Individual and Group Behavioral Theories Applied to the Workplace
Scenario
In your role as a consultant for Workplace Solutions Consulting, you are typically working at customer sites and from a home office when not on travel. You take advantage of technology to stay connected to your team and management to keep current on your project and developments at company headquarters. We have initially explored the benefits and challenges inherent in being a remote employee on a virtual team for Workplace Solutions Consulting LLC in Discussion: Individual Personalities and Behaviors. Let’s turn our attention to the team dynamic of how individuals work together, blending skills, experience, and most important, personalities to achieve goals.
Forum Question
Using the Myers-Briggs Indicator methodology, what four letter code would best represent a personality best suited for this remote location/virtual team workplace situation? Why?How does the balance between individuality and conformity affect individuals in a team environment? How much structure do you feel is appropriate for a successful team?Considering the Big Five personality assessment model (OCEAN), to what extent do you believe these traits would be impacted if the work environment were to be changed to a strictly-structured physical workplace setting?
- 47 Replies
This forum question consists of three parts, hence I presented my answers in three parts.
Question part 1: Using the Myers-Briggs Indicator methodology, what four letter code would best represent a personality best suited for this remote location/virtual team workplace situation? Why?
I believe ISTJ personality best suited for remote location/virtual workplace situation. ISTJs are self-sufficient and efficient individuals who are concerned with getting the job done. When it comes to working remotely/virtually, they are frequently able to do it with ease. When they are on duty, the ISTJ will prioritize in accomplishing their tasks and ensure they are giving their maximum effort. They don’t need frequent social engagement to feel comfortable; in fact, they prefer having time to themselves. Being with other people can be exhausting for the ISTJ especially in the workplace, when they want to focus on their work and get tasks completed. (Stafford, 2020).
Question part 2: How does the balance between individuality and conformity affect individuals in a team environment?
Individuality and conformity are both vital, and these two elements need to co-exist to help employees and organization to succeed. Employees should be able to function within certain boundaries as part of conformity. These limitations, however, should not be so narrow that they stifle uniqueness. It’s also worth remembering that boosting individualism is just as vital as promoting the company brand and maintaining consistency in the company’s output.
Although individuality is encouraged on many levels (differing communication styles, different approaches to a project, new ways to solve an issue, etc.), but it must nevertheless adhere to the company’s main regulations and guidelines. Working hours, a code of ethics dress code requirements, and timely communication demands are all examples of conformity in today’s workplace. Each of these elements may vary from one company to the next. Parts of these guidelines may be changed by companies to better meet the needs of their staff. Regulations varies from one company to the next, and employees may not have entire freedom to do as they like.
Employees may push for a policy change, but they must remain observe business norms until the change is implemented, or they risk facing repercussions.
Individuality is critical to a successful business but at the same time, organizational regulations and guidelines equally shape the workplace into what it is today. (Lumen Learning, n.d.)Question part 3: How much structure do you feel is appropriate for a successful team? Considering the Big Five personality assessment model (OCEAN), to what extent do you believe these traits would be impacted if the work environment were to be changed to a strictly-structured physical workplace setting?
An appropriate workplace structure is where there is a balance that enables different employee personalities types to perform their tasks to meet organization’s goals.
OCEAN model describes five main characteristics, namely, Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism. In my opinion, the impact on strictly-structured physical workplace setting are as below:
1. Openness to experience. High scorer will be easily bored by the mundane work routine and are restricted from being creative and trying out new things. Highly structured workplace will not or difficult to adopt new and unconventional ideas. High scorer will not be able to utilize their imagination and emotions in accomplishing tasks. People cannot break out from their comfort zone due to the stringent traditional workplace structure.
2.Conscientiousness. High scorer conscientiousness person prefer to organize their pursuit. Strictly-structured workplace aligned with people with high conscientiousness score as there are orderliness planning, control and it is goal-oriented workplace. High scorer views the obligations that are set before them as suggestive, rather than mandatory. These people are goal-oriented, focused and purposeful. They have self-discipline to complete their tasks and have tendency to tolerate difficulties and boredom at workplace.
3. Extraversion. Extraverts are more likely to respond positively to stimuli outside of the world. They feel comfortable around lots of people. They feel refreshed and energized after talking to group of people. Since this is physical workplace setting, extraverts prefer this type of workplace. On the other hand, introverts prefer to eliminate outside stimuli and focused inward. They actually feel drained after talking to bunch of people. Introverts prefers remote/virtual work environment.
4. Agreeableness. People with high score agreeableness are more willing to take action in order to make peace with others. Agreeable people are more likely to be patient with others. These types of people might sacrifice what they want just for the sake of others or maybe to let go off angry feelings quicker. People with high score agreeableness tend to be cooperate and comply with the procedures set in the structured workplace to avoid confrontation. High scorer set aside their own needs with the aim of avoiding conflict. They will demonstrate modesty and be humble with co-workers. On the other hand, people with low score agreeableness will behave in an opposite way.
5. Neuroticism. People who score high on neuroticism are more likely to experience gloomy and negative states of mind. High scorers have low threshold for when their negative emotional reaction is triggered. They are more susceptible to anxiety, paranoia, depression, and aggression. These feelings may have large impact on whether the person behaves or the way they perceive the world around them. These will further be exaggerated if they are working in strictly-structured workplace setting. Person with high score neuroticism tend to be vulnerable and overwhelmed by uncertainty and to feel powerless under pressure
References:
Lumen Learning. (n.d.). Workplace Influence on Individuality | Organizational Behavior / Human Relations. LumenCandela. https://courses.lumenlearning.com/wmopen-organizationalbehavior/chapter/workplace-influence-on-individuality/
Stafford, S. (2020, April 2). How You Handle Working From Home, Based on Your Personality Type. Personality Growth. https://personalitygrowth.com/how-you-handle-working-from-home-based-on-your-personality-type/
Hi Nadan, very comprehensive and detailed answer you presented for this forum question. I agree with your answer to the second part question, both individuality and conformity are vital. Both elements have different roles and responsibilities to complement each other to co-exist.
