There are many concepts which affect organizational behavior. Some of these are inherent to the organization itself, such as what method and processes are in place to motivate workers. However, many of the aspects incorporated into the concept of organizational behavior are inherent to the individuals working there. One such aspect is personality. Personality is what is meant by the individual ways in which people act and think. This gives them a unique style or personality which is a combination of physical and mental idiosyncrasies which lend to the overall identity of the individual. One question that is often considered about personality, especially how to affect change in it to compliment overall organizational objectives, is whether or not it is a product of nature or nurture. In other words, is the way we look, think, act, and feel the product of biological (i.e., genetic) factors or do they develop from environmental influences.
It is generally accepted in today’s organizational environment that personality is the product of a combination of genetic and environmental factors which interact. Personality is an important component of leadership style, motivational behaviors and power and influence in managers. One of the most interesting aspects of personality that can be observed without complex personality testing is the manager’s locus of control. A person’s locus of control often determines how much personal responsibility they take for their actions and their consequences. An internal locus of control is when a person feels a certain degree of control over the direction they are taking, whereas, a person with an external locus of control believes that they are often helpless in the face of external factors over which they have little control.
In the workplace, personality plays a major role in shaping the behaviors of employees. For example, a person with an internal locus of control may succeed ...