Work Related Preference Frameworks Imply That Personality Aspects Persuade Person Job Fit

By identifying an individual’s personality type and corresponding work environments, they are able to determine which careers are most congruent for them; resulting in more personal job satisfaction, stability, and increased job performance.

“No step in life, unless it may be the choice of a husband of wife, is more important than the choice of a vocation”.1(p3) A bold and debatable statement but nonetheless the importance of career choice cannot be denied. Choice as a career issue is not only noteworthy in itself but also in its relation to other issues such as success and satisfaction (though these can be relative and subjective). One notable aspect regarding career choice pertains to individuals’ personality and traits, and how these ‘fit’ with potential careers. It has often been said (and shown) that individuals in vocations well aligned to their personalities and unique traits bring job performance, success and satisfaction2. Two prominent career theorists who have lead the discussion about career choice and personality/trait fit are Frank Parsons and John Holland, with Parsons’ Trait and Factor Theory paving the way for Holland’s Theory of Vocational Choice. Through examining these theories in conjunction with how they prevail in the real world, the importance of personality and trait matching in career choice, including the use of career inventories can be better explored.

Being in management myself I know that proper communication and effectively dealing with conflict are very important. The way that we resolve conflict is through proper

Effective managers are successful within the workgroup and organization when a style is used to resolve a conflict. People do experience conflict in their lives. There has always been a lot of interest in how to manage conflict once it appears in the open, and that is important. What is not so common is a concern for preventing unnecessary conflict, so it does not start in the first place. Managers are capable of using all five resolutions skills to deal with conflict in the workplace.

Information of what personality type I fit into can help me ascertain and employ my strengths in order to complete tasks even when I am doing job duties that I find tedious and boring and aren’t a favorite part of my job. Now that I know what personality type I am, I am able to determine the reasons that I had an unsatisfactory fit in previous jobs and search for positions that are work better with my personality

This paper will briefly look at two types of strategic assessment, that of personality-focused job analysis and competency modeling. Personality-focused job analysis is discussed in a general sense, and also in connection to technology and how it may be used to mitigate personal bias when using this analysis. Competency modeling is examined from a broad standpoint and in relation to current trends in social networking. Both types of assessment strategies will be explored through the lens of globalization and how it has impacted these trends. Other information may be given as it relates to, or helps to develop, the topic.

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

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)

We all have a personality. Some people are more outgoing and a bit more spontaneous. Some people rely on factual data or logic when making decisions. There are some of us that are more nervous and or insecure than others. People find themselves trust-worthy and dependable. These are all personality traits and our textbooks states that “personality traits influence, among other things, how you interact with others and how you solve problems” (Robbins, S. P., De Cenzo, D. A., & Coulter, M. 2015). An individual’s personality also plays a role in motivation in the workplace. In an article by Gannon University, the author writes that “Personality directly affects motivation, as people with different traits and characteristics behave and operate

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).

Many people do their best to avoid conflict at all costs, but it is an occurrence that everyone must deal with from time to time. Understandable, the avoidance of conflict is glamorous, however learning how to handle the conflicts can make them seem less bothersome. Learning how to manage conflict is a key factor in becoming a manager and the execution of that learning can be very different from manager to manager. Shanker (2013) describes conflict management styles as an equation involving the disposition of the manager, range of situations the manager finds themselves in, specific strategies, and individual intentions. Every manager is different in their conflict management style, but the act of confrontation is present in most conflicts.

Motivation is often one of the leading building blocks in personal and team development. This paper will describe the person’s personality based on their Myers-Briggs Type Indicator. It will also broadly explore what strategies or theories of motivation would be most effective for a manager to use when trying to help this individual achieve her or his full potential at work. Working with this person for over 10 years will provide a good back ground on motivational strategies used in the past and what could be used now, with a better understanding of the theories. In a management role for over 20 years I learned that the effective

John Holland argued that people’s impressions and generalizations about work are usually accurate, and by researching these ‘stereotypes’ he concluded that people personalities can be matched to certain work environments (Sharf, 2013). Holland proposed that people’s satisfaction, success, and stability in the work environment is determined by the degree of congruence between one’s personality and one’s chosen occupation (Miller & Miller, 2005). Holland proposed that people can be categorized according to six personality types: Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E), and Conventional (C) (Ohler & Levinson, 2012).

The workplace is difficult enough without us having to worry about the different personalities we encounter each and everyday. Our jobs are a place where we come in contact with many people, both co-workers and clients, and each of their distinct personalities. If we all had the same personality it would be easy for us to predict what the other person is thinking and feeling, but since we don't we must learn to deal with the many different personalities that we come into contact with each day.

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