Essays on Personality, Motivation, and Work Performance Essay

Download full paperFile format: .doc, available for editing

The paper "Personality, Motivation, and Work Performance" is an outstanding example of an essay on management. The Big Five Model of personality is a psychological model of determining an individual’ s personality traits. This model of personality entails five general aspects that are geared towards determining an individual’ s personality traits. The model is based on common language indicators of someone’ s personality. In this way, the indicators are banded together to produce the most likely and accurate traits that an individual has. The model constitutes five scopes that are employed in the description of a person’ s personality.

These aspects include; conscientiousness, agreeableness, openness, extraversion, and neuroticism (Judge et al. , 2002). This essay uses results from the big five models of personality for critical reflection on the role of individual differences in management practices and organizational behavior outcomes. After undertaking and completing the Big Five measure, the scores are going to be used in addition to relevant personal experience, theory, and concepts to evaluate strengths and weaknesses. The essay through the test score is also going to evaluate motivation and work performance and how these two are affected by individual personality.

Finally, consideration will be given to how this knowledge can help in improving work performance and motivation in the future. My Big Five Results Looking at the results of my Big Five Model test, I am someone who is not very open to new experiences. The test score in the Openness to experience and intellect category is 47% which is typically low. The model’ s explanation in this category is that people who score high in this category tend to be original, curious, creative, and complex.

On the other hand, low scorers tend to reserved, conventional, uncreative, down-to-earth, and have limited or narrow interests. In this way, I am someone who characteristically does not seek out a novel or new experiences. In conscientiousness, people who score high are well organized, reliable, careful, and possess a great amount of self-discipline while low scorers are often disorganized, negligent, and undependable. My score in this category is 74, which denotes that I am well-organized, reliable, and possess self-discipline. My extraversion score is 48. High scorers in this category tend to be sociable, friendly, and outgoing people and low scorers are often introverted, inhibited, quiet, and reserved.

The results indicate that I am neither particularly social nor reserved. This means that I balance the two extremes of either being social or being reserved. In agreeableness, I scored 74, which means that I am someone who considers the feelings of others. High scorers in this category are noted as good-natured people, forgiving, sympathetic, and courteous while people who score low are often harsh, critical, and rude. My score in neuroticism is 22%, which is a low score.

Low scorers are noted to be calm, secure, relaxed, and hardy while high scorers are high-strung people, nervous, and constantly worrying people. Strengths and weaknesses Strengths One of my strengths is that I am Conscientious meaning I am well organized, careful, reliable, and have self-discipline. I am neither social nor reserved. I can be friendly, outgoing, and sociable at times and I can be introverted, quiet, and inhibited. This can be both a strength and a weakness depending on the situation.

References

Barrick, M.R., Mount, M.K. and Judge, T.A., 2004. Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and assessment, 9(1‐2), pp.9-30.

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

Bowditch, J.L., Buono, A.F. and Stewart, M.M., 2007. A primer on organizational behavior. Wiley.

Furnham, A., Eracleous, A. and Chamorro-Premuzic, T., 2009. Personality, motivation and job satisfaction: Hertzberg meets the Big Five. Journal of managerial psychology, 24(8), pp.765-779.

Judge, T.A. and Ilies, R., 2002. Relationship of personality to performance motivation: a meta-analytic review. Journal of applied psychology, 87(4), p.797.

Judge, T.A., Heller, D. and Mount, M.K., 2002. Five-factor model of personality and job satisfaction: a meta-analysis. Journal of applied psychology, 87(3), p.530.

McShane, S.L. and Von Glinow, M.A., 2015. Organizational Behavior 7/e.

Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.

Tett, R.P. and Burnett, D.D., 2003. A personality trait-based interactionist model of job performance. Journal of Applied Psychology, 88(3), p.500.

Download full paperFile format: .doc, available for editing
Contact Us