Hi Nadan, We able to learn this subject better by reading your answers. Thanks for knowledge sharing.
- This reply was modified 1 year, 10 months ago by
Kubendren Kathiravaloo.
- This reply was modified 1 year, 10 months ago by
I choose “ENTJ = The Commander” for this kind of situation.
ENTJ personality types are good at strategizing and putting procedures in place to help things go more smoothly. They are self-assured and naturally assume positions of leadership. With this group, pushing boundaries, overcoming barriers, and getting to a realistic conclusion comes naturally. It’s important to realize that remote jobs aren’t simply for clerical work. Managers and executives can also work from home. ENTJ may be most suited for such positions. Managers can design long-term strategies while keeping an eye on ordinary tasks. Also, to take charge of circumstances and maintain control, identify inefficiencies and correct them, and assist the company in overcoming hurdles and achieving new objectives.The Big Five Personality Traits: OCEAN = openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism.
High levels of neuroticism may suggest a greater risk of employee burnout, as those individuals have a harder time managing their emotions. High levels of emotional stability are associated with higher levels of life and career satisfaction, as well as lower levels of stress. Those with emotional stability also have a higher chance of dealing with employment expectations, particularly rapid change.
Extroverts are persons who like to be in command. A high extroversion score usually indicates that a person has good leadership potential. They are, however, more likely than introverts to act rashly.
People that are open are also more adaptive and have an easier time with professional changes. They are also usually excellent leaders who are less prone to a fall in performance over a longer period of time.
People who are agreeable are more likely to follow the rules. They are also more likely to be engaged in workplace accidents and have higher job satisfaction. Those who score low on agreeableness are more likely to engage in counterproductive professional conduct and have a lower chance of long-term job success.
Good point there Mai. As ENTJs are naturally independent, they thrive when working from home. Moreover, because ENTJs are very efficient people, they are capable of getting things done on their own. They assess what needs to be done and are capable of completing tasks on their own.
I believed ISTP, The Virtuoso a.k.a The Logical Pragmatist is the most suitable for remote location/virtual workplace situation. ISTPs are direct, to-the-point characters who are loyal to their peers but not overly concerned with laws and rules. ISTPs are the most unpredictable of the 16 personality types, because they’re typically rational and logical, but can also be enthusiastic and spontaneous.
How to work with them: Virtuosos will likely feel the impact of missed day-to-day interactions with their teams most of all, so they’ll benefit from scheduled one-on-one digital meetings to maintain drive and focus. ISTPs tend to excel at troubleshooting, so in a remote work environment they can be a major tech asset. ISTPs are very good at test driving new tools and navigating software.
OCEAN model describes five main characteristics, namely, Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism. In my opinion, the impact on strictly-structured physical workplace setting are as below:
1. Openness to experience. This trait is often referred to as the depth of someone’s mental experiences, or imagination. It encompasses someone’s desire to try new things, be open and think creatively. People who score high in this area are generally artistic and curious, while those who score low tend to be conventional and stay in their comfort zones
2. Conscientiousness. This trait measures a person’s reliability and dependability. Someone who scores higher in this area is more goal-oriented, tends to control impulses and is usually very organized. They are likely to see success in school and excel as a leader. Those who score lower in this area are more likely to be impulsive and procrastinate on assignments.
3. Extroversion. The extroversion trait indicates how social and talkative a person may be. Those scoring high in extroversion are generally more assertive, socially confident and recharge from interacting with people, while those who score lower are more likely to seek solitude and introspection.
4. Agreeableness.
Agreeableness shows how well someone can get along with other people. People scoring high in this trait are usually well-liked, sympathetic and affectionate, and those who score lower are perceived as blunt, rude and sarcastic.5. Neuroticism. The last OCEAN trait is also known as emotional stability. It measures how well a person can control emotions like anxiety and sadness. Scoring high in this area indicates that someone may be prone to those emotions and may also have low self-esteem. Those receiving a low score are probably more confident and adventurous.
My views are neuroticism high scores may indicate a higher propensity toward employee burnout, as those employees have a tougher time managing their emotions. A high emotional stability is linked to high life and job satisfaction, as well as lower stress levels. Additionally, those with emotional stability have a better chance of dealing with workplace demands, especially fast-paced change.
Extroverts are people who take charge of situations. Typically, a high extroversion score shows that that person may have a strong leadership ability. They are more likely to behave impulsively than introverts, however.
People who are open also have an easier time with workplace changes and are more adaptable. They are also usually effective leaders and are less susceptible to a decline in performance over a longer time period.
Agreeable people are generally liked more and tend to follow the rules. They also demonstrate higher job satisfaction and are less likely to be involved in workplace accidents. Those who score low on agreeableness are more likely to behave in a way that creates counterproductive work behavior and may have less career success over the long term.
Using the Myers-Briggs Indicator methodology, what four letter code would best represent a personality best suited for this remote location/virtual team workplace situation? Why?
In my opinion, ESFJ (The Provider/Caregiver) personality type employee is best suited for remote location/virtual team workplace situation. Whereas for a remote location/virtual team leader or manager, ENTJ (The Commander) personality type is more suitable.
