Essays on Personality and Job Performance Assignment

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The paper "Personality and Job Performance" is a great example of an assignment on human resources. Personality is an important aspect of the workplace. Allocating tasks to employees with regard to their personality is crucial since not all traits are suited for all tasks. Personality differentiates one individual from another and can be used to predict job performance. The following paper discusses the effects of the Manager’ s personality on individual behavior and performance at the workplace. In addition to that, it outlines a reflection on the writer’ s personality and the character traits the writer desires to use at the place of work.

The paper will also highlight the changes desired at the workplace and how the traits discussed will make it possible for the changes to take place. Task 1 Literature review Rahim (2008) points out that personality has been utilized for quite some time to analyze and explain individual behaviors within the organization. He also adds that although most personal traits have an effect on individual performance, traits that are more practical should be narrow and not broad. Griffin and Moorhead discuss individual differences in terms of traits and how every individual is unique in their own way.

They state that individual differences are the personal traits that vary from one individual to another and that they might be physical, emotional, or psychological. Personality is one such individual difference and they add that it is important for managers to understand basic personality attributes and ways in which these attributes can impact performance at the job place. Timothy et al (2002) in their research, study the five-factor model of job satisfaction. They report that employees are satisfied with their jobs when organized according to their traits.

Personality has over time been considered as a crucial factor in the studies that are related to personality. It has specifically been considered important for predicting job performance in various organizations.


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Barrick, M.R., Stewart, J.L., &Piotrowski, M. (2002).Personality and job performance: test of the mediating effects of motivation among sales representatives. Journal of Applied Psychology.Feb, 87(1), 43-51.

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Denissen, J. J., Van Aken, M. A., & Roberts, B. W. (2011).Personality Development across the Life Span. In T. Chamorro-Premuzic, S. von Stumm, & A. Furnham, The Wiley-Blackwell Handbook of Individual Differences. Oxford, UK: Wiley-Blackwell.

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Griffin, R. W. &Moorehead, G. (2010).Organizational behavior. Australia: South-Western/Cengage Learning.

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Ozer, D. J., & Benet-Martinez, V. (2006).Personality and the Prediction of Consequential Outcomes. Annual Review of Psychology , 57, 401-421.

Rahim, M. A. (2008). Current topics in management. New Brunswick, N.J.: Transaction Publishers.

Sackett, P.R., Gruys, M.L., &Ellingson, J.E. (2002).Ability-personality interactions when predicting job performance. Journal of Applied Psychology, 83(4), 545-556.

Saylor (2014).Personality, Attitudes, and Work Behaviors. Retrieved from: [Accessed: 17 Feb 2014].

Schulman, S. (2011).The Use of Personality Assessments to Predict Job Performance. Burlington: The University of Vermont.

Timothy J. A, Daniel. H, Michael K.M (2002). Five-factor model of personality and job satisfaction: A meta-analysis.Journal of Applied Psychology, Vol 87(3).

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