Performance Management

Performance management means to assess an employee, process, equipment or other factor towards the set objective. Measuring performance would help to see how an employee’s work is getting on at the same time how it could be improved if needed. When the employees know that they are being measured on their performance management, there are chances for them to be motivated to well in business.

How does the University measure performance?

At beginning of Bucks New University, I suppose the first week we were given a computerised test on which we were tested on our English and Mathematics. This was to see on what level we are working on and whether extra help or support is needed. We are also been given regular assignments and class test to measure our performance in each module we are doing. In class we are being taught of the PowerPoint slide which is draft and also states a aim or objective which we will meet at the end of the lesson. During the PowerPoint notes we have conversations about the topic, where everyone has the chance to ask question if they didn’t understand any part of it. We are also able to view the PowerPoint slides before we get into the class as we can find them on the blackboard. I see a difference how our tutor is different to our tutors we had in school and college. I have a feeling that I don’t even know my tutor, because I have only seen her once on the first day and since then we didn’t have any sort of one to one meetings or anything. She should have all the result to our assignments and exams, but that doesn’t help as we don’t meet her to talk about how we getting on and to give us targets to be aiming it.

Skills needed to be an effective mentor

To be an effective mentor, he or she has got to have responsibility and be a role model for individuals. Individuals should be appraising the mentor for what the mentor does and how they perform their duty. The mentor inspires and guides their way for an individual. The most important skills the mentor should have are being a good communicator and a good listener, as the mentor is meant to get the individuals message across. They should be truthful and have a positive attitude towards the individual and make them feel comfortable when they are raising the issues they have. Another skill mentor should have is problem solving, as they wouldn’t get same case all the time. At times individuals go to mentors to get their problem solved, therefore they should be ready for that as well. A mentor with those skills and who is supportive, understandable and solves their problem is a sign of an effective mentor.

Mentors who affected my life

My parents have always been my mentors, as there can’t be anyone who loves me more than they do. They would always advise me for my own good and never mean any harm. I trust them with my life and this is why they have been the best mentor someone can have. They have taught me what’s good and what’s bad while growing up. They helped me every area not just in a certain area such as education, personal problems, financial and social. My parents wanted to see me happy therefore supported me in every good thing I did. Sometime is might even advice in a strict way, which does make me think why they acting wired, but end of the day they only want the best for me. I am glad and proud I have my parents who are there for me no matter what and are supportive with my life. 

Reference:

Anon. (Online). performance management. Available: http://www.businessdictionary.com/definition/performance-management.html. Last accessed 22nd Apr 2011

The Sunday Times. (2008). Entrepreneurs: a mentor can tune your skills.Available: http://business.timesonline.co.uk/tol/business/entrepreneur/article3778514.ece. Last accessed 22nd Apr 2011.

Reward

Reward is something that is usually given to someone in return for something they have done such as commitments. Rewards are also be given to motivate staff, whereas it will increase the production which than increased profit to the business. A good definition by Martin et al “A reward system consists of financial rewards and employee benefits, which together comprises total remuneration”. This is a well explained definition.

Co-operative reward strategy

As my dad works for the Co-operative I have heard from him the rewards he gets for working for them. The contribution their employees make to success of their business is highly valued. Some of the rewards and benefits co-operative offers their employees are:

§  A competitive salary

§  Holiday entitlement of up to 31 days

§  An Award winning pension scheme

§  Tax and NIC advantageous salary sacrifice schemes

§  An employee Assistance Programme

For the employees who are also member of the group they are entitled for me benefits which they offer such as:

§  Employee discount (10% from the Co-operative food, 30% on legal advice from the co-operative, 25% off on home insurance with the Co-operative)

§  Employee member dividend is an extra share of the profits especially for employees in addition to the normal consumer share.

§  Voluntary benefits, which provides offers and discounts on everything.

They also have flexible working hours, if in case the morning shift has to be changed due to some appointment it couldn’t be done without any issue.

Should the Chief Executives receive large bonuses?

From my point of view I believe that they are not entitled to receive the bonuses though they have underperformed, which has affected the company. Below you can see some argument which was for and against, whether they should give the rewards to Chief Executives:

For:

§  They have more responsibility and still are doing their job, which is stressful, hard. Therefore they deserve the large bonus.

§  The Chief Executives has put so much hard work to gain the qualification and experience, which is needed to get that place in the organisation, therefore should receive the large bonus.