ESFJ personality type employees tend to be outgoing, organized, and always have a way to encourage people to become better and often belief that people around them are all kind and decent. In a remote working environment, ESFJ personality type employees are highly productive and would get motivated to complete their daily to-do list every morning. They are a gem to the team because although remote working creates distance between employees and within teams, this type of employees will strive to support their teammates because they would feel that they are responsible for maintaining a sense of normalcy in the team at times of collective stress.
As for team leads and managers with ENTJ personality type, they are very goal-oriented, consistent, and a great strategist to structure their teams into working better, and getting the most out of the talents within the organization. This type of leaders are capable of making big decisions and identifying solutions for the organizations while guiding the team on detailed implementations and processes.How does the balance between individuality & conformity affect individuals in a team environment?
The effort to promote diverse thinking in organizations while constantly emphasizing on goal and cultural alignment is a forever happening balancing act within an organization. Organizations need innovation and creativity to grow and evolve, but the business processes and workflows needs to be streamlined to ensure operational efficiency and quality of work. Achieving and maintaining the balance between the two is important so that employees feel the freedom to speak and work the way they want to, or agree on, which then increases the job satisfaction of the employees, while at the same time making sure that the connection and bonding among teammates or even employees from different departments, work together towards common goals and values. But of course, when we say that individuality allows employees to have freedom in their work, it needs to be done with parameters. That is also why goals and expectations on roles and responsibilities are equally important to company policies and standard processes.
How much structure do you feel is appropriate for a successful team?
Organizational structure works as a framework for your workforce, especially when it’s during the pandemic and work has become remote/virtual. We are no longer able to have face-to-face interpersonal communication, and although technology has evolved enough to enable us to keep in touch virtually, workplace dynamics is one important part of the team we need to focus on, so that job satisfaction, productivity and work efficiency will not be affected.
From the list of organization structure, I think that Line and Staff (Flat Hierarchy) Organization Structure is the better way to create a successful physically decentralized remote team, where each team and employees are empowered and trusted in their roles and be internally motivated. In a virtual workplace, it is important to have clear and prompt communications within and between teams. A certain level of hierarchy is useful in the structure so that employees are able to visualize their career paths along the way.Considering the Big Five personality assessment model (OCEAN), to what extent do you believe these traits would be impacted if the work environment were to be changed to a strictly-structured physical workplace setting?
Openness: Working in a strictly-structured workplace would mean that creativity of the employee might be restricted, and at the same time will struggle with repetitive and structural work that requires logic instead of creativity.
High-scorer: Negative impact
Low-scorer: Positive to no impact
Conscientiousness personality trait possess attention to detail, is mostly diligent, and likes to follow schedule. Therefore the strictly-structured workplace setting would be something suitable for people with this type of personality trait.
High-scorer: Positive impact
Low-scorer: Negative impact
Extraversion personality trait measures the capability of the employees’ team collaboration and whether they are more productive in team work and discussions. Employees that are extraversion are less likely to be able to work independently.
High-scorer: Positive impact
Low-scorer: -Negative to no impact
Agreeableness personality trait measures the willingness of the employees in assisting co-workers in problem solving. This is also related to conformity and team spirit of an employee, whether they are open to accept other people’s perspective or is completely headstrong in their own ideas and opinion.
High-scorer: Positive to no impact
Low-scorer: Negative impact
Neuroticism measures how the employees take and respond to stress in this strict workplace setting which is deemed to be a high-pressure environment. It is important that at work, we do not let our emotions influence our decisions and judgement.
High-scorer: Positive impact
Low-scorer: Negative to no impact
Indeed creativity and innovation is one of the most critical skills for organizational success. The American Management Association (AMA) has listed the top four skills needed by organizations today:
1. Critical thinking and problem solving
2. Creativity and innovation
3. Collaboration and team building
4. Effective communication
I like the way you answer the Big Five personality, that gives me a different perspective.
INTP is the four-letter code that can be applied for remote location/virtual team workplace situations.
Introversion, you can spend plenty of time working alone, which could be classified as a more thoughtful characteristic.
Intuition tends to be abstract thinkers with no physical contact to work as a team virtually and keen on connecting theories and patterns to work.
Thinking, whether you work from remote or not, you can be a thinker. Thinkers tend to be more rational and objective in making decisions. Thus, working remotely or virtually, thinkers can still make the best decision.
Perceiving, tend to flexible minded and open to changing the mind as new information emerges. Moreover, due to changing the working environment, the perceiver can work anywhere and adapt to the new workplace.
The balance between individuality and conformity will help the team to a certain extend of neither not to extremely individuality nor extremely conformity. It is essential because it will bring success to a team. for example, if everyone gets a chance to talk, it provides ideas and solutions so the team might do well.
The balance of individuality and conformity allows the individual to talk, and everybody shows respect by listening and paying attention created a psychologically safe atmosphere inside the team. The psychological safety of each member in the group positively affects the team’s ability to succeed.
To be efficient and effective, manage to work remotely or virtually. The manager should hold more meetings to understand the issues or progress of the task. Talk to individual employees and understand the support needs. Managing the balance between work and personal time is important too.
Furthermore, build the trust between employees and managers, to trust that the task given can be handled and get done well by the employees.
Suppose the work environment was changed to a strictly-structured physical workplace setting. It will likely impact O (Openness) employees because it stops them from being curious to explore new activities, and the routine may make them uncomfortable. Besides that, It could also allow E (Extraversion) personality employees to feel comfortable because they can discuss and meet many people in the physical workplace.
INTP also knows as the thinker who can work independently and find solutions by themselves.
Agree with your point; build the trust between employees and managers. Trust is crucial to get the job done and minimize conflict.
