How Different Personalities Affect Organization Behavior (Essay Sample)

How Different Personalities Affect Organization Behavior
Martin Stokes
Grantham University

Abstract
There is need to for businesses to change their organizational behavior so that their employees enjoy coming to work every day and staying for years. Employees who enjoy their job do not mind working late, participating in company functions, and making other employees their second family. Hiring the wrong personnel in a position that they don’t like makes the employee miserable, and that feeling starts to spread within the company. This paper will discuss how bad personalities can become a company downfall, and how companies have to do effective planning and management of their employees to make sure they are happy. It will also discuss how companies benefit by keeping employees with positive personalities.
Introduction
The area of study that deals with Organizational Behavior or simply Human Resource Management (OB/HR) is involved with the conduct of employees and individuals within any sort of business organization. Normally, this field is concerned in improving the standards of human capital with a major aim of attaining organizational goals and achieving competitive advantages. Other fields of Organization Behavior may incorporate emotion and influence, inspiration, social concept and personality, dispositions, organization and work involved, decision making and perception, equity and trust, and hierarchical society and environment. Some of the issues in Human Resource may include diversity in workforce, compensation, training and development, selection, execution evaluation, recruitment, nature of work life, job analysis, and strategic management of human resource (Robert, 2014).
Currently, substantial organizations regularly operate in the worldwide marketplace, hence implying that they are working and running operations in different countries. While this enables companies to have a higher income potential, it additionally exposes them to numerous problems. Such problems can emerge due to some social contrasts between one country and the other. Therefore, a company needs to guarantee its employees enlisted in different nations to feel comfortable with the operation procedures of the company. This case study involves Johnson & Johnson Company. Conduct of workers in Johnson & Johnson Company is greatly influenced by ecological and environmental changes. The company pays a lot of consideration to determine the best ways of taming its employees' behavior and making the behavior to be more productive.
Give the strategic effects of organizational behavior for the selected business or industry.
Johnson & Johnson is known very well for being a very wonderful company. The company produces diverse leading products in the market and accomplishes reliably great monetary performance. Sadly, the organization has taken a few serious hits. In 2010, for instance, Johnson & Johnson Company had to deal with more than ten recalls in the United States. Additionally, there were similar recalls of eye-care items and products in Asia and Europe. As a last illustration, three of its major production plants were subjected to government oversight due to the recalls, negative reviews and other related issues (Jason, Jeffery & Michael, 2014).
Johnson & Johnson organization has taken some exceptionally lavish and very noticeable steps to restore its entire reputation. For instance, it is contributing over $100 million into investments to revamp a manufacturing plant that is located in Ft. Washington, Pennsylvania. This is aimed at guaranteeing no further production and manufacturing issues happen, for example, the particular case that brought about the biggest recall of medications for children in history.
The organization has likewise made some imperative steps that are sort of less unmistakable to address tough issues it has faced, and to recover the trust and certainty of its customers in the organization and all its brands. Specifically, Johnson & Johnson company has expanded the emphasis it puts on verifying its chief executives have the capacities necessary to lead the organization. As a result, the organization is investing like never before in the advancement and development of employees to ensure that this happens.
Directors, associates, and subordinates surveyed the capacities of a few hundred Johnson & Johnson executive managers. The results demonstrated that the highest potential executive chiefs had more noteworthy levels of enthusiastic insights than managers with lower or average potential. Clearly, in addition to abilities, such as promotion of innovation, management of complexity and driving business results that Johnson and Johnson had since a long time ago accepted to be major factors in the effectiveness of their executive officers, capacities relating to self-awareness, utilization of emotions, and regulation of emotions were additionally imperative.
In view of the results of the study, Johnson & Johnson Company executed a few initiatives. First of all, the organization started to consider issues of enthusiastic or emotional intelligence in the recruitment of new employees and additionally in assessments of worker execution and advancement potential. Johnson & Johnson likewise put resources into education programs with a major aim of educating their representatives and employees about the characteristics of emotional intelligence and its profits. At long last, Johnson & Johnson organization created training projects so that representatives or employees could be trained and taught how to enhance their own particular levels of emotional intelligence.
Although leaders in the organization comprehend that passionate insights and emotional intelligence may be hard to change with the adult employees, they likewise evidently accept that emotional intelligence is vital for the long-term achievement of the company and they are eager to invest the rouses of the company with expectations of coming up with employees with specific capabilities. It is important to note that, in spite of the fact that the results of the study show that administrators with higher enthusiastic insights can attain appealing business results than executive managers with lower passionate intelligence, the way in which emotional intelligence might actually help the organization evade and oversee negative reviews is obscure.
What are the business needs within the niche of industry you have just identified represents some opportunities for the organizational behavior?
People have five categories of needs that are orchestrated in a particular order, starting with the most compelling and essential needs. Some of these needs may include: Esteem needs, physiological or mental needs, social needs, security or safety needs, and self-actualization needs. Basically, the least-level unsatisfied need classification has the highest and best motivating potential. Subsequently, none of the above mentioned needs is the greatest motivator; inspiration and motivation relies upon the individual's position in the hierarchy of need.
First of all, physiological needs normally involve those needs that must be fulfilled for the individual to survive, for example, water, shelter, food, and oxygen. Organizational elements that might fulfill these needs incorporate the base pay vital for survival and healthy working conditions. Secondly, safety needs incorporate requirements for security, stability, freedom from any anxiety, and a well structured working environment. The company's conditions that might satisfy these needs incorporate reasonable and sensible standards and regulations, safe working conditions, stable employment, an appealing working environment, insurance and pension arrangements, pay above minimum wage for survival, and opportunity to form labor unions.
Additionally, companionships, affections, friendships, care and love are some of the social needs of any worker in a company. Organizational variables that offer these social needs incorporate the chance to associate with colleagues at work, supportive and strong supervision, freedom for collaboration, and chance to create new social relationships. Moreover, esteem needs are likewise important to all employees in a company. These incorporate requirements for emotions of sufficiency, confidence, competence, trust, independence, and the appreciation of these attributes by others. Hence, the organizational elements that might actually fulfill these needs incorporate financial grants, professional recognition, promotions, salary advancements, prestigious occupation titles, and so forth may fulfill these needs when they are felt to be positively merited.
Lastly, when needs at a specific level of priority are fulfilled, the employee turns his or her goal towards the nest higher level of needs. One of these levels involves Self-actualization needs. These needs happen to be the most difficult to actually define. Usually, they involve the passion to develop an individual's actual potential to the highest level and to express a person's abilities, emotions, talents, and skills in a way that is most expressly satisfying. Conditions within the company that might satisfy this kind of need incorporate engrossing occupations with the potential for some creativity. Henceforth, these are development needs that get to be stronger when they are gratified.
Personality Types
Working with some individuals is never just about the assigned work. It is about collaboration, team work and understanding other individuals' way of operation to accomplish tasks and to maintain the flow of communication (Ayesha, 2014). In particular, what we have to do is to convey ourselves in a manner so that our colleagues and associates look upon us as trustworthy, dependable individuals who will keep to their work and keep up th...