i

ASSESSMENT OF PERSONALITY TRAITS ON TEAM DYNAMICS

A Seminar Paper

By

Anuka Shah

Symbol no: 35715/22

Bachelor of Business Administration (BBA)

Leadership and organizational behavior

Submitted to

Faculty of Management Department

K&K international college

Tribhuvan University

June, 2024
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RECOMMENDATION

This is certifying that the seminar Paper Report

Submitted by:
Anuka Shah

Entitled:
ASSESSMENT OF PERSONALITY TRAITS ON
TEAM DYNAMICS
has been prepared as approved by this program in the prescribed format of the faculty
of management, Tribhuvan University. This seminar report is forwarded for
examination.

Research Project Supervisor

Dr. Sanjeev Pradhan
Date: June,2024
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CERTIFICATION

We, the undersigned, certify that we have read and hereby recommend for acceptance by the, K&K
INTERNATIONAL COLLEGE, Tribhuvan university, a seminar paper report submitted by Anuka
Shah entitled “ASSESSMENT OF PERSONALITY TRAITS ON TEAM DYNAMICS ", in partial
fulfillment of the requirements for the 3rd semester of Tribhuvan university.

Supervisor

Dr. Sanjeev Pradhan

External Examiner

Asst. Prof. Dr. Prakash Kumar Gautam

BBA Coordinator

Love Kumar Yadav, K&K INTERNATIONAL COLLEGE

Date:27 June,2024
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ACKNOWLEDGEMENT

I would like to express my special thanks of gratitude to our teacher Dr. Sanjeev Pradhan Sir for his
guidance and support in completing my seminar paper. His valuable guidance has been the ones that
helped me patch this paper and make it full proof Success, his instruction has served as the major
contributor towards completion of this project.

I would also like to acknowledge the contributions of the K&K International College, who provided
us with the necessary information and resources to complete this Seminar. I am grateful for the
cooperation and assistance of all the individuals who were involved in this paper.

Finally, I express my heartfelt appreciation to my friends and whole BBA department who helped
me with their valuable suggestions.

Anuka Shah

June, 2024
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ABSTRACT

Personality traits play a crucial role in shaping team dynamics within organizational contexts. This
paper explores the influence of personality traits—extraversion, agreeableness, conscientiousness,
neuroticism, and openness to experience—on team interactions and performance. Drawing from
established theories and empirical research, the study examines how these traits affect leadership
emergence, team cohesion, communication patterns, and decision-making processes. Special
attention is given to the adaptation of personality assessments to align with cultural values,
particularly in the context of Nepalese organizations. Practical applications of personality
assessments in optimizing team compositions and development strategies are discussed, along with
challenges such as cultural sensitivities and resource constraints. By enhancing our understanding
of personality dynamics in team environments, this study aims to provide insights that can inform
effective organizational practices and enhance team effectiveness in multicultural settings.

Keywords: personality, team dynamics, effectiveness, team building

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Table of Contents
Title page ......................................................................................................................................... i

Recommendation ............................................................................................................................. ii
Certification ................................................................................................................................... iii
Acknowledgement .......................................................................................................................... iv

Abstract ............................................................................................................................................ v
Table of contents ............................................................................................................................. vi
CHAPTER I INTRODUCTION ............................................................................................. 1

1.1 Background of the Study ...................................................................................................... 1

1.2 Statement of the Problem...................................................................................................... 2

1.3 Objectives of the Study......................................................................................................... 3

1.4 Methodology of the Study .................................................................................................... 3

CHAPTER II DESCRIPTION AND ANALYSIS ................................................................. 4

2.1 Theoretical/ Conceptual Review........................................................................................... 4

2.1.1 Conceptual framework....................................................................................................... 6

2.2 Empirical Review ................................................................................................................. 6

2.3 Nepalese Context .................................................................................................................. 8

2.4 Findings ................................................................................................................................ 9

2.5 Discussion and Analysis ..................................................................................................... 10