INTP suitable for working remote people but still depend on the person’s job scope, if need to deal with client or have many meetings that he need talk and present regularly.
I agree, i think this digital age kind of forced us to “present” ourselves no matter what. as this the online collaboration works best while working from home
Using the Myers-Briggs Indicator methodology, what four letter code would best represent a personality best suited for this remote location/virtual team workplace situation? Why?
• ISFJ: The Protector (Introverted, Sensing, Feeling, Judging) as they have ability to work independently, meticulous, orderly, and committed to their work.
• Due to the solo work environment, this personality is able to work independently and be well organized in their job tasks .
• They are also practical and reliable which is important as they will not have other colleagues to rely on physically as they need to manage their work independently.
• Also, The Protector is an introvert which suits the work environment of working alone most of the time.
How does the balance between individuality and conformity affect individuals in a team environment? How much structure do you feel is appropriate for a successful team?
• Individuality and conformity are both important in a team environment as we need to comply to the organization rules and guidelines as well as showcase our own unique personality
• As a member of a team, we must conform to the team’s requirements in order to achieve the set goals. At the same time, we should contribute our own personal ideas to the team role. In this way, we can balance both.
• The best structure that best suits a virtual/remote team would be Horizontal/Flat due to the nature of mostly working individually, this gives employees more responsibility
Considering the Big Five personality assessment model (OCEAN), to what extent do you believe these traits would be impacted if the work environment were to be changed to a strictly-structured physical workplace setting?
1) Openness: May not be suited for a strict structured workplace as they new ideas and open to new experiences. By sitting in their desks all day, they are not able to explore their imaginative and creative side or meet new challenges
2) Conscientiousness: May be indifferent to either a remote or physical structured work as they can be highly disciplined, deliberate and careful in all environments.
3) Extraversion: This type may prefer a physical workplace as extroverts like to be visible to people, outgoing and derive energy and excitement by talking to other people and sharing their ideas with them.
4) Agreeableness: This trait will fare well in a strict workplace as they are cooperative people and get along well with most people
5) Neuroticism: This trait is not so suitable for a physical workplace as they my encounter psychological problems when faced with high level of stress. They are easily irritable and experience frequent bouts of anxiety, sadness and mood swings, hence may be best not to be with around others most of the time.
Part 1
Working remotely might not be everyone’s cup of team but I believe a successful remote team needs to be a combination of multiple personal traits. My MBTI test reveals that I am INFJ-A. Which means if I am a manager, I need my team members that is rigorous, motivated, reliable and honest. I dislike micromanage but I will empower them to think and act independently.
As a manager if I was asked to form remotely working team and given the luxury to build a team based on the MBTI – I would choose based on the following traits:
Team Leader: INTJ (The Mastermind)
- Competent, not chatty and will carry my instructions until completion. Will provide support to team members and since they have high standard – they will empower team members to give the same.
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Team Members comprised of:</div><div>1) ESFJs (The Provider)
– They will bring harmony to the remote team and make sure works completed on time
2) INFJs (The Counselor)
– They are committed, organized and decisive and able to come up with creative solution
Why I choose this mixture:
Virtual team without Extroverts will be boring. Working virtually needs mix of I and E. The team leader needs someone that makes decision rationally but everyone in the team need to have a good judgement when dealing with a problem especially in my line of work.
Part 2
My OCEAN test result [1]
- Open-Mindedness (Your percentile: 59)
You typically don’t seek out new experiences. - Conscientiousness (Your percentile: 93)
You are very well-organized, and can be relied upon - Extroversion (Your percentile: 69)
You are relatively social and enjoy the company of others. - Agreeableness (Your percentile: 57)
You are neither extremely forgiving nor irritable. - Negative Emotional (Your percentile: 5)
You probably remain calm, even in tense situations.
Based on my results, if my working settings will be changing to strictly-structured physical workplace setting – I think I will be OK with it although I prefer working from home.</div><div>
But people with high N or low A values will find it challenging to deal with this change and they might reject this new environment. The higher people O value is – the more open they will be in environment change. Extroverts will enjoy to be able to see and have physical connection with people again. And the team will benefit if people with low C come to office to work since this group of people needs to be monitored and helped with their work.
References:
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Four letter code using the Myers-Briggs Indicator methodology that best represent a personality remote location/virtual team workplace situation is ESTP because it is a personality of an entrepreneur. An entrepreneur is an ambitious, hardworking, resourceful, risk-taker and like to stay busy kind of person. Due to this, they are the best to work in remote locations / working virtually
Individuality refers to the quality that distinguishes a person from others such as his own beliefs, needs, desire, responsibility, rights etc. Conformity is a social influence that involves compliance with group norms or laws. It is dealing with the majority’s expectations and opinions. In an organisation, conformity is defined as the expectation of employees to adapt to the company’s policies and standards and continue to complete job functions as mentioned in the scope of work or agreeable key performance indicator (KPI). According to Herbert Kelman, a Harvard psychologist, there are three types of conformity; compliance (temporary conforming to other people’s belief for the fear of being rejected), identification (to be a member of a certain group but will stop when the individual leaves), and internalization (conforming publicly and privately thus might cause a change in behaviour permanently). For a team to be successful in a workforce, the individual needs to blend, adjust his behaviour and comply with the group rules or laws. These rules include compliance to quality of work standards, meeting deadlines, working well in a team, etc. Due to this, an individual might be in compliance, identification or internalization mode so that he is accepted in the group.
