Personality and Its Effect on Group Performance
CHAPTER ONE
OBJECTIVE OF THE STUDY
The main aim of this study is to examine various personality traits of individuals in a group and its effects on group performance.Hence the objectives of the study are outlined as follows:
- To identify the various personality traits exhibited by employees in a group.
- To identify the negative effects of personality traits on group performance in an organization.
- To identify ways of improving group performance in an organization.
CHAPTER TWO
LITERATURE REVIEW
INTRODUCTION
This chapter gives an insight into various studies conducted by out standing researchers, as well as explained terminologies with regards to personality and its effects on group performance.
The chapter also gives a resume of the history and present status of the problem delineated by a concise review of previous studies into closely related problems.
DEFINITIONS
According to Wallston (2001) personality can be defined as a dynamic and organized set of characteristics possessed by a person that uniquely influences his or her cognitions, motivations, and behaviors in various situations. The word “personality” originates from the Latinword persona, which means mask. Significantly, in the theatre of the ancient Latin-speaking world, the mask was not used as a plot device to disguise the identity of a character, but rather was a convention employed to represent or typify that character. The pioneering American psychologist, Gordon Allport (1999) described two major ways to study personality, the homothetic and the idiographic. Homotheticpsychology seeks general laws that can be applied to many different people, such as the principle of self-actualization, or the trait of extraversion. Idiographicpsychology is an attempt to understand the unique aspects of a particular individual. The study of personality has a broad and varied history in psychology, with an abundance of theoretical traditions. The major theories include dispositional (trait) perspective, psychodynamic, humanistic, biological, behaviorist and social learning perspective. There is no consensus on the definition of “personality” in psychology. Most researchers and psychologists do not explicitly identify themselves with a certain perspective and often take an eclectic approach. Some research is empirically driven such as the “Big 5” personality model whereas other research emphasizes theory development such as psychodynamics. There is also a substantial emphasis on the applied field of personality testing. In psychological education and training, the study of the nature of personality and its psychological development is usually reviewed as a prerequisite to courses in abnormal or clinical psychology.
According to miller (2008), group performance can be defined as the total output, or the collective effort put up by a group of individuals, achieving a specific set of goal(s). Individuals in a group put up their individual efforts into achieving objectives set by the group members. Group performance is one way of ascertaining whether the organization is working as a team or not.
CHAPTER THREE
METHODOLOGY
INTRODUCTION
This chapter states the various methods used in research, as well as the population of the study, and sampling techniques used in determining the sample size for the research. How data was collected and analyzed is also discussed in this chapter.
The main objectives of this research were achieved through quantitative methods, as inferential statistics were used to measure the level of accuracy and validate responses from the respondents in accordance to the objectives of the research.
CHAPTER FOUR
DATA ANALYSIS AND INTERPRETATION
INTRODUCTION
This chapter is concerned with the presentation of data collected from respondents who are engaged in performing task in groups the number of respondents is Fifty (50). All questionnaires distributed were retrieved representing 100%
Below are the objectives and the analysis of some of the questions used to address these objectives.
CHAPTER FIVE
FINDINGS, CONCLUSION AND RECOMMENDATIONS
INTRODUCTION
This research highlights that some individual’s personality affects or influences the effectiveness of the group or team. Since various personalities are involved in a team it may lead to lack of harmony and trust between individuals in the sense that there will be the limitation of information because of the different personalities that are involved, Another problem is that individuals in a group tend to be more of thinkers and feeling people whereby the thinkers makes decisions in the group without considering that of its members and feeling people tend to keep to moral standard of the organization in contributing in a group.The objectives of this research are outlined as follows:
- To identify the various personality traits exhibited by employees in a group.
- To identify the effects of these personality traits on group performance in an organization.
- To identify ways of improving group performance in an organization.
FINDINGS
The first objective of this research was to identify the various personality traits exhibited by employees in a group.
Findings from this study revealed that in actual fact, various personalities are exhibited by various people in a group (see Table 4.1.3).
Various personalities identified were inventive personality, consistent personality, efficient/organized personality, easy-going personality, out-going personality, solitary/reserved personality, friendly personality, cold/unkind personality, sensitive/nervous personality, and secure/confident personality (see Table 4.1.4). These personalities can be found in the ‘Big 5’ personality traits exhibited by employees in most organizations.
The second objective of this study was to identify the effects of these identified personalities on group performance.
Findings from this study revealed that in actual fact, personalities can affect/influence group performance (see Table 4.2.1). the effects of personality on group performance identified are delayed output, poor performance/output, and incomplete output (see Table 4.2.5). Poor performance was identified to be the biggest effect of personality on group performance, as majority of the respondents identified it (see Table 4.2.5). findings also revealed that some employees do not enjoy working in groups because, of individual differences and discrimination (see Table 4.2.4).
The third objective of this study was to identify various ways group performance can be improved.
Findings from this study revealed that group performance can be improved (see Table 4.3.1), and the various ways group performance can be improved is through the conduct of a personality test for employees before assigning group tasks/assignments to them, formation of heterogeneous groups to get various people with various skills and knowledge, appointment of an effective group leader, clearly defining group tasks, and full co-operation/participation of group members in group assignments/tasks (see Table 4.3.2). Findings also revealed that most managers are not fully aware of these solutions (see Table 4.3.3).
CONLUSION
In conclusions, based on the findings of the research the various personality traits were highlighted and it was discovered that various people with different traits are involved in a group especially in the Ghana National Fire Service in the Eastern region of Ghana. The findings show that personality traits influences or affects group performance.
RECOMMENDATIONS
Due to the different personality that are involved in the group so many things are bound to occur such as answered by some of the respondents, that strongly disagree that everybody participated in the group task that was assigned to them I think the following showed be followed to ensure a good group participation.
- The group must try to listen to the opinions of the other members to encourage participation.
- The organizations must conduct personality test and appraise (rate) the group members in group rather than individually because of the different personality involved some people can be introverts but they perform more in the group than the extroverted persons.
- Everybody must participate in the group regardless of your position in the company or organization.
BIBLOGRAPHY
- Article in the Journal of Management Development, Vol. 16, No. 5, 1997, pp 337-353, MCB University Press, 0262-1711; by John H. Bradley and Frederic J. Hebert, East Carolina University, Greenville, South Carolina, USA.
- Bandura Mark (2004), Group Dynamics (Chicago: Chicago University Press) p.54
- Barry & Stewart (2007), Composition, Process and Performance in self managed groups (Vancouver: Douglas & McLatyre Publishing)
- Briss & Myers (2001), Group Roles and Performance (USA: ACS publications)
- Godon Allpor (1999), Individuals and Group Performance ( Silver Spring, USA: Papaloizos publications)
- Grace (2010), a system of intellectual psychology (Hartsel, USA: Bristly pine Publishers)
- Guy K., (2006), Group Behavior and Patterns (Ottawa, Canada: DC Canada Education Publishers)
