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The present study investigates whether differences in personality are hectically related to perceived work environment of the organization. The advantages of a favorable work environment perception by the employees helps to increase the job satisfaction, organizational commitment, feelings of work group cohesion, organizational tenure, and individual performance. This becomes a recruitment support tool for HRS Managers. In the present field study the problem is to identify the perceived work environment in terms of Employee’s personality.To solve this problem a study was conducted on the employees of an organization in the name of Sky Automobiles, Repair.

The Type A/B personality scale test was administered on a final sample of 1 00 executives ( male and female ). Out of these, two sets of 15 employees each representing Type A and Type B personality was segregated and on these 30 employees the second test ” The Perceived Work Environment” as constructed by ‘Jawing J and Veranda V (2007)’ was then further administered to access their perception about the organization.High score in a perceived Work Environment inventory was considered as the criterion of favorable work environment. As hypothesized executives with Type A personality would perceive their work environment more favorable than those employees with Type B personality is found true in the present research. Introduction : Work Environment The term work environment refers to all the factors that influence work. In general, this includes social, cultural, psychological, physical, and environmental conditions.

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The physical work environment includes lighting temperature, and noise factors, as well as the whole range of ergonomic influences.It also includes things like supervisory practices as well as reward and recognition programs. All bothers things influence how work is performed. Working Environment varies from firm to firm. Work Environment is a term that has been used to describe the broader job-related experience an individual has in his / her organization. The factors affecting the workplace and its perception are varied in nature like job satisfaction and stress, quality of working life, physical environment, elements of time and social circumstances.

Many other factors that also influence the Work Environment is the behavior of people in authority, mutual relationships amongst the works, their life need satisfactions etc. Factors affecting Work Environment : With a view to theoretically understand and study the Work Environment the following four major factors are considered to be critically influencing an office work environment : ; Job Satisfaction ; Physical Environment ; Elements of time and social circumstances.Job Satisfaction : Abraham Mascots ( 1 943) need hierarchy theory has been seen as relevant in underpinning these factors affecting work environment. The needs covered in any organizational working are health and safety, economic and family, social, esteem, actualization, knowledge and aesthetics.

Specific attention is focused on quality of work life. 2 The distinction made between job satisfaction and dissatisfaction in quality of working life reflects the influence of job satisfaction theories. Herbert at al.

(1959) used “Hygiene factors” and “Motivator factors” to distinguish between the separate causes of job satisfaction and job dissatisfaction. It has been suggested that Motivator factors are intrinsic to the job, job content, the work itself, responsibility and advancement. The Hygiene factors or dissatisfaction-avoidance factors include aspects of the job environment such s interpersonal relationships, salary’, working conditions and security. The most common cause of job dissatisfaction can be company policy and administration, whilst achievement can be the greatest source of extreme satisfaction.An individual’s perception on work environment can be affected by relative comparison – am I paid as much as that person – and comparisons of internalized ideals, aspirations, and expectations, for example, with the individual’s current state (Lawyer and Porter, 1966). Physical Environment : Physical settings in offices have largely been ignored by managers and scholars. Generally it is referred to the internal physical environment in any office. Physical settings can influence environment in various ways.

Perceptions of the physical environment consistently relates to satisfaction, involvement and trust.According to Steel (1973) the main attributes of physical environment are as follows : 1. 2. 3. 4.

5. 6. Shelter and Security, Social Contacts, Symbolic Identification, Task Instrumentality, Pleasure and Growth. Various researches on this subject suggest that the work environment, particularly its physical and social components, are important considerations n understanding employee responses to their work.

As an example in one of the research it was identified that “employees in commercial settings seem to be more satisfied with their physical work environment than employees in other organization types”.The hypothesis that relationships among these variables are complex and interactive, nevertheless it is sure that perceptions of the physical environment are moderated by the job level and the type of work people perform. 3 Elements of Time and Social Circumstances Organizational time and the work load influence the job perceptions and attitudes of all work environments.

Perceptions of the work hour’s visa-;-visa the remuneration contributes to additional variance in job attitudes and involvement. This as well becomes a major determinant in explaining trust in higher-level administration and job satisfaction.Work time pressures have been found responsible to generate tessellated stress or work regulation problems. This is also more relevant in today’s fast pace of work, high demands on concentration over long periods .

To add to the new age vagaries are the infrequent interruptions by statutory, supervisors, media or clients. Employee Personality : “The understanding of what type of employee can produce the best results, how the work situation affects the motivation and satisfaction levels of the employees, and the best ways to divide up the work is the key to a successful work environment. It is essential for the management to know which personality type employee work best in which all situations and how different work systems change motivation and productivity. With this knowledge, companies can best use the talent in workplace. Job satisfaction has traditionally been thought of by most business managers to be key in determining job performance.

