Developing Different Perceptions and Attitudes within Individuals - Essay Example

Self-Assessment Report On Professional Characteristics Executive Summary Personality and emotions have significant impacts on the ability of an individual to perform and respond to various tasks at the workplace. People from different cultural and social backgrounds have varying personality traits that can be identified at the workplace. The role of individual and his/her ability to treat others simultaneously dealing with challenges, immensely rely on the concept of personality. Similarly, emotion displayed by an individual at the workplace imposes significant influence on individual behaviour and his/her ability to perform certain tasks. Correspondingly, in the first sub-task, this paper intends to represent the effects of personality traits and emotions exhibited by an individual at the workplace on his/her behaviour and ability to perform assigned tasks efficiently. Concurrently, the second sub-task strives to illustrate the strategies relevant for developing effectiveness at the workplace and the measures that can be executed to improve the effectiveness at the workplace. Table of Contents Executive Summary 2 Sub-Task1 4 Sub-Task 2 5 Conclusion 7 References 9 Sub-Task1 People belonging to different backgrounds have different attitudes, values and norms. These people tend to reflect their cultural heritage, which is usually perceived to be different from each other. These variances amongst the people often result in the differences exhibited through their personalities that are admitted to determine their behaviours and actions. Personality of an individual is regarded as their unique characteristics that make them different from other individuals. In this regard, some people decipher strong personalities, as they possess the capability to influence others to act in a particular manner. At workplace, the personality of a manager tends to help subordinates to perform their tasks effectively. It is thus proclaimed that people with extravert traits often find it easier to deal with challenges and lead a change within the organizational context. In change circumstances, attitudes and perceptions of people often play an important role. Additionally, both perceptions and attitudes are closely related with personality (Alkahtani, Abu-Jarad, Sulaiman & Nikbin, 2011). It has been postulated in this regard that there exist two important determinants of personality traits, which include individual heredity and past interaction with the environmental elements present in the surrounding of the individual. Accordingly, the effects of personality traits are viewed to be crucial in terms of communication. It has been ascertained that individuals classified as extroverts are natural communicators and have vital impact on the performance of team within an organisation. Extroverts are usually known for their ability to make quick decisions and can prove effective leaders in crisis situations. Furthermore, extroverts generally prefer participative type of leadership and take due care of feelings of their team members (Bradley & Heber, 1997). Emotion is considered to have profound impact on an individual’s performance within the workplace. It has been firmly admitted in this regard that emotion significantly influences thoughts, attitudes and behaviours of an individual (McGraw-Hill Education, 2013). Congruently, strong relationships have been proclaimed between emotions and particular type of behaviour. It has thus been admitted that emotions not necessarily contribute to irrational behaviour; rather, it has been advocate that emotions increase the adaptability of an individual within an organisation and facilitate him/her in improving their overall cognitive behaviour. In other way formulation, influences of emotions provide radical impacts for constructive organisational dynamics (Luksha, n.d.). In this regard, positive emotion serves as critical a function that are necessary for the survival and the effective functioning of an organisation. Furthermore, emotions have vital impacts on the level of motivation as well as on the relationship behaviour of the individuals, affecting their interpersonal communication skills. It is in this regard that positive emotions often motivate the existence and the structure of the organisation. In addition, positive emotions may also encourage the responsible behaviour within the individuals for the tasks assigned to the individual. Positive emotions also have significant impacts on worker’s morale to perform their tasks with due faith. Emotions also facilitate an increased sense of belongingness amid workers making them able to exhibit high proficiency in self-identification in alignment with organisation. On the other hand, negative emotion is perceived to affect the level of job satisfaction along with individual attendance, turnover and long-term work approaches and behaviours within individuals (McGraw-Hill Education, 2013). At the same time, negative emotions distort the individual’s willingness to perform their best and may restrict them to share their ideas and feelings at the workplace. Additionally, it may also disturb the workplace relationship and reasoned judgement required within the organization to flourish better innovation and cohesiveness. Dissatisfaction arising from the negative emotions can contribute towards the job dissatisfaction which in turn can hinder an individual’s productive behaviour and his level of efficiency (Luksha, n.d.). Sub-Task 2 Arguably, personality type does not explain everything in an individual, nor it is the only indicator for job satisfaction. However, it is a helpful resource to make better decisions related with an individual’s ability to perform certain specific tasks. In order to ascertain workplace effectiveness, it is crucial to frame strategies that would facilitate an individual to enhance the capabilities and the personal traits acquired by him/her. In this regard, interpersonal attractions, seeking social supports and self-nomination traits are the important strategies that can facilitate an individual to acquire workplace effectiveness (Yean & Yahya, 2011). Interpersonal attraction is a vital element that differentiates rational identification from social identification at the