Essay on Psychology: Personality Theories

Many psychologists throughout many years present theoretical approaches in an attempt to understand personality. Hans Eysenck’s approach of personality differed from that of Sigmund Freud and his psychoanalytical theory of personality. Eysenck’s theory of personality relies on the scientific basis of biology in explaining human personality. Although Freud’s theories are intriguing to an open mind, Eysenck’s approach made measurable scientific sense. He relied on the use of trait and factor analysis, which is a statistical method. Freud relied on faith and his personal opinions based on observational research to reach the assumptions that set forth his theories (Feist & Feist, 2009). Eysenck and Freud did not agree on anything about

I have accomplished many events in life to know satisfaction. After completing my Bachelor’s degree, I had no emotional sense of gratitude. I was asked numerous times by people “how I felt,” “did I feel different” or “what was I going to do now,” and because of my unfortunate low self-esteem, I cannot find the importance of esteem needs.

Almost everyday we describe and assess the personalities of the people around us. Whether we realize it or not, these daily musings on how and why people behave as they do are similar to what personality psychologists do. Personality psychology looks at the patterns of thoughts, feelings, and behavior that make a person unique. Some of the best known theories in psychology are devoted to the subject of personality.

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

The theories of personality have been developed over hundreds of years. Some of the first theories of personality were very vague and centered on the basic idea that the personality was developed by the age of 5 as a direct result of physical and emotional encounters with parents. Numerous theories from an array of individuals built on this and challenged previous theories, some elaborating on the fundamental principles, while others completely dismissed the premise, comprising their own new renditions. More contemporary theories focus on breaking away from the psychological norm of the male centered assessment, also known as feminine psychology, while others focus their theory on locus of control, sensation seeking and learned helplessness. To date, there are still many varying opinions of what exactly defines a person’s personality, with just as much research, if not more. Over the last few decades, technology has surpassed what most have ever believed to be possible, creating not only a new world for people to interact, learn and relate in, but also created an unnatural dependence on various social media outlets.

Personality assessment and awareness can have a profound effect on organizational behavior. Employee motivation, attitude and job/employee satisfaction are areas that organizations must effectively manage and control, to grow and be effective. Employees also have a responsibility to themselves and the organization, to understand their personality, needs, strengths, and shortcomings. If this happens, employees can bring quality contributions to the organization and positively affect personal, group and workplace behavior.

In the workplace there can be a number of factors that can affect and employee’s work ethic or their performance in their job related task. In recent times though there has been development and some research done on possibly personality having an effect or could possibly predict an employee’s performance in the work place and therefore influence the selection process in recruiting new employees for a job. In this essay we will be analysing and discussing a new model which has been devised in which may explain the different personality traits that differentiate each employee or worker from each other. This model is called the big five or the five factor model, Several

Saying that a great deal of thought and effort has been made to understand what personalities blend with what corporate cultures is an understatement. Even in only the last half-century, immense studies have been stumbling hopefully towards a solution that can be applied to the hiring process. Can personality be consistently observed and measured? Can personality facets be defined and eliminated from the ideal candidate, like a bad haircut, or are those facets ingrained and imperceptible? Once those traits are chosen and hired, what about the working environment and company attitude keeps them there, if any? Just these few questions insist that researchers discover, if they can, employee traits such as individual satisfaction, commitment, turnover, and performance (Schneider, Goldstein, & Smith, 1995).

Introversion has the greatest chance of negatively affecting SLA. Students that are afraid of embarrassing themselves by speaking incorrectly or by not being able to speak at all may try to avoid opportunities that would otherwise aid their learning (Zhang, 2008).

When the time comes to hire a person for a certain job position it is important to consider one’s personality because a certain personality-type can be better fit for a specific job. Personality tests are used to measures one’s personality and this is a useful tool in helping managers decide who would be the best at the job and who they should hire. The most common test that is used to measure a person’s personality is through self-report surveys. Individuals rate and evaluate themselves on a series of different questions. The one draw back to this, however; is that some respondents may lie to make a good impression. Furthermore, two contributing factors of personality are hereditary and environmental factors. However,

Every single one of us is different. We are all unique creatures who react to certain situations in very different ways. Some people are enjoying a company of friends while others may feel comfortable alone in their own personal world of thoughts. It is a personality what influences how we think, behave and what we feel. Personality is not the only single thing. It covers a wide range of individual traits which distinguishes us from one another (Ones et al., 2005). Personality is defined as “the psychological qualities that influence an individual´s characteristic behaviour patterns, in a stable and distinctive manner” (Huczynski and Buchanan, 2013: p.186). Personality traits are characterised as internal, durable, steady and distinctive (Hampson, 1988 quoted in Woods and West, 2014). Since 1990s there has been recorded an increase in the use of personality assessment. Several profound scientists and researchers came up with conclusions that personality plays an important role in a job selection and promotion procedures (Robertson and Smith, 2011). Widely accepted view by many managers is that personality is closely linked to job performance and career progress (Huczynski and Buchanan, 2013). When you ask managers about the most valuable characteristics of their employees, generally the answer includes the following attributes such as reliability, ability to work under pressure, dependency and creativity (Woods and West, 2014). The main aim of this essay is to critically

Personality is an important trait which has an impact on the surrounding in your workplace. As a manager, I believe that a workplace has several types of people who come from various religion, race, country and cultural beliefs. Each individual need to be treated with respect and care, there issues need to be addressed without neglecting and they should be given room for their own personal growth within the organization. Personality is related to the culture being practiced in the organization. They are directly proportional to each other. Culture needs to be initiated by the management and employees follow it.

To understand how personality has consequences and influences it has on performance, it would be vital to contrast organisations and a psychologists approach as well definition of personality in an accurate and detailing understanding. Personalities can play a vital role in employee performance, as psychology attempts to distinguish the differences between individuals. "Personality is the psychological qualities that influence an individual 's characteristics behaviour patterns, in a stable and distinctive manner" (Huczynski & Buchanan 2013). It would also be necessary to consider the performance of employees which would affect the needs and expectations of stakeholders '. Organisations and employees would be required deliver satisfying results which would benefit in profit and an exceptional reputation for the organisation, however not all organisations seek to earn profit. This would be classified as performance management, "performance management is a process by which the company manages its performance in line with its corporate and functional strategies and objectives" (Bitici, Carrie & McDevitt 1997. This essay will investigate how personality predicts employee performance and explore factors which organisations need to scrutinize in order to accomplish certain tasks.

The purpose of this essay is to explain how personality affects employees’ behaviours, attitudes and performance at work, how personality is measured by organisations. And using academic evidence, argue it is valuable for organization behaviour scholars to conduct personality testing before hiring new employees.

Personality is defined as, “the sum total of ways in which an individual reacts and interacts with others” and personality traits are defined as, “enduring characteristics that describe an individual’s behavior.”(Robbins and Judge, 2009) Describing an individual’s behavior can be tricky and trying to change an individual’s personality is near impossible. Business managers have the task of implementing a leadership style that thrives in their perspective business. However, in order for their particular style of leadership to be a success they need to understand the role personalities play in business organizations. Team members personalities may dictate what style a leader ultimately decides to implement, just as, employers will look to hire individuals with personalities similar to that of the company. Hiring managers need to be in tune with personalities and how they may help benefit their bottom line. This process is accomplished by the use of personality tests, which have been around since the early 1900’s.