THE IMPACT OF PERSONALITY DIVERSITY AFFECTS THE PERFORMANCE OF FACULTIES IN ENGINEERING COLLEGE

THE IMPACT OF PERSONALITY DIVERSITY AFFECTS THE PERFORMANCE OF FACULTIES IN ENGINEERING COLLEGE, NAMAKKAL DISTRICT, TAMILNADU
Dr.J.SenthilVelmurugan.,M.B.A.,M.Phil.,Ph.D., C.Suganya.,M.B.A.,M.Phil.,NET.,(Ph.D)
Assistant Professor/PRIMS, Assistant Professor/MBA,
Periyar University, Salem Paavai college of Engineering, Namakkal,
[email protected] [email protected]
ABSTRACT
Personality Diversity plays a vital role among the employee while evaluating their performance at the time of appraisal. Since it also reflect in their productivity and increase the adaptability, nowadays all sector focus on the personality as one of the major yard stick and try to build the gaps between the personality diversify employee into a one group to achieve their goal. The primary objective is to study about which of the personality diversity trait is predictive in employee performance and how far it has the effective relationship with the personality trait. The primary data collected through by questionnaire and the secondary data from the newspaper, journals, and websites. The descriptive research with the random sampling techniques is used in this study. The study exposed that the Five Factor Model of Personality, whose dimensions are Neuroticism, Conscientiousness, Agreeableness, Openness to Experience and Extroversion was seen to be exhibited by every employees, group within Engineering colleges faculties. The study further given away that Conscientiousness and Extroversion were the major predictive factor which has a positive correlation with job performance. The tools used to measure the personality trait diversity impact on employee performance are regression analysis by using the five point Liker scaling techniques. This paper tries to prove there is a great impact of personality diversity among employee in evaluating their performance.
Key Word: Personality Diversity, Employee Performance, Conscientiousness, Neuroticism

INTRODUCTION
Personality is one of the main psychological factors affecting the human behaviour. Personality is very commonly used word. Personality is the sum total of ways which an individual reacts to and interact with others. It is usually measured in terms of trait that a person exhibits. The term personality derived from the Latin word persona which means a mask or “to speak through”. It shows the inner psychological features that show how an individual react to his environment. The personality can be characteristic into two umbrella inherited characteristic and learned characteristic. Inherited characteristic includes facial appearance an individual acquired from their parents of forefathers, in other word the gifted features an individual possesses by birth is considered as inherited, learned characteristic are considered as school , the society followed by education institution, their perception and values are thought by the way their personality developed. The Big Five analysis is done among the faculties of the engineering college working in Namakkal district, Tamilnadu.
The Big five personalities are
• Neuroticism,
• Conscientiousness,
• Agreeableness,
• Openness to Experience and
• Extroversion
1. Extraversion: This trait includes characteristics such as excitability, sociability, talkativeness, assertiveness and high amounts of emotional expressiveness.
2. Agreeableness: This personality dimension includes attributes such as trust, altruism, kindness, affection, and other pro social behaviors.
3. Conscientiousness: Common features of this width include high levels of thoughtfulness, with good impulse control and goal-directed behaviors.
4. Neuroticism: Individuals high in this trait tend to familiarity emotional instability, anxiety, moodiness, irritability, and sadness.
5. Openness: This trait features distinctiveness such as imagination and insight, and those high in this trait also tend to have a broad range of interests.

