Abstract
Seemingly Western literature and Eastern literature of Human Resource Management (HRM) reveal a gap in the theoretical knowledge as well as the empirical knowledge in respect of Individual Character (IC) and human resource development through character building. Studies will have to be carried out in order to develop a pragmatic framework of describing character and explaining its dynamics; a logical model of explaining the relationship between character and HRM; and a pragmatic framework of character development at the micro (organizational) level. Though there are several research questions which need to be answered systematically and scientifically, the objective of this research paper was to explore what IC means, whether IC differs from the concept of so called personality and why IC is important, specially in current Sri Lankan context. Ostensibly, the approach of the paper was reflective and descriptive. IC was defined as the aggregate of all of the relatively persistent moral qualities a person has that combines to form his/her real nature. It is the degree to which the person possesses the virtues and do not possess the vices. Virtues are to be nurtured within the individual while vices are to be removed from the individual for the purpose of developing IC. It was asserted that IC was not the so called personality and it differed significantly from personality in several ways. It was substantiated by literature that IC is of utmost importance for individual development, organizational development and nation development as well. DOI: http://dx.doi.org/10.4038/sljhrm.v1i1.5108 Sri Lankan Journal of Human Resource Management Vol.1(1) 2007 pp.1-14
Highlights
It is theoretically and empirically evident that success of any organisation heavily depends of quality of its human resources and quality of human resources heavily depends on good Human Resource Management (HRM)
It seems that Western HRM literature and Eastern HRM literature reveal a gap in the theoretical knowledge and the empirical knowledge as well with regard to individual character and human resource development through character building
Being the aggregate of all of the universally persistent moral qualities a person has combining to form that person’s real nature, the character has become an essential phenomenon in the human resource development context
Summary
It is theoretically and empirically evident that success of any organisation heavily depends of quality of its human resources and quality of human resources heavily depends on good Human Resource Management (HRM). 292) defines personality as “the sum of the unique psychological qualities of an individual that influence a variety of characteristic behaviour patterns (both overt and covert) in relatively consistent ways across different situations and over time.”. This definition stresses concept of uniqueness, characteristic responses and situational consistency. According to Chandan (1999, p.149), personality is a set of relatively stable characteristics or dimensions of people that account for consistency in behaviour in various situations Further he (p.144) writes “If a person’s entire personality could change suddenly, we would not be able to predict his personality traits. Implication of these writings is that there are different types of personality characteristics individuals in an organization or a society possess
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
