Table of Contents

Introduction.................................................................................................................................................1
LO1:..........................................................................................................................................................2-5
1. Different approach in personality research.............................................................................................2
2. Nomothetic and idiographic perspectives and implications....................................................................3
3. The Big Five Dimension and the H factor.................................................................................................3
4. Emotional Intelligence.............................................................................................................................4
5. Personality effect to job performance..................................................................................................4-5
6. The important role of perception in develop personal and work relationships.......................................5
LO2:..........................................................................................................................................................6-8
7. Motivational theories..............................................................................................................................6
8. Some popular theories of motivation...................................................................................................6-7
9. The implication of motivation theory in management and leadership practices in organization.........7-8
LO3:........................................................................................................................................................9-11
10. What is Groups? Characteristic and types of groups.............................................................................9
11.The importance of work groups and effective teamworking in organization....................................9-10
12. Types of teams and Team development model.............................................................................10-11
13. The influence of globalization on organizational teams......................................................................11
14. The influence of digital techonologies on organizational team and some digital tools for
communication..........................................................................................................................................11
LO4:......................................................................................................................................................12-14
15. Influence of power.........................................................................................................................12-13
16. Influence of politics.............................................................................................................................13
17. Influence of culture........................................................................................................................13-14
Conclusion.................................................................................................................................................15
References............................................................................................................................................16-17

1
Introduction
This assignment will give some explaination about individual different and perception can
influence to management approaches. Next, the author mentions some motivational theories
include both process and content theories. The athor also clarify some application and give some
example about the implication of motivation theory in management and leadership practices in
organization. Moreover, this assignment describes about definition of group and team, how many
types of group and the importance of work groups and effective teamworking in organization.
Then the assignment also demonstate influence of digital techonologies on organizational team
and some digital tools for communication and affect of globalization on organizational team.
Finally, the author will explore how power, politics and culture affect to employee behaviour.

2
LO1:
1. Different approach in personality research
Study of personality is one of the topics that has been researched for a long time for many
authors and researcher. There are numerous personality theories have existed. Many theories
have been proposed to describe and explain human personality. Although many theories existed,
there are four most prominent are the trait theory, humanistic, social-cognitive perspectives and
psychoanalytic.
1.1 Trait Perspective
The trait theory of personality believe that people have certain basic trait. According to Gossling,
Peter and William, there are 5 and 10- item measures of the big five personality dimension.
(Samuel D Gosling, 2003). This trait approach personality is one of the is one of the longest-
standing theories and play an important role in theoretical areas of the study of personality. Trait
theory suggests that individual personalities are composed of broad dispositions. (Małgorzata
Fajkowska, 2018)
However, this theory is out of date and inaccurate, there are several evidences in reality which
people change their behavior depend on their situations, emotions,..
1.2 Humanistic perpective
Humanistic perpective focus on individualized qualities, psychological growth, personal
awareness, and free will. It centerd is how to people can achieve their individual potential and
the used of creative potential to benefit others. (Lynne Angus, 2015)
Carl Rogers propose the important idea according to Maslow’s pyramid that fulflment is the
motivating force for personality development. As a result, people in this society will make an
effort to show their potentials, talents and capabilities as much as they can. Humanistic approach
believe that with empathy, openness, opportunities for self-disclosure and a genuinely positive
environment, anyone can begin develop consistent views of themselves and move forward
toward self-actualization.
Carl Rogers make two basic assumption about human behaviour. The first is behaviour is goal-
directed and worthwhile, the second is people (who are innately good) will almost choose
adaptive, self-actualising behaviour.
1.2 Social Cognitive Perspective
The Social Cognitive Theory of Personality relate to the personality is shaped by interacting
cognitive factors, behavior, and social factors. Cognitive factor come from cognitive
interpretation people perceive from social environment. Social factors mention to what people
learn from observation. Personality which express as behavior is decide by two previous factors.
Social Cognitive Theory (SCT) first mention in the Social Learning Theory (SLT) in the 1960s
by Albert Bandura. The center of this theory is focus on the importance of social learning or

