This document discusses personality types and their importance in organizational behavior and staffing. It describes the "Big Five" personality traits of conscientiousness, agreeableness, neuroticism, openness to experience, and extroversion. Certain personality traits like agreeableness predict less conflict and better teamwork. When staffing, managers should consider which personality types are best suited for different roles based on strengths and weaknesses to improve success. There are four main personality types - action-oriented, social, supportive, and detail-oriented analytical - that each contribute uniquely to the workplace.

1. Personality
Personality, one of the pillars on which individual processes stand, is more or less
a blueprint of how we behave. In fact, it explains our behavioural patterns by
referring to our internal states.
Categorizing the most common personality qualities:
Conscientiousness which refers to carefulness and dependability
Agreeableness which includes courteousness, and being caring
Neuroticism which characterizes anxiety, hostility, depression, and so
on
Openness to experience which refers to flexibility and desirability
Extroversion which characterizes sociability and assertiveness
The above categorizing is also known as the 'Big Five'.
Personality plays a key role in organizational behavior because the way that people
think, feel, and behave affects many aspects of the workplace. People's
personalities influence their behavior in groups, their attitudes, and the way they
make decisions. Interpersonal skills hugely affect the way that people act and react
to things during work. In the workplace, personality also affects such things as
motivation, leadership, performance, and conflict. People have many different
views of the world that affect their personalities. When a situation arises, an
individual will handle it based upon his or her personal values, beliefs, and
personality traits. These traits are developed throughout a person's lifetime and
cannot be easily changed, so it is more helpful for hiring managers to attempt to
understand this and select the right candidate for their organization.
Traits such as openness, emotional stability, and agreeableness all predict that an
individual will have less conflict, work better in teams, and have positive attitudes
about his or her work. People with this type of personality should be placed in
situations where they would be working with or leading others. Those who do not
have these traits will have less motivation and be more negative when they are
placed in these same situations.

2. Importance of Personality in an Organization
Throughout any organization, different roles require different skills set and
aptitudes, which are tied to personality. Not every temperament can be a
motivating leader, an engaging front-line customer contact or a micromanaging
organizational specialist. Even an entry-level position suitable for minimal skills is
better filled by a compatible personality such as one tolerant of repetition and
mundane occupation. Organizations are recognizing more and more the importance
of personality when looking for candidates to fill job openings.
Each personality type has a positive attribute to contribute to the workplace.
Personality Types
There are four basic personality types. Combinations and subtypes exist as well,
but generally most people fit primarily in one of the four main categories.
1.Action-oriented, objective-focused types get to the point. They sometimes appear
cold as they justify their methods with their results, but are usually successful.
2.Social personalities are dynamic and friendly, with strengths in motivation and
communication rather than actual task completion. A socially-oriented personality
with good emotional intelligence will recognize when to step back from
motivational behavior to allow for productive work-flow and task completion,
rather than being overly communicative and disruptive.
3. Supportive types shy away from conflict and decision making, but adapt to
change well and are dependable.
4.Detail-oriented analytical personalities love facts, excel at perception and
processing information, but can be critical and pessimistic.
Each basic personality type has its strengths and weaknesses. Keeping each
personality in mind when assigning a staffer to a certain role allows strengths to
shine while making weaknesses less relevant and impacting.
Personality required for respective Job Roles:
1.Action-oriented personality are best fit for sales departments, manufacturing
department where productivity is measured and outputs are expected, tele-
executives.
2.Social personality type is expected from positions like where decision making is
required like managerial levels, or where a person needs to extract work from a
group of people, etc.

3. 3. Supportive type personality is required where one need to work in a team or the
assigned work is to be done cumulatively for positions like software engineers,
developer, testers, etc
4.Detail-oriented analytical personalities are require for positions like analysts,
accounts, finance, positions holding statutory compliences.
Successful Staffing (students copy)
While filling a vacancy within the organization, the hiring manager pays attention
to personality traits that will shine in job roles. Information and skills can be
learned, whereas personality is ingrained and harder to change. Matching the right
personality, along with the right skills, to each job improves your chance of
success.
Personality, one of the pillars on which individual processes stand, is more or less
a blueprint of how we behave. In fact, it explains our behavioural patterns by
referring to our internal states.
Throughout any organization, different roles require different skills set and
aptitudes, which are tied to personality. Organizations are recognizing more and
more the importance of personality when looking for candidates to fill job
openings. Each personality type has a positive attribute to contribute to the
workplace.
Personality Types
There are four basic personality types: