The Impact of Extroverted Personality on the Work Environment

These assessments facilitate dramatically the hiring process by identifying the thinking styles, occupational interests and behavioral traits and allow the visualization of the “total person”. To complete the assessment process behavior tendencies play an important role in increasing individual productivity by identifying personal accommodation , assertiveness, attitudes, energy level, independence, objective judgment, sociability, manageability and decisiveness.

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.

Recruitment and selection tests “aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job” (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensure

Employee selection tests are intended to offer employers with an insight into whether or not the potential employee can handle the stress of the job as well as their capacity to work with others. Employees believed that personality and psychological assessments can help to predict

An individual’s personality is measured with a personality assessment instrument that encompasses theories and technique. Traditionally psychoanalytical theories provided an outline for accepting behavior that was abnormal and perceptions that prophesized the outcome for prospect behavior. Since projecting personality trait occurs, career counselors, and organizations utilize personality assessment instruments for screening potential employees for qualification. Additionally, personality assessment instruments are used in detecting personality disorders and abnormal behaviors. This

Predictive ability of interest entails the utilization of the personality assessment results in real life situation such as to select people that may be needed in particular activities such as employment. Dissenting argument have been advanced based on the influence of personality on job performance as employers look for specific personalities with others holding onto the study outcomes based on personality scores that attach no sense on job skills. However, every firm employs the predictive ability of personality in hiring. The predictive accuracy is only a teensy-weensy attached to personality test in hiring that is only based on the direct linkage of those test to practical job performance. Personality scores may not reveal the skills required for the job performance therefore skills becomes

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).

Personality assessments should be used in certain job types. If I were to hire an individual in customer service I would want to know that they have good people skills and can interact well with others. This could benefit both parties involved. If there is more than one person applying for the job I could weed out those who might not be able to handle customer service by doing a simple personality assessment.

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)

Myers Briggs Type indicator is usually the standard for managers and human resource departments to categorize employees to help determine the best method of coaching for optimal performance. Employees were given a test and evaluated on categories that included extraversion-introversion, sensing-intuitive, thinking-feeling, and judging-perceiving. A personality profile was based on evaluating these categories. A new method of creating personality profiles has been introduced in the workplace that expands upon the categories of the Myer Briggs Type indicator. This is called the Big 5 Factor Personality Type. This method evaluates emotional reactions, interpersonal patterns, and openness to experience, agreeableness, and work ethic (Briggs, 1998). By evaluating these categories, immediate supervisors can predict job performance across many industries. For example, low scores on emotional reactions, high extraversion, and high conscientiousness or work ethic is an indicator of high job performance. Job burnout can be predicted by

May affect how managers make decisions, solve problems, handle conflicts, deal with politics, and cope with stress. Helps us understand how others are different from us, despite similar experiences and situations. The right personality for the job is always a combination of job fit and job attitude that varies with job type and organizational culture. Personality questionnaires help managers to compare individuals on the same criteria and distinguish between them in terms of good and bad. Questionnaires revels the level or abilities of an individual that would be appropriate at the workplace.

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

For example, Hogan (1986) designed up six measurements (Ambition, Likability, inelegance, Sociability, Ambition, and Adjustment). On the factors for the five measurements, he divided the extraversion into Ambition and Sociability. During the last several years before 90's, personnel researchers were learning the relationship between personality job performance. Most scientists got a common perspective that personality actions did not reveal adequate predictive credibility to approve their use in personnel selection. The progression for multifarious meta-analytic studies of personality and job performance interaction has mostly relied on an effective evaluation of the available research and accomplished a negative summary across his qualitative evaluation of the personality examining literary works, verified that little proof can be used to review the credibility of personality measures in personnel selection. Guion and Gottier(1965) stated that the advancement for multifarious meta-analytic researches of personality-job performance relations has mostly depended on an efficacious review of the accessible study and attained a pessimistic conclusion across his qualitative review of the personality testing literature, confirmed that little evidence can be used to summarize the validity of personality measures in personnel selection. However, with the distinction in methodological in meta-analysis and the growth of taxonomy of personality

Individuals bring a number of differences to work. They have a variety of personalities, which differentiate one from another. Basically, personality refers to individual differences in characteristic pattern of thinking, feeling and behaving (Pappas, 2013). Each person has a unique personality that distinguishes a person from another. Personality affects all aspects of a person’s performance, even how employee reacts toward his/her job. When people enter into organizations, their personalities can affect how they behave and perform, which will affect their performance at work. According to Rothmann & Coetzer (2003), work performance could be affected by situational and dispositional factors. Situational factor can be described as characteristics of the job and work mates, while dispositional factor is caused by employee personality characteristics. Dispositional factors itself can potentially influence employees interpretation of their employment settings, and can therefore affect employee performance and satisfaction. These people 's personality patterns can be broken into a Big Five Personality Model (also known as O.C.E.A.N.). These broad five personality types are very helpful for understanding and predicting different kinds of work related behaviors. Therefore, this essay is going to examine the importance of study personality to the study of behavior within the framework of Big Five Personality Model, and its impact on work performance, employee satisfaction, and