Personality is a patterned body of habits, traits, attitudes, and ideas of an

individual’s, as these are organized externally into roles and statues and as
they relate internally to motivation, goals, and various aspects of selfhood.
The term personality is derived from the Latin word “Persona” which means
to speak through.
This Latin term was used to denote the mask, the actors used to wear in
ancient Rome and Greece, An individual’s personality is the combination of
traits and patterns that influence their behavior, thought, motivation, and
emotion.
It drives individuals to consistently think, feel, and behave in specific ways;
in essence, it is what makes each individual unique.
Over time, these patterns strongly influence personal expectations,
perceptions, values, and attitudes. In addition to this, personality arises
from within the individual and remains fairly consistent throughout life. It is
a pattern of stable states and characteristics of a person that influence his
or her behavior towards goal achievement. Each person has unique ways of
projecting these states.
The study of personality focuses on two broad areas;

1. One is understanding individual differences in particular personality

characteristics, such as sociability or irritability.
2. The other is understanding how the various parts of a person come
together as a whole.

What is Personality?
According to Gordon Allport, “Personality is the dynamic organization
within the individuals of those psychophysical systems that determine his
unique adjustments to his environments”.
Feist and Feist said, “personality is a pattern of relatively permanent traits
and unique characteristics that give both consistency and individuality to a
person’s behavior.”
By personality Ogburn means “the integration of the socio-psychological
behavior of the human being, represented by habits of action and feeling,
attitudes and opinions.”
According to Lundberg and others, “The term personality refers to the
habits, attitudes and other social traits that are characteristic of a given
individual’s behavior”.
Lawrence A. Pewin said, “Personality represents those structural and
dynamic properties of an individual or individuals as they reflect themselves
in characteristic responses to situations”.
Hence personality is a sum total of ways in which an individual reacts and
interacts with others. It is individual differences in characteristic patterns of
thinking, feeling and behaving. It is the supreme realization of the innate
habit of a living being.
It is an act of courage flung in the face of life, the absolute affirmation of all
that constitutes the individual, the most successful adaptation to the
universal conditions of existence, coupled with the greatest possible
freedom of self-determination.
For example- he has a very pleasant personality or he was an influential
personality in genetic engineering.
Characteristics of Personality

The term personality is used in various senses.

Generally, it is used to indicate the external outlook of an individual. In
philosophy, it means internal quality.
But in social psychology, the term personality indicates-neither the external
or outward pattern nor does it indicate the internal quality. It means an
integrated whole. In the modem world and psychology, it has come to
indicate the sum total of an individual’s characteristics and qualities.
Various thinkers, social psychologists, and others have defined personality
in various ways. It is a sum of physical, mental and social qualities in an
integrated manner.
Thus, personality is the sum of the ideas, attitudes, and values of a person
which determine his role in society and form an integral part of his
character. Personality is acquired by the individual as a result of his
participation in group life. It refers to something much more essential and
enduring about a person.
Beyond this basic point of agreement, personality has other characteristics
or features in common.

 Personality is something which is unique in each individual.

 Personality refers particularly to the persistent qualities of an
individual.
 Personality represents a dynamic orientation of an organism to the
environment.
 Personality is greatly influenced by social interactions.
 Personality represents a unique organization of persistent dynamic
and social predisposition.
 Consistency.
 Psychological and physiological.
 It impacts behaviors and actions.
 Multiple expressions.

