So long as people remain in the workplace, the

The Managerial Relevance of Perception, Personality, and Motivation

So long as people remain in the workplace, the apprehension of personality and perceptual experience will stay a cardinal function in the success of the endeavor. While “products” and “ideas are” two other entities that must besides be managed, even these are effects of “people” and, the end product of people are but the effects of their psychological science. As such, possibly the best advice that one could give a immature director would be to analyze people, specifically, their perceptual experiences, personalities, and motive. By making so, one can tackle the power that resides in the interactive effects of good employees giving their best attempts to accomplish the aims of the house.

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Personality & A ; Perception

If work is but a state of affairs in which people have by and large externally directed ends, the function of an individual’s personality is of import to how the individual fits the occupation, the civilization of the workplace, and in instances in which squads or other mutualist procedures are happening. A person’s personality can be basically summed up by stating that is their stable sensitivity as to how they interpret and react to the environment around them. While there are many theoretical accounts of personality, one of the more abiding theoretical accounts is that of the “Big 5” in which neurosis, extraversion, invagination, openness, conscientiousness, and agreeableness ( Barrick & A ; Mount 2005 ) .

Though it has been demonstrated that the most generalizable of these factors is conscientiousness, a dimension which shows cogency as a forecaster of public presentation across most all occupations and state of affairss, accounting for about 20 % of the discrepancy ( Dreher & A ; Dougherty 2002 ; Noe, Hollenbeck, Gerhart, & A ; Wright 2000 ) . In add-on, in certain places, any one of the five might be a dependable index of possible success. For illustration, in gross revenues places, it has been by and large found that persons who are high in the trait of extraversion, other things being equal, execute better ( Noe, et al 2000 ) . Further, on an single footing, personality can be a cardinal factor in public presentation and in squad environments, the single personalities can stress team strengths or overstate squad failings, in kernel making a state of affairs in which the ‘good’ acquire better and the ‘sub-optimal’ are even further handicapped.

Another widely known and well-regarded personality appraisal is the Myers-Briggs trial which characterizes people by the manner they perceive they react to others and by the manner in which they get and process information. Slightly correspondent to the Big Five, the Myers-Briggs appraisal casts people harmonizing to an extroversion-introversion, thinking-feeling, sensing-intuition, and judging-perceiving graduated tables that describe the agencies they prefer to interact and treat the universe around them ( Varvel, Adams, Pridie, & A ; Ulloa 2004 ) . These four dimensions yield 16 possible combinations of a favorite manner of battle that foster a deeper self-understanding every bit good as a better apprehension of development chances and built-in prejudices that are likely present with working with others ( Noe, et al 2000 ) . By cognizing these and, more significantly, by integrating this information into action, squad public presentation can be increased as a consequence of enhanced communicating, better apprehension, trust and squad strengths and failings ( Morgeson & A ; Campion 2005 ; Varvel, et al 2004 ) .

Therefore, one’s personality greatly affects one’s position of the universe around them. By appreciating how different personalities can workmoreefficaciously together as a desirable effect of diverseness, managerial actions to extinguish differences or even force positions upon others rapidly becomes more than merely unpleasant… it is a barrier to public presentation. By understanding these constructs, a director can take really specific stairss to make and further an environment that values the parts of each person. As an illustration, integrating personality trials as portion of the choice procedure can be a cardinal dependable constituent of the hiring procedure. Besides, for bing squads, such an appraisal may be a valuable investing to the consequences that are possible when the interactive attempts of the organization’s single attempts are harnessed.

From a managerial position, the personality of an employee colourss the ways in which they react to state of affairss but this result is non merely the agencies by which they react. Rather, their reactions are brooding of the ways in which information is processed. Therefore, personality is brooding of stable prejudices in perceptual experience. Traveling off from specific state of affairss, the overall attitudes that one has towards the organisation and other employees are formed from a mixture of this personality-biased perceptual experience and the input of organisational ‘data’ such as the nature of the work, the relationship that a individual has with colleagues, the general civilization of the workplace and other factors.

As a consequence, besides engaging merely for a specific ability or “person-job” tantrum, directors frequently base engaging determinations on “person-organization” tantrum in order to choose persons whose personality and attitudes are valued by the company and are likely to be a reciprocally good lucifer. A goodness of tantrum in this country can assist ease both the stableness of the work forces through low-turnover and the addition in societal webs and stable bonds and information transportation ( Ambrosini & A ; Billberry 2007 ; Dreher & A ; Dougherty 2002 ) . Therefore, a consideration of hiring goes beyond merely the extent to which a individual can execute the specific accomplishments in a occupation but the extent to which the person’s perceptual experiences, values and personality are ‘appreciated’ and can be assimilated into successful concern results by a house.

