Individual
Behavior
and
Personality
in the
Workplace
JOSARIL MARK FRANCISO DANIEL
BSREM2
COLLEGE OF ST. JOHN – ROXAS
Member: Association of LASSSAI
Accredited Superschools (ALAS)
Gov. Atila Balgos Ave., Banica,
Roxas City, 5800 Capiz, Philippines
TOPIC
Overview
Personality traits and the
Big Five Model
Attitudes, values, and job Individual Behavior
satisfaction
Perception and
and Personality in
attribution in the Workplace
organizational settings
Emotional intelligence and
its impact on performance
Personality
traits and the
Big Five Model
When thinking about the big 5 personality
traits, hiring managers, CEOs and even the
candidates are wise to think about why they
are important when it comes to joining a team.
Before we go into the reasons why they are
important, let’s quickly remind ourselves of
what they are.
Personality
traits and the
Big Five Model
The Big Five Personality Model, often
remembered as OCEAN, describes personality
traits by identifying five broad domains:
Openness, Conscientiousness, Extraversion,
Agreeableness, and Neuroticism. Understanding
these traits can help predict individual behavior in
the workplace and can be valuable for both
employees and employers.
OCEAN
Personality traits and
the Big Five Model
O OPENNESS
This trait describes an
individual's willingness to try new
experiences and embrace new
ideas. People high in openness
are often imaginative, curious,
and enjoy intellectual challenges.
CONSCIENTIOUSNESS'
This trait reflects a person's
ability to be self-disciplined,
C organized, and responsible.
Conscientious individuals are
often reliable, detail-oriented,
and goal-oriented.
Personality traits and
the Big Five Model
E EXTRAVERSION
This trait refers to an individual's
preference for socializing and
seeking external stimulation.
Extraverted people are typically
outgoing, energetic, and enjoy
being around others.
AGREEABLENESS
This trait describes an
individual's tendency to be
A cooperative, compassionate,
and trusting. Agreeable people
are often friendly, helpful, and
empathetic.
Personality traits and
the Big Five Model
N NEUROTICISM
This trait reflects an individual's
tendency to experience
negative emotions such as
anxiety, worry, and sadness.
People high in neuroticism are
often more prone to stress and
can experience difficulties
managing emotions.
AGREEABLENESS
This trait describes an
individual's tendency to be
cooperative, compassionate,
and trusting. Agreeable people
are often friendly, helpful, and
empathetic.
Perception and
attribution in
organizational
settings
Everything about yourself affects how you see things in your day to day
life. Your beliefs, your attitudes, your experiences all shift your point of
view in a way that is specific to you. This can sometimes be a good thing,
as a different perspective on a topic or task can allow group members to
find multiple solutions. However, it can be negative if your perception of
things begins to cloud your judgement or is severely altered from what it
should be. While you do have some degree of control over your own
perception and attribution towards things-usually by making a conscious
effort to take a second look-you cannot control the perception and
attribution of others.
Perception and
attribution in
organizational
settings
The concepts of perception and attribution are things we encounter
every day without realizing it. You normally don't actively think about
why you interpreted something the way you did, just the
interpretation and how it pertains to the situation at hand. In a
working environment, they can make significant differences in how
things are done individually and in groups. For business in general it
plays a massive role from a marketing and public relations standpoint,
as many businesses try to present themselves so that potential
customers will perceive them in a certain way. In regards to a
business' organizational behavior, it can shape multiple different
aspects and impact the tone of the workplace even if the source is a
single person.
Perception in
Organizational
Behavior
Perception is simply defined as how a person sees
the world around them and how they interpret that
information. It's a subconscious things that the mind
does and is contingent on your ability to pay
attention to your surroundings and your existing
knowledge.1 The mind will occasionally filter
information out, which is why you don't notice every
single thing around you; it would be a complete
information overload otherwise.
Perception in
Organizational
Behavior
In organizational behavior and business, perception often
helps shape a person's personality and how they act in
certain situations. These can affect how they respond to
certain things-like stressful situations-their
performance at tasks, and even their creativity.2 For
management, paying attention to personality traits in
employees can help them determine the person's work
ethic and strengths. That is, if the manager's perception
is not hindered in some way.
Attribution
Theory
Attribution is what happens when a person takes the
information they perceived and determines a reason as
to what happened. What you attribute things like
success to depends on your own perception and
behaviors, which may be wrong due to being unrealistic
or having the incorrect information for the situation.
Things like bias and misconceptions can cloud that
reasoning, which can interfere with a person's
proficiency in the workplace and may contribute to
issues with diversity.
Attribution
Theory
One of the concepts used in organizational behavior to help improve
perception and attribution is attribution theory. The theory was first
brought forth by psychologist Fritz Heider in the 1950s and stated
that people had a desire to explain the reasoning behind their actions
and the actions of others.4 It was expanded upon over the years by
fellow psychologists Bernard Weiner and Harold Kelley, both of whom
looked at the factors in a person's life that can impact their
perception and their validity. They also looked at what impact certain
attributions can have when a person acts upon them. Today, the
theory is used to help people explain the causes behind human
behaviors and largely make sense of them.5
Attribution
Theory
In business, attribution theory is applicable to the members of a
business' management team more so than it is to the standard
employees. Managers are responsible for interpreting behavior
and actions throughout the business to ensure that things are
remaining as they should be and to keep an eye out for problems.
If they make mistakes in their perceptions and attributions-or
they are otherwise clouded by their own bias-then that can
reflect throughout the company more so than if they were a
regular employee. This is because it's the management staff that
are the primary decision makers in the business' daily operations,
and their power in the business gives them more control over it.
Emotional
intelligence
and its impact
on performance
Emotional
intelligence (EI)
Emotional intelligence (EI) significantly impacts
employee performance in the workplace.
Employees with high EI demonstrate better job
performance, including improved decision-making,
stronger relationships, and effective
management of stress. EI also fosters positive
work attitudes, prosocial behaviors, and overall
work outcomes.
What is
Emotional
Intelligence?
EI refers to an individual's ability to perceive,
understand, and manage their own emotions,
and to recognize and respond to the emotions of
others. It encompasses skills like self-
awareness, self-regulation, empathy, and social
skills.
How EI Impacts
Performance:
[Link] Decision-Making: EI allows employees
to consider emotions and their impact on
decisions, leading to more effective and well-
reasoned choices.
[Link] Relationships: High EI fosters
positive relationships with colleagues by
promoting empathy, active listening, and
understanding of different perspectives.
How EI Impacts
Performance:
[Link] Stress Management: Employees
with high EI can better manage stress and
regulate their emotions, leading to improved
performance and well-being.
[Link] Productivity: By fostering positive
relationships, managing stress effectively, and
making informed decisions, EI contributes to
increased productivity and job success.
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