PERSONALITY, ATTITUDES AND JOB PERFORMANCE

Over the last 100 years, the underpinning concepts in the fields of psychology and counseling were wrought. Within this period, these concepts have transformed and evolved from somewhat crude conceptions of the psyche toward more holistic interventions and approaches. As the profession continues to move forward, adaptations of the original theorists regarding the nature of man and the development of personality continue to emerge. These adaptations, along with the integration of new concepts and ideas, continue to contribute to the field. The author describes his view of man and human nature, personality development, and explores potential implications for counseling.

Attitude measurement is when a research is studying the reaction of participants to a certain phenomena; while when studying a phenomena you are attempting to explore and describe it. When measuring a phenomena the variables are clear and known while with attitude measurement they are not. In order to overcome the lack of control over the variable within attitude measurements you can create a clear responses that respondents choose from (Ex: unsatisfactory, satisfactory,

|Preparation |individual characters, personality, and job satisfaction so that you can better manage them. | | |

The first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues.

1.3 Compare and contrast employee engagement with other related concepts; ‘flow’, organisational commitment, job involvement and job satisfaction.

Employee Engagement is a measurable degree of an employee's positive or negative emotional attachment to their job, colleagues and organisation which profoundly influences their willingness to learn and perform at work. Thus engagement is distinctively different from employee satisfaction, motivation and organisational culture.

Job satisfaction is an attitude that employees have about their work and can related to the performance of a company. Job satisfaction as the key attitude related to employee behaviours and the work outcome. Organizational commitment is a psychological state that binds an employee to an organization.

This essay aims to analyse how personality can affect the performance of teams. This essay will also explore various theories relevant to personalities and will assess how different personalities can be beneficial in increasing team performance as well as any disadvantages. This essay will also explore how personality can affect the inter-personal relationship between team members.

Does this individual take their career seriously? Are they going to be a team player? Are they reliable? These would be some of the main questions each an every employer would want to know, especially before hiring someone straight out of school or with little to no experience. Too often people feel that school is just a place to make friends, and get a few classes that will lead to finding a job. But little do they know that their school work ethic shows greatly upon how their work ethic will be in the workplace. The amount of engagement they have in class, their attendance, their completion of assignments, and how well they can work as a team are all attributes that show greatly how an individual

The results of both my personality and career tests were either somewhat true or completely off to what I believe the results should have been. To begin with, my personality test was correct in the areas of conscientiousness (work ethic), agreeableness, and natural reactions. However, was false in the areas of openness to experience, and extraversion. The results stated that I was a traditionalist, down-to-earth, practical, and conservative individual, but, in actuality, I have an imaginative, open-minded, and experimental personality. Moreover, it also stated that I was a very reserved, formal, serious, and quiet person. This is fairly true, but I am also an outgoing, friendly, and assertive human being, who likes to work with others.

According to Kluemper, Bing, and McLarty (2014), a person’s reputation is based on their past experiences. Also, managers use a person’s past performance to predict the person’s future performance. This essay provides a definition of a measure and discusses how leaders measure the personality trait of employees to explain their job performance. Also, how managers use organizational past performance to predict future performance. Also, the paper describes how leaders use employees personality trait to predict future job performance. Next, the paper explains how using G and personality for predicting performances. Last, the essay discusses how the finding from an employee’s personality trait and general knowledge is used to make hiring decisions.

Mark Mallinger, Ph.D. and Ileana Rizescu Application: Determine how compatible you are with your primary work group.

Personality is the dynamic organization of characteristics that blend or make a person unique and though in his or her appearance or reasoning. (Weinberg & Gould, 1999). According to Eysenck 1966, when he was working in a hospital based in London he was exposed to many different patients. Eysenck’s work led him to develop a very important and well known model of personality in the psychology world. His model on personality theory was the result of culmination of answers to questionnaires on personality styles and statistics that he identified specific parameters to measure them and use in the theory. He used three categories of personality traits and these were; extraversion, psychoticism, and neuroticism. In 1940 Eysenck was doing work at the Audley psychiatric hospital in London while developing his theory. His job at the hospital was to make an initial assessment of each person admitted to the facility prior to being diagnosed by a psychiatrist. This position at the hospital led him to track and write many questions pertaining to behavior and personality. The questions were later applied to more than 700 soldiers who were being treated for neurotic disorders at Maudsley hospital (Eysenck, 1966).

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

Employee engagement and commitment we learned is a common theme that encompasses employee satisfaction and pride in their employer. When an employee becomes dissatisfied in their position, we know this has a direct impact on company turn over. What is