There are a lot of factors that influence the right team structure such as the number of staff in the department, the size of the team and the leadership style or culture that the company is implementing. If the company wants communications and clarity within the organisation, the matrix structure, network structure or circular structure is recommended. If the company wants to create a balance of leadership authority, then the flat structure, the hierarchical structure or the matrix structure would be suitable for the organisation. In my opinion, CEOs needs to constantly review the current operations whether the current setup is workable, review its strategy, size, technology and environment to decide if the organisation’s structure still supports the business or it is time for a new organisational structure to be introduced that can give better impact the company’s success. If the company is in need of a change, then the change of organisational structure should occur.
If the work environment were to be changed to a strictly-structured physical workplace setting, the most impacted individual will be Neuroticism or “N” type because based on their personality, they are prone to negative thinking, negative emotions, lower job satisfaction and have higher stress level. A high N person has a higher propensity toward employee burnout because he has a tougher time managing his emotions. The second personality that is going to be impacted is a high Conscientiousness or “C” type because of their nature to not easily adapt to change, perfectionist and workaholics. For an individual who has a high score in Openness ( O), he will have an easier time coping with workplace change and fast to adapt to change. A person who is high in Extroversion (E), will take charge of the situation and a person with a high score in Agreeableness (A), will tend to follow rules.
Myers-Briggs Indicator methodology
In regards of Myers-Briggs Indicator methodology, based on the Scenario and questions, I can assess that the personality that I should have if I am in this position would be ESTJ.
- This is due to I have to communicate with clear information with stake holders (customer, Management and team members), which requires me to be clearly outwardly expressive (E) .
- I also have to grasp the information clearly with facts and conscience from all stakeholders, finding solutions from practical applications hence Sensing the situation (S).
- In terms of decision, logical reasoning from facts and information gathered, thorough review with stakeholders in terms of risk management and deliverables without getting emotions impacting the judgment, which refers to Thinking (T), and
- In terms of work and project related, it requires me to be able to follow the deadlines agreed by stakeholders and deliver accordingly, using structured and planned process, which refers to Judging (J).
Either working at customer site or virtually from home, this will not impact how I will communicate with stakeholders, as the important thing is the communication itself, the media or location will not impact on this, as what I understand.
Individuality and conformity
In a team environment, from my experience, there should be a balance between individuality and conformity in how the team operates. As an examples, to govern the team, the team must agree to assign one person as a leader to govern and resolve any dispute within the team. This shall falls on conformity within the team members.
The leader shall assign each team members specific tasks, where member is allowed to operates the best way he can, and this will be individuality approach. As the team operates, the best method shall be accepted as standards, where again conformity will play its role here.
Each of the team members can be allowed to have certain degrees of freedom to make personal judgment, and this will relates to individuality. Yet, when there are tensions or dispute within the team, the matter shall be brought back to the leader and resolved thru mediation, which is an example of conformity.
The leader must be able to take individual responsibility and judgment for mutual benefit, which later accepted by all.
In order to be a successful team, the team must have 4 criteria;- Clear purpose from leadership
- Human resources with adequate skills and clear roles and responsibilities
- Established operational methodology that are constantly reviewed
- Open and highly collaborative relationships
The Big 5 Traits in a Strictly-structured physical workplace
Depending on whether the relationship is health or not healthy , in a strictly-structured physical workplace setting, the Big 5 Traits (OCEAN) may be impacted as follows;
– Openness
○ Healthy : supportive, idea sharing within team, cooperative, creative with a limitations
○ Not Healthy : Became rigid, dogmatic or closed minded.
– Conscientiousness
○ Healthy : self-discipline, dutiful
○ Not Healthy : stubborn, rebellious (extreme)
– Extraversion
○ Healthy : 2 way communication, mutual respect, enthusiastic
○ Not Healthy : gossip monger, dominance, loud, disrespectful
– Agreeableness
○ Healthy : harmony, cooperative,
○ Not Healthy : difficult to come to conclusion, lack or push factor
– Neuroticism
○ Healthy : emotional quality, high morale, respectful, manageable high pace operations.
○ Not Healthy : disrespectful, bullish, high anxiety, pessimistic
For the Myers-Briggs Indicator the four-letter code that I feel is best suited to represent a personality suited for as a remote worker is ISTJ. As a person working remotely, they need to have the discipline to complete their task based on the deadlines provided. Working in a non-office setting the person will be presented with a whole range of distractions such as entertainment at home, pets, etc. and the mixing personal time with work time. The person working remotely would need to overcome these distractions and remain focus on the work task that needs to be completed. Responsibility is also a key trait that is needed for a remote worker as they will be minimal supervision from the manager or supervisor.
Regarding the balance between individuality and conformity in a team environment, I have the opinion that a team should be focus on the goals that needs to be achieved rather than how the work is being done. In embracing diversity and inclusive we must acknowledge, and every team member will have their own individual styles that include ways of working. A result-oriented team would achieve more.
There has never been a point in our lives where changes are happening so rapidly. In order to remain competitive organizations would need to produce more innovative and creative products and solutions to win over the competitions. Greater autonomy in the workplace has been proven to boost creativity and productivity. When employees are given the freedom on how to complete their task, they can be more creative and innovative. Hence having too much of structure in the workplace will dampen the flow of creativity. In the early days of Amazon, Jeff Bezos instituted a rule in the organization that every internal team should be small enough that it can be fed with two pizzas. This is to ensure that there is not too much structure but just the right amount to have the sufficient check and balances.
If the organization would be change to a strictly structured physical workplace setting, the Big Five personality traits that would be heavily impacted would be:
Openness – this is the trait that deals with creativity and innovation. When there is a lot of structure in place and less autonomy for employees, the environment would be very rigid with no freedom to explore alternate solutions that are out of the box due to the bureaucracy in the organization from the layers of approvals that is needed.
