EFFECT OF PERSONALITY ON GROUP PERFORMANCE
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EFFECT OF PERSONALITY ON GROUP PERFORMANCE
ABSTRACT
Group performance is critical in every organisation since it represents the entire performance of the organisation. If different personnel in an organisation are unable to function as a team, the organization’s performance–both financial and operational–will never be maximised.
Group efforts and teamwork are essential components of any successful organisation; therefore, it is critical to ensure that the personalities of all members of the group are compatible in order for group/organizational goals to be met. There can never be a good group without decent personalities.
The researcher used the Ghana National Fire Service (Eastern Regional Office) as a case study to investigate the influence of personality on group performance, as well as potential remedies.
In terms of technique, data for this study were acquired from both primary and secondary sources. Questionnaires were distributed to Ghana National Service (Eastern Regional Office) management and staff. This investigation also drew on text books, magazines, and news articles on personalities, groups, and individual psychology.
The researcher made some suggestions and recommendations based on the findings provided by data analysis and interpretation. The key findings of this study include the following: the openness personality, conscientiousness personality, extraversion personality, and agreeableness personality displayed by employees in a group.
Personality has a negative impact on group performance, resulting in low performance, delayed production, and incomplete output. The study also looked for measures to increase group performance.
If adopted by managers of various business organisations, the researcher believes that these findings and recommendations will help improve group performance in various business organisations in Ghana.
CHAPITRE I
INTRODUCTION
Every devoted employee of an organisation wishes to create a sound accommodating environment for the organisation. Employee personalities can propel an organisation to greater heights, above its competitors, while poor personalities can drive the organisation down. Intelligence and emotional quotient, which basically create an employee’s personality type,
must be balanced in order for the employee to behave efficiently and readily relate with his/her job and other employees. However, an individual will be unable to work in a group/team if they do not have a positive personality. When this happens, group efforts and performance tend to fail, lowering the overall performance of the organisation.
However, the purpose of this research was to inform organisations about the numerous personality types that individuals in an organisation may possess, as well as to recommend ways in which an organisation might improve performance.
This study focuses on various personality difficulties, personality types, and dangers, as well as their implications on group performance.
1.1 BACKGROUND OF THE STUDY
After conducting extensive research on the group performances of organisations in Ghana, it became clear that individual personality and contribution played a significant role in the group’s success or failure, and thus required special attention because teamwork is the key ingredient for increased and high performance in any organisation.
The primary reason for starting this project is to conduct research on the various personality types and traits of employees in a Ghanaian organisation, shed more light on the effects of these traits on group performance,
and provide solutions and recommendations for managers in various Ghanaian organisations to deliberate on and make informed decisions.
The study began with a casual discussion among bosses and employees of various business organisations about their perspectives on group performance in Ghanaian organisations and their expectations.
When the researcher became more interested in the topic, he decided to gather more information from more employees, government organisations, and other secondary documentations.
Act 537 (GNFS Act of 1997) established the Ghana National Fire Service with the broad purpose of preventing and managing unwanted fires and other associated problems. The service is intended to conduct the following functions in order to achieve this goal:
To plan public fire safety education programmes.
To raise and maintain public awareness of the dangers of fire.
To increase the individual’s role in fire prevention.
To provide technical advise for building plans including machinery and structural layouts in order to assist fire escape, rescue operations and fire management.
To examine fire extinguishers and provide technical assistance.
Coordination and advise on staff training in fire departments and institutions around the country.
To train and organise community volunteer fire departments.
To provide rescue and evacuation services to people who are caught in fires or other emergency circumstances, and
To do any additional function incidental to the service’s goal.
1.2 STATEMENT OF THE PROBLEM
Previous research on personality and group performance has shown that most group (particularly homogeneous groups) efforts fail in most organisations due to individual personalities in the group.
Most group tasks fail due to individual variations, inefficiency, and ineffectiveness. Rutherford (2006) found that groups made up of different types of persons with a diversity of skills, knowledge, talents, and views are more effective than homogenous groups for complex issue solving.
One of the motivations for forming a group is for individuals or employees to demonstrate their abilities and contribute to the development of an organisation or the achievement of the group’s objectives.
However, the personality of some individuals impacts or influences the effectiveness of the group or team. Because multiple personalities are participating in a team, there may be a lack of harmony and trust amongst individuals because there will be a limitation of knowledge due to the varied personalities that are involved.
1.3 OBJECTIVE OF THE STUDY
The primary goal of this research is to investigate various personality traits of members in a group and their effects on group performance.As a result, the study’s objectives are as follows:
To determine the numerous personality traits displayed by a group of employees.
Identifying the negative consequences of personality traits on organisational group performance.
Identifying strategies for boosting group performance in an organisation.
1.4 RESEARCH QUESTIONS
The following research questions were utilised as a guide in reaching the aims of this research in order to meet the objectives listed above:
What are the numerous personality qualities displayed by group employees?
What negative consequences do personality traits have on group performance?
How may an organization’s group performance be improved?
1.5THE SIGNIFICANCE OF THE STUDY
This study’s findings will be useful to a wide range of people. It will act as a guide for staff in various organisations, such as the Ghana fire department, who are assigned to work in groups.
It will also be useful to professional groups for research and academic purposes, as well as to the general public, to learn more about the effect of personality on group or team performance.
1.6 SCOPE OF THE STUDY
The scope of the study is limited to an examination of Lewis Goldberg’s big five personality traits. This study is also focused on the Ghana National Fire Service because its operations are typically carried out in groups. The Eastern Regional Branch of Ghana’s National Fire Service served as the primary case study for this research.
1.7 TIME FRAMEWORK
This study lasted five months until it was finished. The research lasted from August to December of 2011.
LIMITATION 1.8
The researcher’s only drawback in carrying out this study was the delay in receiving data from the various respondents. Because of their hectic schedules and the nature of their jobs, most respondents were hesitant to fill out questionnaires. The researcher found it difficult to obtain responses from the various respondents, which almost jeopardised the study’s success.
1.9 ORGANIZATION OF THE STUDY
The general introduction, background information about the study, statement of the problem, aims of the study, research questions, scope of the study, significance of the study, and limitations of the study are all included in Chapter One of this study.
The second chapter examines all relevant literatures related to the study as well as the researcher’s perspectives on past studies on personality and group performance.
The third chapter discusses the methods used in data collection and analysis, demographic definition, research site, and constraints.
The fourth chapter contains the study’s findings as well as the data analysed and the interpretation of the data analysed.
Chapter five contains a study summary, conclusion, and suggestions based on the study’s findings.
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