In the current era, one of the most critical issues related to organizational behaviour is the impact of workforce diversity, like personality and attitude on the performance of an organization. Workforce diversity can be regarded as the individual differences and similarities of employees and stands individualism that comprises of personality, attitude, nationality, sexual orientation, work experience, perceptions and so on. Therefore, it is essential to critically evaluate the two significant dimensions related to organizational behaviour; personality and attitude as they significantly impact the organisational performance.
Personality can be defined as the exclusive union of emotional, behavioural and thought prototypes that an individual holds. As per Kinicki, (2008), personality embodies a constant group of attributes that are accountable for an individual’s identity. The internal elements or the chief elements of diversity are mainly beyond one’s control, but potently influences attitudes, expectations and assumptions related to others, thereby affecting individual’s behaviour (Rothmann and Coetzer, 2003; Ismail, 2012).
Therefore, personality characterises a procedure of change and it associates to the psychological development and growth of people. In this manner, the differences in personality from one person to another give rise to individual differences work workforce diversity (Judge, et al., 2002). Personality factors and individual differences are highly significant in the current competitive organisational settings. Many a times, the wrong kind of personality gives rise to disastrous situations and qualms in organization as mentioned by Khosla (2009).