Personality 's Impact On Performance Management

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 five personality factor theory, as well as the theories on which it is based.

This paper introduces the overview of personality assessment approaches in use currently in society. It proceeds to review the big five personality measures, its validity in prediction of personality types (Archer, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. Aspects on the social desirability trait and the distortion produced in responses to evaluation questionnaires, being a significant part of the problems in personality assessment is examined. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

The purpose of this assignment is to have you explore dimensional facets of, the composite hypothetical construct, “personality.” You will do this by studying, self-administering, and then interpreting and reporting on the results of, several “personality tests.”

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

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.

In order to gain a better understating of my personality and how my personality influences my business organization, I took the Personality Inventory Assessments through My Management Lab. These assessments allowed me to gain in depth insights of how my personality affects three major categories: my personal decisions, how I work with others, and my business organization. Through the insights provided by the assessments, I was able to apply the results to determine ways to make me a better employee, coworker, and manger, both individually and within the organization. Lastly, I was able to use the results to see how a personality trait can equally be a strength and a weakness; through the Holy Spirit I am able to recognize the weakness and manage the personality trait. My introversion and my analytical problem solving manner are my two greatest personality traits that attribute to my success, but left unmonitored, can hinder the covenant built by others and limit creative problem solving. Through the information gained and lessons learned from the research, I can become a better leader as an Army Officer and continually improve my attributes to lead in future positions.

“The Five Factor Model provides a compelling framework for building personality measures that seek to represent the domain of individual terms broadly and systematically” (Briggs, 1989 as cited in McAdams. DP, 1992, p. 332). The FFM consists

In 1990, J.M. Digman advanced his five factor model of personality, which Lewis Goldberg extended to the highest level of organization.[13] These five overarching domains have been found to contain and subsume most known personality traits and are assumed to represent the basic structure behind all personality traits.[14] These five factors provide a rich conceptual framework for integrating all the research findings and theory in personality psychology. The Big Five traits are also referred to as the "Five Factor Model" or FFM,[1] and as the Global Factors of personality.[15]

McCrae and Costa’s Five-Factor model of personality is said to be predictive in certain behaviours such as honesty, job performance and procrastination. This Five-Factor model applies to organisational testing because personality is a crucial part in understanding the interests and abilities of an applicant within a business. There have

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.

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)

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

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

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).