Personality is described as aspects of an individual, distinguishing them from others, forming a basis of predictions concerning behaviour (Wright et al, 1970). Many organisations use assessment methods to measure personality within their workforce in order to avoid costly hiring decisions, providing employers with an efficient way of screening potential candidates as part of the hiring processes. The use of personality testing to determine which employees to hire raises a debate on the subject of validity when it comes to measuring personality, this assignment will be analysing into the advantages and risks of personality testing within Wellton Trust. There are two approaches to the study of personality, the first is the nomothetic approach …show more content…
Ideographic approaches to the study of personality is associates with social learning that proposes an explanation as to how personality is formed. Erikson’s (1959) theory of psychosocial development is an example of the idiographic approach, explaining that personality developed continuously throughout life. The theory of psychosocial development is split into eight stages from infancy to age 65 and over; each life stage has its own distinctive characteristics. The first five stages are concerned with development of trust, autonomy, initiative and industry whereas the later stages focus on identify, intimacy, generativity and integrity. Erikson proposed each developmental stage is built on the successes of the previous stage, emphasising on both developmental and changing social expectations as individuals …show more content…
Wellton would be able to conduct better interview process and have a baseline example of what to address, it saves time and allows potential employees to share their work ethic, communication skills and organisation skills. Morgeson et al (2007) suggest that better results come from tests that are customised for specific job roles and that generic personality tests have poor
According to Barrick and Mount (2005), one of the benefits of utilizing personality tests in the selection process is that it is helpful in predicting work behaviors. The benefit of measuring the Big Five Personality traits is that it aids in measuring specific job performance measures. These measures include motivation, interpersonal interaction, and the ability to influence others (as cited in Barrick, & Mount, 2005). Additionally, personality tests have the ability to predict various factors related to career success (Barrick, & Mount, 2005).
Erik Erikson developed the psychosocial theory, and “he describes our social experiences during our whole life span using eight different stages” (Cherry 2015). The first four stages are “trust vs. mistrust; which describes how the child needs to be able to trust their adult figures, autonomy vs. shame and doubt; which is about person control, initiative vs. guilt; which is about children learning to lead others, industry vs. inferiority; which is about gaining a sense of pride in things” (Cherry 2015). The final four stages are “identity vs. confusion; which begins the sense of self, intimacy vs. isolation; which explores personal relationships, generativity vs. stagnation; which focuses on career and family, and the final stage being integrity vs. despair; which describes reflecting back on life” (Cherry
Eleanor Roosevelt once said, “Great minds discuss ideas; average minds discuss events; small minds discuss people.” Personality is characterized by many dimensions of a person’s overall being. The belief that personality stems from one origin is small minded and on many levels, unsupported. If the scope of personality is expanded, it suggests that there is not a single explanation determining a person’s personality and how it is formed. Personality Theories have been generated for centuries by individuals who desire to identify what distinguishes a person’s personality and how it affects their behaviors. What is it that comprises all the unique characteristics about a person?
Development throughout the lifespan goes through many stages. According to Erikson, who is a renowned developmental theorist, development throughout the lifespan is psychosocial. Erikson’s theory is still prominent in today’s models of personalities and developmental psychology. Erikson believed that you had to move through each stage to be successful in subsequent stages. The stages of psychosocial development start at birth.
Erik Erickson’s eight stages of psychosocial development is argumentatively one of the best theories to explain how human beings should healthily develop from infancy to late adulthood. Every stage of the theory must be successfully completed for optimal human personality growth. Stages that are not successful completed may result in reoccurring problems throughout one’s lifespan. Every stage is broken down by a psychosocial crisis, each with a conflicting matter that must be resolved. If the person fails to resolve this conflict, they will carry the negative trait into every remaining stage of life. Furthermore, if the person successfully resolves the conflict, they will carry the positive trait into every remaining
grew up in Europe and spent his young adult life under the direction of Freud. In 1933
The theory of personality of Erik Erikson is among one of the most important theories used to explain how people develop their personality. Although a psychoanalyst, Erikson it not merely considered the psychosexual aspect as the mere factors that contributed to the development of individuals’ personality, but also took into account the psychosocial aspect. Erikson divided personality development in eight stages: basic trust vs. mistrust, autonomy vs. shame and doubt, industry vs. inferiority, identity vs. role diffusion, intimacy vs. isolation, generativity vs. stagnation, and integrity vs. despair, (Cervone & Pervin, 2013; Johnson & Ahmad, 2014; Maitland, 2011).
Psychodynamic and behavioural approaches are the two major approaches to personality, however, they view personality from different perspectives. Psychodynamic approach makes the argument that personality is caused by forces in the unconscious that are not learned. The individual has little control over their behaviour as it is predetermined, and early childhood plays a crucial part in shaping a person’s personality. Behavioural approach, on the other hand, recognises personality as learned and focuses only on present behavioural matters. Because of
Magnavita, J. J. (2002). Theories of personality: Contemporary approaches to the science of personality. New York: Wiley.
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).
Psychosocial development is development on a social realm. Psychosocial development is how one develops their mind, maturity level, and emotions over the course of one’s life. The rate of development depends on different factors such as biological processes as well as environmental factors. A man named Erik Erikson who was a psychoanalyst who believed that early childhood successes and failures were responsible for influencing later developmental stages developed this theory. Erikson’s theory of psychosocial development is based around the theory that social experience has an impact over an entire lifespan. There are eight stages developmental stages of development in the psychosocial theory and I will briefly examine all eight stages in this
P.J. (2004). Personality: Theory and Research. USA: Wiley. SMITH. T. W. and WILLIAMS.
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
In this essay I will describe the four major theories of personality and identify the advantages and disadvantages of each. The first major theory of personality is psychodynamic which was created by Sigmund Freud. The second major theory of personality is trait or five-factor model which is the most scientifically supported model. The third major theory of personality is humanistic, and Carl Rogers was the best known humanistic theorist. Finally, the fourth major theory of personality is social cognitive which was developed by social learning theorists.
Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired or promoted. Managers can use personality characteristics to form work teams or to make determinations on job placements. Chapter 4 Review Questions 1. How are attitudes formed?