3
learning through observation. Bandura’s theory accentuates the role of conscious thoughts
including self-efficacy or people beliefs in our capabilities.
1.4 Psychoanalytic Perspective
The beginnings of this theory were originated from studies of psychopathology, psychoanalysis
became a more general perspective on normal personality development and functioning. The
psychoanalytic theory in personality was introduce by by the Austrian neurologist Sigmund
Freud during the first four decades of the 20th century.
According to Kenda, the psychoanalytic perspective of personality focuses on the importance of
early childhood experiences and the unconscious mind. (Cherry, 2023). Freud believe that the
unconscious or the thing hidden inside every people could be revealed in a number of different
ways include slips of the tongue, free association, or through their dreams.
2. Nomothetic and idiographic perspectives and implications
Nonothetic and idiographic mention to two different approaches which researcher use to analyze
and grasp the meaning of social life.
When idiographic approaches purpose is concentrated on individual cases or events like for
examine some detail from indiviadual to get bigger picture from group of people or community,
nomothetic method more focus on propose a general statement which can account for larger
social patterns. And they use that pattern for understanding individual behaviors, experience or
single event of people.
Two famous of nomothetic approaches are Raymond Cattell’s 16PF trait theories and Hans
Eysenck’s type. The research of small number of trait which account for the basic structure of all
personalities and the different between people personality can be measure by these dimension.
During the past 20 years, they have come close to agreeing on what those traits are, so the “Big
5” was was introduce the first time.
3. The Big Five Dimension and the H factor
The Big Five (or 6) consistent trait clusters capture the main dimensions of personality,
Conscientiousness, Agreeableness, Neuroticism, Openness, and Extraversion. Some researchers
suggest that there is a sixth factor, which is Autonomy (Self-Direction).
According to Jayson Darby, the five basic personality first described by 1949 by D. W. Fiske and
then was developed into a theory by McCrae & Costa (1987), Goldberg (1981), Smith (1967),
Norman (1967). (Darby, 2023).
There is a factor that have an impact on big 5 traits is age of people. The older they get, the more
their behavior trait will change. When the people older, they less neurotic, extraverted and less
open to new experiences while some traits like conscientiousness, agreeableness manifestation
becomes more and more clear.

4
4. Emotional Intelligence
According to Jeanne and Melinda, Emotional intelligence (otherwise known as emotional
quotient or EQ) is the ability to manage, use, and understand your own emotions in positive ways
to relieve empathize, communicate, stress effectively, with others to overcome difficulty and
defuse conflict. (Jeanne Segal, 2023)
There are five key elements to Emotional Intelligence: motivation, self-regulation, self-
awareness, social skills, and empathy. People who have high EQ will able to build strong
relationships, they can easily be successful in their work and life. Because the people with high
EQ can determine how they feel, what those feeling mean, and how it affects on their actions or
behaviors.
In the work, person who have high EQ can get promoted better chance to promote when
compared to people with only high IQ. Moreovers, high EQ can help employee communicate
more effectively, help they recognize strengths and weakness of teammate, as a result it increases
the efficiency of management and leadership. Furthermore, high EQ helps workers resolve
conflicts effectively, giving them the ability to find constructive solutions and avoid unnecessary
conflicts at work.
5. Personality effect to job performance
Openness to Experience. Openness to Experience includes
active imagination, aesthetic sensitivity, attentiveness to
inner feelings, a preference for variety, intellectual curiosity
and independence of judgement. People scoring low on
Openness tend to be conventional in behaviour and
conservative in outlook.
Openness to Experience. Openness to Experience includes
active imagination, aesthetic sensitivity, attentiveness to
inner feelings, a preference for variety, intellectual curiosity
and independence of judgement. People scoring low on
Openness tend to be conventional in behaviour and
conservative in outlook.
Openness to Experience. Openness to Experience includes
active imagination, aesthetic sensitivity, attentiveness to
inner feelings, a preference for variety, intellectual curiosity
and independence of judgement. People scoring low on
Openness tend to be conventional in behaviour and
conservative in outlook.
Openness to Experience. Openness to Experience includes a preference for variety, aesthetic
sensitivity, , active imagination, intellectual curiosity and independence of judgement, and
attentiveness to inner feelings. Person who low Openness will be conventional in behaviour and
conservative in outlook, they rarely accept change and honor traditions.
According to Rothman and Coetzer, Neuroticism is a dimension of normal personality is one
measure for how people response to the negative affects like sadness, fear, embarrassment, guilt,

