Middlesex University Business School
NAME: JASON MASCARENHAS
PROGRAMME: MANAGING ORGANISATION
MODULE LEADER: DR SARA CALVO
SEMINAR TUTOR: DR PARISA DASHTIPOUR
STUDENT NUMBER: M00470316
DATE OF SUBMISSON: 21ST FEBRUARY 2014
TOTAL NUMBER OF WORDS: 2213
To what extent does personality predicts employee performance?
The spirit of trait approaches in organization performance is an idea that employees own stable personality characteristic that meaningfully influence their attitudes towards, and social reactions to, organizational backgrounds. People with specific traits tent to be moderately consistent in their attitudes and conduct over time and across condition.
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
Cognitively, these behaviors may influence how individuals understand the characteristics of their jobs, as is the situation when individuals with optimistic core self-evaluation understand intrinsic job features more completely, even controlling for real job complexity. Affectively, these personalities might stimulate job satisfaction through their outcome on mood or mood at the organization. Lastly, employees who are emotionally steady, extroverted and conscientious may be better-off at work because they are more possible to achieve sustaining results at work. Part of this outcome may operate through job presentation, such that conscientious employees achieve better and are more content with their jobs because of the intrinsic and extrinsic return that high performance delivers. In part, it may function through situation selection, so that extroverted employees are highly likely to spend time in conditions that make people content, such as in social interactions (Furnham, 2005)
What is personality?
Personality certainly plays a vital role in determining who is to be hired or fired. Moreover, we learn that personality contributes to all that happens during a person’s tenure in a firm. Our understanding of work motivation, job attitudes and performance, team work, well being, leadership, organizational culture and more resolve informed by personality. Most business leaders understand the importance of personality witness the current popularity of emotional intelligence (EI) in business (Schneider and Smith, 2004).
Personality suggests that there are limits to human flexibilities that people find certain operational arrangement and structure more favorable than others.