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  • Jessy Ng

    December 26, 2021 at 1:47 am

    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