§  If they weren’t rewarded with the large bonus they would get de-motivated, which could lead the Chief Executive to underperform even more

Against:

§  If they get rewarded with the large bonus, they would perform the same next time as they know whether they performed well or not, they still receive their reward. Therefore the Chief executive shouldn’t be rewarded with that large bonus.

§  They haven’t met the standard, therefore simple they shouldn’t receive the bonus just like everyone else.

§  Bonuses are being rewarded for achieving a certain task, therefore this clearly states that Executive didn’t. This means no bonus for them.

In conclusion, I have learnt that companies are rewarding their employees to motivate them to work even better in which case the staff performance gets better for which there will more productivity.

Reference:

Anon. (2011). Rewards. Available: http://www.co-operative.coop/corporate/careers/Rewards/. Last accessed 30th Apr 2011

Mullins, L. ( 2010) Management & Organisational Behaviour : ninth edition.London: Person Education Limited.

Selection

Organizations recruitment processes are designed to search the best to do the task they require to be done. This selection process is inspired by many factors. Both internal, such as cost involved in recruitment, and external factors such as supply and demand of specific skill in the market.

[http://www.slideshare.net/rajeevgupta/recruitment-selection-process-methods-and-steps]

The objective of the selection process is to obtain as many information as possible about the candidate and finally select the best candidate for the position required to be filled.

Following are some of the selection methods used by organizations in common.

·         Short listing from information on CV’s and application forms

·         Interviews

·         Tests

·         Assessment centres

·         References

·         Work Simulations – realistic job preview

·         Telephone Screening

·         Graphology

·         Role play – demonstration

GAP

GAP is a fashion store found in 1969 with a single store in San Francisco, now a specialty retailer offering clothing, accessories and personal care products for men, women, children and babies. With more than 134,000 employees and about 3,100 company-owned stores and 175 franchise stores, our presence is felt around the world.

Their selection method is summarised as follows,

·         Use shop floor assessments

·         Use a communication test

·         Use tests to find natural ability and passion for selling

Results

·         Productivity increased to between 25% and 180% above store average

·         60% of managers recruited internally

·         Retention increased from 32% to 80%    

Pros

The results that GAP obtained over the years have shown a very positive figure in productivity. The recruitment process being at shop floor level tests the candidate at the environment that once he or she is selected will have to perform. This process will test the candidates ability to adopt to the work environment while the communication test and the natural ability and passion for selling gives the indication how good the candidate is for the work that he or she has to perform.

Recruitment

Recruitment is a process organisations use to attract new qualified or experienced individuals who are willing to apply for job vacancies. Organisations or Firm recruit certain job role, whereas many individual with load of different skills and experienced apply for those jobs, which can help their firms to grow. The business then chooses the best applicant out of all, this is a very time consuming and not effective enough.

Recruitment Campaign

I was reviewing few online recruitment website, whereas I believe www.fish4.co.uk was an effective website. Fish4jobs is a very bright website, which can be easily found out the purpose of the website, which is there for anyone to search for jobs. The bright colour of the website is orange and white which stands out as well as they have maintained that colour throughout which is a positive point. They have used common fonts which make it easier to read and the same time they have Bold the titles or heading which shows out. The logo of the website has been well maintained throughout the website, as I have tried to reach some jobs and I saw the logo of the website on every single website. This again is an advantage as people get familiar with the name of the website which can then be passed on to other people such as word of mouth. I also believe that this website is an easy site to navigate around. There are main job titles displayed on the side on the homepage, but to look for the most accurate matches you can also type it in the search box and then search. Another feature I liked about the website is that you can subscribe yourself to get email’s regarding the jobs that you are looking for and can be informed about the latest job that available to you. If you weren’t sure with what exactly you want to search, you can just search with title that you think is the closest as it will be up all the close searches. To make the search even tidier they have also got location where you wish to find a job at and the amount of miles you are willing to travel from the chooses location. Help or advice is also being offered on the website such as CV writing, preparing for an interview, etc, which is again a key point. In overall I believe that their website has been designed with well thought and also easy to use, which is a good reputation for them.

An online recruitment campaign that has really interested me was the Reed website www.reed.co.uk. The main thing what I liked about the website was the way they have laid it out, which is very neat and tidy. It is a really easy website to go around on. Reed online recruitment campaign has got pretty much the same facilities which Fish4jobs had and is the reason why I also like that website. I have known the Reed online recruitment website for some time now, which has build of the confident on that page a bit more.

Online job search on that website is now the best thing to do, as it has advantages as well as disadvantages which are included below.

