PERSONALITY AND THE CONTRIBUTION TOWARDS TEAM PERFORMANCE

1.1 Introduction

Team performance in every organization is very important, as it depicts the overall performance of the organization. If various individuals in an organization cannot work as a group, then the organization’s performance-both financial and operational will never be maximized. Group efforts and teamwork is the major ingredient in every successful organization, hence, the need to make sure that the personality of every member in the group is okay for group/organizational goals to be achieved. Without good personalities in a group, there can never be a good group. Team can be described as a group of people who work together to achieve the same goals and objectives for the good of the service users and organizations in order to deliver a good quality of service (Husain, 2011).

As a prelude to other parts of this study, this chapter will discuss the background upon which this study was initiated, the statement of problems that led to this study, the Aim and Objectives of the study. Others are Significance of the study, Scope of work, Research hypothesis and questions, Limitations of the Study and Definition of technical terms.

1.2 Background 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, create and sustain awareness of the hazards of fire, heighten the role of the individual in the prevention of fires, provide technical advice for building plans in respect of machinery and structural layouts to facilitate escape from fire, rescue operations and fire management, inspect and offer technical advice on fire extinguishers, co-ordinate and advice on the training of personnel in fire fighting departments institutions in the country, train and organize fire volunteer squads at community level, offer rescue and evacuation services to those trapped by fire or in other emergency situations, and undertake any other function incidental to the objective of the service.

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 contribution towards team performance are highlighted in this study.

Therefore, in Nigeria where the research was carried out, the activities that was conducted is to know the Personality and the Contribution towards Team Performance.

1.3 Statement of Problems

Investigation revealed that previous studies conducted on personality and group performance, it is clear that most group (especially homogeneous groups) efforts fail in most organizations, due to individual personalities in the group. Individual differences, inefficiency, and ineffectiveness cause most group tasks to fail. A study conducted by Rutherford (2006) indicates that for complex problem solving, groups made up of different types of individuals with a variety of skills, knowledge, abilities and perspectives are more effective than groups that are more homogeneous.

One of the reasons for creating a group is for individuals or employees to showcase their skills and to contribute in the development of an organization or to achieve the group’s goals. But some individual’s personality affects or influences the effectiveness of the group or team. Since various personalities are involved in a team it may lead to lack of harmony and trust between individuals in the sense that there will be the limitation of information because of the different personalities that are involved.

1.4 Aim and Objectives of Study

The aim of the study is to examine various personality traits of individuals in a group and its contribution towards team performance. In achieving this aim, the following specific objectives were laid out as follows:

1. To identify ways of improving group performance in an organization;
2. To identify the various personality traits exhibited by employees in a group; and
3. To identify the negative effects of personality traits on group performance in an organization.

1.5 Research Questions

The study came up with research questions so as to be able to ascertain the above stated objectives. The specific research questions for the study are stated below as follows:

• How can group performance be improved in an organization?
• What are the negative effects of personality trait on group performance?
• What are the various personality traits that are exhibited by employees in a group?

1.6 Research Hypothesis

In order to pursue the objective of this study, the following generalized statements have been designed to guide and aids in obtaining the result for the experiment to be conducted. For this work, the null hypothesis will be represented with H0 while the alternative hypothesis will be represented with hypothesis H1.

Hypothesis One

• H0: There are no significant factors influencing personality trait on group performance
• H1: There are significant factors influencing personality trait on group performance

1.7 Significance of Study

The end product of this research shall be relevant to so many groups. It will serve as a guide to employees who engage in group assignments in various organizations such as the Ghana fire service. It shall also be relevant to professional groups for research and academic purposes to know more about the effect of personality on group or team performance and to the general public.

This study will be of immense benefit to other researchers who intend to know more on this study and can also be used by non-researchers to build more on their research work. This study contributes to knowledge and could serve as a guide for other study.

1.8 Scope of Study

The scope of the research is focused on the Personality and the Contribution towards Team Performance. The scope of the research is limited to the analysis of the big five personality trait proposed by Lewis Goldberg.

This research is also centered on Ghana National Fire Service, since its operations are mostly executed in groups. The Eastern Regional Branch of the Ghana national Fire Service was used as the major case study for this study.

1.9 Limitations of the Study

During the course of this study, many things militated against its completion, some of which are:

1. Time Frame: This study lasted for five months before it was complete. The study lasted from August 2021 to December 2021. The time frame given to accomplish this project was very short due to school academic calendar and it was carried out under pressure which made the researcher not to implement some necessary features.
2. Establishment Policies: Establishment policies posed a serious limitation as most staffs are not ready to release information needed for this project work. There were lots of information needed from the staffs of this establishment to enhance the study which took them time to release or they did not release at all for security purposes, hence the scope was reduced.
3. Research material: availability of research material is a major setback to the scope of the study.
4. Frequent power failure: This made the researcher append more money on fuel to ensure sustainable power.
5. Financial Constraint: Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

1.10 Chapter Scheme

Chapter one of this study includes the general introduction, background information about the study, statement of the problem, objectives of the study, research questions, scope of the study, significance of the study, and the limitation of the study.

Chapter two reviews all relevant literatures relating to the study as well as the researcher’s views concerning previous studies on personality and group performance.

Chapter three includes the methodology applied in collecting and analyzing data, population definition, study site, and limitations.

Chapter four presents the results of the study as well as data analyzed, and the interpretation of the analyzed data.

Chapter five includes a summary of the study, conclusion and recommendations based on the findings from the study.