When the determination to engage is made and an offer is extended to a campaigner, it is non merely the firm’s feeling of the applier but besides the perceptual experiences of the individual sing the company. These feelings create more than merely merely an ‘idea’ of outlooks but form the footing for an frequently abiding feeling of ‘how things work’ in the work environment of a peculiar site or company. Merely as legal contracts stipulate the duties of one party to another, the psychological contract besides conveys the outlooks of how one is to act in the workplace. Though it is non a formal written papers, the psychological contract has the ability to act upon virtually all relationships that exist in the house. This contract is formed by a combination of what is said, what is written, and most particularly what is done. In peculiar, when there are differences between what is stated in policies or other expressed agencies and ‘the manner things are’ , it is the latter that carries the twenty-four hours.


While many people frequently think of motive as merely an equivalent to “desire” , making so can be really restricting to a director. As directors are tasked with accomplishing organisational results, this is frequently seen as a job which has its roots in decently ‘motivating’ employees to work. Harmonizing to MacGregor, the position that workers, if left to their ain devices, would volitionally take to be productive and engaged in the workplace, is known as Theory X. Contrarily, directors that hold the position that workers allow to their ain terminals would take to be lazy and fiddle their responsibilities subscribe to the position labeled Theory Y ( Bateman & A ; Snell 2007 ) . The point of this is non that one or the other mentality is right, but instead that from the position of a given director, a prejudice towards one or the other will hold a great impact on the employment relationship. For illustration, a Theory X disciple will probably set into topographic point a relatively great figure of policies that are designed to restrict and concentrate the attempts of the employees ( that would otherwise be fiddling ) . In making so, the director may win in the concern aims but will make so after holding incurred certain bureau costs associated with pull offing from this position. In add-on, with this mentality, the director is less likely to pull certain types of employees who themselves are more Theory Y oriented and want a state of affairs that is more orientated towards authorization and self-governance.

An extra agencies by which motive may impact the employment relationship is the extent to which one adheres to the belief in intrinsic or extrinsic motivational theories. For illustration, the celebrated psychologist Abraham Maslow’s ‘hierarchy of needs’ theoretical account is mostly based on the belief that motive is internal. After satisfaction of alleged “lower order” demands such as nutrient, shelter, and security, adult male is free to turn his attending to the chase of higher-order demands. The highest of these is “self-actualization” or fulfilment of intent and significance to life. As Maslow postulates that this is the end of every individual, each is motivated internally to fulfill his or her demands so that this end may be achieved.

Alternatively, Vroom elucidated his Expectancy Theory of Motivation that posits that people are motivated externally to accomplish certain ends. Specifically, in consideration of motivational attempts of directors ( or parents, instructors, or anyone else ) , there are three constituents that must be considered:

  • Valence – the grade to which a individual is attracted to a certain wages or result,
  • Instrumentality – the grade to which a individual is capable of executing a certain undertaking in order to accomplish a certain wages or result,
  • Expectancy – the grade to which a individual believes that one who administers the strategy will follow through on the stated wages for the behaviour.

By utilizing these three elements, applicable ( though extrinsically-based ) motive plans can be designed. For illustration, in the event that a director wished to increase gross revenues by a sensible border by offering a wages that the employee’s desired and under the premise that the employees possess that cognition, accomplishments, and abilities to make so,


In drumhead, a cardinal constituent in being a successful director is to hold a basic apprehension of how perceptual experience, personality, and motive of one’s employees. Without this, onemightproduce successful concern results but likely merely by opportunity. By exerting managerial responsibilities in such a manner so as to take maximal advantage of this cognition, one is positioned to do hiring determinations that place the best skilled workers in a place in which their attempts, along with that of other employees, can be efficaciously and expeditiously directed towards a way of the reciprocally good, aligned ends of each.


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Barrick, M. , and M. Mount. ( 2005 ) . “Yes, Personality Matters: Traveling on to More Important Matters” . Human Performance ( 18 ) ,4, pp. 359-372.

Bateman, T. , and S. Snell. ( 2007 ) .Management: The New Competitive Landscape, 7Thursdayerectile dysfunction. ( 7th ed. ) . McGraw-Hill/Irwin: New York, NY.

Dreher, G. , and T. Dougherty. ( 2002 ) . Human Resource Strategy: A Behavioral Perspective for the General Manager. McGraw –Hill Irwin: Boston, Massachusetts.

Maslow, A. ( 1943, July ) . “A Theory of Motivation” . Psychological Review ( 50 ) , 4, pp. 370-396.

Morgeson, F. , M. Reider, and M. Campion. ( 2005 ) . “Selecting Persons in Team Settings: The Importance of Social Skills, Personality Characteristics, and Teamwork Knowledge” . Personnel Psychology ( 58 ) , pp. 583 – 611.

Noe, R. , J. Hollenbeck, B. Gerhart, and P. Wright. ( 2000 ) . Human Resource Management: Deriving a Competitive Advantage. McGraw –Hill Irwin: Boston, Massachusetts.

Rousseau, D. ( 1995 ) .Psychological Contracts in Organizations: Understanding Written and Unwritten Agreements. Sage Publications: Thousand Oaks, California.

Varvel, T. , S. Adams, S. Pridie, and B. Ulloa. ( 2004, October ) . “Team Effectiveness and Individual Myers-Briggs Personality Dimensions.” Journal of Management in Engineering, pp. 141 -146.

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