INDIVIDUALLEVEL OF ANALYSIS-MANAGING INDIVIDUALS

对人格绩效的人格方面的研究起源于心理学的农村。从组织的角度来看，我们对解释和预测感兴趣，以帮助我们管理效率和承诺。每个组织行动课程的核心包括涵盖性格和态度，决策，灵感，领导力和权力。

个性和态度

Managers habitually blame "personality conflicts" for troubles, or say of employees that "they just don't have the right attitude." This is a simple way out for most managers-we can't do any- thing about character or attitudes (other than tell a person to change them), so we can feel protected in the knowledge that the low efficiency is not our fault and that our employees would be effectual if only they made the effort. However, a good manager can use personality differences to enhance the inspiration and work of a partition; a good manager can set things up so that people working for him or her have positive, constructive attitudes. Yes, there are behavior conflict and bad attitudes out there-the key is how well do you manage them? To administer something, you need to understand it.