What Is Canoe Personality Model?
1. The CANOE personality model basically proposes that there are five fundamental personality dimensions: conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion (McShane & Steen, 2012). Parker would score high for neuroticism since as a manager he is always worried about the goals that his employees need to achieve. He is emotional and temperamental, as evidenced by the fact that every time his employees do not give their best, he questions them.
Talbot would score high for conscientiousness. He is among the hard-working employees of Arctic Mining Consultants. He is always well organized and punctual at the site. Millar would likely score high in agreeableness. He consistently demonstrates his good-natured …show more content…
It lacks a rest schedule that would allow employees to rejuvenate themselves before they continue performing their tasks. Hence, most of the workers cannot give their best to reach their target. Furthermore, the job design in Arctic does not give its employees a sense of accomplishment. This is apparent when Parker quarrels with Millar about his under-par work, however much Millar tried to reach the set target limits. Since the job work design practice in Arctic Mining Consultants does not effectively motivate its workers, it needs to be completely restructured so it can accommodate its employees’ needs and incorporate motivation …show more content…
Employees like to know how they are doingwhether their performance is bad, average, or good. Appreciation essentially encompasses articulation of gratitude to someone for his or her actions, whereas recognition acknowledges someone before his or her peers for the exemplary work done. This will encourage employees to work hard each day so as to be able to achieve set goals (McShane & Steen, 2012). According to the case, Millar used to work hard each day to achieve the set length limits; however, his manager neither recognized nor appreciated his efforts before his peers. Therefore, Millar stopped working hard and continued with his below-par
Talbot would score high for conscientiousness. He is among the hard-working employees of Arctic Mining Consultants. He is always well organized and punctual at the site. Millar would likely score high in agreeableness. He consistently demonstrates his good-natured …show more content…
It lacks a rest schedule that would allow employees to rejuvenate themselves before they continue performing their tasks. Hence, most of the workers cannot give their best to reach their target. Furthermore, the job design in Arctic does not give its employees a sense of accomplishment. This is apparent when Parker quarrels with Millar about his under-par work, however much Millar tried to reach the set target limits. Since the job work design practice in Arctic Mining Consultants does not effectively motivate its workers, it needs to be completely restructured so it can accommodate its employees’ needs and incorporate motivation …show more content…
Employees like to know how they are doingwhether their performance is bad, average, or good. Appreciation essentially encompasses articulation of gratitude to someone for his or her actions, whereas recognition acknowledges someone before his or her peers for the exemplary work done. This will encourage employees to work hard each day so as to be able to achieve set goals (McShane & Steen, 2012). According to the case, Millar used to work hard each day to achieve the set length limits; however, his manager neither recognized nor appreciated his efforts before his peers. Therefore, Millar stopped working hard and continued with his below-par