Job satisfaction is actually a function of the type of the employee personality; in the similar set of work environment one employee seems to be satisfied while another is dissatisfied. Type A In 1 950 Meyer Friedman, R.H.

Rosenberg and colleagues classified two personality types, Type A & Type B. Salient Characteristics of Type A Personality Friedman described Type A personalities are very hurried, impatient and can be hostile and aggressive when it comes to relationships. They are very cynical of the world feeling that it is “a dog eat dog world”. Type Ass are very competitive, and tend to be tense and agitated when it comes to work.

They have impulse control and feel that they always need to be active in something. Type A personality is a mixture of left and right brain hemispheric dominance.When it comes to emotions they express their anger with outburst and verbal comments, display strong emotional reactions, can be unpredictable with emotional consistency, and experience negative emotions. They may let 4 and Type B Personality their guard down only for “business prospects and meetings. ” Type Ass are always watching others and can react in a hostile manner towards others. They like to have control over everything so they tend to be team leaders but are difficult to please. Type A personalities are risk takers, rigid and inflexible, and tend to be the boss, leader, or company heads.

They are prone to heart disease. They do not disclose personal information unless it is relevant, and if they are criticized they can become quite hostile and be critical of the feedback given. Salient Characteristics of Type B Personality Type B personalities tend to be friendly and feel that the world is good and bad but there are more good people in the world than bad people. They are intuitive, spontaneous, and patient.

They are right brained and introspective in that they are motivated by their intuition and try not to be judgmental.When it comes to change they see change as a rhythm Of the universe and believe that all change is inevitable. They feel that they can control themselves more than anything else, and that sharing is learning.

Type B people compete with themselves; more saying “l can do better than before. ” Type BBS are open to criticism, “l understand that is how you see it,” and they try to make others feel accepted and at ease, “I’ll help you just let me know. When they are angry they use humor subtly to make their point, but they are angry about the issue not the person.They can be more accepting of emotions and tend to go with the mood at the moment. They are supportive of others and more likely to express positive feelings. They have a lesser chance of stress related disorders.

Type A / B Behavior in the Workplace : To succeed in any tough market, employers not only need employees who are committed to its vision, products and services, but they also need staff who can work together in harmony. Getting this type of employee, and keeping IM or her is the challenge-facing employers today.There is growing acceptance that certain aspects of Type A behavior may actually be worth reinforcing because they result in increased employee performance and productivity. And research has shown that Type A behavior is significantly related to rapid career achievement, as indicated by income relative to age. 5 In views of Type A personality, here are some traits to be considered with reference to this project : * Concern for deadlines, striving for achievement, and the desire to perform work in less and less time helps Type As complete asks well, on time, and within budget.

Hyper vigilance and mental alertness encourage accuracy and catching audit irregularities. ;k High energy and hurriedness contribute to meeting compliance and filing requirements as well as surviving “year-end closings” and tax season. (Busy seasons and performance reviews actually stimulate Type A behavior. ) In general, Type As are more competitive, seek more challenges, and set higher performance standards for themselves than Type des. Type Ass also tend to be competitive even in noncompetitive situations. For most groups, cooperation ; not intention – among group members will lead to higher functioning.As more organizations seek to accomplish tasks in group settings, the competitive Type A must adapt to the loss of individual control.

The need for control may also lead the Type A to focus on short-term goals at the expense of longer- term outcomes. The adjustment to a cooperative work setting may be quite difficult. Because Type As have a basic drive to evaluate their abilities, they will seek out objective and tangible bases for evaluation. With their self- imposed standards, they are forever competing to perform well relative to there and are striving for the best possible performance.Cooperation isn’t the Type A forte, and it’s only recently in our competitive, industrialized society that cooperation in work teams has been implemented. When faced with challenge and loss of control, the competitive, experimentations, and controlling Type As show an increase in blood pressure, heart rate, and stress-related illnesses when compared with Type BBS.

Although the attribute of control is positive in a financial manager’s supervisory role, the reluctance to delegate will probably result in more stress for Type As.Because Type As are said to work faster and longer and be driven by tasks far more than Type BBS, one might expect them to feel more fatigued. Ironically, they report significantly less fatigue than Type BBS. One theory is that Type As simply refuse to acknowledge that they’re tired.

Only when the work pressure is temporarily lifted do they begin to experience the feeling. This psychodrama force may actually encourage them to return to their chronic struggle with their jobs since they experience or perceive less distress when they’re actively engaged in the hard-driving number-crunching environment.

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