Importance Of Person Variances In Understanding Behaviour

With globalisation becoming more and more important, the corporate world is appealing to a more diverse workforce and therefore an increase in individual variations. An organisation is composed of folks and individual dissimilarities are an integral aspect in virtually any organisation as every single person brings along their own personal and unique variations. "Much of psychology includes finding rules that illustrate how people behave in general. " (Cooper, 2002) Understanding and triggering the best out of the individual differences is vital for organisations to keep a competitive advantage in the current fierce business environment. However managing individual dissimilarities is a complicated issue as it pertains to a number of human factors such as distinctions in attitudes, principles, perceptions of the situation and self. There are diverse jobs and research to aid the studies of individual dissimilarities. However, for the intended purpose of this assignment I shall focus on how people act in response in different ways to particular determination interventions. Second this essay will also target at examining individual differences when it comes to how motivation influences performance.

Studies have shown that determination is a key influencer in job performance for folks within their company. Matching to Stevens (2005) inspiration is central to most human activities since it governs the choice of behaviour and attitudes. Inspiration at work is complex since it relates to a number of interrelated human factors and organisational factors such as individual difference in work competence and organisational strategies, reward systems and communication platform. The higher inspiration one has for the work, the more possible they will be to place more effort and work better. There are many techniques organisations adopt when making certain their employees are constantly motivated in their job. A decrease in motivation not only impacts the worker and their output but the organisation all together, as the products will not be produced to the highest quality possible. The various techniques certain methods can be applied in organisations to increase the motivation are; upsurge in wages, bonuses, increase in holidays, days away, etc. However with reference to Taylor's theory of desire, "Taylor said that money was the particular worker required most" (Locke, 1982). This can't be shown to be a completely appropriate, with the study and data from individual variations, this contradicts what Taylor promises. Each individual has their own preferences and for that reason not will be encouraged in several ways Motivation allows someone to have a different outlook on the performance of any sort, they will feel some other emotion when completing an activity.

A number of theories have been suggested to explain the impact of drive on attitudes towards work and job performance. Support theory shows that any behaviour that is rewarded would be repeated. This is known as positive reinforcement. An example of this in the workplace could be any financial or non monetary reward, praise, approval, promotion or access to decision making process. However, it is necessary to consider the total amount of the value of rewards to avoid possibly risky behaviour. For example, an individual will be motivated to achieve the greatest prize thus deliberate omission of complying with risk management techniques. Relating to Skinner (1938) professionals giving praise to others for working to minimise risk become a strong motivator to adhere to risk management practice and encourage engagement and responsibility. Moreover Social Learning theory contends an individual are motivated not only by incentive and consequence but by watching others getting rewards and abuse. Individuals are encouraged to imitate the behaviour of others if they observe they can be being rewarded for their behaviour. Hence, professionals may lead by example to gear the individual variances in to the desired behaviour. However, considering that each and every individual is unique, the managers must ensure not to promote discrimination while leading through example. Goal theory shows that individuals are money through pay back systems and engagement in goal setting techniques. Locke (1968) argues that employees are determined to accomplish specifically stated goals which can be perceived as individually possible. Hence understanding the average person differences is vital to help the company establish Specific, Measurable, Achievable, Realistic and Timely (SMART) goals to make a 'win-win' situation.

There are diverse motivation methods where today's organisations use. There's a growing concern that increasingly more employees have a tendency to increase the range of turnover in a company thus In order to keep the turnover low, managers need to find new innovative ways to keep individuals within the company motivated. "The truth is that we can only just hypothesise that folks are encouraged by some particular thing by looking at their behavior and seeing if there is anything different when this 'thing' is included. " (Weightman, 1999). This theory really helps to reinforce the fact that understanding desire of people is key in a work environment, this can help determine and anticipate a person's performance within the job role.

2. "In the war for skill, professionals have to keep an even closer attention on staff morale and determination. " (Employees Today, January 2001) Person differences are noticed all around; in the manner each of us reacts to certain situations is a perfect example of differences. There are lots of diverse ways that personality can be assessed at work. Conversely to evaluate one's personality can be hard to specify. THE BEST Five Model is a favorite technique which points out how different personality qualities link together. The Big Five Model has five diverse periods which help to identify the personalities of people, they are; Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness/ Intellect.

Extraversion- this goes more into depth about how comfortable one seems around others, and also will take into consideration how sociable and outgoing a person is versus a calm and reserved person. The more one is sociable and outgoing, and somebody who seeks out position, the greater extrovert we say one is.

Agreeableness- This actions the degree to which a person is warm and trusting and open to others, versus someone who is less wide open and unfriendly. This can also show what sort of quickly a person can adapt being put in diverse situations and exactly how friendly and welcoming these are to reaching new people.

Conscientiousness- This shows the level to how a person is organised and trustworthy, versus a one who is unorganised and impulsive. This will show how a person feels and their sense towards the way they carry out certain tasks.

Emotional Steadiness- This shows the degree of what sort of person is calm and stable pitched against a one who is more neurotic and anxious. When placed in certain situations we all experience various thoughts which can help show one's first instinct and exactly how they adjust when placed in certain situations.

Openness/ Intellect- This shows the magnitude to which one is imaginative and progressive with regards to their ideas and openness to new and diverse encounters pitched against a narrow-minded and unimaginative person.

To fully understand the various personalities of individuals we have to know and understand all the five different facets within the best five model. Only then will we be able to understand which category one meets into and therefore can determine the way in which they will probably react when located using situations. "Creating 'a great place to work' meant producing a host where self-motivation could take main and flourish. " (Personnel Today, January 2001) When it comes to motivation within people's careers or careers, then employees do not need to feel that they want many bonuses of desire in order to be fruitful, self-motivation from within can also create high efficiency from a person and higher overall production. The pleasure of being to complete something and wanting to do well and succeed is a perfect exemplory case of self-motivation. The want or need to complete something efficiently from start to finish and acquire a sense of satisfaction, is a perfect example of self-motivation at its best.