Advantages:

§  It is quick way of posting a vacancy which saves a lot of time and money. Also this is the quick way of posting a CV too, which the employer then can view and make a decision as soon as possible.

§  You are able to apply for more than one job that suits you circumstance most and it also allows you to search the type of job that is most suitable you want.

§  Advertising through website is much cheaper for the company rather than putting them up on newspaper or magazine as its cost will be less.

§  The online recruitment system gives you the most information about the job, which allows you to decide before u apply if that is suitable for you. E.g. the salary is also posted with the job, which you get to find out before meeting the employer. Therefore this makes it easier for is

§  Vacancies will be posted regularly, for which you wouldn’t have to worry. If for an example you saw a vacancy on your newspaper, you would have to ring them up to see if that is still available, whereas the online vacancy would give all up to date information about the jobs.

Disadvantage:

§  For those who prefer contacting them face to face is a disadvantage in this case online recruitment campaigns are disadvantages for them as the most part of the process is being done online, whereas you wouldn’t be able to see the employer.

§  Those people who are just hunting online for a vacancy, whereas their specific jobs are being advertised differently such as on the shop floors are being disadvantaged by this.

§  When an employer creates the profile for a certain job role and he doesn’t set the criteria’s properly, he is more likely to be struggling as he can start receiving a massive number of applications. This would be time wasting also hassle going through them. 

§  As there are a lot of choices on the online recruitment websites, this would be even a disadvantage for some as they might have less chances of success as there are to look up on.

§   The internet access could be a disadvantage as there are still people without internet at home. For them, they wouldn’t be able to check in daily basis until they find the job they were looking for or even getting email about the job role they looking for will be checked fewer. This is a disadvantage for them.

In conclusion I have learnt that there are many benefits when you are searching for jobs online on one of the recruitment website, but as the same time should be aware of the disadvantages it had. Overall I believe the online Recruitment tool is a very effective way of finding vacancies, but same time not just rely on that and also make some other researches for vacancies.

  

Reference:

Yuri Arcurs. (2009). The advantages and disadvantages of online recruitment. Available: http://www.whatjobsite.com/Online%20Recruitment:%20Advantages%20and%20disadvantages.htm. Last accessed 20th Apr 2011.

Anon. (2011). Find jobs. Available: http://www.fish4.co.uk. Last accessed 19th Apr 2011.

Anon. (2011). Job search. Available: http://www.reed.co.uk/. Last accessed 19th Apr 2011.

Equal Opportunities and Diversity

For organisations it is very important that they provide equal opportunities and diversity for every worker. Providing equal opportunities and diversity ensures that there isn’t discrimination in the recruitment such as gender, marital status, sexual identity, religious belief, race, age, disability, background, etc.

Equal Opportunities

Equality simply means equal rights for people no matter of what dynamics they might have that could differentiate them from others such as gender, age, religious belief, social backgrounds, ethnic, disability, etc. All workers are meant to be treated in the same way and also get the same opportunities as everyone else. Treating them fairly and equally gives the employers motivation whereas this improves their performance and also would be a better atmosphere to work at.

Diversity

With diversity it is about acceptance and respect. Diversity means when you should be able to recognize that everyone is different and should be able to see the individual differences. The differences could be the race, ethnic, gender, religious beliefs, disabilities, etc. It is about understanding each individual and treating them fair according to them. One good example would be, when for an example Muslim staffs has to pray during the working time. The manager should permit him to pray, but whereas he should cut of the time he takes to pray on his break. If he gave him break to pray at the same time his usual breaks, it wouldn’t be fair on the other staff.

The difference between equal opportunity and diversity is that equal opportunities makes sure that there isn’t any discrimination within the organisation and the diversity recognises the difference in each individual and accept their needs and requirements.

Age Legislation

The age legislation became effective into force in October 2006, as employee they had to be aware of the applicant age, and not do favour for people at certain ages they couldn’t work. The employees were not allowed to employ people below the age of 16 and above the age of 65. Since this was introduced people with any age couldn’t be discriminated either that they are too young or too old, because they all entitled to be treated equally and fair. Organisations now have to allow people of certain age to work if they wished to continue to work, even though they can redundant someone due to their age. Employers may have stereotypes towards younger and older people. Young people are being stereotyped as less committed, less motivated, more likely to drop out from the job, less experienced and also  even that they are less organised. Elder staffs are trained and have enough experiences, tend to work for an organisation on a long term basis and are more motivated. This shouldn’t be a reason why a young person can’t work, as they should employ the young applicant. An idea to keep the young applicants on track, they should get payments, such as bonus or for achieving a set goal, which then motivates them to work hard for what they get paid. Another idea of making them motivated for the business well is, by offering them with specific working times, which could be the working pattern and flexible working hours. By offering their requirements, they would feel that they are working at the perfect place as well as being needed in the business.