Personality is something which is unique in each

individual
Personality refers to internal as well as external qualities, some of which are
quite general. But it is unique to each individual. It is not possible for a
person to reproduce or imitate the qualities of the personality of another
person.
Personality refers particularly to persistent qualities of an
individual
Every individual has a certain feeling as well as other permanent traits and
qualities.
Personality is mainly composed of the persistent or permanent qualities
that exhibit themselves in form of social behavior and attempt to make an
adjustment with the environment.
Personality represents a dynamic orientation of an
organism to the environment
Personality represents the process of learning. It takes place in reference to
the environment. We do not acquire all the traits of personality at once.
Personality is greatly influenced by social interactions
Personality is not an individual quality. It is a result of social- interaction.
In other words, it means that when we come in contact with other members
of society, we acquire certain qualities while We exhibit certain others. All
these come to form personality.
Personality represents a unique organization of persistent
dynamic and social predisposition
In personality, various qualities are not put together.
They are, in fact, integrated into one. This integration is nothing but a result
of organization which may be different from man to man. The behavior of a
person directed to one particular individual may differ from the behavior of
another person.
That is why; we put the condition of a suitable environment. This suitability
is concerned with individual specificity.
Consistency
There is generally a recognizable order and regularity to behaviors.
Essentially, people act in the same ways or similar ways in a variety of
situations.
Psychological and physiological
Personality is a psychological construct, but research suggests that it is also
influenced by biological processes and needs.
It impacts behaviors and actions
Personality does not just influence how we move and respond in our
environment; it also causes us to act in certain ways.
Multiple expressions
Personality is displayed in more than just behavior. It can also be seen in
our thoughts, feelings, close relationships, and other social interactions.
Actually, personality is the unique combination of patterns that influence
behavior, thought, motivation, and emotion in a human being. There are
many approaches to the modem psychological study of personality,
including the psychodynamic, learning, humanistic, biological, trait, and
cultural perspectives.
It can be described as how a person affects others, how he understands,
and views himself, and his pattern of inner and outer measurable traits. It
encompasses the relatively stable feelings, thoughts, and behavioral
patterns a person has.
In fact, our personality changes over long periods of time.
Factors of Personality

In the field of organizational behavior, personality is the aggregate of a

person’s feelings, thinking, behaviors and responses to different situations
and people.
Our personality differentiates us from other people, and understanding
someone’s personality gives us clues about how that person is likely to act
and feel in a variety of situations. In order to effectively manage
organizational behavior, an understanding of different employees’
personalities is helpful.
Having this knowledge is also useful for placing people in jobs and
organizations. Having a strong personality is the key to success. This is also
a key determinant of good leadership.
A person with a positive attitude can direct his thoughts, control his
emotions and regulate his attitude. Every person has a different personality
and there are a lot of factors which contribute to that personality. We call
them the ‘determinants of personality’or the‘factors of personality’.

 Environmental Factors.
 Physical Factors.
 Situational Factors.
 Hereditary.
 Family and Social Factors.
 Identification Process.
 Cultural Factors.
 Intelligence.
 Sex Differences.
 Psychological Factors.

