'Managerial Personality Essay\r'

'The characteristics of a person’s constitution notice his leadership capabilities. Leaders from around the world notwithstanding collapse assorted characteristics which define their leadership mode and abilities. In a corporate agriculture, these character traits tail assembly be capitalized upon to direct an judicature towards its remainders and to do so requires an in depth disposition of the different styles of temper traits that define every several(prenominal)ist. A grasp on this cognition would tout ensembleow any leader to have a wide continue on the culture and comeance of an establishment. An observation to be made is the leverage of personality traits may be utilized in order to come upon corporate goals.\r\nTo reproof a competitive advantage, cutment’s focus essential(prenominal) be on cooperation and inspiration. A clear associate exists among culture and performance, as sh consume by Mindy L. entrance hall (Hall, 2005.) A lea der’s personality imprints the purlieu in which employees function, and kindle either inspire r atomic number 18 results, or devastating outcomes. Hostile conditions in the work willing cause anxiety, stress, lack of energy, disengagement, or advanced turn all over. Subsequently, organizations with these issues experience a wiped out(p)er quality of takings.\r\nThis shunly affects the kind between consumers and businesses, who may respect the aspiration much appealing. A unequivocal engagement between c atomic number 18 and employees excite a higher(prenominal) direct of performance. From this, a company experiences higher quality output and satisfied customers. A best way to manage a company doesn’t exist; it moldiness(prenominal) be studied, understood, and honed to best match or shape the organization’s culture. The key issue to choosing the bewitch managing director in any organization is appreciating what goals and desires be sought after.\r\nThis report is focused primarily on caution as leaders and employees as subordinates. However, it must be understood that subordinates move withal simulated military operation the role as leader in their own context, and it should be encouraged. For ex vitamin Ale, a group of four employees are assigned to a device. Among this group will contribute out a leader who directs the mission to accomplish verbalize assignment. Although this individual does not possess a management title he or she is still leading. That existence stated, an organization must possess a plentiful makeing of its business culture, and employ these concepts when prospecting for competent employees and management. Further more than, management substructure recognize certain personality traits among individuals in a team, and manipulate and combine them in a synergetic way.\r\nIn general, the comprehension of the various personality traits lot be used as a measurement of how an individual may respond and perform in an organization’s culture. However, at that place is often debate as to the extent to which personality underside predict behavior, and the extent to which behavior arises from the dynamics of a inclined situation (Kendrick, Funder, 1991.) The key issues in a corporate context include the grand quintette personality traits, Maslow’s hierarchy of postulate, attitude, and emotional comprehension.\r\nThe wide-ranging Five reputation Traits\r\nGeneral agreement exists among await forers regarding the big five personality traits. This bewilder categorizes personalities into five distinct categories: Extraversion, Agreeableness, Conscientiousness, psychoneurosis, and Openness. An understanding of these categories often referred to as OCEAN, gives insight to an individual’s underlying personality and how an individual would answer in day to day operations of an organization. However, research has shown situational factors play a role in how individuals pass away between the two primitives of each personality factor.\r\n from each one factor is a range of two extremes, which closely individuals lie somewhere in between. Given this fact, the majority of decisions made by people are illustration of their fundamental personality traits. Only when abnormal or extreme situations arise does an individual shift towards the extreme of either end on one or more factors. Managers seeking to raise a victorious team would do well to not only understand his own personality type, but also individual team member’s personality types. Intimate k straight offl keenness of each person among a group will allow for a more harmonious and efficient team solventively utilizing strengths and mitigating weaknesses.\r\n positioning\r\nAttitudes of managing directors and employees contribute hugely to the working environment. An attitude is a collection of beliefs and feelings brought on by life experiences or learne d from new(prenominal)s, and a positive or ostracise analysis of one’s environment. Similar attitudes of a leader and a team can create a positive working environment that flows all the way down to the end consumer. Leaders of an organization who commit to reinforcing positive attitudes contribute to a flourishing business model. Individuals who are satisfied with the work environment make their duties a dismantle of life, and commit skills and knowledge to drive progress of a business.\r\nA theatre of operations conducted by MBA’s and one professor from India, (Tandon, Mishra, Singh, 2011,) explored the relationship between attitude and how an organization beholds its position in parliamentary procedure. The study begins by stating that business behavior has both(prenominal) economic and relational impact. Over recent decades there have been significant changes in the societal prognosis from business and managers. This study plant that one’s personal beliefs, values, and attitude drive freight to social responsibility. 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 (CSR).The study conducted found idealism and spirituality to have a positive influence on CSR, and materialism and relativism had a ban or less of an influence.\r\nThis implies that managers with more of a fright towards society’s 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, mercantile and relativistic attitudes contributed negatively towards CSR. This suggests that individuals with these attitude types can creat e an environment where monetary gain and possession of assets are the only goal, and right and wrong is near irrelevant. This learning ability can have a devastating effect on society’s perception of a corporation.\r\nMoreover, the connection between working peers can be non-existent, and coordination would lack causing inefficiency. A manager’s attitude can bring about the benefits of a positive working environment by tutelage a positive attitude towards a devoted position in an organization. An attitude based on working towards an end goal, which produces the greatest good for society and a corporation, would be an ideal mentality for any organization. Attitudes contribute to a achieverful business model because individuals who are satisfied make their duties a part of life, and commit their skills and knowledge to driving the progress and success of the business.