Equal Opportunities at Asda

Asda is a very successfully leading company, which has created great opportunity within their company and has a good reputation as it has also become the second largest supermarket in the UK. Asda has provided many younger applicants with work experience placements, new jobs and many other roles. Equal opportunity within Asda is very important as they don’t do the under eighteen pay rate, because they think they should be paid for the certain job role they do whether eighteen or not. These two examples show that Asda doesn’t have age unfairness in the company.

Another example on diversity has also been shown in Asda that more than 97 Percent of women working for the Asda Company are proud, as they were informed about the options which were available for them. This could mean that maternity leave in which they get benefit of it cost the company extra having to pay the woman though her place is being covered by someone else who they have to pay as well. This again motivates the staff for working at the Asda.

In conclusion I have learnt from equal opportunity is that, it gives a workplace a pleasant environment. Being able to work with different races, genders, religious believers, etc is a very lovely experience to work at, because they feel accepted and therefore are very keen to work and complete their set work.

Reference:

Alex. (2011). It's official - Asda is a great place for women to work.Available: http://your.asda.com/2011/4/13/it-s-official-asda-is-a-great-place-to-work. Last accessed 19th Apr 2011.

Hornstein, Z. (2011). Age discrimination legislation: choices for the UK. Available: http://www.jrf.org.uk/publications/age-discrimination-legislation-choices-uk. Last accessed 19th Apr 2011.

Mullins, L (2010). Management & Organisational Behaviour. Essex: Pearson Education Ltd. p342-344

Team Working

Teamwork can be defined as the ability to work with people who are willing to work towards a common goal or aim as individual or separately from other ways within a group. Most of us have worked in teams or groups at some point in life, which could have been temporarily or even permanent. It could have been in school, college, University, Workplace, Voluntary organisation, etc. Teamwork exists where large units of production break down in Organisations or businesses, as an alternative of relying upon the use of the division of labour. Then each individual’s of the team are given responsibility for completing certain parts of the large units. Some Business also exist without been broken down in teams, as all members of that business or organisation work as one team. Individuals do not realize that they are working as one team, even though they are putting complete trust in other members of the business or organisation to work together and achieve a success common goal. Each individual of the team support each other with their sense of knowledge and identity to accomplish their goals.

Successful Team working

During school time in year 10 our school organised a cultural evening, for which we were responsible with the planning of each different acts on the stage and different play. Family, friends and others were invited for that evening, which we had to perform in front of all the visitors. We were given then responsible of organising a multi cultural fashion show, which was done by selecting people from different race as they had to represent their country and their traditional cloth. I had to work with people I have never worked with before and it was difficult communicating with every single person in the group. We let everyone know about gathering for a meeting and plan this. Since we had our meeting, everyone started turning up for the rehearsals after school and I believe in this case communication helped us get onto the next stage. We had rehearsals two weeks in a row and on the actual evening we performed better than expected.  Tuckman’s Theory has played a role in our team work where forming, storming, norming, performing and adjourning took place.

Tuckman’s theory

There has been a major trend in businesses towards team working and also have theories, models and concepts of team working. Bruce Tuckman’s theory is one of the best known team improvements theories and was developed in 1973. His theory is mainly focused on how to undertake their work all the way through to completing their work to achieve their goal. There are five stages which Tuckman’s theory includes (Bruce, T., 2009):

§  Forming: This is the beginning stage where the team has an introduction of their team members and then their tasks will be allocated to them. The team members get the chance to speak to other members of the team to get to know each other and they would also be able to plan their task while they get to know each other.

§  Storming: People now begin to see themselves as part of the team. This is the stage where the members of the team would start to bring out information or idea and which could lead to disagreement, different opinions as to how the team should be lead. There could even be distraction by relationship and emotional issues, which should be avoided in orders to meet the goal. More to the point it could also be a positive stage, whereas the member agree to each other’s idea’s and get to know each other even more. This is one of the hardest stage for each other, as it is all about understanding each other. If they understand from the beginning and teach each other, there wouldn’t be a problem within the team. It is relatively important to have a strong leadership in this segment, because the leader’s skill could be the resolution or the key elements for the team to overcome this stage.

