Personality, Culture and Innovation have an impact in an organisation. This work seeks to look at the impact these terms (personality, culture and innovation) have on an organisation. Successful innovation is increasingly important in the current globally competitive economy this influence the way people perceive the organisation. The terms are defined as follows:
Personality as the performance of individual behavior is explained by factors such as the control of individual emotional and psychological feelings, as well as social skills to get along with others. Personality will determine the interaction mode of individuals and the environment, and indirectly drive their behavior.
Personality refers to an individual’s unique and stable pattern of thinking, feeling, acting and reacting to his or her social environment (Pervin, Cervone, and John 2005). For example, whereas some people prioritise harmony in their social relationships, others are more status-seeking, interested in power and dominance; whereas some are imaginative and have unconventional ideas, others strength is to be especially accurate even in long spells of detailed work. As these traits affect both individuals’ interpersonal and work-related behavior, their influence on team-related processes is considered to be substantial: “Personality has more direct and powerful effects on group processes than other composition variables typically studied (e.g. age, race, gender, and information distribution)” (Moynihan & Peterson, 2001).
Personality is an individual`s unique set of characteristics and tendencies which shape a sense of self, and what that person does and the behavior they exhibit, for instance independence, conscientiousness, agreeableness, self control will be example of these personality characteristics. (Mullins 2007)
Culture refers to the underlying values, beliefs and codes of practice that makes a community what it is. The customs of society, the self – image of its members, the things that make one society different from other societies, are its culture. Culture is powerfully subjective and reflects the meanings and understandings that we typically attribute to situations, the solutions that we apply to common problems. The idea of a common culture suggests possible problems about whether organisations have cultures.
Culture impact most aspect of organizational life such as how decision are made, who makes them, how rewards are distributed, who is promoted, how people are treated, how the organization responds to its environment and on innovation.
Organisations are only one constituent element of society. People enter them from the surrounding community and bring their culture with them. It is still possible for organizations to have cultures of their own as they possess the paradoxical quality of being both ‘part’ of and ‘apart’ from society. They are embedded in the wider societal context but they are also communities of their own with distinct rules and values.
Innovation is about “a process of developing and implementing a new idea” (Van deVen & Angle, 1989). They go on to write that “innovation refers to the process of bringing any new problem solving idea into use, it is the generation, acceptance, and implementation of new ideas, processes, products, or services”. This process can take place in many different domains; it can be technical, to be sure, but also organisational (e.g., process improvements) or even social (e.g., quality circles) (Kanter, 1983). The focus here, particularly is in the context of an organization
Personality refers to the enduring patterns of thought, feelings, and behavior that are expressed in different circumstances. (Luthans Fred 2011)
Sung and Choi pointed out that people with outgoing personalities and openness to experience have significant impact on performance, because their absorption of information affects and improves...
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