5
disgust and anger. (Coetzer, 2003). A people who have high score in neuroticism is usually have
illogical ideas, they find hard to control impulse and difficult to manage strees in work.
Extraversion is a trait represent by person who talkative, sociable, outgoing, and enjoys
socializing. According to Barrick, this is one of the most personal traits have the most impact on
effective in jobs involving sales. (Barrick, 1993). The Extraverts person can adjust to changes of
enviroment quickly, they make relationship better introverts and always feel happy at work
because of these relationships they build. (Judge, 2002)
According to Barrick, Conscientiousness refers to self-control and the active process of planning,
organising and carrying out tasks. (Barrick, 1993). Conscientiousness is personal trait represent
for how high employee’s performance can afford to do well in many occupation and job.
However, high Conscientiousness can lead to workaholic behaviour, compulsive neatness, and
fastidiousness. Low score in this trait is the reason to people work lack ethicals principles, but
less strict in their application.
Agreeableness is a trait describe for person who is sensitive, tolerant, trusting, affable, warm, and
kind. In other word, person who score high in Agreeableness will easy to get along with people
in working place. People with high Agreeableness regularly help others at work, and this good
behavior does not depend on their good mood.
Agreeableness is an important trait in job performance. According to Salgado (1997) found that
Agreeableness is factor which tightly linked to to training success. The co-operative nature of
agreeable individuals may lead to success in occupations where teamwork and customer service
are relevant. (Salgado, 1997)
6. The important role of perception in develop personal and work relationships.
According to Lindsay and Norman (1977) perception is the process by which organisms interpret
and organize sensation to produce a meaningful experience of the world.
(PETER H. LINDSAY, 1977).

Behaviour in the workplace is based on perception of those employees who work there. There
are many factors that influence how something is perceived. And usually, some factor can
influence on perceiver can involve the person’s motives, attitudes, experience, expectations and
interests. For example, if the manager goal is diligence in work, any employees who want to go
home soon or working lack of responsibility is likely to be perceived by the leader as a lazy staff.
Regarding perceptions, research has shown that what employees perceive from their work
situation influences their productivity most. Hence, in order to influence productivity, that is a
very important for managers to understand how workers perceive their jobs. Moreovers, the
turnover ratio, job satisfaction, and absenteeism are also affected by employees perceptions.

6
LO2:
7. Motivational theories:
As stated in Motivation: The Driving Force Behind Our Actions:” Motivation is the process that
initiates, guides, and maintains goal-oriented behaviors”. (Cherry, 2023). Motivation may refer
to both intrinsic and extrinsic encouragement which guide people particular to action, dedication
and provide effort to accomplish goal or success.
Motivation play a crucial role major impact in shaping influencing, behavior, dedication and
achieving results. According to Prachi Juneja, some psychological factors can create motivation
such as desire for money, success, recognition, job-satisfaction, team work. (Juneja, 2023)
8. Some popular theories of motivation
a. Content Theories
Maslow’s hierarchy theory
Abraham Maslow state in paper titled "A Theory of Human Motivation” five stages of human
need describe hierarchical levels is shaped like a pyramid.
In the pyramid, human needs are list by the importance of it, the lower it was placed, the more
important it is. From the bottom upwards, the need are:” physiological (food and clothing),
safety (job security), love and belonging needs (friendship), esteem, and self-actualization.
Herzberg’s two-factor theory
Herzberg divind motivation factors into 2 group, the first one is hygiene factors which cause the
dissatisfied at work, the second one is advanced factors.
The hygiene factor such as salary, quality of supervision, company policy and administration,
interpersonal relations, working conditions and job security.
The advanced factors such as achievements, performance recognition, responsibility for job,
favorite job, excited task, career deployment chance.
b. Process Theories
Adams’ Equity Theory of Motivation:
Adam’s Equity Theory is popular in the world and play a crucial role in decision making role
and adapt into HR thinking. The basis premise of this model, fairness is utmost importance
things and it also demonstrates how businesses think about their relationships with employees.
The Equity theory of Motivation say that perceived fairness of rewards and contributions across
peer groups affects motivation. Therefore, from the leadership and management point of view
they need to build the a sense of fairness for their employees so that people who work for them
will be motivated and commit to the best engagement and performance.