individual level. Accordingly, interpersonal attractiveness provides a mechanism to the individuals for friendship with other. Interpersonal attractiveness leads toward the creation of harmonious relationship with others and influence their behaviours significantly at the workplace. In other words, interpersonal attraction is considered as the attitudinal feature that an individual acquires to influence other persons. At the organizational level, traits of interpersonal attraction have been observed to significantly impact the organisational performance. The interpersonal attraction also offers an individual to develop friendly relationship with others at the workplace and seek greater cooperation from the subordinates. Accordingly, display of interpersonal and organisational relationship facilitates an individual to seek greater cooperation from subordinates and attain effectiveness in building a coordinated environment within the workplace. It also facilitates an individual to develop emotional relationship with others at the workplace and enhance the communication network for ensuring greater productivity as well as facilitate in creating cordial workplace environment (Luksha, n.d.). Another important strategy in order to attain efficiency can be recognised as the obtainment of social support. It is in this context that social support provides an individual with the opportunity of expression related with emotive concerns, valuable assistances and informational supports. Workplace social support further contributes towards attaining collective problem solving, seeking advice from various personnel including colleagues, managers and supervisors as well as sharing information transparently within the organizational framework. It has been thus observed that workplace support often facilitate in reducing occupational strain and aid in coping with narrative behaviours. The social support received from supervisors also has significant impact on the employees and their job satisfaction. More specifically, workplace social support facilitates well-being of the entire workplace and thereby ensures attainment of greater effectiveness at the workplace (Brough & Pears, n.d.). Self-nomination, in this context, recognises emotions and behaviours of workers in an organisation in alignment with the pre-determined goals. It is thus observed to be a crucial strategy related with expression of intensity and gaze interaction (N’Diaye, Sander & Vuilleumier, 2009). Concerning my personal traits, I believe that I am capable to establish cordial and fruitful relationship with others owing to my positive emotions. However, as I also possess few traits of negative emotion, in order to improve interpersonal attraction, it will be crucial for me to engage in regular interactions with others and try to respect the feelings of others in the best possible way within my workplace. Correspondingly, respecting the emotions and feelings of others will enable me to create a better understanding and cooperative relationship with my peers. I always look to help and support others whenever possible. Such behaviour has facilitated me to seek harmonious relationship with others at different locations and situations. In order to enhance my role as a socially supportive person, it is thus vital for me to behave politely and honestly and follow participative type of leadership. Revealing such attitudes and behaviours will facilitate me to gain trust and cooperation of others at the workplace. Concerning with self –nomination, I often strive to reveal honest expression and happiness in my emotion. Subsequently, to improve my self-nomination skills continually, I believe I must strive to understand the needs of others at the workplace and respond to those needs deciphering a humble attitude. Conclusion Based on the discussion in sub-task 1 and 2, it can be affirmed that social and cultural backgrounds plays a determinant’s role in developing different perceptions and attitudes within individuals, which largely attempt to shape the personality of people. Correspondingly, the personality revealed by an individual has significant impact on others at the workplace. Extroverts thus usually tend to motivate employees to perform better and involve in establishing cordial relationships within the workplace. On the other hand, emotions can have both positive and negative impacts on an individual’s behaviour as well as work performance. Where on one hand, positive emotion leads to creating fruitful working environment and promotes greater delectation towards the accomplishment of organisational goals, negative emotions create substantial hindrances to the same. Thus, in order to attain workplace effectiveness, it is crucial to develop strategies including interpersonal attractiveness, social support and self -nomination. These strategies can further facilitate an individual to seek greater trust and cooperation from subordinates and ensure effectiveness at the workplace to the highest possible extent. References Alkahtani, A. H., Abu-Jarad, I., Sulaiman, M., & Nikbin, D. (2011). The impact of personality and leadership styles on leading change capability of Malaysian managers. Australian Journal of Business and Management Research 1 (2), pp. 70-99. Bradley, J. H., & Heber, F. J. (1997). The effect of personality type on team performance. Journal of Management Development 16 (5), pp. 337-353. Brough, P., & Pears, J. (n.d.). Evaluating the influence of the type of social support on job satisfaction and work related psychological well-being. International Journal of Organisational Behaviour 8 (2), pp. 472-485. N’Diaye, K., Sander, D., & Vuilleumier, P. (2009). Self-relevance processing in the human amygdala: gaze direction, facial expression, and emotion intensity. American Psychological Association 9 (6), pp. 798-806. McGraw-Hill Education. (2013). Workplace emotions and attitudes. Retrieved from http://highered.mcgraw-hill.com/sites/dl/free/0070876940/355897/sample_ch04.pdf Luksha, P. O. (n.d.). Emotions in organization: more than mere fluctuations. Retrieved from http://www.unizar.es/sociocybernetics/congresos/DURBAN/papers/luksha.pdf Yean, T. F. & Yahya, K. K. (2011). Personality traits and career strategies as determinants of career satisfaction. Jurnal Pengurusan 33, pp. 53-59. Read More