The Role Of Personality Testing For Employees With High Levels Of Agreeableness

The increasing number of research and studies demonstrate that likable employees have more success on the job. Nowadays, being likeable and having a positive demeanor can surpass competency. Likeability is not a gift, it is a skill set that is developed through years of experience. Studies have revealed that individuals who are likeable are much more successful in work and in life. They have the opportunity to get rewarded, promoted, and selected more often than those who are less likeable. A study done by Melinda Tamkins of Columbia University states that, "popular workers were seen as trustworthy, motivated, serious, decisive and hardworking and were recommended for fast-track promotion and generous pay increases. Their less-liked colleagues

Agreeableness - Agreeableness reflects individual differences in concern with cooperation and social harmony. Agreeable employees value getting along with others in the workplace and are therefore considerate, friendly, generous, helpful (Carver & Scheier, 2000) and willing to compromise their interests with others. Agreeable employees also have an optimistic view of human nature and believe others are basically honest, decent, and trustworthy.

As stated earlier, the big five personality traits are neuroticism, extroversion, agreeableness, conscientiousness, and openness to experience (sevencounties.org). There are other personalities that we as people have. It’s a way to express ourselves and communicate with others. But the “big five” was picked to help focus in on a successful work environment.

The Five Factor Model by Costa and McCrae shows a clear connection to altruism. The category Agreeableness focuses on kindness, generosity, helpfulness, and an individual’s ability to cooperate with others a person is; which by definition is altruism. The Costa and McCrae Five Factor Model consisting of five categories, Openness, Contentiousness, Extroversion, Agreeableness, and Neuroticism, and is one of the most widely known and used personality measurement tools used by psychologists worldwide. From this model we are able to measure the five major aspects of someone’s personality. Someone who is high in agreeableness will be compassionate, considerate, and sympathetic and those low in agreeableness typically possess traits such that make them seem unsympathetic and aloof. Being extremely high in agreeableness however, is not necessarily superior. Being kind and generous to everyone will sometimes mean

People high in agreeableness tend to be trusting, friendly and cooperative. (27) Is about average. Factor III conscientiousness, this trait reflects how organized and persistent we are in pursuing our goals. High scorers are methodical, well organized and dutiful. (45) Is relatively high. Factor IV neuroticism, this trait reflects the tendency to experience negative thoughts and feelings. High scorers are prone to insecurity and emotional distress. Low scorers tend to be more relaxed, less emotional and less prone to distress. (14) Is relatively low. Factor V openness, this trait reflects 'open-mindedness' and interest in culture. Low scorers are more down-to-earth, less interested in art and more practical in nature. (16) Is relatively low.

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

The big five framework used today was developed by Paul T. Costa and Robert R. Mcrae in 1992. It has become exceptionally useful and research has shown how commonly it is used when describing personality. The five factors used in the model are extroversion, agreeableness, conscientiousness, openness and neuroticism. It is important to understand what each of these factors represent to gain a proper image of a person’s personality and how they represent their behaviors. Extroversion is seen as someone with a predominant concern for obtaining gratification from stimuli outside of the self. Extroverts tend to enjoy human

Human personality traits have been a prevalent topic of research for many years. The most accepted scholarly taxonomy of personality traits, known as the Five Factor Model, classifies personality characteristics into five major factors. There is some dissonance about the names and precise traits that compromise each of the factors, but in general they include: extraversion, agreeableness, conscientiousness, emotional stability and openness to experience (Barrick, Mount & Judge, 2001). This Five Factor Model provides a framework that has been applied to examine the relationship of personality dimensions among variety of areas. One of the major research areas examines personality factors and their relation to job performance. Prediction of

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

Employees in customer service jobs and jobs where people have to deal with social interactions, such as retail businesses, have to be able to get on with the customer and have a lot of interpersonal interactions with them. If they want to be good at their job and have a high job performance they will have to deal with the wide range of different customer personalities, all the while doing it in a warm, courteous and good natured way. All of which are traits of a person who is highly agreeable. Thus, “Agreeableness will be positively related to performance in jobs involving interactions with others.” (Mount, Barrick,

Therefore, the applicant must possess certain personality characteristics, in order for the customer to be satisfied and for the employer not to lose customers. We considered the Five Factor Model test to be the most appropriate for this type of job. The test is comprised of five different dimensions: Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to Experience. We can predict that high extraversion, high agreeableness, and emotional stability are the best predictors of job performance for this job because the job analysis demonstrates that the applicant must be friendly, have patience, and is not

One of the Big 5 personality traits is agreeableness. According to Lewis R. Goldberg (1993), agreeableness is a social trait and also a reflection of different individuals in concerning social harmony. Individuals who have higher level of agreeableness tend to get along with others more and easier involve themselves socially. The personality characteristics include helpful, considerate, kind, trustworthy, sympathetic, soft-hearted, good-natured, generous, lenient and willing to compromise their interest with others. Agreeable people view human nature in an optimistic way. Thus, they attract more friends and enjoy social support from others. However, individuals who have lower level of agreeableness are most likely to be

It reflect a very positive character in daily life mainly in the work place. The personality of individual required the kind of work that the individual want to do and if a person has a good personality then they will attract the good feeling of the people in the environment where the individual is working. Personality is also related to job performance and career success and identifying the personality of workers in organization can play a vital role in helping managers to manage employee’s performance so that it leads companies to increase their productivity and effectiveness. Mainly the job performance of employees play the vital role in companies and it is by their personality which has a positive attitude along with friendly behaviour and confident in an individual. The person with the positive attitude will be able to increase emotions if it is required in company and a friendly behaviour will carry motivational processes that facilitate relationships between personality and a great role in work place. Moreover, confident in individual predicts employs performance it is the weapon of the employees to success in the company and building the confident at work can ultimately mean more promotion. And this personality of employees significant to successfully encourage them and foretell their performance in different environment and conditions. There is include of perceived personality of an

Agreeableness reflects individual differences in concern with cooperation and social harmony. Agreeable people are likely to get along with people effortlessly. These people are certainly to help others at work despite any moods and rewards (Ilies, Scott & Judge, 2006). They are extremely considerate, friendly, generous, helpful, and willing to compromise their interests with others. Thus, they will create a warm environment in the company and there is no doubt that their colleagues would feel comfortable than ever.