7
c. Cognitive Evaluation Theory
Cognitive Evaluation Theory is the theory in Psychology that is designed to explain the influence
of both intrinsic and extrinsic motivation.
Intrinsic motivators include: Competence, achievement, and responsibility. Motivators that come
from the real results of task or job the intrinsic interest of the work.
Extrinsic motivators include: feedback, promotion, pay, working conditions. This kind of
motivator come from a their enviroment, which controlled by others.
According to personio, neither of motivation is better than the other. The real effectiveness
depends on how employees are motivated, what values they truly appreciate and desire in their
work. The manager can user Use extrinsic rewards to create intrinsic motivation, but if they
overdo it, the extrinsic rewards can eliminate the instrinsic motivation. (personio, 2023)
Here are some examples for intrinsic and extrinsic motivators for the same activities.
Extrinsic Motivation Intrinsic Motivation
Join in a football team for a trophy. Join in a football team because you love
football and find it enjoyable.
Cleaning the room because afraid of being Cleaning the room because you are tidy and
yelled at. neatleass person

9. The implication of motivation theory in management and leadership practices in

organization
Motivation is an intangible thing, manager only recognize it by observe behaviors of employees.
However, it is important for managers to leave their perceptions and bias aside in workplace so
that they can easily understand their surbordinate’s behaviour. Leaders and manager also need to
be well-versed in motivational to apply and satisfy the need of their employees for ensure the
best effective performance at work.
According to Edun, for individuals who are motivated by physiological needs, in that
circumstance managers need to understand the nature of job is not important than what they
receive after work. Managers can effectively motivate their employees by benefit them better
working conditions, better fringe benefits, leisure time, and the better salary. (Edun, 2011)
Administrators also need to increase engagement and develop strong relationships by creating
conditions for employees to participate in extracurricular activities such as camping, summer
vacations, picnics, proms,..
For employees who have high demand in esteem needs, they want to recognition and acceptance
from others, managers need to focus on esteem needs as best effective motivation method.
Leaders can reward these employee by month titles, bulleting boards, and lapel pins,…
On the other hand, sometimes manager and leader will face some employee who demand self-
actualization, they always attempt to self-fulfillment and improve their problems-solving ability.

8
Managers may motivates this kind employees by by giving him the designing jobs, giving him
leadership in that plan and implement workflows. (Edun, 2011)