CHAPTER III CONCLUSIONS ........................................................................................... 12

3.1 Conclusion .......................................................................................................................... 12

3.2 Assessment and Evaluation ................................................................................................ 13

REFERENCES ....................................................................................................................... 16
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CHAPTER I

INTRODUCTION

1.1 Background of the Study

According to American Psychological Association, “Personality trait a relatively stable, consistent,

and enduring internal characteristic that is inferred from a pattern of behaviors, attitudes, feelings,
and habits in the individual.” Kurt Lewin stated that groups are dynamic and powerful beings
which have power to influence individuals and communities. The concept “group dynamics” refers
to changes that may occur in any part of the group and bring out actions and reactions in the group
structure that affects group members.

The study of how personality traits influence group dynamics has become increasingly significant
in organizational research and management practices. Personality traits shape individuals'
behaviors, attitudes, and interactions within a group, thereby impacting the overall effectiveness
and cohesion of the team.

Mishra (2018) emphasizes that effective leadership involves understanding and leveraging team
members' personalities to foster motivation and engagement. Similarly, Dahal et al. (2021)
highlight that satisfying individual needs within teams is crucial for organizational success,
underscoring the relevance of understanding personality dynamics.

Based on Carl Jung's theory, the MBTI categorizes individuals into one of 16 personality types
based on preferences in four dimensions: extroversion vs. introversion, sensing vs. intuition,
thinking vs. feeling, and judging vs. perceiving. This tool aids in understanding how individuals
perceive information, make decisions, and interact within groups.

Costa and McCrae's Big Five model assesses individuals across five dimensions: extroversion,
agreeableness, conscientiousness, neuroticism, and openness to experience. Research by Den
Hartog and Koopman has shown that these traits significantly influence team dynamics, with high
levels of extroversion, conscientiousness, and agreeableness correlating positively with team
performance.
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Personality traits influence various aspects of group dynamics. For instance, individuals with
specific traits may naturally gravitate towards leadership roles (e.g., high extroversion) or detail
oriented tasks (e.g., high conscientiousness). Moreover, these traits also influence communication
styles and conflict management approaches within teams.

Understanding the impact of personality traits on group dynamics is crucial for effectively
managing teams and enhancing organizational performance. By employing tools like the MBTI
and the Big Five model, managers can better align team roles, improve communication, and foster
a collaborative environment that maximizes individual strengths for collective success.

1.2 Statement of the Problem

The primary problem addressed in this review paper is the limited understanding of how individual
differences impact team dynamics, and the underutilization of personality assessments to address
this issue. Despite a well-established connection between personality and team performance, there
is still a lack of knowledge on the specific methods in which personality assessments can be
utilized to enhance team dynamics. This includes a lack of understanding on how to effectively
use personality assessments for team member selection, training programs, and communication
strategies. Additionally, there is a dearth of research on the potential challenges and limitations
that may arise when utilizing personality assessments in team settings.

This review paper aims to address this problem by providing a comprehensive examination of the
use of personality assessments in the context of team dynamics. The paper will explore different
methods of assessing personality and examine how they can be used to improve team dynamics. It
will also address the potential challenges and limitations of using personality assessments in team
settings, providing a balanced view of the benefits and drawbacks of utilizing personality
assessments in team dynamics.

The following research questions will guide the exploration:

• How do individual differences in personality traits impact team dynamics and

performance?
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• What are effective strategies for utilizing personality assessments to enhance team
dynamics, including team member selection and communication strategies?

1.3 Objectives of the Study

Based on the issues and questions raised, the objectives of this paper are:

• To explore the impact of individual differences in personality traits on team dynamics and
performance.
• To analyze effective strategies for utilizing personality assessments to enhance team
dynamics, including team member selection and communication strategies.
This paper aims to explore the impact of personality traits on team dynamics, evaluate strategies
for using personality assessments to enhance team performance, and address challenges in their
implementation within organizational settings.

