towards CSR. This suggests that individuals with these attitude types can create an environment where monetary gain and obstinacy of assets are the only goal, and right and wrong is near irrelevant. This mentality can have a devastating effect on societys perception of a wad.Moreover, the connection between working peers can be non-existent, and coordination would lack causing inefficiency. A managers attitude can b ring about the benefits of a positive working environment by keeping a positive attitude towards a given position in an organization. An attitude based on working towards an end goal, which produces the superior good for society and a corporation, would be an ideal mentality for any organization. Attitudes contribute to a successful business model because individuals who are comfortable make their duties a part of life, and commit their skills and knowledge to driving the get along and success of the business.Maslows Hierarchy of inescapablyMaslows Hierarchy of Needs is a theory of human motivation based on increase trains of needs. This theory suggests that human needs are fulfilled one at a cadence by accomplishing basic needs and proceeding upwards towards advanced needs. Although there is much debate as to the accuracy of these levels research has suggested a correlation between the fulfillment of these needs and happiness. Managers with an understanding of what level ind ividuals in a team are on can manipulate motivation techniques to stimulate productivity and efficiency. Maslows hierarchy can be applied to compensation, job design, management techniques, or anything that requires a higher level of motivation.Maslows hierarchy is a systematic way of thinking about the different needs employees have at any given indicate and explains different reactions they may have to similar treatment (Carpenter, Bauer, Erdogan, 2009.) The definition provided implies that each individual perceives needs differently, and managerial techniques in this context must be applied more specifically. For example, two employees receive a raise after a massive project was finished. The first employee is satisfied with the raise because her safety, and later on her physiological, needs had been fulfilled. The second employee felt his needs had not been satisfied. His goal in finishing the project was to prove his worthiness as a manager. His role through and through his hard work was to climb the corporate ladder. He was sounding to fulfill his esteem and self-actualization needs.Physiological needs are satisfied through compensation, since a paycheck allows individuals to find nourishment, shelter, etc. Compensation can action more than one need, however. Safety needs can be satisfied through benefits such as 401K, health plans, or paid time off. In many ways, compensation satisfies both physiological and safety needs. In addition, organizations must take in consideration the physical safety of employees. Managers have a duty to enforce safety precautions where working conditions may be hazardous. When a position requires employees to take physical risk an organization is judge to protect workers from unnecessary harm, and to compensate for the higher risk. When feelings of anxiety are low safety needs have been fulfilled.Social needs can be met through satisfactory social interaction with new(prenominal)s in which there is interaction. The go al in satisfying this need is to cause individuals to feel accepted and loved. In a business context there must be a focus on acceptance over love. Creating a friendly environment is a great start to satisfying this need. Company sponsored games, events, holiday parties, and other social activities are great examples of how to socialize a cater. Also, team meetings where the staff can voice their concerns or ideas can allow team members to emend understand each other.Esteem needs can be satisfied after one feels she has been accepted into a group. These needs can be fulfilled through recognition. It must be stressed that individuals enjoy being praised for their accomplishments, but praise only works for a limited beat of time. Managers must look to promote individuals with a high need for esteem. A raise in position and pay communicates an achieved status, and reinforces her ability to achieve corporate goals. Esteem needs lead into self-actualization. This need lies on the top of the class-conscious pyramid. Similar to fulfilling esteem needs, self- actualization can be met by expectant an employee more responsibility, greater challenges, or more stimulating opportunities. Self-actualization is characterized by an individual having met all previous needs, and is now using his or her full potential and capabilities.Maslows hierarchy is important for organizations to apply. Humans are motivated by particular needs according to their current life situations and future goals. Furthermore, individual needs are in accordance with cultural backgrounds such as race, religion, or country of origin. It must also be noted that individuals are not always striving to fulfill the same needs. The needs model must be applied on an individual basis. Managers who realize their needs are being fulfilled can be used as a resource for understanding their subordinates needs, and act accordingly. When an organization applies this model to a workforce there is an increase in job satisfaction and loyalty. aroused IntelligenceEmotional intelligence is the ability to control extreme changes in mood and emotions, and is a characteristic of an effective and competent leader. When a manager cannot control temporary emotions that are brought on by day to day interactions it can bring an entire organizations progress to a halt. Emotions are familial and create a domino effect. Simply realizing when a certain emotion is present allows one to better handle temporary stirred fluctuations, enchantment containing it as to not affect others. That being said, it is of ut approximately importance for a manager to possess a deep understanding of his or her own emotions (self-awareness), and how to deal with each. An individual who is self-aware is humble enough to accept re creative criticism and mature enough to address the areas of concern. The impact of hiring individuals with high emotional intelligence is high productivity and retention of high-quality employee s.Golnaz Sadri, PhD, defines E.I. as the ability to accurately perceive emotions, access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to regulate emotions so as to promote emotional and rational growth, (Sadri, 2012.) The ability to accurately perceive emotions allows one to recognize facial and natural gestures, and interpret their meaning. A manager who has this ability can intercept others cues, or tells, that signal irritability. This skill is recognized as constructive when dealing with scenarios such as a team who cant come to an agreement, a irate client or customer, or when negotiating. For the most part, emotional intelligence is a learned skill, and an indicator of useful experience. remnantManipulating strong personality traits and striving to improve negative personality traits can have a huge impact on a managers career, and more broadly can impact a corporation in tremendous ways. Today managers has access to stu dy to help them maximize team productivity using psychology. Using mental strategies to hire the right employees and build teams is the competitive edge companies need in this tough economic climate.REFERENCESCamgoz, S., Karan, M., & Ergeneli, A. (2011). Part II Leadership, Social Capital, and constitution affinity Between The Big Five Personality and The Financial Performance of Fund Managers. 15, p139Carpenter, M., Bauer, T., & Erdogan, B. (2009). Need-Based Theory of Motivation. In Principles Of Management (10th ed., p14.1)Hall, M. (2005). Shaping Organizational Culture A Practitioners Perspective. 2(1), p1-16Kendrick, D. T., & Funder , D. C. (1991). Situation versus Personality Debate. Retrieved from http//wilderdom.com/personality/L6-3SituationVsPersonality.htmlMcCrae, R., & Costa, P. (1995). Domains and Facets Hierarchal Personality Assessment Using The Revised NEO Personality Inventory. Journal of Personality Assessment, 64(1), p23Pannapacker, W. (2012, April 15). Screenin g Out The Introverts. The Chronicle.Sadri, G. (2012). Emotional Intelligence and Leadership Development. 41(3), p536Tandon, A., Mishra, S., & Singh, E. (2011). What Discriminates The Prospective Managers Attitude Towards Corporate Social Responsibility? 10(3), p54-60Whitbourne , S. K. (2010, October 19). The Neuroticism problem Psychology Today.Psychology Today Health, Help, Happiness. Retrieved from http//www.psychologytoday.com/blog/fulfillment-any-age/201010/the-neuroticism-paradoxWitt, L.A., & Andrews, M.C. (2006). The Predisposition to Engage in interpersonal Deviance at Work. pHR-F2