Personality |
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- Sincerity Honesty:
Honesty
is the best policy and does plays vital role in changing the face of the
society. It has its own importance In real life situation and speaks
from the inner part of the heart. It does not allows an individual to
use shortcuts under any Circumstances. Practice of this aspect can
change the life Style and outlook to the desired levels. People using
this aspect have become hero from zero and are on records in the
history. The practice of this really gives the mental satisfaction to an
individual and a chance to live without fear in the Society.
Dedication:Dedication is something related to
assigned task under Which he or she has to perform the activity to the
utmost level. The caring or paying attention to any work also display
this Aspect. It gives the perfection in final return to an individual.
It can really change the face and the scenario of an organization.
Hardwork: : Hardwork plays dividend on long
run.It never Goes waste and is appreciated around the globe. It can be
Observed and can be felt while performing the job.The Practice of this
aspect can be helpful in achieving . whate she desi ve he Or re.
Loyality: Loyality is required to whom who
believe in long term association. It really pays dividends on long run,
Loyal People does not damages the organization and acts as an asset.
This is applicable in all walks of life and plays an important Role.
Loyality is tasted everywhere and awarded accordingly. Loyality has a
penetrating effect and on long run as it increases The morale of an
individual .
IMPACT OF PERSONALITY:
The impact of personality is always there as the
presence of the same can be observed in leaders. This helps an
individual to dominant despite of cut-throat competition in today's era.
Personality is like A essence which speaks for itself. People having
personality looks In-different from others in outlook, taste, working
and in creativity. They displays and delivers extra-ordinary which have
a penetrating and last -longing effect. Personality can't be developed
in a day or say. It requires practice with a mirror to see you grooming
in personal traits. |
Personality and its various aspects |
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Personality
concerns characteristics inside people that explain why they do what they
do. The conventional wisdom of the HR community for perhaps 20 years is
that personality is essentially irrelevant for understanding occupational
performance, and that what really matters are the reward structures
present in the corporate culture where people work.
Over the past few years, personality is coming back in
organizational psychology. One is "personality psychology lite"
and has all the intellectual power of elevator music, & superficial
knowledge of another person's personality is useful for understanding how
to manage and work with that person. The second sign of the return of
personality is the "Emotional Intelligence". Third, within
academic I/O psychology and it is accepted that components of the
personality in academic performance is predicted by measures of ability.
The personality is an intellectual achievement. The most important thing
about people is that they always live in groups and that every group has a
status hierarchy. The big problems in life concern getting along with
other people while attaining some status in one's community-i.e., getting
along and getting ahead.
It can be elaborated through three things-
1. People really want three things: (a) acceptance,
respect, and approval; (b) status and the control of resources; (c)
predictability. There are two types of manager one who motivate and
one who demotivate.A. A manager de-motivates their subordinates by
treating their staff with disrespect. They micromanage their staff and
take away their sense of control and autonomy. And they don't communicate
or provide feedback. For improving the behavior and the personality of the
manager, they have to follow the three things what people really want. WINNING PERSONALITY TRAITS
The professional (practitioner) task is a sensitive one
that requires his or her personality to be compatible with the
organization's persona.
An organization's persona generally determined by or through its chief
executive officer, has a profound effect on its people. Some CEOs have
authoritarian management styles. Others concentrate on exercising their
own skills and are less concerned with using the power of their position.
Still others are overly concerned with their own image. They bend over
backward not to offend anyone. They have an urgent need to be liked. The
ideal style is a blending of the three types (and there are others).The
executive must be aware of these organizational personality factors and be
willing to adjust to them. There must be a good "fit" between
the practitioner and the organization which goes far beyond professional
qualifications. All successful practitioners take pride in their skills,
background and achievements, but few are aware of the impact of their
personalities on their careers. The primary reason public relations people
are not getting promoted or are losing their jobs these days is not the
economy or their incompetence, but their personalities. The Practitioner
needs the ability to persuade without offending. Practitioners who are
cheerful, diplomatic, positive, good listeners and who don't take
themselves too seriously are usually very effective in reconciling
opposing groups. Without being coerced or scuttled in the process. People
tend to support the views of those they like.
Winning traits
1. Response to tension.
Most successful executive are intense people although it may not always
be evident even to them. Often they are at their best under fire and,
rather than solving problems by abstract analysis will reach practical
solutions by direct action.
2. Individual initiative.
The successful executive will usually take immediate
action before a situation becomes blown out of proportion. He or she
usually will not wait for instructions, but take the initiative to solve
the problem: seeks to anticipate and adjust to change: leads the public
relations effort.
3. Curiosity and Learning.
The professional (executive) should have an inquiring mind, should want
to learn everything possible about the product, service, client or
organization, and the competition. The executive must try a number of
approaches in order to solve a problem, some of which might not work. If
and when they don't work the professional does not regard them as personal
blunders, but as learning opportunities. Problems are solved by
persistence and intelligence. He or she never stops learning.
4. Energy, drive, and Ambition.
The successful executive has energy, drive and ambition.
He or she works rapidly and is not afraid to take a calculated risk. This
is a very important element in the personality of executives. Most of the
top practitioners are stimulated by the problems to be solved and are
willing to work the hours it takes to reach their goals.
5. Objective thinking
Executives must be as objective and factual as possible and above all
excellent in judgment. They must know what to do and say, and when. They
must have a sense of timing. They must have a capacity for intense
concentration and attention to intricate detail and keen powers of
observation. This is especially critical in counseling.
6. Flexible attitude.
It is crucial that executives have the ability to see things from
someone else's viewpoint. eg.. Executive management's, a publication
editor's or a hostile audience's.
7. Service to others.
Most successful executives have a natural desire to help
people. Pleasure in the success of others is a major motivation for the
service behavior.
8. Friendliness.
The professional (executive) are perceived as likable,
friendly and genuinely interested in others, rarely as resentful, bitter,
or hostile. They develop and maintain a wide range of personal contacts.
9. Versatility.
The successful executive is often able to perform well in a variety of
areas because he or she has a venturesome spirit and a lively interest in
the world at large. The best practitioners are generalists with a
specialty. The desire to learn and the ability to focus on varied subjects
helps them adjust rapidly to new tasks and multiple client problems and
needs.
10. Lack of self-conscience.
Successful executives much less self conscience than other executives,
perhaps because they often function as catalysts. Although some
practioners have large egos, they often are self-effacing. Functioning in
the background while projecting others into the limelight. This trait is
indigenous to the professional executive.
Personality can be changed, by working to improve
shortcomings and acquiring a better understanding of human nature,
practitioners are better adjusted, more influential, and more effective.
The process can be a critical factor in success, particularly in the
management ranks. For a professional the optimal choice for a job is not
the number of traits possessed, but the pattern of these
traits within the personality. Qualifications are essential, but the
situations in which the professional will be placed and the personality of
the executive to whom he or she will report are equally important
considerations. Personality is, indeed, an important factor in an
executive search for the organization. |