Essays on Critical Analysis of Individual Attributes and Their Effects on Job Performance Report

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The paper "Critical Analysis of Individual Attributes and Their Effects on Job Performance" is a perfect example of a management report. The modern  organisational setting is changing more rapidly thanks to technology, which is continually growing depending on how business is carried out. Therefore, businesses have to be in a position to function in an international setting. Professionals in organisations must be capable to interact freely with persons from scores of cultures, backgrounds as well as different parts of the world. Majority of businesses understand the necessity for their workers to develop as well as uphold suitable work-associated skills and attitudes.

According to Mote (2011), the yearly evaluations of employee’ s performance carried out by several companies offer understanding into the individual attributes that these organisations believe are critical for organisational success. Basically, through performance evaluation, employees are rated based on numerous job-related tasks. Managers have a tendency to assess their workers based on their individual attributes, effort, or ability. Abstein et al. (2014, p. 93) assert that the attributions made by people for their individual behaviour as well as impact their job performance within the organization.

At the workplace, employees have numerous dissimilarities, like distinctive personalities, attitudes, emotions, and values. When new workers are employed, their individual attributes influence how they perform as well as behave. Furthermore, most organisations employ people having the anticipation that they possess particular attributes, abilities, skills, and values. For that reason, it is imperative to comprehend individual attributes that are of the essence at the place of work. The essay seeks to provide critical analysis of individual attributes and their effects on job performance, and also provide a discussion how manager understands of individual attributes in the workplace can help to improve the organization’ s performance. Discussion Individual attributes represent beliefs, attitudes, as well as skills; and from time to time, they are the direct outcome of social circumstances or benefactions and personal history.

According to Robbins (2013, p. 109), individual attributes are characteristics, qualities or properties of persons that reveal one's distinctive personal character. So individual attributes can be seen as naturally acquired or developed from one's accrued life practices. Even though individual attributes are the most idiosyncratic, and increasing, a substantial body of research associates certain individual attributes to efficacious person and improved job performance.

There are various types of individual attributes that can be encountered at the workplace they include; (1) achievement attitudes, which depends on the level of motivation that makes a person determined, persistent, and compulsive, or unconcerned, moderate, or lazy. (2) Emotional personality, which can be described as emotions ruling employee lives such as confidence, calmness, patience, anger, dissatisfaction, and insecurity (Zamora, 2013). (3) Energy level, which involves the pace of employees day after day life that makes them fast or slow, energetic or lethargic, and active or passive.

(4) Intellectual factors are attributes of employees’ minds that make them alert or inattentive, intelligent or dull-witted. (5) Material attitudes, which concerns how workers regard their workplace since they can be economical, frugal, and money-oriented or wasteful and extravagant (Zamora, 2002). Other individual attributes include philosophical attitudes (optimistic or pessimistic, flexible or inflexible), physical attributes (youthful or old, strong or weak), task performance (organized and accurate or full of errors and disordered) (Zamora, 2002).

References

Abstein, A., Heidenreich, S. & Spieth, P., 2014. Innovative Work Behaviour: The Impact of Comprehensive HR System Perceptions and the Role of Work–Life Conflict. Industry & Innovation, vol. 21, no. 2, pp.91 - 116.

BIBLIOGRAPHY \l 1033 Altman, S., Valenzi, E. & Hodgetts, R.M., 2013. Organizational Behavior: Theory and Practice. London: Elsevier.

Bandura, R., Johnson, R. & R. Lyons, P., 2014. Voluntary helpful organizational behavior: Recognition of individual attributes. European Journal of Training and Development, vol. 38, no. 7, pp.610 - 627.

Barrick, M.R., Stewart, G.L. & Piotrowski, M., 2002. Personality and Job Performance: Test of the Mediating Effects of Motivation Among Sales Representatives. Journal of Applied Psychology, vol. 87, no. 1, pp.43 - 51.

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Blickle, G. et al., 2013. The interactive effects of conscientiousness openness to experience, and political skill on job performance in complex jobs: the importance of context. Journal of organizational behavior, vol. 34, no. 8, pp.1145 - 1164.

Eysenck, M., 2014. Fundamentals of Psychology. New Jersey: Psychology Press.

Mote, D., 2011. Performance Appraisal and Standards. [Online] Available at: http://www.referenceforbusiness.com/encyclopedia/Per-Pro/Performance-Appraisal-and-Standards.html [Accessed 5 January 2015].

Patel, P.C. & Thatcher, S.M.B., 2014. Sticking It Out: Individual Attributes and Persistence in Self-Employment. Journal of management, vol. 40, no. 7, pp.1932 - 1979.

Robbins, S.P., 2013. Organisational behaviour in Southern Africa. 2nd ed. Pinelands, Cape Town,: Pearson South Africa.

Zamora, A., 2002. Compatibility Analysis - Individual Personality Attributes. [Online] Available at: http://www.scientificpsychic.com/workbook/person1.html [Accessed 6 January 2014].

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