Environmental Factors
Among the factors that exert pressures on our personality formation are
the culture in which we are raised; our early conditioning; the norms among
our family, friends, and social groups; and other influences that we
experience.
These environmental factors play a substantial role in shaping our
personalities.
It establishes the attitudes, values, norms, and perceptions of an
individual. Based on the cultures and traditions, different senses of right
and wrong are formed in individuals.
These environmental factors also include the neighborhood a person lives
in, his school, college, university, workplace, friends, parents; everybody
plays a role as the determinants of one’s personality.
Physical Factors
There are many physical factors which will determine a person’s personality.
These physical factors include the overall physical structure of a person: his
height, weight, color, sex, beauty, body language, etc.
Physical factors are one of the major reasons for that. Most of the physical
structures change from time to time, and so does the personality. With
exercises, cosmetics, surgeries etc. many physical features are changed, and
therefore, the personality of the individual also evolves.
Situational Factors
The situational factors can be commonly observed when a person behaves
contrastingly and exhibits different traits and characteristics. In this way,
situational factors impact a personality in a significant way.
They often bring out the traits of a person that are not commonly seen. An
individual’s personality, although generally stable and consistent, does
change in different situations.
The different demands of different situations call forth different aspects of
one’s personality. So we shouldn’t look at personality patterns in isolation
(canon, & Porter, 19&). This aspect is very important for organization
behavior because the manager has control over the organizational
situation.
Hereditary
Heredity refers to those factors that were determined at conception.
Physical structure, facial attractiveness, gender, temperament, muscle
composition, and reflexes, energy level, and biological rhythms are
characteristics that are generally considered to be either completely or
substantially influenced by the parents.
Hereditary predisposes a certain mental, physical and emotional states. It
has been established through research that those psychological
characteristics can be transmitted through hereditary. However such
conclusive proof is not available for human beings.
Family and Social Factors
Family and social groups have the most significant impact on personality
development. Parents and other family members have a strong influence
on the personality development of the child. Parents have more effect on
personality development as compared to other members of the family.
Besides a person’s home environment and family members, there are other
influences arising from social factors like- friends, neighbor, relatives, etc.
These groups have their impact through socialization and identification
process.
Identification Process
The identification process occurs when a person tries to identify himself
with some person to whom he feels ideal in the family.
First identification can be viewed as the similarity of behavior between the
child and the model.
Second identification can be looked in as the child motives or desires to be
like the model.
Third, it can be viewed as the process through which the child actually takes
on the attributes of the model.
Cultural Factors
Culture is the underlying determinant of human decision making. It
generally determines attitude towards independence, aggression
competition, and cooperation. Each culture expects and trains its members
to behave in a way that is acceptable to the group
Intelligence
There is definitely some relationship between intelligence and personality.
Intelligence is mainly hereditary. Persons who are very intelligent can make
a better adjustment in home, school, and society than those persons who
are less intelligent.
Sex Differences
Boys are generally more assertive, tough-minded and vigorous. They have
better need to succeed with regard to interest and aptitudes. Boys show
interest in machinery and outdoor activities. They prefer adventures.
But girls are less vigorous games. They are quieter and interested in
personal appearance. They are more injured by personal, emotional and
social problems.
Thus sex differences play a vital role in the development of the personality
of an individual.
Psychological Factors
Psychological factors play a big role in the functioning of human behavior
and the development of one’s personality. Some of the psychological
factors are- motives, acquired interests, attitudes, character, intellectual
capacities etc.
Beyond the joint influence of these factors however, the relative
contribution of each factor to personality varies with the character or
personality process involved and perhaps with the individual concerned.
Roles of Personality in Organizational Behavior
Personality plays a key role in organizational behavior because of the
way that people think, feel, and behave effects many aspects of the
workplace. People’s personalities influence their behavior in groups, their
attitudes, and the way they make decisions.
In the workplace, personality affects such things as motivation, leadership,
performance, and conflict. The more that management understands how
personality in organizational behavior works, the better equipped they are
to be effective and accomplish their goals.
One factor which determines the importance of personality in OB is the
environment where the personality of an individual is being studied; after
all, personality’s impact on an organization is relative and depends on how
the organization has been structured.
Weakly structured organizations with loosely defined roles tend to get the
most impact, compared to strongly structured organizations with more
defined roles. People have many different views of the world that affect
their personalities.
When a situation arises, an individual will handle it based upon his or her
personal values, beliefs, and personality traits. These traits are developed
throughout a person’s lifetime and cannot be easily changed, so it is more
helpful for managers to attempt to understand this rather than to fight it.
There are 2 types of values governing our behaviors in an organization;
personal values and the commonly held values of an organization.
We tend to act in accordance with these values, which in turn will define
what is ethical and what it is not.
The beliefs and values remain relatively stable regardless of what situation
we are in. Our feelings and behaviors, on the other hand, tend to be easily
influenced by the environment in which we function. Traits such as
openness, emotional stability, and agreeableness all predict that an
individual will have less conflict, work better in teams, and have positive
attitudes about his or her work.
People with this type of personality should be placed in situations where
they would be working with or leading others. Positive-interpersonal skill is
a personality trait that greatly affects the workplace.
Individuals who exhibit this trait generally enjoy working with other people,
and they have the empathy and sensitivity that enables them to get along
well with others.
Decision-making and independence are greatly affected by personality.
Personality traits such as self-efficacy, conscientiousness, and pro-activity
contribute to good decision-making under pressure and independence,
while traits such as neuroticism and not being open do not.
In the light of these reflections, our personal values and personalities
govern our actions and behaviors, and since organizational behavior is built
upon our personal values, it is of paramount importance to understand
personalities of employees to make good use of organizational behavior.
One of the fundamental issues in the understanding of people’s behavior is
how we understand the person in an organizational setting. Jackson and
Carter (2000) pointed out that in work organizations; we often take a
limited view of the person, focusing more on the degree of willingness to
pursue organizational goals.
Work-related behavior of people in an organization stems from both
environmental and individual factors. From the environmental approach,
interpersonal, group, and societal influences and individual factors extend
across cognitive abilities, acquired expertise, personality styles, motivation,
and physical attributes.
A common aspect of personality is the manner in which we think of its
effect on behavior. We tend to think of this in terms of a person with a
particular set of traits.

