ABSTRACT
Group
performance in every organization is very important, as it depicts the overall
performance of the organization. If various individuals in an organization
cannot work as a group, then the organization’s performance-both financial and
operational will never be maximized. Group efforts and team work is the major
ingredient in every successful organization, hence, the need to make sure that
the personality of every member in the group is okay for group/organizational
goals to be achieved. Without good personalities in a group, there can never be
a good group.
The
researcher used Ghana National Fire Service (Eastern Regional Office), as a
case study to find out the effects of personality on group performance, as well
as solutions to these negative effects.
Concerning
methodology, data used in compiling this research were gathered from both
primary and secondary sources. The management and employees of Ghana National
Service (Eastern Regional Office) were issued questionnaires. Text Books, Magazines
and News Papers on personalities, groups and individual psychology were also
used in compiling this research.
Based
on the findings revealed from the data analysis and interpretation, the
researcher came up with some suggestions and recommendations. The major
findings in this study include: the various personalities exhibited by
employees in a group, and there are: the openness personality,
conscientiousness personality, extraversion personality, and agreeableness
personality. The negative effects of personality on group performance, which
are: poor performance, delayed output, and incomplete output. The research also
went ahead to find ways to improve group performance. These findings and
recommendations, in view of the researcher, will help improve group performance
in various business organizationsin Ghana, if implemented by mangers of various
business organizations.
CHAPTER I
INTRODUCTION
The desire to build a sound conducive
environment for an organization is the desire of every loyal employee of an
organization. Personalities of employees can take an organization to greater
heights, above its competitors, and at the same way, bad personalities can
bring down the organization. Intelligence and emotional quotient which
basically forms an employee’s personality type must be balanced, for the
employee to act effectively and easily relate with his/her job, and other
employees in a cordial way. However, an employee will not be able to work in a
group/team if the employee does not posses a good personality. When this
occurs, group efforts and performance tends to fail, thereby reducing the
performance of the organization as a whole.
However, this research was undertaken to help
enlighten organizations of the various personality types employees in an
organization might posses, and to suggest ways in which an organization can
increase performance. Various personality issues, personality types and threats
and its effects on group performance are highlighted in this study.
1.1BACKGROUND
OF STUDY
After
a thorough research on the group performances of organizations in Ghana, it
became evident that individual personality and contribution played a lot of
role in the success or failure of the group, hence needed much attention
because; team work is the major ingredient for increased and high performances
in every organization.
The
main reason for initiating this project is to research on the various personality
types and traits of employees in an organization in Ghana, throw more light on
the effects of these traits on group performance, and proffer solutions as well
as recommendations for managers of various organizations in Ghana to deliberate
upon and make informed decisions.
The
study started with casual discussion among employers and employees of various
business organizations concerning their views on group performances in
organizations in Ghana and their expectations. It later developed into a full
research when the researcher developed more interest in the topic, and decided
to get more information from more employees, government agencies, and other
secondary documentations.
The Ghana National Fire Service was
established by Act 537, (GNFS Act of 1997) to give a broad objective and
prevention and management of undesired fires and other related matters. To
achieve this objective, the service is expected to perform the following
functions:
·
To
organize public fire education programs.
·
To
create and sustain awareness of the hazards of fire.
·
To
heighten the role of the individual in the prevention of fires.
·
To
provide technical advice for building plans in respect of machinery and
structural layouts to facilitate escape from fire, rescue operations and fire
management.
·
To
inspect and offer technical advice on fire extinguishers.
·
To
co-ordinate and advice on the training of personnel in fire fighting
departments institutions in the country.
·
To
train and organize fire volunteer squads at community level.
·
To
offer rescue and evacuation services to those trapped by fire or in other
emergency situations, and
·
To
undertake any other function incidental to the objective of the service.
1.2STATEMENT OF THE PROBLEM
Based on previous studies conducted on
personality and group performance, it is clear that most group (especially
homogeneous groups) efforts fail in most organizations, due to individual
personalities in the group. Individual differences, inefficiency, and
ineffectiveness cause most group tasks to fail. A study conducted by Rutherford
(2006) indicates that for complex problem solving, groups made up of different
types of individuals with a variety of skills, knowledge, abilities and
perspectives are more effective than groups that are more homogeneous.
One of the reasons for creating a group is
for individuals or employees to showcase their skills and to contribute in the
development of an organization or to achieve the group’s goals. But some individual’s
personality affects or influences the effectiveness of the group or team. Since
various personalities are involved in a team it may lead to lack of harmony and
trust between individuals in the sense that there will be the limitation of
information because of the different personalities that are involved.
1.3
OBJECTIVE OF THE STUDY
The main aim of this study is to examine
various personality traits of individuals in a group and its effects on group
performance.Hence the objectives of the study are outlined as follows:
1.
To
identify the various personality traits exhibited by employees in a group.
2.
To
identify the negative effects of personality traits on group performance in an
organization.
3.
To
identify ways of improving group performance in an organization.
1.4
RESEARCH QUESTIONS
In order to achieve the objectives stated
above, the following research questions were used as a guide in achieving the
objectives of this research:
1. What
are the various personality traits that are exhibited by employees in a group?
2. What
are the negative effects of personality trait on group performance?
3. How
can group performance be improved in an organization?
1.5SIGNIFICANCE
OF STUDY
The end product of this research shall be
relevant to so many groups. It will serve as a guide to employees who engage in
group assignments in various organizations such as the Ghana fire service. It
shall also be relevant to professional groups for research and academic
purposes to know more about the effect of personality on group or team
performance and to the general public.
1.6SCOPE
OF THE STUDY
The scope of the research is limited to the
analysis of the big five personality trait proposed by Lewis Goldberg. This
research is also centered on Ghana National Fire Service, since its operations
are mostly executed in groups. The Eastern Regional Branch of the Ghana
national Fire Service was used as the major case study for this study.
1.7 TIME FRAME
This
study lasted for five months before it was complete. The study lasted from
August 2011 to December 2011.
1.8 LIMITATION
The
only limitation faced by the researcher in the course of carrying out this
study was the delay in getting data from the various respondents. Most
respondents were reluctant in filling questionnaires administered to them due
to their busy schedules and nature of their work. The researcher found it
difficult to collect responses from the various respondents, and this almost
hampered the success of this study.
1.9 CHAPTER SCHEME
Chapter
one of this study includes the general introduction, background information
about the study, statement of the problem, objectives of the study, research
questions, scope of the study, significance of the study, and the limitation of
the study.
Chapter
two reviews all relevant literatures relating to the study as well as the
researcher’s views concerning previous studies on personality and group
performance.
Chapter
three includes the methodology applied in collecting and analyzing data,
population definition, study site, and limitations.
Chapter
four presents the results of the study as well as data analyzed, and the
interpretation of the analyzed data.
Chapter
five includes a summary of the study, conclusion and recommendations based on
the findings from the study.