Can Personality be Change? The Role of Beliefs in Personality and Change by Carol S. Dweck

February 1, 2010

I loved this post by Dweck, where she explains clearly and precisely her arguments about personality and its theories; change, self-beliefs, and interventions, such fundamental elements that certainly we need a strong focus on the study of personality to really try to understand why our employees behave differently from others based on cultural differences, of course, and in which personality plays out such essential role for the organizations as it is a form of individual difference and our area of discussion herein. I also agree with the author’s words when she points out that beliefs lie at the heart of personality and adaptive functioning and that they give us unique insight into how personality and functioning can be changed. Personality, by definition is a relatively stable set of characteristics that influence an individual’s behavior, consequently we have to learn how to deal with those characteristics in the workplace such as; core self-evaluations, locus of control, self-efficacy, self-esteem, self-monitoring and positive/negative affect because these characteristics affect the individual performance at work, so the more knowledge we have about them the better we are going to work together as an organization.    Therefore, organizations must realize that people are valued and that everyone has different personality that we must respect as well, so is in here where the challenge begins, that is: managing the personality and its beliefs lies in attempting to combat all kinds of prejudices and discrimination since they both are detrimental and they bring nothing but less productivity to the organization. In summary, our role as managers is to identify those personality characteristics and their influences on behaviors so that we can integrate them into the organizational system to establish healthier human relationships from our bosses to our subordinates.


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