Personality And Its Effect On Group Performance

CHAPTER ONE
 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.