To What Extent Does Personality Predicts Employee Performance - Literature review Example

To what extent does personality predicts employee performance? Table of Contents Introduction 3 What is personality? 3 Discussion 3 Five factor Model(FFM) of Personality 3 How Facet or factor level causality related to performance? 6 Analysis 7 Relationship between big five factors of performance and individual job performance? 7 Findings 7 Success in career is directly related with personality traits 7 Conclusion 8 References 9 Introduction What is personality? Personality is described as dynamic set of qualities, possessed by an individual that offers significant influence over the motivation and attitudes in various situations or activities. Other than this, personality is defined as individual differences in thinking behaviour or feeling such as high thinking power, intelligence, friendliness, inner morale, confidence etc so as to cope up with a particular situation. However, the intensity of these above mentioned qualities highly differ from one person to another and so, these set of qualities differentiates an individual from another. These qualities are either attained from generations or through personal experiences. But, these qualities prove extremely essential for an individual as they help to resolve varied types of queries and problems thereby amplifying the position and dominance of the individual in the organization. Thus, it might be stated that varied types of personality qualities or traits help an individual to amplify his or her confidence and motivation that may improve the devotion rate. However, if the rate of dedication is increased then, the level of satisfaction as well as performance of the individual gets increased to a significant extent as compared to many others. Due to which, it might be depicted that personality of an individual acts as the catalyst that enhances the level of commitment and performance. However, due to improvement of the level of performance of an individual, the rate of productivity and profitability of the organization also enhances. Due to these causes, the personality is directly related to performance of an employee within the organization in this age of aggressiveness (Ashton, 1998, pp. 289-303). The rationale of this essay is to analyse the relationship within individual personality and employee performance. Along with this, it also depicts the extent to which both of them are related with one –another. Discussion Five factor Model (FFM) of Personality As per Barrick, Mount & Judge (2001) described that it is the personality that helps an employee to fulfil his or her career aims and objectives. This is because; it is the personality trait that motivates or encourages an employee to perform his or her assigned tasks in an effective way. Only then, the level of performance of the individual might get enhanced resulting in amplification of the overall productivity as well as brand image of the organization as a whole. Job performance is described as a multi-dimensional model that helps to indicate or calculate the level of accuracy of the performance of the assigned tasks. Along with this, it also depicts the extent by which the jobs are performed with the help of available resources within the stipulated time-period. Thus, it might be stated that job performance is entirely related with the situational factors as well as the personality traits of an individual. If both the situational factors such as working conditions, relationship with others, techniques, machines etc are satisfying, then it encourages the personality traits like motive, determination, courage, confidence etc of the individual. Therefore, due to the combination of both these factors, the performance of the employees or individual within an organization gets enhanced to a significant extent as compared to many others as presented by the five factor model of personality (FFM) (Barrick & Mount, 1991, pp. 1-26). The five factor model is also known as ‘big five personality dimensions’ with high inherence and genetic basis. The five prime personality dimensions are extraversion, agreeableness, openness to experience, emotional stability or neuroticism and conscientiousness. Extraversion: extraversion is recognised as one of the most essential personality trait of an individual or an employee that helps to evaluate his or her performance. Extraversion comprises of qualities such as talkativeness, sociability, assertiveness etc that makes the individual more energetic and optimistic in nature. Other than this, extraverts are individual, comprising of positive feelings and ideas in order to accomplish a desired task in an efficient way. This is mainly because; these individual always desire to communicate vigorously with others in order to develop a good interpersonal relationship. Such a good relationship helps the individual to attain varied types of suggestions and ideas that helps to enhance his or her level of performance and productivity of the organization. Hence, it might be clearly revealed from the above points that extraversion is one of the key cause for the improvement of the performance of an employee among others. Agreeableness: agreeableness is also considered as one of the prime factor for improvement of the career in future era. This is because; agreeableness mans extremely sympathetic as well as modest individual. Moreover, an agreeable individual is one, who always desires to help others so as to enhance their relationship and affiliation among others. Such type of affiliation is extremely worthy for an individual to amplify their performance, confidence and devotion towards the assigned tasks and goals. As a result of which, the performance becomes entirely error-free and qualitative in nature. Due to which, the level of power and dominance of the individual employee enhances to a significant extent as compared to many others. Hence, it might be stated that, in this age of competitiveness, it is extremely essential to be sympathetic and modest in nature so as to amplify his or her retention ratio within the organization (Barrick & Mount, 1993, pp. 111-113). Openness to experience: openness to experience is also extremely essential factor for an individual to improve his performance in this age. This is because it comprises of active imagination, inner feelings, aesthetic feelings etc. The individual scoring high ranks in these above mentioned qualities are extremely determined to accept varied types of new changes such as changes in rules and regulations, hr policies, wages rates, incentive rate structure, mergers etc. As a result of which, these individual always prove extremely effective for the organization that may amplify their productivity and profitability in long run. Other than this, the individual comprising of high attentiveness to the inner feelings of the