What Behavior Do You Sport?
Every individual irrespective of his position and role in the organization demonstrates a certain behavioral pattern that is characteristic of his personality. It is this behavioral pattern that needs to be mapped and identified for developing customized motivation strategies. Research in the field of organizational behavior has identified eight different behavioral patterns. Understanding each of these behaviors would provide leaders with clues to their specific motivational needs, enabling them to devise specific communication and morale- building strategies.
Behavior Types
Commander
Commanders, as their title suggests are outright bossy. They love to be in control and speak crisply and may be perceived as arrogant and rude. They think from their head and do not indulge in emotional bonding with colleagues. Their strength lies in impeccable execution skills and ability to think fast and ahead of time. Bosses need to deal with care with a commander subordinate and not get upset unnecessarily about their authoritative style. Instead commander subordinates are a great boon .For, once they are assigned with a task the superior can rest assured without worrying about the outcome.
Drifters
Drifters are relaxed, casual and disorganized. They are impulsive and fail to adhere to rules . They in fact enjoy flouting rules and live by their own rules. Hence, capturing them in a structure can damage their innovative and creative potential. As they seldom adhere to deadlines leaders should assign them tasks with deadlines well within the real timeline. In addition, Organizations should aim at tapping their innovation potential by shunting their creative skills to projects that need them.
Attackers
Attackers are by far the most difficult category of employees to handle as they resent even the slightest disagreement with great acrimony. They are disrespectful to others' opinions and views and often take offence on issues that can be avoided. Such employees need to be tackled with great care . The nuisance value of attackers is high and hence they can be disposed of if their behavior becomes particularly troubling for other co-workers.
Pleasers
Pleasers are friendly, helpful and extremely accommodating. Their affable nature helps them in getting their work done with great ease. They make good bosses and even better subordinates. However, the problem comes when a commander boss has to deal with pleaser subordinates. The sweet and courteous nature of pleasers makes them extremely sensitive to criticism and hence they can get upset when they are subjected to unfavorable feedback from their bosses. This further puts emotional pressure on bosses as they hesitate to hurt their pleasing subordinates.
Performers
They are the most favorite personality type at work. They are entertaining and flamboyant and indulge in engaging conversations with people across the board. Being extremely focused on work they rarely get subjected to undue criticism. Hence, they are both leadership and subordinate favorites. They are highly driven by recognition. Leaders therefore should resort to spot recognition if they want their performers to sustain their performance levels.
Avoiders
As the title suggests, avoiders are typically quiet and reserved . They are harmless and do as they are told without adding any dimension of innovation or creativity. Their biggest strength lies in their ability to finish the task assigned to them without questioning it. Thus, leaders should provide detailed instructions to them while assigning tasks as they lack initiative and seldom come up with ideas on their own. Their need for security is high and hence serves as a significant motivator for them.
Analytical
Analytical are extremely cautious by nature, they run over photocopied material even as they are thorough with the original. Their flair for details often paralyses their analytical abilities and leaves them panting for the deadlines. Their strength lies in their ability to see the devil in the details and bring out issues that may elude others. Their need for certainty is what motivates them and hence leaders should show patience with them as they take time to ascertain facts.
Achievers
Achievers are experts by nature. They are happy and contented in what they are doing and do not believe in admonishing others or giving unsolicited advice. They are perfectionists and derive immense satisfaction from their own sense of discipline. They are extremely conscious of their own performance standards and work towards maintaining them. Their mere presence influences others and brings out the best in them. Work-related challenges motivate them and hence leaders should strive to present them with opportunities that test their skills and expertise.
The behavior descriptions mentioned above represent the major personality types existing in our work places. Identifying and understanding each of these personality types can help leaders create better and more meaningful work place interactions.