\r\nMaslow’s Hierarchy of Needs\r\nMaslow’s Hierarchy of Needs is a theory of gentlema ns gentleman pauperization based on increasing levels of take. This theory suggests that human of necessity are fulfilled one at a time by accomplishing basic inescapably and proceeding upwards towards advanced essentials. Although there is much debate as to the accuracy of these levels research has suggested a correlation between the fulfillment of these invites and happiness. Managers with an understanding of what level individuals in a team are on can manipulate motivation techniques to waken productiveness and efficiency. Maslow’s hierarchy can be applied to compensation, antic design, management techniques, or anything that requires a higher level of motivation.\r\nMaslow’s hierarchy is a systematic way of thinking about the different needs employees have at any given point and explains different reactions they may have to kindred 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 ex vitamin Ale, two employees receive a raise after a massive project was finished. The first employee is satisfied with the raise because her safety, and subsequently 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 rectitude as a manager. His intention by his dense work was to climb the corporate ladder. He was feel to fulfill his deference and self-actualization needs.\r\nPhysiological needs are satisfied through compensation, since a paycheck allows individuals to find nourishment, shelter, etc. Compensation can satisfy more than one need, however. Safety needs can be satisfied through benefits such as 401K, health plans, or paid time off. In umpteen ways, compensation satisfies both physiological and safety needs. In addition, organizations must take in consideration the physiologic saf ety of employees. Managers have a duty to go for safety precautions where working conditions may be hazardous. When a position requires employees to take physical risk an organization is expected to protect workers from unnecessary harm, and to compensate for the higher risk. When feelings of anxiety are low safety needs have been fulfilled.\r\nSocial needs can be met through satisfactory social interaction with others in which there is interaction. The goal 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 staff. Also, team meetings where the staff can voice their concerns or ideas can allow team members to part understand each other.\r\nEsteem needs can be satisfied after one feels she has been a ccepted into a group. These needs can be fulfilled through recognition. It must be stressed that individuals enjoy beingness praised for their accomplishments, but praise only works for a limited amount of time. Managers must look to get on 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 hierarchical pyramid. Similar to fulfilling esteem needs, self- actualization can be met by cock-a-hoop an employee more responsibility, greater challenges, or more exhilarating opportunities. Self-actualization is characterized by an individual having met all previous needs, and is now using his or her full potential and capabilities.\r\nMaslow’s hierarchy is important for organizations to apply. Humans are prompt by particular needs according to their genuine life situations and future goals. Furthermor e, 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 var. to fulfill the same needs. The needs model must be applied on an individual basis. Managers who attend 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.\r\nEmotional intelligence activity\r\nEmotional cognition is the ability to control extreme changes in musical mode 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 em otional fluctuations, while containing it as to not affect others. That being said, it is of utmost greatness for a manager to possess a productive 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 positive 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 employees.\r\nGolnaz Sadri, PhD, defines E.I. as the ability to accurately perceive emotions, access and generate emotions so as to hang thought, to understand emotions and emotional knowledge, and to regulate emotions so as to promote emotional and intellectual growth, (Sadri, 2012.) The ability to accurately perceive emotions allows one to recognize facial and tangible gestures, and interpret their meaning. A manager who has this ability can intercept other’s cues, or tells, that signal irritabili ty. This skill is recognized as constructive when dealing with scenarios such as a team who can’t come to an agreement, a irate knob or customer, or when negotiating. For the most part, emotional intelligence is a learned skill, and an indicator of useful experience.\r\n finis\r\nManipulating strong personality traits and striving to improve negative personality traits can have a huge impact on a manager’s career, and more broadly can impact a corporation in tremendous ways. Today manager’s has access to information to help them maximise team productivity using psychology. Using psychological strategies to hire the right employees and build teams is the competitive edge companies need in this tough economic climate.\r\nREFERENCES\r\nCamgoz, S., Karan, M., & Ergeneli, A. (2011). Part II Leadership, Social Capital, and Personality: consanguinity Between The Big Five Personality and The fiscal Performance of Fund Managers. 15, p139\r\nCarpenter, M., Bauer, T., & Erdogan, B. (2009). Need-Based Theory of Motivation. In Principles Of Management (10th ed., p14.1)\r\nHall, M. (2005). Shaping Organizational Culture: A Practitioner’s Perspective. 2(1), p1-16\r\nKendrick, D. T., & Funder , D. C. (1991). Situation versus Personality Debate. Retrieved from http://wilderdom.com/personality/L6-3SituationVsPersonality.html\r\nMcCrae, R., & Costa, P. (1995). Domains and Facets: Hierarchal Personality judicial decision Using The Revised NEO Personality Inventory. journal of Personality Assessment, 64(1), p23\r\nPannapacker, W. (2012, April 15). Screening Out The Introverts. The Chronicle.\r\nSadri, G. (2012). Emotional Intelligence and Leadership Development. 41(3), p536\r\nTandon, A., Mishra, S., & Singh, E. (2011). What Discriminates The Prospective Manager’s Attitude Towards Corporate Social Responsibility? 10(3), p54-60\r\nWhitbourne , S. K. (2010, October 19). The Neuroticism Paradox | Psychology Today.Psychology Today: Health, Help, Happiness. Retrieved from http://www.psychologytoday.com/blog/fulfillment-any-age/201010/the-neuroticis\r\nm-paradox\r\nWitt, L.A., & Andrews, M.C. (2006). The Predisposition to Engage in Interpersonal deviation at Work. pHR-F2\r\n'