Assignment 2 – Individual: Essay

Individual attributes like personality characteristics influence both employees’ motivation and
their preference for specific job design approaches.

Personality comprises a person’s relatively stable feelings, thoughts, and behavioural patterns. Every
person has a unique personality that differentiates them from other people and understanding
someone’s personality gives us basic clue about how that person is likely to act and feel in a variety
of situations. To manage effectively, it is helpful to understand the personalities of different
employees. Based on this knowledge its useful for placing people into jobs and organizations

Personality characteristics and employees’ motivation

Motivation refers to the psychological processes that stimulate excitement and persistence of

voluntary actions aimed at some goal. Employees in a workplace have certain needs that need to be
achieved for their better performance and results.

The organisational leaders and managers must keep this in mind to boost their employee’s
motivation and keep them empowered for better results for the company. Organizational leaders
and managers must account for the physiological needs for their employees by providing them with
reasonable working hours, breaks to use washroom and eat or drink, and by creating comfortable
working conditions. They should also provide their employees with safe working conditions, secure
compensation, and job security especially after the impact of COVID-19 pandemic. One of the
important needs of an individual is the social needs also called love and belonging, it refers to the
need to feel a sense of belonging and acceptance. The managers must account the needs of the
employees by making sure each of their employee knows one another which will encourage them
into cooperative teamwork being super effective for the company and promoting good work-life
balance.

Organisational leaders and mangers should also put light on the esteem needs of their employees, it
refers to the need for self-esteem and respect. As Mangers they must offer praise and recognition
when the employee does well, and by offering promotions and additional responsibility to reflect
your belief that they are a valued employee.

Self-actualisation needs describe a person's need to reach his or her full potential. The need to
become what one is capable of is something that is highly personal. Because this need is
individualized, as a manager, they can account for this need by providing challenging work, inviting
employees to participate in decision-making and giving them flexibility and autonomy in their jobs.

Type A personality traits, including competitiveness, time urgency, and a tendency toward
workaholism, be beneficial for career success. With that Type A personality also brings high need of
achievement, aggressiveness, impatient and restless and are more likely to suffer stress-related
illness. For instance, numerous positions put weighty requests on schedule, making it fundamental
for laborers to be worried about completing things rapidly to perform at work. So also, a few
working environments put substantial punishments on late work, so productivity and
accomplishment become critical. Different positions simply make more pressure, making individuals
less patient, more pushed, and more inclined to Type A practices.
They can be motivated by providing them by a sense of friendly environment with less pressure on
working hours, providing them with job security and constant appreciation on their work will
eventually led them provide better results for the organisation.

People with Type B character will by and large be more permissive toward others, are more free
than Type A people, more smart, experience lower levels of anxiety and show a more huge degree of
innovative psyche and creativity. They can be inspired my giving them safe working conditions,
secure pay, professional stability, and by offering advancements and extra duty to mirror your
conviction that they are an esteemed representative.

My behaviour in workplace used to be super aggressive as I had lot of work pressure and constant
competitive behaviour but since my seniors started motivating and appreciating my work it created
a friendly environment to work in thus reducing my stress and anger. Motivation does help the
employees deliver better results for the organisation.

Personality characteristics and job design approaches

Job design is the allocation of specific work tasks to individuals and groups. Allocating jobs and tasks
means specifying the contents, method, and relationships of jobs to satisfy technological and
organizational requirements, as well as the personal needs of job holders. Each activity has these
attributes to a more prominent or lesser degree. Nobody blend of qualities makes for the ideal
activity; rather, it is the reason for work configuration to modify the degrees of every trademark to
adjust the general activity with the specialist performing it. This arrangement is significant on the
grounds that the employee working carries mental states to shoulder upon the activity to provide
excellent results in work field.

Advantages of job design approach is to increase operating efficiency, low skill and low-cost labour,
minimal training requirements and controlled production quantity. Job enlargement is one of the
key job design approach which focuses on increasing task variety by combining tasks of similar skill
levels that were previously assigned to separate workers into one job. The only change in the
original job design is that a worker now does a greater variety of tasks, this adds variety and alleviate
boredom. It is perfect for Personality A trait as they are used to the competitive nature of workplace
and this will also help them reduce boredom and stress as it brings variety in tasks.

Job rotation includes moving workers from employment to work at ordinary spans. At the point
when workers periodically move to various positions, the tedious parts of employment specialization
can be diminished. Occupation turn has various preferences for associations. It is a compelling route
for representatives to procure new abilities and thusly for associations to expand the general
expertise level of their employees. When laborers move to various positions, they are broadly
educated to perform various undertakings, along these lines expanding the adaptability of
supervisors to allocate workers to various pieces of the association when required. In addition, job
rotation is a way to transfer knowledge between departments. From the employee standpoint,
rotation is a benefit, because they acquire new skills that keep them marketable in the long run.

Jobs are divided on lot of criteria for different people with different personality traits. For example,
Doctors need to be relaxed and easy going during an operation so this job requires Personality B
traits. Whereas in business fields where there is lot of competition Personality A will do great as they
have experience to deal with competition and work fast to provide better results for their firm.

People who pick specialized skill characterize vocation accomplishment as accomplishing the status
of master in their picked calling as opposed to through various levelled calling and financial prizes.
They place a high incentive on landing the position right and expanding their aptitudes in a single
zone. They are not keen on the executives yet leaning toward rather to take on a coaching job
permitting them to give their abilities to other people or an utilitarian administration job that
empowers them to remain tin their specialized topic. At the specific employment these people
acknowledge open doors for learning and advancement, as they are quick to persistently improve
their aptitudes and their feeling of character is emphatically attached to their calling and to any
expert association related with it.

Researchers and specialists or other expert must adapt up to various complex nature of issues and
obstructions that need more than a customary look. For that, they should be experienced, delicate,
open to learn and see new things and to find novelty from old unbending contemplations.
Consequently, they will be bound to present better approaches for tackling a solitary issue.
Achievement is estimated by development, making something that bears their name or is totally
their own accomplishment searching for approaches to improve things. Their innovativeness and
accomplishments become an expansion of themselves and a reason for their personality.

Conclusion

Personality traits , motivation and job design go hand to hand . Every job has different roles for
different people with their own unique trait this helps them provide better results in work field.
Motivation help the employees to deliver much better results and help them create a friendly work
environment. Personality A trait people must be motivated in a way which helps them reduce stress
and help them promote good work environment. Personality B trait people must be offered various
new tasks and challenges which will eliminate boredom and help them focus better.

References
Linkedin.com. 2015. Personality. [online] Available at: <https://www.linkedin.com/pulse/personality-
jorge-morales-pedraza> [Accessed 26 September 2020].

Verywell Mind. 2020. What It Means To Have Type A Personality Traits. [online] Available at:
<https://www.verywellmind.com/type-a-personality-traits-3145240> [Accessed 26 September 2020].

bencsik, A., Machova, R. and Hevesi, E., 2020. The relation between Motivation and Personality
types. International business management, p.10.

publisher], [., 2020. 6.2 Motivating Employees Through Job Design. [online]

Pressbooks.bccampus.ca. Available at: <https://pressbooks.bccampus.ca/obcourseweir/chapter/6-2-
motivating-employees-through-job-design/> [Accessed 26 September 2020].

alkhelil, a., 2020. The Relationship between Personality traits and career choice. International Journal
of academic research in progressive education and development, 5(2), p.10.