1.4 Methodology of the Study

This study is based on secondary data. In this way different online journals, articles, thesis were
reviewed as well as different course books were also reviewed from the libraries.
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CHAPTER II

DESCRIPTION AND ANALYSIS

2.1 Theoretical/ Conceptual Review

The study of personality traits and their impact on team dynamics is rooted in foundational
psychological theories that emphasize the role of individual differences in shaping interpersonal
interactions and group processes within organizational contexts. Personality traits, defined as
stable patterns of thoughts, emotions, and behaviors across various situations (McCrae & Costa,
1999), are critical determinants of how individuals perceive, interpret, and respond to their
environment, including their roles and interactions within teams.

One of the most influential frameworks in understanding personality traits is the Five-Factor Model
(FFM), commonly known as the Big Five personality traits. Costa and McCrae (1992) identified
five broad dimensions of personality: extroversion, agreeableness, conscientiousness, neuroticism,
and openness to experience. Extroversion refers to traits such as sociability, assertiveness, and
positive affectivity, whereas agreeableness encompasses traits related to trust, cooperation, and
empathy. Conscientiousness includes characteristics such as organization, diligence, and
reliability, while neuroticism reflects emotional instability, anxiety, and vulnerability to stress.
Openness to experience involves traits such as creativity, intellectual curiosity, and openness to
new ideas and experiences.

Research has consistently demonstrated that these personality traits significantly influence team
dynamics and performance. For example, individuals high in extroversion are more likely to take
on leadership roles within teams due to their assertiveness, social skills, and ability to inspire and
motivate others (Barrick, Stewart, Neubert, & Mount, 1998). Agreeableness fosters positive
interpersonal relationships and cooperation among team members, contributing to enhanced team
cohesion and morale (Barrick et al., 1998). Conscientious team members often excel in roles
requiring meticulous planning, organization, and attention to detail, thereby enhancing team
productivity and reliability (Salgado, 1997).
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Beyond the Big Five model, the Myers-Briggs Type Indicator (MBTI) provides another framework
for understanding personality differences within teams. Developed from Jungian psychological
theory, the MBTI categorizes individuals into one of 16 personality types based on preferences in
four dichotomies: extroversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and
judging vs. perceiving (McCrae & Costa, 1989). While criticized for its lack of scientific rigor and
reliability in empirical research (Pittenger, 1993), the MBTI remains popular in organizational
settings for its practical utility in identifying individual preferences in communication styles,
decision-making processes, and team roles.

Understanding the theoretical foundations of personality assessment is crucial for leveraging these
insights to optimize team dynamics and performance. By integrating personality assessments into
team selection processes, training programs, and communication strategies, organizations can
better align individual strengths with team goals, mitigate potential conflicts arising from
personality differences, and foster a more inclusive and effective team environment.

The theoretical frameworks provided by the Big Five model and the MBTI offer valuable lenses
through which to understand and manage personality dynamics within teams. By enhancing our
knowledge of how personality traits influence team interactions and performance, organizations
can cultivate high-performing teams that capitalize on individual diversity and maximize collective
success.
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2.1.1 Conceptual framework

Independent variables Dependent variables

Big five Personality Traits Impact on Team Dynamics

1. Team communication
1. Extraversion
2. Team cohesion
2. Agreeableness
3. Conflict Resolution
3. Conscientiousness
4. Neuroticism 4. Team performance

5. Openness to
experience

Fig : 2.1.1 Conceptual framework of Impact of Personality Traits on Team Dynamics

2.2 Empirical Review

The empirical literature provides substantial evidence supporting the theoretical framework that
personality traits significantly influence team dynamics and organizational outcomes. Personality
traits, defined as stable patterns of thoughts, emotions, and behaviors across situations (Costa &
McCrae, 1992), play a crucial role in shaping how individuals interact within teams and contribute
to overall team effectiveness.

Empirical studies consistently demonstrate that certain personality traits predict leadership
emergence and effectiveness within teams. Barrick, Stewart, Neubert, and Mount (1998) found
that individuals high in extroversion are more likely to emerge as informal leaders due to their
assertiveness, sociability, and ability to influence others positively. Extroverted leaders often excel
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in roles that require public speaking, networking, and motivational skills, thereby enhancing team
morale and goal achievement.

