Home | Forums Individual and Group Behavioral Theories Applied to the Workplace Reply To: Individual and Group Behavioral Theories Applied to the Workplace

  • Soo Kheng Han

    Member
    December 25, 2021 at 10:14 pm

    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.