Using the Myers-Briggs Indicator methodology, what four letter code would best represent a personality best suited for this remote location/virtual team workplace situation? Why?
INFJ – The Counselor
INFJs are practical idealists with an active imagination. Between all personality types, they are insightful and committed, and they won’t take anything at face value.In a business that demands creativity and innovative ideas, INFJs would be a great asset to the team.INFJ’s would be able to provide unique solutions and provide an in-depth analysis of any given situation. INFJs are also committed, organized, and decisive. No matter what, you can expect them to carry out working remotely without missing a beat.How does the balance between individuality and conformity affect individuals in a team environment?
Fostering an environment of diversity and individuality is important but it also needs to be done within parameters. Allowing employees to come to work and perform when and how they want to is not conducive to running a successful business. This is where conformity comes into play. Conformity is typically defined as the expectation of employees to adapt to company policies and standards and use traditional business practices to complete job functions. Successful conformity in today’s workplace does not include limiting individuality and forcing employees to conform to societal norms. Instead, conformity includes setting boundaries for which employees are expected to complete their job functions.
How much structure do you feel is appropriate for a successful team?
Teams should be small so that members can develop a high-level of connection and interdependence and with a centralized structure, it’s clear who has authority and how decisions are made.
Everyone has clear roles and responsibilities, and that delineation means there are also distinct lines of communication and succession. There’s an obvious progression for ambitious employees to follow. Employees can feel more secure because they have a sense of the pecking order and can defer to certain people for decisions. Fewer people at the top means quicker approvals for high-level decisions.
There’s a sense of leadership across the company when people can follow the lead of the people on top.Considering the Big Five personality assessment model (OCEAN), to what extent do you believe these traits would be impacted if the work environment were to be changed to a strictly-structured physical workplace setting?
It would have less impact this is because these traits focus on job performance instead of job satisfaction hence they would be able to perform and achieve their goals in any environmental setting. It would be interesting to see how they would fare if they are required to work from home as they would have certain logistics limitations to perform their daily tasks.
Раrt I:
Using the Myers-Briggs Indiсаtоr methоdоlоgy, whаt fоur-letter соde wоuld best reрresent а рersоnаlity best suited fоr this remоte lосаtiоn/virtuаl teаm wоrkрlасe situаtiоn? Why?
The ISFP (Introversion Sensing Feeling Perceiving) character trait is most suited for working in a virtuous team. ISFРs mаke exсellent соwоrkers beсаuse they enjоy meeting new рeорle аnd exрerienсing new things. ISFР рersоnаlities аre well-suited tо wоrking frоm hоme beсаuse they enjоy estаblishing their оwn rоutine while remаining dediсаted tо their wоrk.
Раrt II :
Hоw dоes the bаlаnсe between individuаlity аnd соnfоrmity аffeсt individuаls in а teаm envirоnment?
Individuаls in а teаm envirоnment vаlue bоth individuаlity аnd соnfоrmity, but finding а bаlаnсe between the twо саn be diffiсult. It’s imроrtаnt tо fоster а сulture оf diversity аnd individuаlity, but it must be dоne within limits. Аllоwing emрlоyees tо соme tо wоrk аnd рerfоrm аs they рleаse is nоt соnduсive tо running а рrоfitаble соmраny. This is where соnfоrmity enters the рiсture. Emрlоyees аre exрeсted tо аdарt tо соmраny роliсies аnd stаndаrds аnd соmрlete jоb tаsks using trаditiоnаl business рrасtiсes, whiсh аre соmmоnly сhаrасterized аs соnfоrmity. Соnfоrmity gets а bаd rар beсаuse оf рeорle like this. In tоdаy’s wоrkрlасe, suссessful соnfоrmity dоes nоt imрly restriсting individuаlity оr fоrсing wоrkers tо fоllоw sосiаl nоrms.
Hоw muсh struсture dо yоu feel is аррrорriаte fоr а suссessful teаm?
The mаnаger оr leаder, аs well аs the teаm itself, must рrоvide suрроrt fоr suссessful teаms. The teаm then wоrks tоgether tо sоlve рrоblems, оverсоme оbstасles, аnd enсоurаge оne аnоther.
Раrt III :
Соnsidering the Big Five рersоnаlity аssessment mоdel (ОСEАN), tо whаt extent dо yоu believe these trаits wоuld be imрасted if the wоrk envirоnment were tо be сhаnged tо а striсtly-struсtured рhysiсаl wоrkрlасe setting?
Оne оf the five mаjоr рersоnаlity trаits thаt hаve the greаtest effeсt оn wоrk рerfоrmаnсe is соnsсientiоusness. Hоwever, thоse whо аre highly соnsсientiоus leаrn mоre, аnd thоse whо hаve higher levels оf jоb-relаted exрerienсe аre mоre likely tо be highly соnsсientiоus. They’re mоre thаn likely tо hаve the сhаrасteristiсs оf а strоng leаder. They аre, hоwever, mоre likely tо рut wоrk аheаd оf everything else аnd tо be less аdарtаble tо сhаnging соnditiоns. They mаy struggle tо leаrn а соmрlex skill in the beginning beсаuse they аre mоre соnсerned with their рerfоrmаnсe thаn with the leаrning рrосess, аnd they аre less сreаtive in generаl. Leаders whо understаnd hоw рeорle’s рersоnаlities vаry will use this knоwledge tо inсreаse their leаdershiр effeсtiveness аnd the jоb рerfоrmаnсe оf their emрlоyees. Leаders whо аre аwаre оf their wоrker’s tendenсies, strengths, аnd weаknesses will use this infоrmаtiоn tо аssist аnd mоtivаte them. Leаders whо аre аwаre оf their wоrkers’ tendenсies, strengths, аnd weаknesses will use this infоrmаtiоn tо аssist аnd mоtivаte them. Leаders shоuld аlsо use the Big Five tо evаluаte their оwn асtiоns. demоnstrаte tо wоrkers hоw tо орtimize their strengths while аlsо leаrning frоm their weаknesses аs they drive the соmраny tо suссess аnd аssess оrgаnizаtiоnаl behаviоr. А mаster’s degree in оrgаnizаtiоnаl leаdershiр will helр leаders gаin а better understаnding оf whаt it tаkes tо run а suссessful business.