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REVIEW OF LITERATURE
Marguerite Rigoglioso “the worst kind of group for an organisatio that wants to e innovative and creative is oe I which everyone is alike and gets along too well form the article Title”Diverse background and personality can strengthen groups” –(Aug 2006)
Carl Rogers and Abraham Maslow are the main proponents of the “Humanistic perception”. Human motives are arranged in a hierarchy of needs. Human needs are organized from physiological needs to self transcendence. People are stimulated to act in harmony with their self-concept. They rebuff or disfigure the experiences that are divergent to their self-concept
Crisp and Turner (2011) believe that people who “cognitively adapt to the experience of social and edifying diversity” show better adjustment. Matsumoto et al. (2009) reported, “differences on gloominess, anxiety, confidence versus glumness, well-being, and sense of worth are mediated by dispositional traits.”
Moreno ( 2012 ) conducted a survey of 321 executives and concluded that a diverse workforce is a key driver to innovation. The respondents felt that they had made progress in Gender Diversity but there was not much difference the areas like disability and age. There was a conclusion that hiring process .
Dike (2013 ) conducted a survey and the results shows that workplace diversity plays an? effective role in some companies. If there is no proper guidance then diversity may lead to low productivity and frustration among the employees. Diversity has to be managed properly for the organizations to attain maximum benefits from the same. She concluded that workplace diversity leads to productivity but if there is lot of inequity treatment than it may be a backfire.
Garnero, Rycx ( 2013 ) discusses the impact of workforce diversity on wages and? productivity of an organization. Three factors were considered as diversity i.e Age, Gender & Education. The conclusion made was that educational (age) diversity is beneficial (harmful) for firm productivity and wages. The penalty of gender diversity are found to depend on the technological/knowledge environment of firms..”
Ramalu, Rose, Uli and Samy (2010) investigated the relationship among Big Five traits and cross-cultural adjustment and found that people high on amicability, openness to experience, and extraversion show better adjustment.
OBJECTIVES
1. To study about the various personality traits prevailing among faculties.
2. To determine which of the trait is the most predictive factor of faculties’ performance
3. To identify the effect of personality trait on faculties performance.
RESEARCH METHODOLOGY
The research used both primary and secondary data. The primary data’s are collected by using the questionnaire and circulated to all the faculties working in the engineering college, Namakkal district,and tamilnadu. The secondary data collected using the journals, newspaper, websites and books. The researcher used the Likert scaling techniques which includes strongly agree =5, agrees=4, neutral=3, disagree=2, and disagree=1. Chi-square analysis and regression analysis is used to measure the significant relationship between the independent variable (Neuroticism, Extraversion, Openness to experience, Agreeableness and Conscientiousness). A sample size of 50 faculties randomly selected from the various engineering colleges in namakkal district, random sampling techniques was used, descriptive statistic employees in this analysis by the use of SPSS. The research covers only the department faculties includes professor, associate professor, assistant professor.
The basic question we want to investigate is:
Is there is a relationship between personality type and employee performance
H1: There is correlation between the experience and conscientiousness
H2: There is correlation between the experience and extroversion r=
H3: There Is a Correlation between the Age and Conscientiousness
H4: There Is aCorrelation between nthe Age and Extroversion
H5: Demographic variables are having impact on age and experience

DATA ANALYSIS AND INTERPRETATION
GENDER O THE REPSONDENTS

AGE OF THE RESPONDENT

EDUCATIONAL QUALIFICATION

DESIGNATION

DEPARTMENT OF THE RESPONDENT

EXPERIENCES OF THE RESPONDENT

CONSCIENTIOUSNESS

EXTROVERSION

AGREEABLENESS

OPENNESS OF EXPERIENCE

NEUROTICISM

CORRELATION
H0: There is no correlation between the experience and conscientiousness
H1: There is correlation between the experience and conscientiousness
CONSCIENTIOUNESS EXPERIENCES
CONSCIENTIOUNESS Pearson Correlation 1 -.136
Sig. (2-tailed) .346
N 50 50
EXPERIENCES Pearson Correlation -.136 1
Sig. (2-tailed) .346
N 50 50

From the above correlation table there is a perfect negative correlation between the experience and the conscientiousness because the correlation coefficient (r) not equal to 0 it is -.136 respectively.
H0: There is no correlation between the experience and extroversion
H2: There is correlation between the experience and extroversion
Correlations
EXPERIENCES EXTROVERSION
EXPERIENCES Pearson Correlation 1 .043
Sig. (2-tailed) .765
N 50 50
EXTROVERSION Pearson Correlation .043 1
Sig. (2-tailed) .765
N 50 50

From the above correlation table there is a perfect positive correlation between the experience and the extroversion because the correlation coefficient (r) equal to 0 it is0.043 respectively.
Hence it is inferred that there is a perfect

H0: There Is no Correlation between the Age and Conscientiousness
H3: There Is a Correlation between the Age and Conscientiousness
Correlations
AGE CONSCIENTIOUSNESS
AGE Pearson Correlation 1 -.037
Sig. (2-tailed) .799
N 50 50
CONSCIENTIOUSNESS Pearson Correlation -.037 1
Sig. (2-tailed) .799
N 50 50
From the above correlation table there is a perfect negative correlation between the age and the conscientiousness because the correlation coefficient (r) not equal to 0 it is -.037 respectively.

