Impact of Extreme Personalities on Workgroups
... However, are there limits to the level or intensity of diverse personalities? Do the positive impacts of diversity remain true when the differences are extreme? This paper examines the potential effects of extreme personalities on an organization. ... The extreme exception is a person who is always worried, doesn’t believe others understand what is at stake and is quick to express frustration and anger. ... This paper will examine the impacts of the extreme personality on the members of the organization and the organization as a whole. ... These studies look at the effects of individual-role compatibilities on workgroups, life style compatibility with workgroup structures and the impact on job satisfaction, the effects of various levels of conflict on work satisfaction, and managing interpersonal conflict within teams. ... Impacts of Individual-Role Compatibilities on Workgroups Few studies have been done on the impacts of individual personalities on the performance of groups. ... The premise of Lindell and Solcum’s study was that groups consisting of members whose roles match their personalities are more productive than groups with members who’s personalities are incompatible with their positions. ... Participants were put into compatible and incompatible workgroups. The compatible workgroups consisted of team members who were categorized as LEcHWc with a leader categorized as HEcLWc . Incompatible workgroups were comprised of HEcLWc team members with a leader who was LEcHWc. ... This was because the compatible groups were made up of members whose personalities were well-matched with their roles. ... Workgroups were measured based on their level of Bureaucracy – use of rules, policies, regulations and hierarchy, Collaborativeness – use of standards and norms of behavior developed within a group, and Coordinative nature – the coming together of individuals to share a common cause, purpose or concern. ... Assign members to workgroups based on the degree of compatibility in the formalistic, Sociocentric, and Personalistic life style dimensions. ... ” Intrapersonal and intragroup conflict build on each other to impact the overall work satisfaction. Intragroup conflict also had a significant impact on team performance, which in turn also had an impact on job satisfaction (Nursing Administration Quarterly, April-June 2003, 153). ... This environmental impact can be related to the hygiene factors described in Frederic Herzberg’s theory of motivation (Harvard Business Review, June 2003, 87). ... The reality of the situation was that management, or lack there of, contributed to the impact of the issue. ... This includes training the group to identify different types of personalities and the best ways to communicate with them.