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 and their workplace performance have been conducted on a large scale. The studies have revealed an interesting observation that there is rather only a small link between the two factors and other factors persisting in the workplace or economy contribute more towards the employee’s performance. However, recent studies have increased the complexity of the situation by revealing that an increase in employee performance can be achieved by increasing the use of personality judgment. One can analyse that this persistent debate over the definition of personality in relation to employee performance has and will cause continual problems in the using it as a tool to increasing employee performance. Nonetheless, a theory namely Big Five has been adopted by majority of the companies because if not being the most correct prediction of the personality traits in relation to employee performance, it has been suggested to be the closest prediction of personality traits in employee performance.
Out of the Big Fi...
... middle of paper ...
...nality and job performance: The Big Five revisited. Journal of Applied Psychology, 85, 869-879.
Judge, T. A., Martocchio, J. J., & Thoresen, C. J. (1997). Five-factor model of personality and employee absence. Journal of Applied Psychology, 82, 745-755.
Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-Factor model of personality and job satisfaction: A meta-analysis. Journal of Applied Psychology, 87, 530-541.
LePine, J. A., & Dyne, L. V. (2001). Voice and cooperative behavior as contrasting forms of contextual performance: Evidence of differential relationships with big five personality characteristics and cognitive ability. Journal of Applied Psychology, 86, 326-336.
Lim, B., & Ployhart, R. E. (2004). Transformational leadership: Relations to the five-factor model and team performance in typical and maximum contexts. Journal of Applied Psychology, 89, 610-621.
Cervone, D., Pervin, L. A. (2008). Personality: Theory and research (10th Ed.). New York: Wiley.
Yukl, G. (1999). An evaluation of conceptual weaknesses in transformational and charismatic leadership theories. The Leadership Quarterly, 10(2), 285-305.
People on this planet have distinct personalities that differentiate them from everyone else. Personality refers to the “structures and propensities inside people that explain their characteristics patterns of thought, emotion, and behavior” (Colquitt, Lepine, and Wesson 278). Personality has the ability to shape the way people perceive who we are, telling them how we behave in a social environment. Being that there are more than 1,000 adjectives used to describe the types of personalities, the Big Five Taxonomy is used to summarize all those adjectives. In this paper, I intend to discuss the Big Five Taxonomy Dimensions in the workplace.
To prepare for this paper, I took personality and academic tests. I listened to lectures, and researched papers. The purpose of this paper is to get to know myself and familiarize myself with the jobs that suit me. “There are no good or bad personalities. There are positive and negative traits of each personality. Positive traits carried to the extreme become negative traits.” (McConnell)
Later research attempted to reduce Cattell’s sixteen “source traits” to five universal personality dimensions resulting in what is now known as “The Big Five Personality Factors.” (Costa & McCrae, 2006; Noftle & Fleeson, 2010)
The five-factor model includes five broad domains or dimensions of personality that are used to describe human personality. The five factors are openness, conscientiousness, extraversion, agreeableness, and neuroticism. While these five traits should be sufficient on their own to describe all facets of a personality, there also should be no correlation between the main factors. The Five Factor Model is now perhaps the most widely use trait theory of personality and has achieved the closest thing to a consensus in personality research. The advantage of this theory is that there have been multiple research studies conducted on this theory. Results suggest that this theory is effective in describing and determining personality. However, this theory is very categorical and does not allow for much flexibility. It also looks at the person personality at that time and now how it developed.
Barrick, M. R., Mount, M. K., & Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of Management Review, 38(1), 132-153.
Murnoe, S. (2014). "How Personality Affect Work Behavior". Available: http://smallbusiness.chron.com/personality-affects-wor-behavior-45940-html. Last accessed 18th February, 2014.
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
P.J. (2004). Personality: Theory and Research. USA: Wiley. SMITH. T. W. and WILLIAMS.
...Five Personality, and the Prediction of Advanced Academic and Workplace Performance. Journal of Personality and Social Psychology, 93(2), 298-319. doi: 10.1037/0022-3514.93.2.298
Friedman, H. S., & Schustack, M. W. (2012). Personality: Classic theories and modern research (5th ed). Boston , MA, USA: Pearson
Many personality tests are available but the MBTI has been adopted as the industry standard. Another personality test is The Five-Factor model of personality is one of the more prominent models in contemporary psychology (Digman, 1990). The five factor theory includes Extraversion, Agreeable...
Gosling, S. D., Rentfrow, P. J., & Swann, W. B., (2003) A very brief measure of the Big-Five personality domains. Journal of Research in Personality, 37, 504-528. Doi: 10.1016/S0092-6566(03)00046-1
One of the most prominent trends in organization today is the use of team to accomplish the work, which have assigned to an individual. Every team is made up of specific individuals and they are specialized in certain area of interest. If one of the specifications is missing It can be reflected on their performance. It indicates that, every individual is important for the organization. An individual’s performance within an organization and its relationship with its subordinates and coworkers is highly influenced by the Big Five personality traits. My Big five test results depicted that I am traditional/conventional individual with significantly high percentile of conscientiousness and agreeableness. I also have lower neuroticism and slightly