9
LO3:
10. What is Groups? Characteristic and types of groups
Groups is basically mention to an assemblage of people who will work together and consider to
be apart of an identifiable unit. They have the same purpose and work for the common goal of
the organization.
According to Mahesh, there are some characteristics of a group:
Size: to create a group, it requires at least 2 persons, the group member may range from 15-20
people. The more member in a group, the more difficult to manage it.
Goals: The group form for a reason, and usually a goal is a reason for group existence
Norms: To manage and to make sure the group stays on track, a group have some rule for
interacting with group members. The members is not free to do whatever they want.
Structure: the structure of group depends on the roles and positions which member in charge. In
which, leader hold the top position, the others member will follow the intruction of their leader.
Roles: The role of group member will be assigned by group leader which will be associated with
their responsibilities to complete for the group's final results.
Interaction: There are some communication method between group members such as telephonic,
face to face, or in writing.
Collective Identity: The member within a group share the same collective identity. The degree to
which group members understand and accept each other's differences helps us distinguish a
group and an aggregation of individuals. The harmony, understanding and solidarity is what
describe collective identity.
11.The importance of work groups and effective teamworking in organization
According to Padhi, the essential purpose of team working in organization is reduce the
enormous workload for each individuals so that can increase the contribution to the company.
Padhi list the benefit out to prove it: improvement of communication of ideas, promotes better
employee relations, promotion problem solving, easy learning from other team members, shared
accountability and also boredom at the workplace will remain a thing of the past, having a
feeling of belonging to a group, increase in the speed of workflow, and lastly increase on
productivity. (Padhi, 2019)
According to the research of Oludare, the coherent of teamwork is a main factor affect to
organizational performance and arrived at the conclusion that performance of the organization is
a subset of executive performance during teamwork is a subset of unit performance. (Oludare,
2020)
As state in Enhancing Creativity through Teamwork, Continuous Improvement and CAD,
teamwoking, especially cross-functional teamworking can help employees increase creativity.
Cross-functional teams give a chance to team members who work in many departments to work
10
together in the same project so that they can have multidimensional view to solve the problems
better. (Poh Kiat Ng, 2012)
12. Types of teams and Team development model
There are 6 types of team usually appear in real situation:
a. Functional teams: Functional teams is a team that include all the member in the same
deparment. When people working within these teams, they have to share different task and duties
with the other members. Functional teams always have leaders or supervisors so that the team
members can report and to be assigned the responsibilities. This kind of team is very often used
by organization, which team member have an obligation to communicate and trust each other.
This type of team will be more advantageous for organization favour contribution and promoting
workplace culture.
b. Cross-functional teams: Cross-functional possesses some similarity with functional teams,
with the key different being that team members come from many departments. These teams are
commonly use for jobs and projects that require multidimensional professional knowledge and
perspective. These teams cross-functional only function at its best if when they have supervisors
or team leaders emphasize on team communication. Leaders authorization for members depend
on their specialized skills or individual skill sets.
c. Self-managed teams:
In the self managed teams, individuals working together towards a common goal. This kind of
teams do not need supervisors like the other teams. Team members in this self-managed team
have to share both responsibilities and leadership together. Self-managed team usually used by
small businesses or startup companies. When participating in a self-managed team, you may find
it helpful to provide constructive feedback to team members.
d. Troubleshooting teams:
The main purpose of this group when it was established is when the trouble arrive these teams
will find a solution to solve that trouble. Because of the main task of these team, it also requires
strong communication skill to explore the solution for difficult obtacles. These team give advise
for department where have troubles, then these department will implement their
recommendations.
e. Project team:
Project team is a team which form for specific projects. Team members of this kind of team can
come from many departments and adopting a variety of roles in team depend on their abilities.
These team have superviors which also is project leaders, they will oversee and assign the task
for their team members.
f. Task-force teams
In orgazation, it will be necessary to have a task force when an emergency happens. This is a
group that brings together the most effective people of the company. In task force team, team

