From a general point of view, organisation behaviour is an area which attempts to appreciate human behaviour in an organisation. Nevertheless, there exist different definitions of Organisational Behaviour as evidenced by different authors. For instance, Robbins and Judge (2012) define the organisation behaviour as an area of study for investigating the impact that individuals, groups and structure have on behaviours within the organisation. This is for the purpose of use of the knowledge for improvement of organisation effectiveness. Further, Luthans et al. (2021) define the organisation behaviour as having a direct concern on appreciating the production and control of human behaviour in an organisation. This is with Prabhu (2020) defining the concept as a branch of social sciences mandated with the role of building theories which are applicable to predict, understand and control work organisations behaviours. Hence, considering the identified definitions of OB, the concept can be summarised as shown in figure 1;

Figure 1: Summary of the concept of Organisational Behaviour

In organisations which embrace appropriate organisation behaviour metrics, they are identified to benefit in different ways. For instance, Siahaan et al. (2021) study which focused on evaluating the impact of organisational behaviour and organisation climate on employees satisfaction relevant findings were obtained. The authors hypothesised that the organisation behaviour has a signific ant impact on the employees satisfaction. As a result, increasing the quality of organisation behaviour was found increasing the employees performance and productivity with more than 70%. In a different approach, Muchiri et al. (2019) had focused on evaluating the social process of leadership theory and obtained relevant findings on the impact of the organisation behaviour on positive organisations performance. The findings hypothesised that the organisational behaviour assists in development of an appropriate appreciation of the attitude and performance of employees and the overall organisation. For achieving this, the organisation identified the Fortune 500 companies which are known for having the best organisation behaviour as prioritising on their culture, set policies and structure. On the other hand, these aspects elicit positive impact on the employees productivity and their scope of commitment in their organisation. A summary of these impacts is as shown in figure 2;

Figure 2: Summary of the Organisation Behaviour Impacts

Hence, from the identified definitions, it is clear that for managers and leaders, identifying and appreciating the concept of organisation behaviour is instrumental. This is to guide them in analysis of the effects of both social and environmental factors impacting the manner in which the employees and different teams work in collaboration. Further, this is while recognising people interaction, communication and collaboration process as core for success of their organisations. This report explores on the impact of personality on employee motivation and performance. This is while offering appropriate examples in Riyad Bank in Saudi Arabia. In the next section, the areas of interest has been reviewed, theories of the different concepts, linking the variables and eventually aligning them in context of Saudi Arabia Riyad Bank.

1.2 Identified Areas of Interest

As aforementioned, for the success of OB, there are a set of factors at play which must be put into account for its successful implementation. These factors must be prioritised, evaluated for identifying how organisation behaviours are manifested in these organisations. In this report, the areas of interest identified include the impact of personality on employee motivation for achieving an improved task performance. Since organisation behaviour has a direct impact on the job performance, Cob et al. (2021) research argued that the personality traits, motivation are critical antecedents of the job performance. As a recommendation, the authors had evidenced that task performance of employees could be harnessed in an event these factors are integrated holistically. Similarly, Bakotić (2016) had argued that the job satisfaction of the employees is an appropriate indicator of such an organisation effectiveness and impacted by organisational and dis-positional factors. These are a collection of aspects influencing employees job satisfaction level with personality being one of these factors. Hence, as part of evaluating the organisation behaviours, it is instrumental evaluating the employment relationships and the phenomenon in the organisation where the employees have based on their operations.

Further, according to Kuzey (2018) the extent of motivation significantly impact the people performance which on the other hand influence their workplace satisfaction. In an event an individual possess opportunities which bring them closer to achievement of their goals/objectives, they end up being motivated to a larger extent and as such performing in optimum in their roles. Hence, for the three identified aspects, they must consistently be put into account for ensuring that employees satisfaction is increased. The identified factors are also partly objective workplace factors including the physical work environment, employees positioning and assigned roles, capacity development, employees performance, pay and the behaviours of management and their entity structure. This is also in line with social environment and interpersonalised relations. It is in this regard that Al-dalahmeh et al. (2018) concluded on the need to identify and understand the personality dimensions which are core for organisations leading to an improved motivation. This is since the employees become highly satisfied with their jobs which is an antecedent of motivation. At the end, this lead to improved productivity and performance which is core and primary driver of the organisation operation.

2.0 Overview of Personality

According to Ranđelović and Todić-Jakšić (2020) personality is defined as the individual differences in characteristic patterns of thinking, feeling and behaving. In this regard, for evaluation of the concepts of personality, it is appropriate prioritising on the areas of understanding individual differences in specific personality characteristics including sociability or irritability. The other area is to appreciate how the different parts of an individual come together in holistic. In a different definition of the concept, Hounkpatin et al. (2018) identify the personality as an organisational behaviour concept which is identified by core characteristics shared by all people and individual differences among individuals. For these differences, they are normally featured in macrolevels by prioritising on the broad differences which characterise people or microlevel which entail a focus on particular idiosyncratic approaches of viewing the world.

The relevance of personality in organisational behaviour is identified by Nuckcheddy (2018) to have an influence on how people are thinking, feeling and behaving which has a direct implication on workplace. The various people personalities have a direct influence on the behaviours in groups, attitudes and the manner in which they end up making decisions. Yang et al. (2018) further identified the effectiveness of personality in organisation behaviour as being influenced by if it is realistic, investigative, artistic and social.

2.1 Theories of Personality

Type A and Type B

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