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2 2 explain ways personality and values influence behaviors

Not every personality is suited for every job position, so it's important to recognize personality traits and pair employees with the duties that fit their personalities the best.

How Personality Affects Work Behavior

This can lead to increased productivity and job satisfaction, helping your business function more efficiently. Outgoing or Introverted People with outgoing personalities often work best in positions where they get to interact with others. These people can provide friendly and helpful customer service, and they can boost the attitudes of other workers by being upbeat and happy.

However, outgoing people might not flourish in positions that keep them behind closed doors, separated from others. This might include an information technology position that keeps them behind a computer all day or an accounts payable job that doesn't require much interaction with vendors or other staff members.

Those jobs might be a better fit for people with more introverted personalities. Work Ethic A strong work ethic develops in employees who make their jobs a high priority. Some employees might perform adequately, but without fervor or any indication they are at work for more than a paycheck.

Their work is likely mediocre and often turned in barely on time or late. Other employees might work late to get projects done early and take the initiative to suggest new projects or more efficient production methods.

Assign these workers to teams developing new projects or roles with additional responsibility and the need to make decisions on the spot, such as public relations or management of a department.

People with a weak work ethic often require more management and oversight to keep them focused on their work, while people with a strong work ethic typically work well with minimum oversight. Attention to Detail Some people are wired to think of the big picture, to see not only where your company is now but where it could or should be in the future.

  • Motivation and Recognition Keep your employees running at full steam by understanding what motivates them;
  • That's where the detail-oriented people come in; these people sometimes have trouble seeing a direction for the company that's different from the existing direction, but if you give them a project, they execute the project to its smallest detail;
  • This might include an information technology position that keeps them behind a computer all day or an accounts payable job that doesn't require much interaction with vendors or other staff members;
  • Some people are motivated solely by money; if you dangle the promise of a raise or bonus, they are likely to work harder.

They make creative, broad plans designed to keep the company moving forward, and they think of new initiatives to solve existing problems.

However, they may not be as good at executing the broad plans. That's where the detail-oriented people come in; these people sometimes have trouble seeing a direction for the company that's different from the existing direction, but if you give them a project, they execute the project to its smallest detail.

  1. If one person was raised to value the input of others, regardless of how different they are, this value will likely be a positive contribution to overall productivity and the group's ability to work as a team. Considering this in the context of the workplace, the first things you want to think about are communication and productivity.
  2. However, they may not be as good at executing the broad plans. This is sometimes difficult to figure out on your own, so it's best to ask, even during an interview.
  3. Not every personality is suited for every job position, so it's important to recognize personality traits and pair employees with the duties that fit their personalities the best. For instance, if a manger knows that one employee doesn't work well with negative or aggressive people, they could find an environment or circumstance in which that person has little contact with negative or aggressive team members.
  4. Look for them in accounting and finance roles where details matter. For example, if someone were to believe they're better or more valuable than someone from another race or ethnicity, they would have a very hard time communicating with others that are different from themselves, which would lead to conflict.
  5. That's where the detail-oriented people come in; these people sometimes have trouble seeing a direction for the company that's different from the existing direction, but if you give them a project, they execute the project to its smallest detail.

They are often highly organized and keep excellent records, so projects can be recreated later if necessary. Look for them in accounting and finance roles where details matter. It takes both types of people to keep your company running smoothly. Motivation and Recognition Keep your employees running at full steam by understanding what motivates them. This is sometimes difficult to figure out on your own, so it's best to ask, even during an interview.

Some people are motivated solely by money; if you dangle the promise of a raise or bonus, they are likely to work harder. Other people prefer recognition among their peers, so celebrating their successes at a staff luncheon or sending out a recognition email to the staff could keep those employees working at full steam.

Other people are self-motivated, able to work hard for the personal satisfaction they receive when they finish well-done projects on time.