Personality And Employee Job Performance

Guilford (1959) defines personality traits as being ‘any distinguishable, relatively enduring way in which one individual varies from another’. Subsequently, trait theory can be identified as an approach to the study of human personality. The aim of psychologists, specifically trait theorists, is to explain similarities and differences between individuals based on traits. Although numerous psychologists differ on the amount of traits that are significant, each theorist categorizes personality traits along several broad type spectrums. This assignment will focus on comparing and contrasting Eysenck’s Hierarchical Theory of Personality and Costa and McRae’s Five Factor Model (FFM), two different trait theories of personality.

Many psychologists agree that nurture play a greater part in the development of a human being. Studies such as those performed on monozygotic twins (identical), who share the same genetics and those performed

Personality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the 'Big Five ' personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essay will also discuss some of the arguments against the relevance and accuracy of personality testing within the employment context.

The Minnesota Twin Registry started in 1983 and its goal was to establish a registry of all twins born in Minnesota from 1936 to 1955 to be used for psychological research.., T.J. Bouchard, working in conjunction with the University of Minnesota, started exploring the similarities and differences in characteristics like personality, career interests, and a variety of personal interests between identical twins who were reared apart. Research was conducted on twins from all over the world. The Minnesota Twin study gave scientists a new insight of the role of nature vs. nurture on human development and personality; it was the hope that twin studies would be able to tie genes to specific behaviors. From the study, we understand that twins who were separated at birth and raised in different families

The five-factor model (FFM) is a contemporary construct describing personality. It incorporates five traits – openness, conscientiousness, extraversion, agreeableness and neuroticism also referred to as OCEAN. Within each dimension, there are specific personality attributes, for example, openness includes subcategories of feelings and actions. The FFM was influenced by Cattell’s 16-factor model (1957) and shares traits with many other personality theories such as Eysenck’s PEN model. There has been an ongoing debate discussing how many factors appropriately represent the brain structure of personality, suggestions have varied from 2-7, recently Almagor et al. (1995) advocated that a 7-factor model unfolds when evaluative traits are involved. Costa & Mcrae (1992) claim that the FFM is the best theory of personality, however, the model has received much criticism. Through examining different aspects of the model its credibility can be explored.

The theory to this study was that if you take two people with exactly the same genes, separate them at birth, and put them in completely different environments, the behavioral and personality characteristics that they share as adults can only be explained through genetics. Participants in the study were specifically monozygotic twins who were separated at birth, lived apart from each other for a significant span of their lives, and reunited as adults. Each twin underwent a series of tests and interviews individually so that it was impossible for them to influence their answers.

Twin studies are a vitally important tool for dissecting the nature versus nurture argument. Twins provide a naturally occurring experiment and they are most likely the best indicator of determining whether biology effects traits and psychopathology in human beings. Researchers are seeking circumstances involving twins providing evidence of known variations in the extent of genetic similarity or environmental stability. The key factor in utilizing twin studies to determine biological basis for personality differences exist among identical twins and fraternal twins. These studies provide data among the individuals that are genetically identical but yet, display visible differences that may be attributed to environmental differences. Additionally, researchers used such studies involving

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.

The Analysis of the Five Factor Model In this essay, first the Five Factor Model (FFM) will be described. Secondly, psychologists for and against the model will be looked at. Following this, the stability of traits will be looked at, both longitudinal and cross situational. Finally, the application of the model within and outside psychology will be evaluated to show support that the FFM provides a solid foundation for an adequate personality psychology.

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

Personality is defined as consistent behaviour patterns and intrapersonal processes that come from an individual themselves (Burger 2014).In other words, who we are as a person. Personality factors can be attractive to particular parts of the employment industry for example; being neat and tidy or loud and creative could be an attractive factor to the employer. There is an ongoing debate throughout society on whether Personality tests are a good indicator of employment strategies and whether they are a big predictor of hard workers, motivated workers and intelligence within the workplace.

To understand personality there are three main aspects that must be looked at: LArsen and Buss Definition of personality, The Six Domains of knowledge of personality, and Costa and McCrae's Five Factor Theory. In this essay I will first break down larsen and Buss definition and connect it to the domains, then connect the domains to the five factor thoery (FFT).

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

Another often debated, yet empirically well evaluated test-based method of predicting job performance is that of personality tests. The method is based on the theory of personality, which states that there are relatively consistent patterns in human cognitions, emotions and behavior. Many models for how to define, categorize, explain and measure personality has been presented over the last century, and the Five Factor Model, FFM (also known as the Big-5) is undoubtedly the most popular one (Barrick & Mount, 2012). The FFM originates from a lexical approach where adjectives were extracted from a dictionary into questionnaires with quantifiable response alternatives (Allport & Oddbert, 1936). Factor-analytic evidence has concluded that the responses mainly fall into five different categories, laying the foundation for the Big-5. The five factors are conscientiousness, extraversion, openness, agreeableness and neuroticism. Conscientiousness is correlated with self-discipline, being structured and organized, and aiming for achievement as a person. Extraversion is a tendency to have positive emotions, seek stimulation and enjoy the company of others. Openness (or “openness to experience”) is a factor connected to being open for new ideas, being curious and appreciating different forms of art and culture. Agreeableness is correlated with being compassionate towards others, cooperation and being trustful. Neuroticism is a factor

Some psychological models assert that a proportion of our personality is inborn and permanent (Hollander, 1971), that a psychological core at the center of our personality gives us enduring, inner characteristics. Hans Eysenck (1965) suggests that our motivation and emotion are related to biological differences in brain function and proposed that 75% of our personality is based on genetic influence and 25% on environmental influence. Research by Peter Whybrow (1999) on identical twins separated at birth examined how their different environments shaped their personalities. He found that around 40% of personality should be credited to genetics, with 60% determined by outside factors.