MGT701 Managing Organisations-Theories of Perception

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Description of appropriate theory of perception and personality including current literature review for each. Practical application of theories to workplace for managers.. Convincing recommendations and conclusions drawn.Quality of presentation including clarity of expression, professionalism of layout and formatting, grammar and spelling.

Answer:

Understanding theories of personality

Locus of control

Work ethic

Work ethic is another theory that also explains the importance of personality of a manger. According to Daniel (2014), a manager need to understand the work ethic theory of personality as this is the basis of ethical practices within the workplace. Study by Grucza & Goldberg (2007, pp 167–187) explains that there are some individuals that believe in hard work for good achievement. According to Hock (2013, pp. 190–197), work ethics tries to explain the connection between hard works as oppose to idleness that attract low reward. As related by Sanderson (2010, p. 118), those individuals who have work ethic are subjective to leadership regardless of the type of leadership whether authoritative or democratic leadership. According to Takaki and Yano (2006, pp 5–11), some aspects on work ethic that are important personality traits are professionalism, dependability, respectful, dedication, accountability, humility, and determination. These traits exhibit the required personality traits for one to perform in workplace. Work ethics may range from dressing code to individual’s behaviour in an organization.

The big five model of personality

The big five model of personality is another theory that also explain the attributes of personality.  Some of the element of big five model are openness, agreeableness, extraversion, conscientiousness and emotional adjustment. According to Ashton, Lee and Vries (2014, 139–152), openness refers to the ability of a person to appreciate new things and is open to new experience. Openness of someone determines their level of interaction with others in an organization. Secondly, agreeableness is personality trait that shows the degree of cooperative, friendly and compassionate to others. This indicates individual’s ability to accept other people’s ideas or opinions. Thirdly, extraversion is the personality trait that emphasis on getting energy from other people as opposes to introversion that gets energy within themselves to do things. The ideas explain importance of depending on other people in an organization to contributes toward a discussion and provide solution to situation. According to Cobb and Schurer (2012, pp11–15), conscientiousness is the trait that shows the ability of one to organize activities in methodic way and thorough manner. Finally, emotional adjustment shows the stability of emotions that is also related to emotional experience and tense. Emotional stability is important when dealing with conflict in an organization.

Theories of perception

Finally, another theory, stereotyping also gives the perception on judging others based on their groupings. This theory explains that a manger can judge the character of other staffs based on their group memberships (Flore & Wicherts 2014, pp 25–44). Stereotyping theory of perception leaves no doubt the biasness that is caused due to the personal beliefs or feeling about certain groups within an organization. The manager therefore judged the group members based on their group character (Agerström & Rooth 2011, pp 790–805).  

Application of theory

The practical application theories on the perception and personality of manager in work place are an important practical management. To fully apply theories on perception and personality it important to divided into personality and perception.

Applications of theories of personality

Applications of theories of Perception

Secondly, halo effect theory offers managers skills that are used to evaluate the character of staffs based on the overall impression about the staff (Gordon & Graham 2006, pp. 142–144). Manager can decide to develop some opinion about staffs may be because of their behaviour, when promoting or demoting this employee may be based this opinion. This is an example of halo effect of perception that some manager develop about other employees (Rosenzweig 2007). Thirdly, manager can use selective perception where manager consider personal interest more important than the interest of others. When marketing manager review product performance and decide use media messages instead of opinion from sales team.

The application of both theories of personality and perception can be combined to assist mangers in good managerial skills. Some personality traits are not fit for application within an organization as compared to other positive personality traits. For instance, self-esteem is an important personality trait that enables managers to develop confident in themselves before managing other staffs and resources. This is contrary to selective theory that believes in opinion from other for grater impression about product and others. This also implies that mangers need to develop the big five personality traits so as to make good perception about an individual employee based on their openness, acceptability, extraversion, conscientiousness and emotional stability.

Conclusion

Conclusion

References

April, KA, Dharani B, & Peters K 2012, Impact of Locus of Control Expectancy on Level of Well-Being. Review of European Studies, Vol.4, no.2

Ashton, MC, Lee, K, & Vries, RE, 2014, The HEXACO Honesty-Humility, Agreeableness, and Emotionality Factors: A Review of Research and Theory. Personality and Social Psychology Review, 18 (2): 139–152.

Daniel TR, 2014, The Work Ethic in Industrial America, 1850-1920. Univ. of Chicago Press, 1978 2nd edition

Denmark, FL, 2010, Prejudice and Discrimination: In Weiner, Irving B.; Craigheaid, W. Edward. The Corsini Encyclopedia of Psychology. Volume Three (4th ed.). Hoboken, N.J.: John Wiley. p. 1277

Gosling, SD, Rentfrow, PJ & Swann, WB, 2003, A very brief measure of the Big-Five personality domains. Journal of Research in Personality, vol.37, no.6, pp 504–528

Grucza, RA, & Goldberg, LR, 2007, The comparative validity of 11 modern personality inventories: Predictions of behavioral acts, informant reports, and clinical indicators. Journal of Personality Assessment, vol.89, no.2, pp 167–187

Moskowitz, GB, 2005, Social cognition: Understanding self and others. New York, NY: Guilford Press.

Paunonen, SV, & Ashton, MS, 2001, Big Five Factors and Facets and The Prediction of Behavior: Journal of Personality & Social Psychology, vol.81, no.3, pp 524–539.

Schultz, DP, & Schultz, SE, 2005, Theories of Personality (8th ed.). Wadsworth: Thomson.

Takaki, J, & Yano E, 2006, Possible gender differences in the relationships of self-efficacy and the internal locus of control with compliance in hemodialysis patients: Behavioral Medicine, vol.32, no.1, pp 5–11.