Research Supporting As Attraction Selection Attrition Essay

Personality tests give employers an opportunity to have a regulated way of assessing someone's preferences and how they are most likely to behave in a work environment. A number of employers make use of personality tests early on in selecting the kind of employees they want, and will then make a follow up by conducting an interview into the "red flags" or the areas that might be of concern as shown by the results of the personality test (Van Der Merwe, 2002).

This paper is based upon the personality traits of Krispy Kreme’s and Pearson’s Chief Executive Officers; also known as CEOs. The two CEOs that will be discussed are Scott Livengood, who served as CEO of Krispy Kreme and Marjorie Scardino who served as CEO of Pearson. The two CEOs personality traits are explained in depth due to the importance of these traits. Personality traits are hereditary and also altered by the environments people associate with. These traits are important because they affect the way an individual acts when put into various situations. Studying the personality of a CEO allows us to predict their behavior and attitude towards their performance within the business. With that being said, this paper will explain how the personality

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.

Gatewood, Field, and Barrick (2011) assert that personality data can provide valid information for guiding selection decisions, as long as it is collected appropriately. Additionally, personality characteristics influence performance at work, specifically conscientiousness and emotional stability. These traits can greatly influence employee performance in various areas due to their connections to employee capability for hard work, persistence, and ability to manage stress. Managers also care greatly about the personality traits of potential applicants, sometimes even more than is warranted. While the predictive validity of personality traits has shown to be modest for job performance, it does exist. Furthermore, the authors assert that personality

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)

Scroggins, Thomas, and Morris (2009) is a meta-analysis of the validity and practicality of using personality tests in employment selection. According to Scroggins, Thomas, and Morris (2009), personality tests using the Big Five can predict job performance; identify specific traits associated with a particular profession; job and training proficiency; performance motivation; career success; and organizational commitment. Additionally, personality tests combined with cognitive ability test reduce adverse impact; thereby, enhancing the validity of employment selection process (Scroggins, Thomas, & Morris, 2009). Specifically, the variety of items within the NEO PI scales allows organization to match job candidates with a particular job based on personality traits, for example, a salesman (Scroggins, Thomas, & Morris, 2009).

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 traits make you seek out certain jobs and affect how you fit in”. Depending upon the organization you currently work for or are seeking to work for, hiring and promoting and individual is mostly based upon their individual personality traits. Whether you are personality A, B or X, all organizations want to hire people that are hardworking, reliable, trust worthy, and dependable.

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

Personality testing as a tool for making decisions about hiring, training, and promotion is _____.

This method can tell job analysts about the nature and traits of a person. Research showed that a person who has an introvert behavior will perform low in customer services position, and a person who is an extrovert will perform better in a customer services position (Barrick & Mount, 1991). It is fair to say that Gilland-Moore Winery must look for extrovert individuals to fill for the sales positions. An individual who possesses a higher degree of extroversion may then be more energetic in a social situation than an individual with a low degree of extraversion. The meta-analysis conducted by Barrick and Mount (1991), indicates that the valid predictor of work-related performance is conscientiousness. They also viewed that in some individuals; the emotional stability and extraversion appeared to be valid predictors of work-related performance. Therefore, suggesting Gilliand-Moore Winery to conduct personality testing in employee selection can be quite valuable, for this can guide in organizational decision-making.

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.

Explaining some of the extents personality has on employee performance is an important part in human resource management. This is because it helps to understand different types of people and how they will perform in industry. This also allows us to explore personality types with regards to performance and the different types of performance that each personality depicts. This essay will show a breakdown of a few different personality types and the implications on how they would affect the performance when in a business as an employee.

The accurate definition of personality has been a point of discussion amongst many different philosophers within many different disciplines since the beginning of civilization. Personality can be defined as "the relatively stable set of psychological characteristics that influences the way an individual interacts with his or her environment" (Johns , 1996: 75). Personality has a rocky history within the workplace and organization behavior because of measurement problems. There is now a renewed interest because of the emphasis on service jobs with customer contact, concerns about ethics and integrity and contemporary interest in teamwork and cooperation. All of these point to the potential contribution of personality.

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).