What Does Personality Predicts Employee 's Performance?

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.”

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)

This paper will offer an overview of the trait model of personality, it will show the similar and different basic assumptions of this model and the psychodynamic model of personality to do with the variances amongst both healthy and unhealthy personalities. It will also describe each of the five traits. Finally, this paper will show my results from The Big Five Personality Test and discuss how I scored on each of the five traits.

This essay will discuss the advantages and disadvantages focused on personality and comparing it to the controversy of situations in predicting behaviour by including some empirical research.

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

Psychometric test is a systematic test used to collect information about abilities, personality and intelligence from individuals (U.S. Department of Labor, 2000). Psychometric test are being used worldwide in order to select appropriate candidate for a post, as it is critical to construct a talented and committed workforce, so as to increase the overall performance of the company (United States Office of Personnel Management, 2007). Surveys indicated that 30% of American companies (Heller, 2005) together with all the top companies in Great Britain (Faulder, 2005) used personality test to screen job applicants. This essay is going to focus on evaluating the use of personality tests in the assessment of work-related behaviours and potentials.

This essay aims to analyse how personality can affect the performance of teams. This essay will also explore various theories relevant to personalities and will assess how different personalities can be beneficial in increasing team performance as well as any disadvantages. This essay will also explore how personality can affect the inter-personal relationship between team members.

The topic of personality has been of popular study and research in the field of psychology. Different scholars interested in defining the personality questions that have been raised over the years have conducted research studies and provided various perspectives on what they believe personality to be. From a widely acknowledged definition, personality can be defined as characteristics and set of behavioral exhibitions that give rise to the traits that define a specific individual. Every person has a unique personality, which complicates even more the efforts to develop a proper perspective to define the topic of personality. In this context, different psychological experts and scholars have been assessing and

Since personality is a set of characteristics that reflect, how we think and act in a given situation. As such, our personality per-determine how we relate with each other on the job. Employees with a cheerful and upbeat personality help bring a positive perspective to the workplace. In addition, the reverse is true for employees with a negative personality or “Debbie Downer personality” this personality type can have a devastating effect on everyone. Organizations that is able to identify and hire people with the personality type that matches the organization’s goal is on the path to become successful. Since it is often said that “our attitude determine our altitude”.

There has been a growing trend to go for personality development in India in between students, businessmen, corporates, etc. This study research aims at exploring the unexplored market of personality development business in India. Apart from just exploring the market the research also tries to study the scope of personality development business in the near future. The research also tries to analyze the role; personality development plays in the overall success of a person. In addition to this, the intrusion of personality development in the formal education system is also under study.

All the quotes cited above gives a glimpse of importance of personality. PERSONALITY is a term that we hear most often, when talking about an individual. Almost everyday we describe and assess the personalities of the people around us. The thought process of a person, the values imbibed in a person and the environment in which that person has been brought up, all these factors collectively affects the conduct of a person or in other words, his or her personality. In short, it arises from within the individual and it is the visible aspect of the individual’s character, as it impresses others.

According to Personality-job fit theory (Holland, 1985), believe that people with the same personality characteristics and job characteristics, has a relevance for job performance. For example, PR department should be formed with people who are entertaining in conversation, have strong processing power, development department in a technology company should be formed with people who have strong creativity, does not need to be outgoing person, etc. On the contrary, if someone is not talkative, he/she should not be a sale or agency. Therefore, in the general recruitment and selection process, organization often use a lot of tools and conduct a variety of tests, such as the application form, personality test, structured interview, in fact, they are looking for employees that fit the job with its personality. It will be good if you really can hire an employee that fit the job, but there are often have the chance of error in hiring employees. If manager trying to stifle personality may lead to dissatisfaction and frustration for employees. Weakness can be change to their strength in particular situation, when managers understand the role of personality in the workplace, they can use it to expand the company and drive the company.

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).

Lots of research has been carried out in the field of personality and management. The word personality was effectively used by MaDougall in his book Of the words character and personality in 1932. After that the world personality occupy its position in business literature.

For instance, loyalty, dynamism, leadership sociability, creativity are characteristics required in wide variety of jobs. This type of evaluation is popular, although it remains widely criticized (McGregor, 1957). Many specialists believe that personality traits are unobservable, therefore, difficult to define and measure. These can cause bias in the evaluation and shorten the validity because “the respect we hold for the inherent value of the individual leaves us distresses when we must take responsibility for judging the personal worth of a fellowman”. (Schmidt & Hunter, 1998). Furthermore, the personality traits is somewhat related to the performance of the individual at work. In addition, making a judgment about an individual does not