H0: There Is no Correlation between the Age and Extroversion
H4: There Is a Correlation between the Age and Extroversion
Correlations
EXTROVENSION AGE
EXTROVENSION Pearson Correlation 1 .252
Sig. (2-tailed) .077
N 50 50
AGE Pearson Correlation .252 1
Sig. (2-tailed) .077
N 50 50
From the above correlation table there is a perfect positive correlation between the experience and the conscientiousness because the correlation coefficient (r) equal to 0 it is 0.252 respectively.
REGRESSION
H0: Demographic variables are not having impact on age and experience.
H5: Demographic variables are having impact on age and experience.
Coefficients
Model Unstandardized Coefficients Standardized Coefficients t Sig.
B Std. Error Beta
1 (Constant) 28.703 2.835 10.123 .000
AGE -.283 .797 -.052 -.356 .724
EXPERIENCES -.713 .736 -.140 -.968 .338
a. Dependent Variable: CONSCIENTIOUSNESS
The coefficient of determination is 0.724. Therefore about 7.2% of the variation in the demographic variables is explained by age. The regression appears to be very useful for making predictions since the value of r^2 are 0.724.
The coefficient of determination is 0.338. Therefore about 3.3% of the variation in the demographic variables is explained by experience. The regression appears to be very useful for making predictions since the value of r^2 are 0.338.

FINDINGS:
The study conducted to analyse the impact of personality diversity on employee performance of engineering faculties. The sample size as Fifty respondents who work at Engineering college were engaged in the study for collecting , to measure the personality of individual, based on the five factor model of personality with the dimension were divided into five point Likert scale ranging from strongly agree to strongly disagree based on their performance.
The major finding of this paper is the majority of the respondent is male and their age group fall under 26 years to 30 years. The survey conducted in paavai engineering college the majority of the respondents education qualification is M.E. with the highest designation as Assistant Professor. And these respondents are from Mechanical department and Seethe highest experience of the respondents is 5- 10 years. The BIG FIVE Trait of the personality diversity were measured with the help of structured questionnaire and their major findings are Trait 1 is Conscientiousness strongly disagree about the depressed, Cold and Allof and reputation for being cold, disagree about the reserved type and mood is Easily Evoked others, the Trait 2 is Extroversion strongly disagree about the am organised and Very Disciplined, disagree about the perfectionist and workaholic, theTrait 3 Agreeableness agree with the tolerant and forgive offender , the Trait 4 Openness of Experience agree with creative person, relay on intuition and they can comes up with new idea freely, the Trait 5 Neuroticism strongly agree with miserable, not tensed about anything and Talkative.
CONCLUSION:
The private sector colleges face many problem among the employee in which the major factor is personality diversity. The current study showed that in every organisation there will be different personality which reflects in the performance. So the private sector started focusing on the employee personality diversity and tries to understand the employee better. From this study among the five personality diversity which personality plays a vital role in influencing the performance of the employee. Correlation analysis is done to see the positive relationship between conscientiousness and extroversion among the age and experience. Regression analysis is used to measure the relationship between the conscientiousness and extroversion among the age and experience. Form these tools it is founded that the trait of Conscientiousness and Extroversion trait among the faculties have an effect on job performance.
REFERENCE :
1. https://www.asme.org/engineering-topics/articles/diversity/more-diverse-personalities-mean-more-successful
2. https://www.forbes.com/sites/forbescoachescouncil/2018/07/26/why-your-company-needs-diverse-personality-types/#7031958e37ea
3. https://smallbusiness.chron.com/benefits-having-different-personalities-temperaments-workplace-34480.html
4. https://smallbusiness.chron.com/importance-different-personalities-workplace-10733.html