LOOK IN Reserve AND ADD THE DIAGRAM AND DISCUSS THE MOTIVATORS FROM Publication, AND LINK ALONG WITH Specific DIFFERENCES.

Reflective Report-From a personality survey produced from questionnaires that i filled out with regards to my personality. There have been several questions which responded to thirteen different categories of characteristics they are; Sociability, Authority, Optimism, Assistance, Compassion, Sensitivity, Stableness, Calmness, Order, Industry, Intellect, Culture, and Success. Each one of these characteristics helps determine a person's personal characteristics and behavior. Both I and a peer completed the questionnaire which would help outline individual distinctions in action, and show whether the way I perceive myself would be exactly like the way in which my peer recognized my characteristics to be.

The results sometimes show that the way in which I've seen myself, can in many cases be completely different or sometimes like the way in which others understand myself. Relevant research helps to support the individual distinctions theory and helps one to understand how they can be identified by others and the difference in what sort of person might perceive them to be. Whether introvert or extrovert, many of these qualities and personalities are what makes us different, and the way in which we see ourselves over a day-to-day basis can be seen very different by somebody who sees us on a day-to-day basis. Another exemplory case of how personality theories have backed certain situations that I have already been placed under does group projects at University. I used to be placed within several individuals that I acquired never previously fulfilled. After a couple weeks of needs to understand each other, we all experienced that we had similar characteristics and personalities. Conversely weeks removed by, I began to notice that folks that I formerly thought got the same personality in some certain aspects to myself, turned out to be completely different. For example, everyone in the first instance was very agreeable, which generally is often true, because we were all aware that this was group work and we had to interact for this to be completed. However after reaching often with the group, I noticed people were a lot more extroverts with the feelings, and were not worried to let their emotions be shown, even if this is negative. In addition to this after several meetings after people who I recognized to be like-minded would be completely other from what I thought earlier for example; they might arrive to meetings past due or never, whereas I am a punctual person and thought these were too from primary meetings, they were very laid-back in approach to their work, and required their time whereas initially showed excitement in wanting to get the task complete. Furthermore, from my personality article, it has been proven that the way in which I understand myself to be always a much organised, conscientious type of person, my qualities have been perceived by others to be the same, which others agree to an extent that we am an extremely conscientious person. Within the group, there have been many who at first offered the impression of being very conscientious however as time went on, I came across that these were quite the opposite plus more impulsive. Employed in a group with such diverse and generally opposite personalities to my very own was initially daunting and quite a trial to ensure each person can remain stimulated and get the task completed, however being able to adapt to situations proved to be a strong characteristic of mine, allowing me to get my note across to all people, in an optimistic way. Another earlier connection with mine showed i perceive myself to be always a good leader in one way or another in being able to apply my thoughts across to my peers and when interacting with group work, I am an organised person which helps in being a good leader. Through the feedback of the personality report, a friend identified me in the same way, and thought furthermore, as well as this, being in a group with students whom I acquired never previously achieved, after receiving a top result in the work, feedback came unknowingly from peers proclaiming they were glad I was the leader and I made "an excellent leader. . . all credit goes to you". Which helps to show proof that in some instances we can easily see ourselves and know the majority of what our personality is similar to and what others could also perceive however in many cases many people can get the 'wrong concept' about each other.

The reflective article helps to support my theory of personality features within a working environment. My experiences within working at college or university in group assignments and the peer account helps to show that personality is key when understanding individuals. Personality really helps to determine the results of an individual and what is expected of these.

Recommendation- You will find diverse ways that work functions can be advanced in the foreseeable future, an example of this is; for managers to program regular one-to-one basis meetings, where employees can express their concerns if indeed they have any. On one hand, some employees choose interaction and want to feel just like they have a 'voice' within the business. If a manager can effectively understand the employee's needs and provide new innovative means of implementing new systems so that will help employees to feel more encouraged, they will thus achieve a much better response of determination. There are people who differ, which ultimately shows a clear demonstration of individual distinctions. Thus, some individuals will choose to have clear direction and a supervisor or manger to execute regular conferences, however some might not exactly prefer this system. Therefore, it is the obligation of the administrator to get the balance right and ensure that they are able to react to employees desires and needs. As stated above, there are numerous techniques of inspiration interventions which can all contribute to the overall performance of a person. By employing these desire factors and adding them into practice in a working environment such as; performing a group project at work, using different techniques which is often creative and not tiresome can increase determination, productivity and the entire efficiency. The downfall of having so many inspiration interventions is that due to individual differences within an organization, it might be difficult to learn which method is the better to pursue. This can have an adverse and opposite impact leaving some users feeling somewhat de-motivated and generally un-interested, which creates an additional problem of trying to re-motivate and create responsiveness in the group.

Give benefits and drawbacks to the recommendation when being launched in an company.

Bibliography

Fincham R, Rhodes P, (2005) Guidelines of Organizational Behavior, New York: Oxford University press Inc.

Furnham, A. (1992) Personality at the job: The role of individual differences at work. London: Routledge

Mazerolle, D, M. & Wayne, R, L. (2002) Personality in Work Organizations, London: Sage Publications Inc.

Schermerhorn R. J. Jr, Hunt. G. J, Osborn. N. R (1991) Controlling Organizational Behavior, Ohio University or college: John Wiley & Sons, Inc.

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