Deliverable 7 - Reorganization

NoJax Inc. Company Employee Analysis

Most Important Personality Trait

NoJax Inc. Company seeks to offer quality options for people living an active lifestyle especially those who regularly visit a gym. To offer these options, the company has to hire and sustain a team that ascribes to the company’s needs and meeting customer expectations. The big five personality traits NoJax management needs to identify are extraversion, neuroticism, openness, conscientiousness, and agreeable. Extraversion means a manager is outgoing, neuroticism represents managers who can control their emotions, openness is when managers are open to new challenges, conscientious people are more dependable, and agreeable managers are able to put their self-interests aside for them to get along with others. Most of the managers at NoJax have most of the five traits required by the company.

The main personality trait required by NoJax should be extraversion which means that managers are open and willing to meet new people. Extrovert managers are willing to try new things which are the key to the company especially when they are new to their assignments. Managers are bound to face new challenges and extrovert managers accept the challenges as new learning opportunities (Frieder & Wang, 2018). NoJax has three managers each with high and medium extraversion and only one with low extraversion. High extraversion is preferred but NoJax has a well-distributed combination because the manager with low extraversion is complimented with high levels of agreeableness and conscientiousness.

Least Important Personality Trait

NoJax management needs to put a high premium on good personality traits but having a priority on the most important. The least important personality trait is agreeableness which means a manager would set aside their own goals to improve their relationship with others. High levels of agreeableness have both positive and negative predicaments because managers need to decipher key decisions to make, rather than, follow other people’s preferences. High levels of agreeableness can reduce the quality of leadership in managers by having the decisions been dependent on their employees’ actions. NoJax should emphasize on managers been leaders to ensure they are in charge of their employees. Managers with high agreeableness levels will have a tendency of changing their plans for them to please a set of employees. NoJax has three managers each with high and medium levels of agreeableness and one manager with a low level of agreeableness. It is challenging for managers to please all employees as they may wish.

Management Pairs Working Together

Collaboration between two managers is important to NoJax because they will offer consulted inputs in a project. Alice Bloom and Jessie Mercado would partner well because Alice has low levels of agreeableness and openness while Jessie has a high level of agreeableness and a medium level of openness. Both Alice and Jessie complement each other in their personality traits. However, the big 28-year age gap between the two can pose challenges in levels of experience and exposure. Jessie, for example, is young and maybe well versant with modern technology while that may be a challenge to Alice (Fleming & Harris, 2017). Anam Basra and Orlando Grant would partner will because Grant has high levels of extroversion and openness while Basra has a high level of conscientiousness. Grant has a low level of conscientiousness and these would complement their partnership. The only challenges between both managers in the gender difference which can be distracting to both managers if they do not focus (Frieder & Wang, 2018). Basra might also feel more knowledgeable because of her master’s degree which is superior to Grant’s associate’s degree.

Orlando Grant would also work well with Carrie Durant because of the complimenting personalities. Durant has a medium level of openness, emotional stability, and extroversion while Grant has high levels of each of the three personality traits. Despite the high level of compatibility between the two, an 8-year experience gap can threaten the pair’s cohesion. Durant may underestimate Grant’s capabilities while Grant may be more conversant to technology which can lead to conflict. Janet Johnson and Lynn Bryant can also work well together because Janel has a low level of consciousness and emotional stability while Lynn has high levels of both traits which act as a compliment between the two. Janet has a medium level of conscientiousness and low level of emotional stability while Lynn has both a high level of conscientiousness and a high level of emotional stability. The main challenge between Lynn and Janet is the medium level of agreeableness which can lead to arguments. Lynn also has more experience as compare to Janet despite both been in the same levels of management and this can also lead to future arguments.

References Fleming, D. E., & Harris, E. G. (2017). The productive service employee: personality, stress, satisfaction and performance. . Journal of Services Marketing, 31(6), 499-511. Frieder, R. E., & Wang, G. (2018). Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model. Journal of Applied Psychology, 103(3), 324.