Conscientiousness is another trait strongly associated with effective team roles and leadership.
Research by Salgado (1997) indicates that team members high in conscientiousness are
dependable, organized, and detail-oriented. They excel in roles that require planning, coordination,
and adherence to deadlines, contributing to team efficiency and task completion.

The Big Five personality traits—extroversion, agreeableness, conscientiousness, neuroticism, and

openness to experience—have been extensively studied for their impact on team cohesion and
performance. Meta-analytic studies consistently show that teams composed of members high in
agreeableness experience less interpersonal conflict and greater cooperation, leading to higher
levels of team satisfaction and performance outcomes (Barrick et al., 1998).

Conversely, neuroticism has been associated with negative team dynamics, including heightened
emotional volatility, stress, and interpersonal friction (Costa & McCrae, 1992). Team members
high in neuroticism may struggle with resilience in the face of challenges, impacting team morale
and productivity.

Organizations utilize personality assessments such as the Big Five Inventory (BFI) and the
MyersBriggs Type Indicator (MBTI) to understand and leverage individual differences within
teams. Despite criticisms of the MBTI's psychometric properties and theoretical basis (Pittenger,
1993), it remains popular for its practical utility in identifying individual preferences in
communication styles, decision-making processes, and team roles (McCrae & Costa, 1989).

Integrating theoretical insights with empirical findings, organizations can optimize team dynamics
by strategically aligning individual strengths with team roles and responsibilities. By leveraging
personality assessments in team member selection, training programs, and communication
strategies, organizations can enhance team cohesion, decision-making processes, and overall
performance outcomes.
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The empirical evidence supports the theoretical premise that personality traits significantly
influence team dynamics and organizational success. By understanding these dynamics and
implementing effective strategies, organizations can create cohesive, high-performing teams that
maximize individual contributions and achieve collective goals.

2.3 Nepalese Context

Understanding the influence of personality traits on team dynamics is crucial in the context of
Nepal, where organizational success often hinges on effective teamwork within culturally nuanced
settings. Personality traits, such as extraversion, agreeableness, conscientiousness, neuroticism,
and openness to experience, play significant roles in shaping how individuals collaborate and
contribute to team goals.

Nepal's cultural values, including respect for hierarchy and collectivism, influence how personality
traits manifest in team settings. For example, individuals high in agreeableness tend to prioritize
harmonious interactions and consensus-building, aligning well with cultural norms that emphasize
cooperation and interpersonal harmony. In contrast, conscientiousness is valued for traits such as
diligence and reliability, contributing to task completion and organizational efficiency within
Nepalese teams.

Personality assessments help organizations in Nepal to understand team composition better and
facilitate effective team management strategies. By identifying individual strengths and
communication styles based on personality traits, organizations can optimize team roles and
enhance interpersonal dynamics. This understanding allows teams to leverage diverse skill sets
and mitigate potential conflicts, thereby improving overall team performance and achieving
organizational objectives more effectively.

In practical terms, integrating personality assessments into team development programs can foster
a deeper understanding of team dynamics and improve communication strategies. This proactive
approach enables teams in Nepal to adapt their working styles and capitalize on individual
strengths, leading to greater collaboration and innovation within organizational contexts.
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Challenges in utilizing personality assessments in Nepal include adapting assessment tools to align
with cultural sensitivities and ensuring that assessments are perceived as fair and relevant by team
members. Addressing these challenges requires a thoughtful approach to implementation and
ongoing refinement of assessment methodologies to suit local organizational cultures and
practices.

While empirical data specific to Nepal may be limited, the application of personality assessments
in understanding team dynamics holds significant potential for enhancing organizational
effectiveness. By recognizing and leveraging the influence of personality traits, Nepalese
organizations can cultivate cohesive and high-performing teams that contribute positively to
overall organizational success.

