To what extend personality predicts employee performance?

Personality is “the sum total od the actual or potential behaviour-patterns of the organism, as determined by heredity and environment (Binger, 2014).

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

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 can be defined as representing the overall profile, or a combination of characteristics that captures the unique nature of a person. Using the Big Five Model of Personality, a trait approach to personality which deals with the variation of a scale. I will be reflecting on how personality affected the work behaviour of the team. The theory consists of five key dimensions of personality, openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. I scored highly on the conscientiousness scale. Those who are highly conscientious are commonly very responsible, reliable, organised, self-directed and successful, but can have controlling tendencies. Due to being highly conscientious, I took the lead on many of the smaller tasks and kept the team working efficiently, because

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

Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job

Previous studies on personality-job performance relationship can be divided into two core phases. The first phase covers the period of 1990s to 1980s. The main inference from the studies of this era, is that personality does not have any effect on job performance. The second phase is defined by the research done since the 1980s. Scholarly work from this period indicates that the previous studies have been flawed for a number of reasons, and that the more agreed upon conclusion is that there is in fact correlation between the five personality characteristics and job performance. Job performance is typically evaluated based on how well the designated tasks are performed, the initiative taken by employees and resourcefulness shown by personnel in tackling problems. It’s agreed most universally across studies and across cultures that two of the five factors, conscientiousness and emotional stability, are reliable predictors in practically all occupations. The other three dimensions, including extraversion, have shown low correlation to job performance and produced mixed results (Barrick et al., 2001).

As we learned from Project 1 employee personalities have a dynamic effect on an organization’s culture, thus supporting the idea that organizational culture has a significant impact on employee performance. In today’s business world more and more organizations are seeking ways to incorporate self-appraisal and personality assessments into their hiring decisions. Robbins and Judge’s chapter on personality and values highlights how tools such as the Myers-Briggs type indicator and the Big Five Personality Model are helping employers to determine if an employee’s personality will fit into their organizational culture (2009). Assessments on employee behavior supply employers with a broader perspective on how the employee views their performance as well as provide insight on employee values. Self-assessment provides formative and summative feedback which employers may use to identify an employee’s strengths and weakness. From this they are able to assign tasks that will best support an employee’s workplace performance. This paper will discuss what I learned about myself by Prentice Hall Self- Assessment. Good but should be in the past tense

Each person has unique traits that are given from God, it is up to us to refine these traits. These personality assessments are tested to determine what traits are used more prominently in the workplace, including the interaction with coworkers, my personal insights and values, as well as

Throughout these debates there is the reoccurring theme of the need for reliability and validity in personality tests, as with any other selection method a business organisation may adopt. Here it is important that the method is consistent in its measures both throughout the personality test itself and should the personality test be applied to individuals over time. Furthermore, the predictive value will be heavily affected if no clear relationship is established between the tests results and job performance (Newell, 2005).

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

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).

Personality Inventories - job success is predicated on a person’s personal characteristics (U.S. Department of Labor Employment and Training Administration,

This paper discusses my personality type and assesses how it applies to the workplace. It will explain my behavioral tendencies and how I can apply them to any organization. This paper will also explain how God’s plan for me changed the way that I know deal with organizational dynamics and the individuals that are coworkers, team members, and friends. This paper will highlight the results from the McGraw-Hill Connect assessment as they apply to my personality, core values, decision making, problem solving, and communication skills. Additionally, current employment satisfaction will be explored, along with my adaptability to change and manage and resolve conflict. This paper will explain both my strengths and weaknesses found through the