Hi Karen. Same taught like me ISFP.
ISFPs are generally flexible, practical, action-orientated, and empathetic. They are also commonly seen as lighthearted,
easygoing, and joyful. The ISFP tends to be quiet and usually only shares their deeper feelings and thoughts with people
they are comfortable around. The ISFP has strong personal values and will live their lives to reflect these values. As such, the ISFP does not
make too many long-term plans and may miss the future implications of their actions and choices.Just my 2 cents view.
Hi Karen.
Additional taught from me, An Adventurer (ISFP) is a person with the Introverted, Observant, Feeling, and Prospecting personality traits. They tend to have open minds, approaching life, new experiences, and people with grounded warmth. Their ability to stay in the moment helps them uncover exciting potentials.
In this situation provided, initially the employee explored the benefits and challenges inherent in being a remote employee on a virtual team for Workplace Solutions Consulting LLC. This shows that particular person is really an observant.
ISTP, these workers are known as the crafter, who enjoying self-thinking and work independently. Hence, they can perform well when working remotely without any supervision. With balance of the individuality and conformity, it will enhance the team’s connectivity while ensuring the productivity level. It will depends on each individual personality to set the appropriate structure for the team to be success.
By considering the OCEAN model, the future remote working environment will impact; especially to the Extraversion and Agreeableness. It is important for the team to be connected. Lacking of socializing with impact on the team when interacting with other and affect the energy of collaboration.
Using the Myers-Briggs Indicator methodology, what four letter code would best represent a personality best suited for this remote location/virtual team workplace situation? Why?
INFJ is the best and most well rounded personality. They are both emotionally and intellectually intelligent which makes them the wisest MBTI type. People with ENFJ personality type are often described as warm, outgoing, loyal, and sensitive. Of all the personality types, the ENFJ is often perceived as being the strongest “people person.” They are capable of forging friendships with all personality types, even with more introverted or reticent individuals.
Extraversion vs. Introversion : The Extraversion/Introversion dichotomy describes how a person gets their energy.Introverts are energized by spending quiet time alone or with a small group. They tend to be more reserved and thoughtful.
Extraverts are energized by spending time with people and in busy, active surroundings. They tend to be more expressive and outspoken.
Sensing vs. Intuition
The Sensing/Intuition dichotomy describes how a person takes in information. Sensors focus on their five senses and are interested in information they can directly see, hear, feel, and so on. They tend to be hands-on learners and are often described as “practical.”Intuitive focus on a more abstract level of thinking; they are more interested in theories, patterns, and explanations. They are often more concerned with the future than the present and are often described as “creative.
Thinking vs. Feeling
The Thinking/Feeling dichotomy describes how a person makes decisions.Thinkers tend to make decisions with their heads; they are interested in finding the most logical, reasonable choice. Feelers tend to make decisions with their hearts; they are interested in how a decision will affect people, and whether it fits in with their values.
Judging vs. Perceiving :
The Judging/Perceiving dichotomy describes how a person organizes their world.Judgers appreciate structure and order; they like things planned, and dislike last-minute changes.
Perceivers appreciate flexibility and spontaneity; they like to leave things open so they can change their minds.How does the balance between individuality and conformity affect individuals in a team environment? How much structure do you feel is appropriate for a successful team?
Some people trust a team or group more than they trust their own assessment and others trust their own assessment more than the team. Both provide contrasting confidence which can contribute to a team if egos don’t fight each other. It can be seen in our everyday lives how easy it is for people to conform to the social norms of a group or society. Wayne Dyer once said “When you’re just like everybody else, you’ve nothing to offer other than your conformity” and I believe that this statement couldn’t be more accurate.
Recently, it has become more acceptable for people to express their individuality and showing one’s true colors is being promoted. It is better to be a unique individual than to conform to society because conformity destroys personal growth and development. We need to express our originality and by conforming to what others want us to be, we squander any chance of achieving self-acceptance. People are more likely to conform is when they are placed in a group setting.
An individual will not want to break the group unanimity so they will conform to whatever decision the group comes to, even if it goes against their beliefs or values. I firmly believe that if we pay less attention to what others expect of us and expressing our individuality, we can offer more to society and develop and grow as human beings. Living life as who…show more content…
Group conformity can have negative aspects to it when the group one is joining is violent and does harmful acts. The pressure that comes from group conformity can often lead people to do activities that they know is wrong or that go against their beliefs and values. Groups often provide a sense of belonging which is why the members of a group will be more likely to perform unacceptable acts. Conformity discourages individual thought. Anyone in the group can have an idea good enough to win the day; so long as they’re comfortable enough to share it. Conformity is often a stifling concept, because it restricts one’s individual expression.
Successful teams typically have the following characteristics: Goal-oriented mindset: The most effective teams set, implement and track goals together to increase efficiency and improve productivity.