11
members have only one priority is completed excellently their tasks. The difference between this
group and other groups is employee do not undertake regular caseload but just focus on the
immediate mission. The ultimate purpose of the task force team is to complete projects quickly
and efficiently.
According to Tuckman, team development divide into 5 stage. These stages are commonly
known as: Forming, Storming, Norming, Performing, and finally Adjourning. Tuckman's model
said that when the team develops more mature and capable, relationships will be create, and
leadership style changes to more cooperate and share the leadership role. He also said that when
the team attend to task required interpersonal connection that will increase the effect group
working results. (Tuckman, 1965)
13. The influence of globalization on organizational teams
First of all, the globalization create favour condition for cross-cultural teams is form which will
demand a new norm can neutralize all cultural values together. The countries which have cross-
cultural teams, the government also have need to form legal framework and labor laws to adapt
to the international integration environment.
Next, company in foreign countries have to change their workforce standard to adopt with
Western standards in terms of providing better workplace safety and increasing workplace
condition standards. Some kind of team like task-force teams is formed to work in toxic
environments, affecting health are now protected by regulations and adequate compensation.
Moreovers, the interpersonal communication is concern when the member of teams came from
variety of culture. They encounter barriers in language, culture, ways of communication or
expressing opinions in one team. Especially, when they work in Troubleshooting teams, as a
result it led to a huge obstacle when members lack cohesion with each other and it is difficult to
come to a final decision. (McFarlin, 2019)
14. The influence of digital techonologies on organizational team and some digital tools for
communication
With the help of digital technology, team members now do not need to meet each other to
communicate. Digital technology helps them not only communicate effectively with each other
but also share data through cloud computing and participate in polls to come up with the best
solution.
Furthermore, with the digital tool leader of team can easily supervior can be easily managed
without having to meet in person. They can assign tasks for their members through digital tools
and set the deadline for that work. As state in A look at the future of work: The digital
transformation of teams from conventional to virtual, the introduction of new technologies in an
organization leads to fundamental changes such as radical changes in skills set, work patterns,
work content, the requirement of employment levels, and finally occupational structures. (Davor
Vuchkovski, 2023). Employees must now meet the necessary skills in using digital technology to
be recruiting by employers.

12
LO4:
15. Influence of power
According to Steven McShane and Mary Von Glinow, the power is referred as ability of a person
or group of people to influence others. (Steven L. McShane, 2000)
According to John French and Bertram Raven they divide base of power into five separate and
distinct forms. There are five bases of power as expert, coercive, legitimate, reward, and referent.
(John R. P. Jr. French, 1959)
a. Power in workplace
Power in workplace is the capacity of individuals to exert their will, and overcome resistance on
the part of others, and create the outcome which align with theirs interests and objectives.
There are two main kind of power in workplace: bestowed forms and earned forms.
b. Power as property of the individual
Power as an individual view point, as consider as something that employees can possess, a types
of resource that they can gather it.

c. Power as property of relationship

In agreement with Glenn Remoreras: “Power of Relationships is one the greatest factors in
determining an organization’s success” (Ramoreras, 2021). This kind of power is concern as
ability to having an association or have close relationship with a powerful person that can which
can create favorable chances for them than the others.

13
Many people can be promoted to a higher position or a better company thanks to their good
relationships. However, this power has some disadvantage if the person has relationships with
wrong persons.
In a team, power of relationship is basis for the state of connection between people, their
interaction, communication and behavior to persue the overall goal of organization.
16. Influence of politics
Politic in organization is not the same as regular politics, politic power in organization is power
to make an impact on individual success or team goals. It can be perform in many different kind
of action such as lobbying, using information, building relationships, or the power to persuade
others.
According to Georgina, there are six different subsections of organizational politics self-
promotion, factionalism, gatekeeping, bossism, office politics, and territorialism,
Politic have both effect benefical and harmful in organization. Some advantage can mention such
as create consensus, resolve problems and conflicts, protect the interests of individuals and
groups, and promote change for new employees. Some disadvantage can mention such as creates
discontent and division, causes ineffectiveness and promote individual or group interests before
organizational interests
During the new appointment of higher level, employees often tend to show off their skills to
impress their new boss and even speak badly of other staffs to create sympathy or get ahead
them. This kind of action can create a huge competitive and oftern has a negative impact on
actual business at hand.
In a large company, divisional structure was form by a group of people to divisions or branches.
Because the different between every division, they receive different resources like separate
payroll, production, HR, accounting and sales, communications or marketing departments. For
the multinational companies, they separate branches depend on location and priorities. Policies
and rules can have impact on some branches less than the others because of the power of politic.
17. Influence of culture
Corporate culture is a system of ideas, values, and concepts that can influence the behavior and
thinking of employees, thereby creating unique standards and culture for the business. Based on
the strategic direction and management style of the board of directors, each different business
will create a different culture. Corporate culture can be tangible or intangible. An organization's
culture can be tangible or intangible, expressed through regulations, policies, uniforms, activities,
and employee behavior, communication, and habits.
Peter Drucker one said:” Culture eats strategy for breakfast”. He believed that culture is a core
factor to ensure businesses can stabilize and grow sustainably. Culture is an important factor that
directly impacts the working environment of each organization, hence affecting employee
productivity. For example, when the employee working on ideal working cultural environment.
Employees will always be encouraged to be creative, contribute their ideas for common goal of

