Personality predict employee performance management essay
Because of this the results should be handled with care and not be taken too seriously.
Impact of personality type on job productivity
Thus, in the company, there are many people who have different kind of personality and it is clearly that it will also lead to dissimilar behaviors. The first part of this chapter will try to justify the selection of the model used, while the second part will focus on presenting the different attributes and try to determine, in which situations the different values of those attributes are advantageous or disadvantageous for the work-performance. It is trying to predict work performance in different configurations. To understand how an individual behaves different personality assessments were developed The second strongest personality predictor is emotional stability. Relations like this will be discussed in depth in chapter 4. Boyle points out that it cannot be replicated consistently like the 16PF refer to Boyle, , p. Contemporarily organizations assess intensively their relationship and interactions with the employees as one of the sources of their competitive advantage.
Chandramohan goes even as far as to say, that human resources are the most important and vital assets of an organisation as the productivity of all other resources depends on people refer to Chandramohan,p.
A well-qualified employee is selected to be responsible for overseeing many aspects of a company, including difficult situations that arise between co-workers.
Significant personality traits suitable to the workplace
New research is examining how specific combinations of traits and facets i. If overall job performance was a cherry pie, it could be cut into several pieces that represent individual differences that contribute to job performance e. In order to do so, they have to maximise the productivity of all their assets. Research has shown that measuring personality is a useful tool in making hiring decisions and helping organizations forecast who is best for each unique position. Catell commenced wide empirical research in order to find those factors and revised the entire model four times. The aim of this assignment is to determine how companies can use different personalities more efficiently in order to increase work performance and ultimately maximise their profit. Not every individual difference is a difference in personality however. Rakesh Mittal New York Institute of Technology Abstract This research paper gives a brief introduction of the big five model and applies it into real business work place. There are certain personality traits that might affect how a person fulfils their tasks. This makes sense because conscientious individuals are more driven, have a higher need for job achievement and are more detail oriented. Personality has a big influence on how an employee thinks, feels, and behaves when working. It does, however, show very well which differences are parts of the human personality and which are not. This is very important as the manifestation of a trait, for example, is also influenced by external factors. Relations like this will be discussed in depth in chapter 4.
This statement is backed up by the fact, that personality assessments had a great rise in popularity by companies in the last decade refer to O'Neil, The company can raise the output or lower the input, which is not necessarily mutually exclusive.
It is not without criticism though. Based on one of the models presented in chapter 3, the different personality-attributes will be presented in chapter 4. The reason for this likely resides in computational errors that occurred when Catell created the model. For example employers set goals and encourage involvement.
Why are the big five personality traits important
Personality vs. The questionnaire itself was used extensively in research for the last decades. A well-qualified employee is selected to be responsible for controlling all or part of a company, including difficult situations that arise between co-workers. It is very important to realise that the personality needs to be considered when selecting employees. If an employee made bad experiences with the rewards he got, his expectation of future rewards will be influenced negatively. Scientists have long been consumed in connections between personality and work performance With the development of personality in the field of psychology, organizations realize that employee personality that impact how individuals think, feel and act on and off the job are difficult to change. In order for corporations to achieve this goal, the individual teams and employees must be highly successful. While this statement might seem a bit extreme, it is definitely true that no company can run without humans. These methods can contribute to lowering the required input or raising the output and will be presented below. Conscientiousness was once again the strongest predictor. The sixteen factors are supposed to be the most basic personality traits of a person. Furthermore it is backed up by wide and sophisticated empirical research and other researchers came up with similar results.
It is very important to realise that the personality needs to be considered when selecting employees. A detailed description of these factors will be given in chapter 4.
Not every individual difference is a difference in personality however.
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