How Personality, Intelligence, Attitudes and Emotions Affect The Success of a Company - Research Paper Example

How personality, intelligence, attitudes, and emotions affect the success of a company Introduction Employees are important to an organization; this is because it is through the employees that the success of an organization is determined. Personality, intelligence, attitudes, and emotions of both the employees and managers influence the success of an organization. An organization that has employees and managers who have good personality, positive attitude, can control emotions, and are intelligent is bound to succeed. This paper will mainly deal with the effects of personality, intelligence, attitudes and emotions to the success of an organization. Emotions of employees and managers pose a significant impact to the organization. This is because when employees and managers are in a position to control their emotions it can lead to success of an organization (Anthony, 5). Regarding the firms operating in dynamic environments for instance, emotional energy must be fully exploited. By doing this the organization will be able to gain strategic growth. Emotional energy is also important in the enlistment and sustenance of radical positive change when linked to cognitive understanding which results in success. According to research, many organizations are interested in emotions at work. This is because many of them are dealing with service provision, emotional intelligence is thus popular (Anthony, 6). In addressing a hypothetical model of individuals, it is argued that employees who pose emotional intelligence are likely to adapt emotional responses in case of disagreements. This is because these people can easily adapt and respond to their emotions and moods with a healthier understanding of their emotional experience. Emotions therefore, have adverse effects to an organization if not properly expressed (Stein & Howard, 300). Attitude is an individual’s sensation, judgment, and inclination to respond to some issues within the environment. Attitudes of employees and managers pose an effect to the success of a company (Anthony, 7). Attitudes are always an indicator of personal inclination to feel sense or act in a positive or a negative way towards a particular issue. Attitudes usually entail individual cognitions, effective response, and behavioral tendency towards the company. Research has shown that if majority of employees in an organization have a positive attitude then the success of the organization is granted. On the other hand, if majority of the employees have a negative attitude towards the company then it is bound to fail (Fritz, 12). Managers should also have a positive attitude towards employees in order for the company to succeed. Positive attitudes in an organization are vital in enabling the company to realize its goals and in achieving change. Some employees tend to acquire a negative attitude towards organizations due to the ambiguity linked to organizational and personal changes that normally follow unions and achievements. This may lead to job dissatisfaction, tension, poor communication within the organization and lack of trust in the organization. This lowers the success of the organization (Stein & Howard, 302). Personality within the organization also determines the success of an organization. Basing on the Five Factor Model (FFM), the five factors that are usually considered are the neuritis, wastefulness, openness, friendliness and neatness (Stein & Howard, 304). These factors have been identified across several cultures and were found to be universal and applicable. The company human resource professionals must apply and utilize the FFM in their profession. Research has shown that the FFM are directly linked to job performance. Whereby when the organization comprises of professionals who have a personality of being wasteful, then the success of this organization is lowered, and when majority of the employees in the organization are friendly, neat, and open they will contribute to the success of the organization (Anthony, 8). FFM regard personality as having an effect on job performance and additional results like job contentment, job loyalty, voluntary revenues, and absenteeism; thus, determining the success of the organization. Intelligence in the workplace also determines the success of a company. At the workplace, the type of intelligence preferred entails dealing with social issues and not the academic intelligence (Stein & Howard, 305). This involves the capacity of a person to examine himself or other people’s feelings, to differentiate them, and to utilize the information in coming up with proper judgments and appropriately dealing with them. Individuals who are intelligent are always able to support intellectual development. Intelligence entails the idea of non cognitive potentials, competencies, and talent. These promote the efficiency of an individual in dealing with workplace difficulties, hence boosting success (Fritz, 15). The issues that are considered when referring to intelligence are intra-personal skills, inter-personal skills, flexibility, coping with stress, and confidence. Most people who have succeeded in their careers normally posses a high intelligence experience. They always succeed in headship, team performance, adjustment to taxing dealings, and they have better survival plans as compared to those who have low intelligence. Intelligence boosts the stability of the organization and change in the organization since change is often linked to emotional differences (Fritz, 16). In management, there is proof that intelligence contributes to company’s competitive advantage. In any organization, personality is vital since it plays a major role in determining the success or failure of an organization. Currently, many companies in US are using this criterion in the recruitment of the employees (Fritz, 15). Examples of the companies that are using these criteria include; Berksire Hathaway, Inc., Wal-Mart Stores, Inc., Apple Inc., and Microsoft Corporation among others. By using the personality test the companies have recruited the best employees who have enabled them emerge as the best companies in the world (Stein & Howard, 306). Through use of difference in personalities, intelligence, attitudes, and emotions; managers can influence the company performance (Jones, 16). This can be done through carrying out personality tests which will assist in the determination of the carefulness, reliability, and cooperativeness of the employees. This will enable the management to understand the way of dealing with employees in all aspects. This will assist the employees to yield a positive change which will result in good performance hence the success of the organization (Fritz, 14). Employees are important to all organizations. When employees have a negative attitude towards the organization; it is obvious that they will have a negative attitude towards the work (Stein & Howard, 308). This will result in poor quality work and failure of the organization. In order to address the issue of negative attitude, the management should deal with the ambiguity linked to organizational and personal changes by creating forums with the employees; where they can openly discuses the issues affecting their attitudes. This will lower tension, and enhance communication and trust in the organization (Fritz, 15). By vividly explaining organizational policies, the employees will have an understanding of the policies and give their suggestions. Through motivation, employees will have a positive attitude and this will enhance loyalty to the organization; thus boosting the success of the organization. Positive attitudes in an organization are vital in enabling the company realize its goals and in achieving positive change. Conclusion Employees play a vital role in an organization. In order to facilitate the success of an organization, the management should come up with strategies which will enable them to appropriately deal with the employees. The aspects that affect employees include personalities, intelligence, attitudes, and emotions. These issues can be dealt with when the organization creates an environment where all employees can express themselves freely. This will facilitate information sharing and will enable the management and the employees in understanding each other’s needs, hence boosting the success of the organization. Carrying out a personality test during recruitment of employees can also boost the success of an organization since it will enable the management to select employees appropriately. Work Cited Anthony, Mitch. Selling with Emotional Intelligence: 5 Skills for Building Stronger Client Relationships. Chicago: Dearborn Trade, 2003. Print. Fritz, Roger. The Power of a Positive Attitude: Discovering the Key to Success. New York: American Management Association, 2008. Print. Jones, John W, Brian D. Steffy, and Douglas W. Bray. Applying Psychology in Business: The Handbook for Managers and Human Resource Professionals. Lexington, Mass: Lexington Books, 1991. Print. Stein, Steven J, and Howard E. Book. The Eq Edge: Emotional Intelligence and Your Success. San Francisco?: Jossey-Bass, a Wiley Imprint, 2006. Print. Read More