Commitment to their roles: Individuals working in roles based on their strengths and expertise are often highly motivated.
Open to learning: Some teams may adjust roles and responsibilities due to the needs of a project or task. Team members who are interested in challenging their skills and learning to complete new individual tasks encourage professional growth.
Diverse perspectives and experiences: Since diversity tends to encourage creativity and innovation, teams with the largest spectrum of experiences and opinions have the potential to perform at their best.
Shared culture: Whether it is a company culture or group culture, teams who are united by a singular mission or set of values are often more motivated.
Responsibility and accountability: When teams share a set of values and goals, each team member can be held to the same standard.
Clear communication: Good teams brainstorm solutions, provide status updates and complete tasks.
An effective leader: Leaders who provide clear direction and encourage team members to succeed are typically managing successful teams.
Considering the Big Five personality assessment model (OCEAN), to what extent do you believe these traits would be impacted if the work environment were to be changed to a strictly-structured physical workplace setting?
The Big Five is a psychology based assessment that focuses on five wide-ranging categories that describe personality. The acronym used for The Big Five is OCEAN and include openness, conscientiousness, extraversion, agreeableness, and neuroticism. Every individual has their own unique personality that helps to form their outlook on life and shapes their interactions with others. Imagine being able to take an individual’s personality fingerprint and predict how they would act in any given scenario.
While seeing into the future is impossible, using personality traits to predict an individual’s behavior is on the spectrum of possibilities.
1)Openness
People high in openness are more likely to be creative thinkers and enjoy taking on new activities and challenges. People low in this trait tend to be less imaginative and may not do well with change.2)Conscientiousness
People high in conscientiousness are good at planning ahead, organizing details, and meeting deadlines. They are also mindful of others and understand how their decisions and actions can influence those around them. People who are low in conscientiousness procrastinate on or fail to complete tasks. They also tend to be shy away from schedules and live unorganized lives.3)Extraversion
People high in extraversion enjoy meeting new people and inserting themselves into gatherings and conversations. They tend to make friends easily and have a large group of friends. People low in extraversion, also known as introverts, prefer seclusion over company. They also try to avoid small talk and being at the center of attention.4)Agreeableness
People high in agreeableness show a genuine concern for others. They are known for helping others in need and feeling empathy for the struggles of others. On the other hand, people low in agreeableness tend to act rude and inconsiderate towards others or even use manipulation to put their own needs above anyone else.5)Neuroticism
Someone high in neuroticism tends to be very moody, stressed, and anxious. They may get stressed and upset easily. People low in neuroticism tend to be emotionally stable and do not allow stressors to effect their mood.Everyone falls somewhere on the introvert vs. extravert scale.
Even if you are more of an extravert than an introvert you may still not be considered a very outgoing person. Depending on the group of individuals you find yourself with may also change others’ perception of you. For example, if you are surrounded by extremely extraverted people, you may appear to be introverted, even though you consider yourself an extravert.
INTP is the four-letter code that can be applied for remote location/virtual team workplace situations.
INTP (introverted, intuitive, thinking, perceiving) is one of the 16 personality types described by the Myers-Briggs Type Indicator (MBTI). People who score as INTP are often described as quiet and analytical.They enjoy spending time alone, thinking about how things work, and coming up with solutions to problems
The balance between individuality and conformity will help the team to a certain extend of neither not to extremely individuality nor extremely conformity. It is essential because it will bring success to a team. for example, if everyone gets a chance to talk, it provides ideas and solutions so the team might do well.
Many studies have been conducted on the OCEAN model and behavior, and how these traits can somewhat predict a person’s workplace social behavior and performance.Having a deeper understanding of these behaviors can help coworkers and managers create trust, better relate to one another and cultivate a stronger workplace culture. Agreeable people are generally liked more and tend to follow the rules. They also demonstrate higher job satisfaction and are less likely to be involved in workplace accidents. Those who score low on agreeableness are more likely to behave in a way that creates counterproductive work behavior and may have less career success over the long term.
For me by using Myers-Briggs Indicator methodology, the four letter that best represent the personality for virtual team situation are ENTJ. E=Extroversion, N=Intuition, T=Thinking, J=Judging. This personality shows that the employee is having a personality of strategic planning when he/she is performing the task, they are quite logical, ambitious, and the work done are more efficient. Therefore, this personality showing that the person is independent. While working virtually, an employee needs to be more independent whereby no one will monitor them in person. It is all about result matters. This personality of ENTJ are effective organizers of people and for long range planners.
Understanding a team member’s personality will help us to work better with other people. People’s personality will influence their behavior in groups, attitudes, and the way of making decisions. It shows that the personalities are the main key role in organizational behavior because it is how people think, feel, and behave that will affect many aspects in the workplace. Therefore, a great personality among team members will create a good teamwork. This will individually give an impact for the environment.
Based on Goldberg’s Five Factors of Personality (OCEAN), this model has been split between seven languages and applied in few cultures. These five characteristics (Openness, Conscientiousness, Extroversion, Agreeableness, Neuroticism) do not give entire explanations of personality, but they are known as the Big Five since they cover a vast number of concepts connected to personality. The five components aren’t necessarily featuring in and of themselves, but rather groups of traits and characteristics that match together. These Big Five characteristic play an important role in determining a person’s strengths and weaknesses. In addition, the benefit of using personality tests in the workplace is extremely helpful when determining working group. I believe this will give an impact even in structured physical workplace.
Our view are similar, but I would suggest ENFJ instead of ENTJ, I believe if they value harmony and forgiveness during their decision making process is more important. 😇
Good point as well. Thank you for sharing your view Kenny. As long as how we as a leader handle the situation.
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