§  Norming: After passing a difficult stage they would move onto norming stage, whereas members of the team would start to be more focused towards their objective, which means working practices commence. This stage would be easier as they would have all merged onto this stage with an agreed method and rules on how to work to achieve the goal, therefore as a team they start to trust themselves and they would also know who does what, and how things will be done. 

§  Performing: Very successful teams would be able to reach this stage as it is very difficult to get to this stage. In order to reach this stage it is extremely important to have a very good communication between the team members as most of the decisions should be made together as a group with fewer issues. They would have regular meetings and would be communicating often to let each other know how their performance is going as well as keep a good relationship within the team. Each member of the Team would be focused on their work in a high expectancy. The team leader would have a relaxed stage at this point, as he wouldn’t have to assisted the team unless a team member ask for assistance from the leader.

§  Adjourning: This is the final stage which could be depressing for some even successful stage, because it is the break-up stage. On this stage the team breaks up since the work is finish. For some of the member this is sad as they would have to leave each other, whereas for those who didn’t get along would be glad and also relieved at the end of the work. Those who meet this stage, they are a successful team and they should be fulfilled with the successfully completed task (Apex Leadership Ltd, no date). 

Tuckman’s theory shows that the team wouldn’t be able to go on to next stages before passing the beginning stage. Therefore it is important to work with the team carefully to success and achieve the goal.

Effectiveness of our group

While working as a group for our Culture assignment, we didn’t follow any of the theories. A very positive point is that we all knew each other very well and thought that we would be able to manage to complete the assignment as a team whereas we only split the work into four people and carried on with our work. If I had to reflect our effectiveness of our group to Tuckman’s theory, forming which is the first stage wasn’t difficult as all four members of the group knew each other. Moving on to the Storming stage, I believe we were stuck there because we didn’t have any sort of discussion about the assignment, because we just split the work and thought it’s enough if we just do the set work and put it together.

Personally I wanted to have few meetings where we could discuss what we have done so far also how to put the work together, but it was disappointing when no one showed interest towards it. We tried to arrange meetings, but or another wouldn’t turn up therefore we cancel the meetings. If we were up to date with our work and have considered about our assignment, we would have been able 

to move on to the third stage, which is norming.

Reference:

http://www.the-happy-manager.com/teamwork-theory.html
Apex Leadership Ltd.(no date). Teamwork Theory: Tuckman's Stages of Group Development. Available: http://www.the-happy-manager.com/teamwork-theory.html. Last accessed 13th April 2011.

http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm
Bruce, T. (2009). Tuckman forming storming norming performing model. Available:http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm. Last accessed 13^th April 2011

Personality

Almost every day we discuss and assess the personalities of people around us. When we talk about someone’s personality, we talk about what makes that person different from others. This can be unique to that person or is it, is there many with the same personality, as many as thousands? If so how is personality defined? Many theories have been introduced throughout history and even today.

Before making a theoretical approach, as a first step we need to understand the term personality. A personality is made up of characteristic patterns of thoughts, feelings and behaviours that make a person unique. [http://psychology.about.com/od/overviewofpersonality/a/persondef.htm ]

Different proportions can be categorized in to three categories. These are personality according to nature approach, nurture approach or mix of both. However the debate is whether ones personality falls on the nature category or nurture category. [http://serendip.brynmawr.edu/bb/neuro/neuro06/web1/ttomasic.html ]

Nature personality is gained through parents. The appearance of a person for example is gained through his or her parents, such as the skin colour, features of face, hair colour, etc.  The Nurture personality is gained through the life cycle of a person. The environment that a person lives in brings some characteristic to the person. An example for this would be a person’s language accent or a habit of smoking which largely depends on the environment he or she lives in.

Personality Traits: Idiographic vs. Nomothetic

Psychology has defined the trait theories to examine or determine the personality traits. These theories are major approach to study human personalities.

The Idiographic view

This view point emphasizes that each person has a unique psychological structure and that some traits are possessed by only some person. At some points it is impossible to compare one person with another due to unique characteristics. Traits may also differ in importance from one person to the other. This view point tends to use case studies, bibliographical information, diaries etc for information gathering.

The Nomothetic view

This view point emphasizes comparability among individuals as unique personalities in the combination of their traits. Views traits as having the same psychological meaning in everyone and believes people differ only in the amount of each trait. It is this which constitutes their uniqueness. This approach tends to use self-report personality questions, factor analysis etc. In this case it is also the communal genes which are passed on to children from their parents. These are the characteristics that can be expressed, recognised and even be measured.