14
organization with the final purpose is creating breakthroughs and improving work efficiency day
by day.
Moreover, culture affects businesses and is also express in the aspect of shaping standards and
rules, including business philosophy, behavioral attitudes, habits of every employee in
organizations. For example, when the organization have "customer-centric" culture will
encourage employees to interact more with customers to understand their desires and needs, and
at the same time adjust their behaviors to suit the new culture of respecting customers.
(gapowork, 2022)
Schein model was developed by Edgar Schein in 1980. Schein model provide a framwork which
describe influence of company culture on organization by concentration on learning and group
dynamics. Moreovers, company culture affected by feeling and behavior of employees in the
organization. The model illustrates as a pyramid, Schein’s original model divide the
organizational culture into three different levels.
Basic Assumptions: These are some facts that employees assume that are true, built on the
culture of the business. For example, if the culture of the organization is joy, then every
employee will work in a job where they feel happy.
Espoused values: This kind of level is highly abstract. It includes the dominant beliefs and an
accepted value system that guides the actions and influences the decisions of organizational
members. For example, at Amazon, billionaire Jeff Bezos publicly announced 16 leadership
principles such as customer’s obsession, think bigger, savings, gain trust, detail, provide results,
insist on the highest standards, learn and always curious, …
At this level, the principles or beliefs are the concretization of the core level - the underlying,
implicit concept. From these underlying, fundamental concepts, the organization's leaders will
jointly plan to propose consensus statements that apply to the entire organization.
Artifacts: These Artefacts appear in the employees' work environment. These artifacts or
behavior can be presented in a number of forms such as: achitectural style, office layout, how
departments are organized, arranged, coordinated work, company rules, Collective events,
reliefs, logos, graphics, slogans on the wall, behavior among members, workplace dress code...

15
Conclusion
This assigmnet has been accomplish its goal, the author has evaluated personality trait and
attributes to find out the beneficial and harmful effects on management approaches and company
performance. The the author illustrates the value and importance of personality and perception to
build managerial relationships effectively. Furthermore, the assignment gives example about
improve and maintaining an effective organisational by some application of process and content
motivation theories. Next, the author clarifies the important of group works and effect team
working in term of contribution to creation and management on organization. Then, the
assigment also describe the impact of between group behaviour and team theory on the creation
and management of effective teamworking. Finally, the author illustrate performing of power,
politic and culture can affect employee behaviour and the accomplishment of capability of
achieving the organization goals.

16
References
Barrick, M. &. M. M., 1993. Autonomy as a moderator of the relationships between the Big Five
personality dimensions and job performance.. Journal of Applied Psychology,, 78(1), pp. 111-118.

Barrick, M. R. &. M. M. K., 1993. Autonomy as a moderator of the relationships between the Big Five
personality dimensions and job performance.. Journal of Applied Psychology,, 78(1), pp. 111-118.

Cherry, K., 2023. verywellmind. [Online]

Available at: https://www.verywellmind.com/what-is-motivation-2795378
[Accessed 14 June 2023].

Cherry, K., 2023. verywellmind.. [Online]

Available at: https://www.verywellmind.com/personality-perspectives-2795950#:~:text=Many
%20theories%20have%20been%20proposed,explains%20every%20aspect%20of%20personality.
[Accessed 1 December 2023].

Coetzer, S. R. a. E., 2003. THE BIG FIVE PERSONALITY DIMENSIONS. Journal of Industrial Psychology,
29(1), pp. 68-74.

Darby, J., 2023. thomas. [Online]

Available at: https://www.thomas.co/resources/type/hr-guides/what-are-big-5-personality-
traits#:~:text=The%20five%20broad%20personality%20traits,developed%20in%201949%20by%20D.
%20W.
[Accessed 3 December 2023].