Personality Traits: Big Five Personality Traits

and Myers-Briggs Type Indicator

Personality traits reflect people’s

characteristic patterns of thoughts, feelings, and behaviors.
These imply consistency and stability someone who scores high on a
specific trait like Extraversion is expected to be sociable in different
situations and over time.
Thus, trait psychology rests on the idea that people differ from one another
in terms of where they stand on a set of basic trait dimensions that persist
over time and across situations.
To understand and classify what makes people who they are has been a
longstanding challenge in the world of personality psychology. Numerous
theories and models have been developed over die years to better
understand aspects of human personality.
Big Five Personality Traits
Ernest Tupes and Raymond Christal advanced the initial model, based on
work done at the U.S. Air Force Personnel Laboratory in the late 1950s.
J.M. Digman proposed his five-factor model of personality in 1990 and
Goldman extended it to the highest level of organizations in 1993.
The Big Five personality traits, also known as the five factors model (FFM), is
a widely examined theory of five broad dimensions used by some
psychologists to describe the human personality.
Each of these five factors is actually a sort of mega pair of opposites;

1. Openness v. Closedness,
2. Conscientiousness v. Spontaneity,
3. Extroversion v. Introversion,
4. Agreeableness v. Hostility,
5. Neuroticism v. Emotional stability.

Let’s discuss all Big Five personality traits.

Trait Description

Openness Being curious, original, intellectual, creative, and open to new ideas.

Conscientiousness Being organized, systematic, punctual, achievement-oriented, and dependable.

Extraversion Being outgoing, talkative, sociable, and enjoying social situations.

Agreeableness Being affable, tolerant, sensitive, trusting, kind, and warm.

Neuroticism Being anxious, irritable, temperamental, and moody.

 
1. Openness to experience
Openness addresses one’s range of interests. Extremely open people are
fascinated by novelty and innovation. It is a general appreciation for art,
emotion, adventure, unusual ideas, imagination, curiosity, and variety of
experience.
People who are high in this trait tend to be more adventurous and creative.
People low in this trait are often much more traditional and may struggle
with abstract thinking.
2. Conscientiousness
Conscientiousness is a tendency to show self-discipline, act dutifully, and
aim for achievement against measures or outside expectations. It is related
to the way in which people control, regulate, and direct their impulses.
High conscientiousness is often perceived as stubborn and obsessive. Low
conscientiousness is flexible and spontaneous but can be perceived as
sloppy and unreliable.
3. Extraversion
Extroversion reflects a person’s comfort level with relationships. Extroverts
are characterized by excitability, sociability, talkativeness, assertiveness and
high amounts of emotional expressiveness.
Introverts are less sociable, less talkative, less assertive, and more reluctant
to begin a new relationship.
4. Agreeableness
The agreeableness trait reflects individual differences in general concern for
social harmony. They are generally considerate, kind, generous, trusting and
trustworthy, helpful, and willing to compromise their interests with others.
High agreeableness is often seen as inexperienced or obedient.
They value harmony more than they value their own say. Low
agreeableness personalities are often competitive or challenging people,
which can be seen as aggressive or untrustworthy. They focus more on their
own needs than the needs of others.
5. Neuroticism
Neuroticism is the tendency to experience negative emotions, such as
anger, anxiety, or depression. It is sometimes called emotional instability, or
in reversed it is referred to as emotional stability. A high need for stability
manifests as a stable and calm personality but can be seen as uninspiring
and unconcerned.
A low need for stability causes a reactive and excitable personality, often
very dynamic individuals, but they can be perceived as unstable or insecure.
The Big Five Model continues to attract the attention of both researchers
and managers.
These researchers began by studying known personality traits and then
factor-analyzing hundreds of measures of these traits in order to find the
underlying factors of personality.
The potential value of this framework lies in the fact that it encompasses an
integrated set of traits that appear to be valid predictors of certain
behaviors in certain situations.
Big five personality traits were the model to comprehend the relationship
between personality and organizational behaviors.
Myers-Briggs Type Indicator

Whereas the Big-Five has recently emerged from considerable basic

research and has generally been demonstrated to significantly relate to job
performance, the MBTI is based on a very old theory, has mixed at best
research support, but is widely used and very popular in real-world career
counseling, team building, conflict management, and analyzing
management styles.
In the 1920s, based on the classical work of Carl Jung the Swiss Psychiatrist,
the Myers-Briggs Type indicator ask people how they usually feel or act in
particular situations.
Based on the answers received, people are differentiated in terms of four
general dimensions: sensing, intuiting, judging and perceiving. He felt that
although people had all four of these dimensions in common, they differ in
the combination of their preferences of each.
After around 20 years after Jung developed his theoretical types, in 1943 by
a mother-daughter team of Isabel Myers and Katherine Cook Briggs
developed about a 100-item personality test asking participants how they
usually feel or act in particular situations in order to measure the
preferences of traits. Here they said about 16 distinct types of personality
traits.
Sixteen Primary Traits