From my point of view, I believe that both nature and nurture can be combined in personality and play a part in our personality. The reason for my thought of it being combined is that we generally inherit personalities from our mother and father, but at the same time the environment certainly affects our personalities. The long term personality depends on the way we were brought up, how our behaviour is towards the surroundings and the character in general. This could be positive as well as a negative impact on our personality and that same personality could be used to bring up the next generation. However the environment we were brought up also brings new personalities in our characteristics. An example is smoking as mentioned above, which mostly people start because of the close friends who smoke. Therefore I believe both nature and nurture play a role in our lives.

Big Five Personality Traits

I took the BBC personality Test, which is on the BBC website and have found out some interesting results about my personality. The test has finalised the Big five personality test which involved Openness, Conscientiousness, Extroversion, Agreeableness and Neuroticism. My highest score was on Extroversion and Agreeableness, the lowest score was on Neuroticism.

Below you can see what the score exactly mean and how it reflects to my own Personality:

Openness:

I have scored 3.6 out of 5 on the personality test for Openness, which describes to what extent I am receptive to novel ideas, creative experience and different values. It also describes that you are open minded as well as having interest in art.  Those with higher score on openness tend to come up with original solutions to problems. From my point of view I agree with my score as I am person who is pretty open minded and I also ardour art. I would also try solving problems with my own knowledge, as my parents mostly ask me for solution in some situations.

Conscientiousness

On conscientiousness I have scored 3.8 out of 5, which describes how organised, dependable and hard-working a person is likely to be. People with higher score on conscientiousness are most likely to be successful in the career. The result shows that people like me with this score are less likely to be workaholics, instead achieving a good work- life balance. I do agree with this result as well, because I am not a person who is well motivated to work but instead I do balance my work life balance. I am organised at time also do have plans and ambitions, which I want to achieve successfully.  I do get off the track at times, example when it comes to a strict diet, as I am able to follow my plans for few days and then tend to come off the diet.

Extroversion

Extroversion is characterised by positive emotions and the tendency to seek out pleasure stimulation or risk taking activities. I have scored 3.8 out of 5 for it and again I do believe that this result is accurate as I am an energy person who is willing to take risk if needed. I am very comfortable in meeting new people and also if there is a family gathering or just any occasional gathering and if I was not part of it, people would notice I am not there as I am talkative and enjoy the times.   

Agreeableness

I have got my highest score on Agreeableness which is 4.2 out of 5 and this shows that agreeableness measures how sympathetic and considerate a person is likely to be. It shows on the result that people with score like mine are likely to find it very easy to get along with people. This result is indeed is true as I get alone with any different sort of people. I have also noticed that many of my friends are very comfortable talking to me about their problems as I give attention to how they feel.

Neuroticism

My score for Neuroticism was 2.5 out of 5, which was the lowest and it has been described as it relates to a person’s response to threatening or stressful situations. People with scores like mine are often seen as being clam and even tempered and they cope well with stressful situations and may seem tranquil despite adverse circumstances. I have scored low for neuroticism, I cannot admit that this statement is 100% correct. At times when I under pressure or stressed it is really difficult to put my mind on something else. Where it is meant that I can be calm and even tempered sound familiar to me, as I can control my temper and also I am calm at certain places where others might not.

Summary

Personality gained through nature is born with a person. And the environment that the person lives in brings nurture personalities. In my point of view a personality is more influenced by the experiences through life cycle. Although the qualities gained through nature stays within, the nature dominates once the person goes through time. The environment, interests changes a person’s personality. It is rather a mix of both, but nurture is the dominant force.

Reference:

Mullins. L. J. (1999) Management and organisational behaviour. 5^th ed. Prentice Hall 

from:http://www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml[Assessed on 16th April 2011]

Anon. (Online). what is personality. Available: http://psychology.about.com/od/overviewofpersonality/a/persondef.. Last accessed 15th Apr 2011.

Dr. C. George Boeree. (2006). Personality theories. Available: http://webspace.ship.edu/cgboer/persintro.html. Last accessed 15th Apr 2011.

Tamara Tomasic. (2006). Personality: Nature vs. Nurture or something in between?. Available: http://serendip.brynmawr.edu/bb/neuro/neuro06/web1/ttomasic.html. Last accessed 16th Apr 2011.