2.4 Findings

Personality traits exert a profound influence on team dynamics within organizational settings, with
several key traits standing out in their impact. Extraversion, characterized by sociability and
assertiveness, tends to correlate positively with leadership emergence and team engagement.
Agreeableness fosters cooperative interactions and harmonious team relationships, contributing to
reduced conflicts and enhanced team cohesion. Conscientiousness plays a crucial role in task
oriented behaviors such as organization, reliability, and goal-directedness, thereby facilitating
efficient task management and goal achievement within teams. Neuroticism, although less
desirable in team settings due to increased emotional volatility and stress, underscores the
importance of emotional resilience and stress management strategies in fostering resilient teams.
Openness to experience encourages creativity, innovation, and adaptability within teams,
promoting a dynamic and forward-thinking organizational culture. In Nepal's context, these traits
are pivotal as organizations strive to harness individual strengths to build cohesive teams capable
of navigating diverse challenges and achieving sustainable success.

The adaptation of personality assessments to align with Nepal's cultural values and organizational
contexts emerges as a critical consideration in leveraging personality traits for team dynamics.
Cultural nuances, such as respect for hierarchy and collectivism, influence how personality traits
manifest and are perceived within Nepalese teams. Tailoring assessment tools to account for these
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cultural dimensions enhances their relevance and acceptance among team members, thereby
improving the accuracy and effectiveness of team compositions and development strategies.
Practical applications of personality assessments in Nepalese organizations demonstrate their
efficacy in enhancing team communication, decision-making processes, and conflict resolution.
By understanding and leveraging individual differences based on personality traits, organizations
can optimize team dynamics and foster inclusive and productive team environments that align with
local cultural norms and values.

Challenges in implementing personality assessments in Nepal include resource constraints, limited

awareness of assessment methodologies, and cultural sensitivities regarding privacy and individual
disclosure. Overcoming these challenges requires a balanced approach that respects cultural
diversity while maximizing the utility of personality assessments in team settings. Future research
directions could explore longitudinal studies to investigate the dynamic nature of personality traits
over time within Nepalese organizational contexts. Such studies could provide deeper insights into
the evolving dynamics of teams and inform strategies for continuous improvement and adaptation
in response to organizational and environmental changes.

2.5 Discussion and Analysis

The review of personality traits and their influence on team dynamics reveals several significant
insights and implications for organizational practices. Personality traits such as extraversion,
agreeableness, conscientiousness, neuroticism, and openness to experience play pivotal roles in
shaping team interactions and overall performance within organizational settings. Extraverted
individuals tend to excel in leadership roles and team-oriented activities, leveraging their
sociability and assertiveness to motivate team members and facilitate communication.
Agreeableness fosters cooperative behaviors and interpersonal harmony, contributing to cohesive
team relationships and mitigating conflicts that can hinder team progress.

Conscientious team members, characterized by their organization and reliability, play essential
roles in task management and goal achievement within teams. Their proactive approach to
responsibilities and adherence to deadlines enhances team productivity and efficiency. Conversely,
neuroticism, characterized by emotional instability and stress susceptibility, poses challenges in
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team settings by potentially disrupting team dynamics and affecting morale. Openness to
experience promotes creativity, innovation, and adaptability within teams, facilitating problem
solving and encouraging a culture of continuous improvement.

In the context of Nepalese organizations, adapting personality assessments to align with local
cultural values and organizational contexts proves essential. Cultural factors such as respect for
hierarchy and collectivism influence how personality traits are perceived and expressed within
teams. Tailoring assessment tools to account for these cultural dimensions enhances their
effectiveness in predicting team dynamics and optimizing team compositions. Practical
applications demonstrate that integrating personality assessments into team development strategies
improves communication, decision-making processes, and overall team performance.

