The psychologist then designs a selection system to judge an applicant's qualifications for the job. The objective of such a system is to predict a person's performance in the workplace. Commonly used selection tools include interviews, letters of reference, work samples, and tests of aptitudes, abilities, knowledge, interests and personality. Developing methods of evaluating job performance is a major function... ... middle of paper ... ...s in the corporate world by setting new standards to promote and better satisfy their employees. We chose four leading companies in four different industries.
• To find out the factors responsible for work life imbalance/work life balance for employees • Impact of work life balance on employee satisfaction and their performance. 3.3 Research Design The research conducted is a Descriptive research followed by a causal research because there was a well-defined problem to administer .The study was sought to determine the relationship among the two variables namely Work-life Balance policies and Job Performance for which a questionnaire was designed to collect the data whose reliability was tested with the help ... ... middle of paper ... ...onflict act as a mediator in the linkage between practices and performance? Does work life balance practices helps in improving performance only when levels of management support are high, or when the organizational environment is supportive of work-life issues? Is social exchange Could be the mechanism through which provision of practices changes into enhanced job-related attitudes and behaviours? This review has tried to draw different insights and research directions from the previous literature on work-life balance practices and their relationship to organizational performance.
IThis paper will discuss the findings of my work related to Project 1 of this course, which was focused on how personality types can impact organizational behavior. By completing the Jung Typology Test, I determined that my four-letter personality type is INTJ (introverted, intuitive, thinking, and judging). By researching Keirsey’s temperaments, I determined that my two-letter personality temperament is NT, which is “The Rationals” temperament. All of the letters in my personality type and temperament all work together and affect my overall personality and how I relate to others. After considering each letter individually, it is my conclusion that this personality test provided results that have high validity and adequately summarize my personality
According to Carl Jung’s typology theory each individual develops personal preferences which become the foundation for how they face life’s challenges and interact with others. Based on this knowledge Isabel Briggs Myers developed the Myers-Briggs Type indicator (MBTI). This test helps individuals identify and study their individual preference and those of others. After taking the Jung Typology Test, which is based on the MBTI, it was confirmed that my four dominate personality preferences are Introversion, iNtuition, Thinking and Judging. Each personality preference is discussed in detail including strengths and weaknesses.
For many years, there has been a debate in which whether or not personality plays a role in the workplace, in areas like “teamwork, job-fit, leadership, service, sales, and overall performance and satisfaction” (Furnham, 2008). Personality is an important topic for human resources and training professionals to consider during the hiring process and employee development. Employees’ personalities might have a significant impact on an organization’s performance. Therefore, I believe using personality tests in a workplace is necessary. Personality tests help identify an individual’s characteristics, provide employees and managers information about the individual to use for discussing individual differences, promote conscious knowledge of one’s character, feelings, and motives, and provide a starting point for group discussion (Passmore, 2008).
The Prentice Hall’s Self-Assessment Online Library contained different assessments that revelead different scores for personality traits and their relation to the workplace. The assessment contained 3 areas of focus, individual evaluation of self, working with others, and life in organizations. After completing the assessments a score was calculated and results were provided. First, I will briefly discuss my results from the various assessments. Organization behavior is important to study in the workplace to understand different behaviors, roles and structure.
These days personality trait test is potentially a valuable tool in recruiting and personal evaluation. it is trying to predict possible academic success and work performance in different configurations. Scientists have long been consumed in connections between personality and work performance With the development of personality in the field of psychology, organizations realize that employee personality that impact how individuals think, feel and act on and off the job are difficult to change. Instead of displacing all the current concepts, the Big Five Personality Trait design works multipurpose because it is able to signify various personality feature concepts in the same structure This essay aim to describe the size Five Factor Model or big five personality traits and the work performance relation. In particular it concentrates on to what extant does personality predicts employee performance.
Different skill-sets and aptitudes are required for certain roles and responsibilities in the workplace; personality plays a key role in this. The Myers-Briggs personality test helps identify the type of personality a person has, and helps a person become more effective and engaged within an organization. From my own personal experience and through research, I will discuss my strengths and weaknesses and how my personality type relates to my personal life, work life and a worldview perspective. The personality type that will be discussed is extravert, sensing, feeling and judging (ESFJ). The Myers-Briggs personality test is a self-report questionnaire that assesses physiological preferences in how individuals make decisions and view the world around them.
Employees’ motivation are influenced by diverse factors, like their needs, work environment and target performance, if managers want to enhance employee motivation, they should understand employees’ motivation in different aspects. There are four main theories, which are Abraham Maslow’s Hierarchy of needs, Frederick Herzberg’s two-factor theory, Victor Vroom’s expectancy theory and John Stacey Adams’ equity theory. Maslow and Herzberg’s theories concentrate on satisfying people’s needs to enhance their motivation, which are known as content theories. However Vroom and Adams’ theories recognize the complexity of motivation, which are process theory, they assume employees are motivated by their own performance. This essay will compare the similarities and differences between these four theories and articulate how management can critically use these theories to motivate employees.
There are many theories trying to explain the key to motivation and how to be successful. The three main theories are Maslow’s Hierarchy of Need, McGregor’s Theories X and Y, and the Herzberg’s two-factor theory. They all try to explain how employees are motivated and how organizations can be successful with their employees. However, I think the most important theory would be Maslow’s Hierarch of Needs. It is based on the individual person and how they respond to five needs categorized in a hierarchy.