The Top Factors That Contribute The Success Of An Organization

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.

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

Knowing the Type of personnel as tool of self assessment for leader is very important because by determining what characteristics will make for effective job performance, it can aid in personnel selections by increasing understanding of how personality and job characteristics interact it can result in better hiring, promotion decision and by providing insights into personality development it can help to anticipate, recognize and prevent to operate costly defenses by organizational members.

The first step in this research was to collect and organize testing methods and literature from many reputable sources, review all aspects of this information to valid the effectiveness of the testing and to ensure that the literature was relevent to this research project. After all the information is selected and the test criteria is determined, the study researches each individual element of the five factors to see how each area correlates with each of the three specific job performance criteria. The test explains that up until the five factors were established and there was agreement among psychology professionals to accept these as the basis for establishing personality traits, the overall conclusion was that there wasn't much validity in the idea that personality was a

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).

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).

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.

Psychological and Personality Assessments are used by many small employers, Fortune 100 or even Fortune 500 companies. These companies have instilled these tests in their company policies with all new hires or promotional employees. These assessments are used to help all human resources personnel in the decision of hiring or promoting employees. These tests are used as tools to improve personal image, promote or hire compatible employees that will put the company into a more positive direction. Employers feel that by using and implementing these assessments they help with building good employee teams and to allow different types of personalities to work

The Worker Characteristics component provides details on the abilities, occupational interests, work values, and work styles needed for the job. Understanding the worker characteristics, helps us to understand which personality characteristics are needed to perform a job. Since personality is related to job performance, the Big Five personality assessment could enhance this section of O*Net and help clients to understand if the candidate’s personality is a match for a certain job. The Big Five personality inventory would help DM to match the client’s personality with a job that requires such

Personality traits reflect people’s characteristic patterns of thoughts, feelings, and behaviors. Motivation is a factor that is highly dependent upon personality and because of this, managers must be able to recognize and respond to the different traits. Personality has been studied extensively throughout the years and researchers have found five distinct personality traits that are most relevant to organization; agreeableness, conscientiousness, neuroticism, extraversion and openness. Because of the way personality influences a person’s performance, these are

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.”

In order to improve employee competency, in the future the hiring process should include more questions about the interviewee’s personality because, “Personality is

Over the last several decades, many employers have been using personality assessments as way to understand the thoughts and feelings of staff members. Part of the reason for this, is because this has often been used as a tool that will effectively assess the underlying strengths and weaknesses in the personality of select individuals. Once this takes place, is when mangers can be able to use this information to predict how well someone will succeed in a particular job. This is the point that they can effectively assign each person to predetermined areas that will help them to meet company goals and give them a sense of satisfaction from their work.