Future Behavior Predictions

Personality trait theories are limited in scope and are unable to accurately predict future behavior. A person with a specific personality trait may not behave in the manner associated with that trait in all interactions. It is expected that behavior will vary between personal and business situations. You may act very different around your friends versus people you are meeting for the first time. For these reasons, personality trait theories are not always capable of accurately predicting behavior, because they focus mostly on traits but not interaction of traits and external variables (situations).

Change and Development

Another criticism of Traits theories is that they give not enough information about trait development and no information about changing of traits. While statistics may be strength of trait theory, the statistical data captures the state of the tested people at a single-time – it does not describe development and change of personality. Thus, from the perspective of change Trait theories do not provide insight into long-term future behavior.

When making a decision to implement Traits theories in organization a manager should bear in mind all their advantages and disadvantages in order to fully utilize strong aspects of the theories and avoid use of theories in situations where they have limitations.

A practical guideline for the managers regarding how to achieve positive outcomes when considering personality and personal traits would be:

Self-esteem

Self-esteem is very important variable of personality. Because for person having a low self-esteem and lack of confidence about his or her abilities could lead to the fear for making any decision and person may not emphasize his or her point of view in interpersonal relations. So the employees with high self esteem, feel themselves more competent, secure, and empowered than those who has low self-esteem.

Socialization

Organizations must have socialization process. The socialization process helps to employees in changing their attitudes, values and behaviors to make it more with other employees in the organization. This process helps to employee to be part of the organization and to have one goal. It also helps to adjust to new jobs, work groups, new peoples and new practices.

The organization in order to make socialization process more agreeable should provide following activities:

· Trainings and team building

· Timely and consistent feedback

· Provide good supervisors

· A orientation program for new empleyees

· Challenging jobs in the early part of career.

Attitude

By definition an attitude means is an expression of favor or disfavor toward a person, place, thing, or event (the attitude object). Attitudes have three components:

· Emotional (feelings)

· Informational

· Behavioral

Attitudes could help employees in a range of ways. Firstly, attitudes help employees to adjust to their working environment. Secondly, attitudes help employees to defend their self-image. Thirdly, they provide employees with a basis for expressing their values. And forth, attitudes help understand standards and frames around them, so employees can start to organize and explain the working environment in their organization.

Efforts to Increase Job Satisfaction

Job satisfaction has a positively affect desirable outcomes of the organizations. To increase job satisfaction managers can:

· Make jobs more fun

· Ensuring fairness

· Get the right fit

· Design jobs to make them more exciting and satisfying

To conclude, Personality and Traits theories have not seen wide-scale application in organizations yet, nevertheless along with more research in the field, organizations tend recognize the importance of personality and increase their use and application of Traits theories, which prove to be very helpful in an attempt to understand the ways of how person can interact within the organizations more effectively. The Big Five Factor Model and Myers-Briggs Type Indicator are among the most popular theories practically applied in organizations with the former being effective when making hiring decisions and later being effective for assessing current employees. Traits theories have limitations in their effectiveness, however when applied correctly they can prove to be a powerful tool for increase of organizational effectiveness.