Davor Vuchkovski, M. Z. M. M. G. P., 2023. A look at the future of work: The digital transformation of
teams from conventional to virtual. Journal of Business Research, 163(1), pp. 10-17.

Edun, T., 2011. UNDERSTANDING EMPLOYEES’ MOTIVATION: IMPLICATIONS FOR MANAGERS, Ogun
state: Department of Educational Foundations and Management,.

Edun, T., 2011. UNDERSTANDING EMPLOYEES’ MOTIVATION: IMPLICATIONS FOR MANAGERS, Ogun
state: Department of Educational Foundations and Management,.

gapowork, 2022. gapowork. [Online]

Available at: https://gapowork.com/blog/van-hoa-anh-huong-den-doanh-nghiep-o-nhung-khia-canh-
nao
[Accessed 8 December 2023].

Jeanne Segal, P. M. S. M. L. R. a. J. S., 2023. helpguide. [Online]

Available at: https://www.helpguide.org/articles/mental-health/emotional-intelligence-
eq.htm#:~:text=Emotional%20intelligence%20(otherwise%20known%20as,overcome%20challenges
%20and%20defuse%20conflict.
[Accessed 4 December 2023].

17
John R. P. Jr. French, B. H. R., 1959. The bases of social power. 1st ed. Michigan: Univeristy of Michigan,
Institute for Social Research.

Judge, T. A. H. D. &. M. M. K., 2002. Five-factor model of personality and job satisfaction: A meta-
analysis. Journal of Applied Psychology, 87(3), pp. 530-541.

Juneja, P., 2023. managementstudyguid. [Online]

Available at: https://www.managementstudyguide.com/what_is_motivation.htm
[Accessed 14 June 2023].

Lynne Angus, J. C. W. R. E. K. S. L. T., 2015. Humanistic psychotherapy research 1990–2015: From

methodological innovation to evidence-supported treatment outcomes and beyond.. Psychotherapy
Research, 1(25), p. 330–347.

Małgorzata Fajkowska, S. K., 2018. Status of the Trait Concept in Contemporary Personality Psychology:
Are the Old Questions Still the Burning Questions?. Journal of Personality, 86(1), pp. 5-11.

McFarlin, K., 2019. smallbusiness. [Online]

Available at: https://smallbusiness.chron.com/effects-globalization-workplace-10738.html
[Accessed 7 December 2023].

Oludare, A. A., 2020. The Impact of Teamwork on Organizational Performance: A Case Study of First City
Monument Bank Lago, Nigeria. Research Journal of Finance and Accounting., 11(14), pp. 30-35.

Padhi, A., 2019. Importance of Teamwork in Organization,. Journal of Emerging Technologies and
Innovative Research , 6(1), pp. 226-229.

personio, 2023. personio. [Online]

Available at: https://www.personio.com/hr-lexicon/intrinsic-and-extrinsic-motivation/
[Accessed 5 December 2023].

PETER H. LINDSAY, D. A. N., 1977. Human Information Processing: An Introduction to Psychology. 2nd ed.
San Diego: Academic Press, .

Poh Kiat Ng, K. S. J. N. I. A., 2012. Enhancing Creativity through Teamwork, Continuous Improvement and
CAD. Melaka, Malaysia, International Conference on Engineering and ICT.

Ramoreras, G., 2021. linkedin.. [Online]

Available at: https://www.linkedin.com/pulse/power-relationships-how-fuels-leadership-culture-glenn-
remoreras
[Accessed 7 December 2023].

Salgado, J., 1997. The five-factor model of personality and job. Journal of Applied, 82(1), pp. 30-43.

Samuel D Gosling, P. J. R. W. B. S. J., 2003. A very brief measure of the Big-Five personality domains.
Journal of Research in Personality, 37(6), pp. 504-528.

Steven L. McShane, M. A. V. G., 2000. Organizational Behavior. 5th ed. Michigan: Irwin Professional Pub.

Tuckman, B. W., 1965. Developmental sequence in small groups. Psychological Bulletin,, 63(6), pp. 384-
399.

18
19