Employee Reflection

Work place performance and personality fit are essential to the employees and their success within the organization. It would be beneficial for employers to implement personality testing into their hiring process to better place employees into positions they are more apt for. Robbins states, “though self-report measures work well when well-constructed, one weakness is that the respondent might lie or practice impression management to create a good impression” (2009). I have experienced when a potential employee will basically tell you what you hear and not perform as well in the job as you expected. When I interview potential employees I often ask questions about their personality to better understand how they handle problems and assess their

I experienced severe job dissatisfaction previously and I finally realized I had to resign from my position after only six months of employment. I was disappointed however the dissatisfaction with my work was spilling over to my personal life and I had to decide to leave. There were interpersonal issues with management. I was treated like a child and I did not experience the professional freedom I was accustomed to. Robbins states, “There is also a strong correspondence between how well people enjoy the social context of their workplace and how satisfied they are overall. Interdependence, feedback, social support, and interaction with co-workers outside the workplace are strongly related to job satisfaction even after accounting for characteristics of the work itself” (2009). A positive social aspect of my work is vital to me and job

This model studies how a person’s personality characteristics affect their performance and satisfaction. The model consist of extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience (Robbins, 2009). Regarding job satisfaction, emotional stability is the most important characteristic to possess because “high scorers are more likely to be positive and optimistic and experience fewer negative emotions” (Robbins, 2009). Hiring managers could benefit from accessing potential employees by their scores in the above personality model. I have known many people who interviewed well but were unsuccessful in implementing themselves in a positive way in the