1. Reserved Vs. Outgoing.

2. Less intelligent Vs. More intelligent.
3. Affected by feelings Vs. Emotional more stable.
4. Submissive Vs. Dominant.
5. Serious Vs. Happy-go-lucky.
6. Expedient Vs. Conscientious.
7. Timid Vs. Venturesome.
8. Tough-minded Vs. Sensitive.
9. Trusting Vs. Suspicious.
10. Practical Vs. Imaginative.
11. Forthright Vs. Shrewd.
12. Self-assured Vs. Apprehensive.
13. Conservative Vs. Experimenting.
14. Group dependent Vs. Self-dependent.
15. Uncontrolled Vs. Controlled.
16. Relaxed Vs. Tense.

The MBTI is a popular instrument used to assess personality types.

It is widely used in the selection process. As many as two million people are
reported to be taking it each year in the U.S.A.; research suggests that the
MBTI is a very useful method for determining communication styles and
interaction preferences.
The survey is criticized because it relies on types as opposed to traits, but
organizations who use the survey find it very useful for training and team-
building purposes. In fact, the Myers & Briggs Foundation has strict
guidelines against the use of the test for employee selection.
How Personality Traits Influencing
Organizational Behavior
 Self-Monitoring.
 Self-Efficacy.
 Proactive Personality.
 Self-Esteem.
 Locus of Control.
 Risk-Taking.
 Positive and Negative Affectivity.
 Type A Personality.
 Type B Personality.
 Machiavellianism.
 Motivation.
 Work Ethic.

Self-Monitoring
A personality trait that has recently received increased attention is called
self-monitoring.
Self-monitoring refers to the extent to which a person is capable of
monitoring his or her actions and appearance in social situations. High
social monitors are sensitive to the types of behaviors the social
environment expects from them.
Their greater ability to modify their behavior according to the demands of
the situation and to manage their impressions effectively is a great
advantage for them.
In general, they tend to be more successful in their careers. They are more
likely to get cross-company promotions, and even when they stay with one
company, they are more likely to advance. They are rated as higher
performers, and emerge as leaders.
Self-Efficacy
Self-efficacy is a belief that one can perform a specific task successfully. It is
the belief that we can do something is a good predictor of whether we can
actually do it. Research shows that self-efficacy at work is related to job
performance.
This relationship is probably a result of people with high self-efficacy
setting higher goals for themselves and being more committed to these
goals, whereas people with low self-efficacy tend to procrastinate.
Hiring people who are capable of performing their tasks and training
people to increase their self-efficacy may be effective. Giving people
opportunities to test their skills so that they can see what they are capable
of doing is also a good way of increasing self-efficacy.
Proactive Personality
Proactive personality refers to a person’s inclination to fix what is perceived
as wrong, change the status quo, and use initiative to solve problems.
Instead of waiting to be told what to do, proactive people take action to
initiate meaningful change and remove the obstacles they face along the
way.
Proactive people are valuable assets to their companies because they may
have higher levels of performance.
They adjust to their new jobs quickly because they understand the political
environment better and often make friends more quickly. Proactive people
are eager to learn and engage in many developmental activities to improve
their skills.
Self-Esteem
Self-esteem is the degree to which a person has overall positive feelings
about his or herself. People with high self-esteem view themselves in a
positive light, are confident, and respect themselves.
High self-esteem is related to higher levels of satisfaction with one’s job
and higher levels of performance on the job (Judge, & Bono, 2001).
On the other hand, people with low self-esteem experience high levels of
self-doubt and question their self-worth. They are attracted to situations in
which they will be relatively invisible, such as large companies.
Locus of Control
Locus of control deals with the degree to which people feel accountable for
their own behaviors.
The people who believe that they control their destinies have been labeled
internals, whereas the latter, who see their lives as being controlled by
outside forces, have been called externals.
Individuals with a high internal locus of control believe that they control
what happens to them is their own doing, while those with a high external
locus of control feel that things happen to them because of other people,
luck, or a powerful being.
It is possible that internals takes more responsibility for their health and
adopt healthier habits, while externals may see less of a connection
between how they live and their health. Successful entrepreneurs tend to
have high levels of internal locus of control.
Risk-Taking
People differ in their willingness to take chances. It is the degree to which
an individual is willing to take chances and make risky decisions. Their
propensity to assume or avoid risk has been shown to have an impact on
how long it takes managers to make a decision and how much information
they require before making their choice.
High-risk taking managers make more rapid decisions and useless
information in making choices in comparison with low risk-taking
managers.
The tendency to assume or avoid risk affects a manager’s behavior’ in
making decisions. In general, managers in large organizations, tend to be
risk-averse, especially in contrast to growth-oriented entrepreneurs who
actively manage small businesses.
Positive and Negative Affectivity
Some people seem to be in a good mood most of the time and others
seem to be in a bad* mood most of the time regardless of what is actually
going on in their lives.
This distinction is manifested by positive and negative affectivity traits.
Positive affective people experience positive moods more frequently,
whereas negative affective people experience negative moods with greater
frequency.
Negative affective people focus on the “glass half empty” and experience
more anxiety and nervousness. Positive affective people tend to be happier
at work and their happiness spreads to the rest of the work environment. As
may be expected, this personality trait sets the tone in the work
atmosphere.
When a team comprises mostly negative affective people, there tend to be
fewer instances of helping and cooperation. Teams dominated by positive
affective people experience lower levels of absenteeism.
Type A Personality
The theory describes a Type A individual as ambitious, rigidly organized,
highly status conscious, can be sensitive, care for other people, are truthful,
impatient, take on more than they can handle, want other people to get to
the point, proactive, and obsessed with time management.
The Type A personality generally lives at a higher stress level. This is driven
by-

