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Fitting Millennials to business cultures using five-factor theory, personality clusters, and the theory of bureaucracy

机译:使用五因素理论,人格集群和官僚主义理论使千禧一代适应商业文化

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Using personality profiles of Millennials, this research suggests a method for matching individuals to particular company cultures. It draws on the five-factor theory of personality along with the theory of bureaucracy to identify three business-relevant personality clusters - bureaucrats, enterprisers and independents (BEI) - and argues that individuals in different clusters are likely to identify with particular business cultures. To illustrate this point, it identifies the personality clusters of a sample of student Millennials and explores how an individual's BEI personality cluster predicts choice of business school major. Using this person-organisation fit approach, companies could choose individual Millennials that fit their existing company cultures rather than altering their company cultures to accommodate the diverse Millennial cohort. HR professionals should consider ways to train Millennials to acquire the behaviours and attitudes that will enable them to function optimally in their jobs despite their predominant personality as bureaucrat, enterpriser, or independent.
机译:利用千禧一代的人格特征,这项研究提出了一种使个人适应特定公司文化的方法。它借鉴了人格因素的五因素理论和官僚主义理论,确定了三个与业务相关的人格集群-官僚,企业家和独立人士(BEI)-并指出,不同集群中的个人很可能认同特定的企业文化。为了说明这一点,本文确定了学生千禧一代样本的人格集群,并探讨了个人的BEI人格集群如何预测商学院专业的选择。通过使用这种适合个人/组织的方法,公司可以选择适合其现有公司文化的千禧一代,而不必为了适应多样化的千禧一代而改变其公司文化。人力资源专业人员应考虑培训千禧一代以获取行为和态度的方法,这些行为和态度将使他们尽管在官僚,企业家或独立人士中占主导地位,但仍能在工作中发挥最佳作用。

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