Challenges in implementing personality assessments in Nepal include resource limitations, cultural

sensitivities regarding privacy, and the need for comprehensive training in assessment
methodologies. Overcoming these challenges requires strategies that respect cultural diversity
while maximizing the utility of personality assessments in team settings. Future research should
focus on longitudinal studies to explore the evolving nature of personality traits within Nepalese
organizational contexts. Understanding how personality traits develop and influence team
dynamics over time can provide valuable insights into enhancing team effectiveness and
organizational resilience.

Personality traits significantly impact team dynamics in Nepalese organizations, influencing

leadership emergence, team cohesion, and overall performance. By leveraging individual strengths
based on personality assessments and adapting practices to cultural contexts, organizations can
build cohesive and high-performing teams capable of achieving sustainable success. Continued
research and refinement of assessment methodologies will further enhance our understanding and
application of personality traits in optimizing team dynamics and organizational outcomes.

There is a connection between the team performance and the team members’ personslity, i.e. the
teams who have more stable and “healthier” members’ personality structure, function better and
more efficiently. It seems like that the general personality factor emerged as a latent structure that
influences the team performance and efficiency.
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CHAPTER III

CONCLUSIONS

3.1 Conclusion

The exploration of personality traits and their impact on team dynamics within organizational
settings has illuminated crucial insights that underscore their significance in shaping effective
teamwork and organizational performance. This paper aimed to analyze and evaluate the role of
personality assessments, such as the Big Five traits (extraversion, agreeableness,
conscientiousness, neuroticism, and openness to experience), in enhancing team cohesion,
communication, and overall effectiveness, with a specific focus on Nepalese organizational
contexts.

From our review, several key findings have emerged. Personality traits significantly influence
leadership emergence, interpersonal relationships, and task management within teams. Extraverted
individuals tend to excel in leadership roles by leveraging their sociability and assertiveness, while
agreeableness fosters cooperative behaviors essential for maintaining harmonious team dynamics.
Conscientious team members contribute to task-oriented behaviors that enhance productivity,
whereas openness to experience promotes creativity and adaptability, crucial for innovation within
teams.

In the context of Nepal, adapting personality assessments to align with local cultural values and
organizational norms is essential. Cultural dimensions such as respect for hierarchy and
collectivism influence how personality traits manifest and are valued within Nepalese teams. By
tailoring assessment tools to account for these cultural nuances, organizations can effectively
optimize team compositions and development strategies, thereby improving overall team
performance and achieving strategic objectives.

The practical applications of personality assessments in Nepalese organizations highlight their

efficacy in improving team communication, decision-making processes, and conflict resolution.
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However, challenges such as resource constraints and cultural sensitivities regarding privacy
require thoughtful implementation strategies. Addressing these challenges will be crucial for
maximizing the utility of personality assessments in fostering inclusive and high-performing teams
in Nepal.

In conclusion, this paper has contributed to a deeper understanding of how personality traits
influence team dynamics and organizational outcomes in Nepalese contexts. By leveraging
individual strengths based on personality assessments and adapting practices to cultural contexts,
organizations can build resilient and innovative teams capable of navigating dynamic challenges
and achieving sustainable success. Future research should focus on longitudinal studies to explore
the evolving nature of personality traits and their impact on team dynamics over time, thereby
advancing our knowledge and application of personality assessments in organizational settings.

3.2 Assessment and Evaluation

The assessment of personality traits on team dynamics underscores their significant impact on
organizational effectiveness and team performance. This study has illuminated key insights into
how traits such as extraversion, agreeableness, conscientiousness, neuroticism, and openness to
experience shape interpersonal interactions, leadership emergence, and task management within
teams. By leveraging individual strengths based on these traits, organizations can foster
collaborative work environments and enhance team cohesion. Moreover, the evaluation of
practical applications highlights the utility of personality assessments in improving team
communication, decision-making processes, and conflict resolution strategies. However,
challenges such as cultural adaptations, resource constraints, and the need for ongoing training in
assessment methodologies underscore the complexity of implementing these insights effectively
in diverse organizational contexts. In light of these findings, the study underscores the importance
of integrating culturally adapted and nuanced personality assessments into organizational practices
to optimize team dynamics. Future research directions should focus on longitudinal studies to
explore the dynamic evolution of personality traits within different cultural and organizational
settings. This would provide deeper insights into the stability and adaptability of personality traits
over time, thereby enhancing the applicability of findings and supporting tailored interventions
 14