 They enjoy the achievement of goals, with greater enjoyment in

achieving of more difficult goals. They are thus constantly working hard
to achieve these.
 They find it difficult to stop, even when they have achieved goals.
 They feel the pressure of time, constantly working flat out.
 They are always moving, walking, eating rapidly, and they cannot
cope with leisure.
 They strive to think or do two or more things at once.
 They hate failure and will work hard to avoid it.
 They are generally pretty fit and often well-educated.

Type B Personality
The theory describes Type B individuals, as a contrast to those with Type A
personalities.
People with Type B personality by definition generally live at a lower stress
level and typically work steadily, enjoying achievements but not becoming
stressed when they are not achieved. When faced with competition, they do
not mind losing rather they enjoy the game.
They may be creative and enjoy exploring ideas and concepts. They are
often reflective, thinking about the outer and inner worlds. This is driven
by-

 They work steadily, enjoying achievements but not becoming

stressed when they are not achieved.
 They never suffer from’a sense of time urgency with its
accompanying impatience.
 They play for fun and relaxation, rather than to exhibit their
superiority at any cost.
 They may be creative and enjoy exploring ideas and concepts.
 They are often reflective, thinking about the outer and inner worlds.

Machiavellianism
Machiavellianism is another important personality trait. This concept is
named after Niccolo Machiavelli, a sixteenth-century author.
In his book entitled The Prince, Machiavelli explained how the nobility could
more easily gain and use power. Machiavellianism is now used to describe
behavior directed at gaining power and controlling the behavior of others.
Research suggests that Machiavellianism is a personality trait that varies
from person to person.
Generally, high Machs manipulate more, win more, are persuaded less, and
persuade others more than do low Machs. Yet these high Mach outcomes
are moderated by situational factors. It has been found that high Machs
flourish-

 when they interact face to face with others rather than indirectly,
 when the situation has a minimum number of rules and regulations, it
allows freedom for creativeness, and
 when emotional involvement with details irrelevant to winning
distracts low Machs.

Motivation
Sometimes it is difficult to understand what motivates a person.
Some people are motivated solely by money; if they are promised of a raise
or bonus, they are likely to work harder. Other people prefer recognition
among their peers, so celebrating their successes at a staff luncheon or
sending out a recognition email to the staff could keep those employees
working at full steam.
Other people are self-motivated, able to work hard for the personal
satisfaction they receive when they achieve the goal. So firstly, the way of
motivating the persons should be understood.
Work Ethic
A strong work ethic develops in employees who make their jobs a high
priority. Some employees might perform adequately, but without fervor or
any indication they are at work for more than a paycheck.
People with a weak work ethic often require more management and
oversight to keep them focused on their work, while people with a strong
work ethic typically work well with minimum oversight.