Why do some colleagues get along so well with others while some seem to always be at odds with their work environment? Why do some individuals in a team stay motivated even in tough situations, while others give up at the first challenge? The answer to these questions largely boils down to three words: Personality, Values, and Attitudes.
Personality: The Constant Companion
Every individual has a unique personality that directly influences their behavior. In the world of management, one of the most well-known models for analyzing personality is the Big Five model, which includes:
- Extraversion: Is the person social, energetic, and risk-taking, or do they prefer to work in solitude?
- Agreeableness: How kind, empathetic, and team-oriented is someone, or are they competitive and tough?
- Conscientiousness: How organized, precise, and responsible are they?
- Neuroticism: How well do they maintain composure under pressure, or do they get anxious easily?
- Openness to Experience: Are they creative and open to new ideas, or are they conservative and resistant to change?
Now, imagine a company with a team comprising various personality types. If a manager understands these personality traits, they can better position employees in suitable roles and manage conflicts effectively.
Values: The Guiding Light of Decisions
Values define what we believe is right and shape our lives. Some prioritize honesty, others power, some creativity, and others teamwork.
One of the well-known models in this domain is Schwartz’s Value Theory, which categorizes human values into broad areas:
- Individual values (e.g., success, power)
- Social values (e.g., empathy, cooperation)
- Change values (e.g., creativity, curiosity)
- Conservative values (e.g., security, tradition)
What does this have to do with organizations? Companies where employees’ personal values align with corporate values tend to have higher productivity, job satisfaction, and motivation. But if a highly creative employee works in a rigid and bureaucratic company, they may eventually feel discouraged or seek opportunities elsewhere.
Attitudes: The Mental Filter We See the World Through
Attitudes are a combination of emotions, beliefs, and thoughts toward a specific subject. In the workplace, two attitudes are particularly important:
- Job Satisfaction: How much do we enjoy our work? If an employee feels their work is meaningless or lacks growth, they will gradually lose enthusiasm.
- Organizational Commitment: How loyal are we to the company and its goals? If employees feel unappreciated or exploited, they are more likely to look for new opportunities.
How to Manage These Three Factors
Successful managers understand their employees’ personalities, values, and attitudes and use this knowledge to enhance organizational culture. Here are some simple strategies:
- During the hiring process, assess candidates’ personalities and values to ensure alignment with company culture.
- Create an environment where employees develop positive attitudes toward work and the organization.
- Provide growth and development opportunities to sustain motivation.
- Structure teams so that members complement rather than conflict with each other.
Ultimately, the business world isn’t just a game of skills and expertise—it’s largely a game of personalities, values, and attitudes. Those who take these three aspects seriously not only build a better work environment but also cultivate highly motivated and productive teams willing to give their best for the organization’s success.