that promote organizational resilience and sustainable success. Overall, while this study
contributes significantly to understanding the impact of personality traits on team dynamics,
addressing its limitations and advancing research in these areas will further refine theoretical
frameworks and enhance practical applications in organizational contexts globally. In considering
the implications of this study on the assessment of personality traits on team dynamics, it is
essential to identify the key beneficiaries and articulate how they can benefit from the findings.
Primarily, policymakers, organizational practitioners, and researchers in the field of organizational
psychology and human resources stand to gain valuable insights from this research.

Policymakers can utilize the findings to inform policies aimed at enhancing organizational
effectiveness and team performance within diverse cultural contexts. By understanding the impact
of personality traits such as extraversion, agreeableness, conscientiousness, neuroticism, and
openness to experience on team dynamics, policymakers can advocate for the integration of
personality assessments into organizational practices to optimize team compositions and foster
collaborative work environments.

Practitioners in human resources and organizational development can directly apply the findings
to improve recruitment strategies, team building initiatives, and leadership development programs.
Insights into how personality assessments can predict team roles and dynamics help practitioners
tailor their approaches to match organizational needs and cultural sensitivities. By leveraging
individual strengths based on personality traits, practitioners can enhance team communication,
decision-making processes, and conflict resolution strategies.

Researchers can build upon this study by conducting further empirical research, particularly
longitudinal studies, to explore the dynamic nature of personality traits over time within specific
cultural and organizational contexts. Research in this area can advance theoretical frameworks and
contribute to evidence-based practices for enhancing organizational effectiveness globally.
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Overall, the findings of this study offer practical implications for policymakers, practitioners, and
researchers alike, emphasizing the relevance of integrating personality assessments into
organizational strategies to foster inclusive, high-performing teams capable of adapting to evolving
challenges and achieving sustainable success. By leveraging these insights, stakeholders can
contribute to creating more resilient and innovative organizational cultures that thrive in diverse
and dynamic environments.
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REFERENCES

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Retrieved June 18, 2024, from https://dictionary.apa.org/personality

Barrick, M. R., Stewart, G. L., Neubert, M. J., & Mount, M. K. (1998). Relating member ability
and personality to work-team processes and team effectiveness. Journal of Applied
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Britannica. (n.d.). Kurt Lewin. In Encyclopedia Britannica. Retrieved June 18, 2024, from
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Costa, P. T., & McCrae, R. R. (1992). Revised NEO Personality Inventory (NEO-PI-R) and NEO
Five-Factor Inventory (NEO-FFI): Professional manual. Psychological Assessment
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Dahal, A. K., Mishra, A. K., Chaudhary, M. K., & Aithal, P. S. (2021). Job satisfaction in federal
structure - A case of Bhojpur, Nepal. International Journal of Applied Engineering and
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McCrae, R. R., & Costa, P. T. (1989). Reinterpreting the Myers-Briggs Type Indicator from the
perspective of the Five-Factor Model of personality. Journal of Personality, 57(1), 17-40.
https://doi.org/10.1111/j.1467-6494.1989.tb00759.x

McCrae, R. R., & Costa, P. T. (1999). A five-factor theory of personality. In L. A. Pervin & O. P.
John (Eds.), Handbook of personality: Theory and research (2nd ed., pp. 139-153).
Guilford Press.

Mishra, A. K. (2020). Project management: Theory and practice from different countries. DK
International Research Foundation. http://doi.org/10.5281/zenodo.4817542

Pittenger, D. J. (1993). Measuring the MBTI... and coming up short. Journal of Career Planning
and Employment, 54(1), 48-52.
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Salgado, J. F. (1997). The Five Factor Model of personality and job performance in the European
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