other employees might become a successful leader, motivating or encouraging others towards a common task or goal. This might be possible due to his high thinking quality that may help him to easily convince the other employees stating the positive effects. Moreover, due to very good level of interpersonal relationship among the leader and the employees, all the employees get motivated towards the tasks. As a result, the level of performance of all the individual employees gets enhanced resulting in amplification of the overall productivity of the organization as well (Barrick, Mount & Strauss, 1993, pp. 715-722). Emotional stability or neuroticism: it is the most general characteristics feature of individual experiencing varied types of negative qualities in life such as fear, embarrassment, anger, guilt etc. The individual or employees ranking high in these qualities might comprise of the risk of varied types of psychiatric or emotional problems such as tension, sadness, low morale, low confidence power etc. However, as per Barrick, Mount & Judge (2001), individual scoring low in these qualities are quite more successful as compared to others. This is because; they are more calm and relaxed in nature and so able to tackle any sort of tensions or hazards very easily. As a result of such a calm personality, the level of mental tension also remains low and it may not offer any sort of harm to the dedication or performance of the individual. So, the level of performance remains standstill thereby amplifying the level of brand value and dominance of the individual employee among others. Therefore, such type of calm personality is extremely worthy for the employees working in this era in order to retain his or her job for a long run. Conscientiousness: it is recognised as the best personality trait. This is because; the individual or employees scoring high in this quality are extremely planned, organized and tactful in nature. They present their each and every step in a very systematic and planned way so as to make its trouble-free in nature. As a result of which, the employees or individual offering high ranks in these qualities are extremely workaholic and qualitative personnel, always desiring for quality work. However, any sort of misconduct or wrong performance by his group members or juniors might lead to clashes or conflicts within them. But such types of individual or employees might prove effective in enhancing the quality of work or efficiency of the organization in the market among others (Barrick, Mount & Judge, 2001, pp. 9-30). Hence, it might be clearly revealed that all these personality traits described in FFM are extremely worthy for an individual or employees resulting in amplification of his or her performance among others. In addition, these personality traits are also directly related to job performance and quality of work. How Facet or factor level causality related to performance? (Source: Shields, 2011) After analysing the above figure, it might be clearly depicted that the factor or facet such as conscientiousness means dependability over the team members so as to enhance the level of performance of all. Only then, the level of performance of the group might get amplified resulting in amplification of the overall productivity of the organization (Barrick, Stewart & Piotrowski, 2002, pp. 43-51). Other than this, conscientiousness also means drive to achieve status and position within an organization so as to amplify his or her dominating power. However, this might be possible only if the person is extremely calculated and organized in nature, so as to reduce his or her defects and amplify the strengths or qualities (Bing & Lounsbury, 2000, pp. 515-522). Only then, he or she might become successful in fulfilment of his inner desire such as leadership position, appraisal, promotion etc. Furthermore, due to the presence of such type of conscientious or calculated employees, the overall productivity or profitability of the organization also gets enhanced to a significant extent that may increased its market share and portfolio in the market. Thus, it might be stated that facet level causality is directly related to performance or productivity of an employees as well as the organization. Analysis Relationship between big five factors of performance and individual job performance? Personality traits are directly related to individual performance. If the personality traits presented in FFM in the above paragraphs are present in slightly different ratio’s in the individual employees of the organization, then it might prove harmful for his or her level of performance (Hurtz & Donovan, 2000, pp.869-879). For example: if the ratio of emotional stability is -.24 and agreeableness is -.45 then it might surely lead to interpersonal conflicts, clashes lock outs resulting in decline of the total performance or productivity of the organization as well as the employee. As a result of which, the rate of inner confidence, emotional intelligence, motivation, cognitive ability and inner morale of the employees towards the assigned tasks might get reduced thereby declining the position and competitiveness of the organization as a whole. Hence, big five factors are directly related to the performance of an individual employee as presented in the below figure. (Source: Shields, 2011) Findings Success in career is directly related with personality traits Success in career objectives of an individual employee is directly related with the personality trait of an individual (Jang, Livesley & Vernon, 1996, pp. 577-591). Due to which, maximum extent of the employees in this age desire to offer high concentration over the qualities such as conscientiousness, extraversion, agreeableness, openness to experience etc so as to attain high position and power as compared to others (Judge & et. al., 1999, pp. 621-652). Other than this, such type of qualities also prove effective for an individual employees to fulfil his or her desired tasks in an error free way that may amplify his or her reputation and dominance. Hence, such type of qualitative work is of high value for the entrepreneurs of this competitive age. Due to which, these personality traits are considered highly effective for the employees of today’s age. Conclusion Conclusively, it might be depicted that personality trait is directly responsible for the success of an employee within an organization. This is because; it is the personality trait that helps an individual to fulfil his or her desired tasks in a planned and organized way thereby amplifying its effectiveness and quality. Thus, due to the presentation of such a qualitative work, the dominance and status of the employees enhances that amplifies the brand value and reputation of the organization as a whole. Thus, due to these causes, it is stated that personality leads to employee performance. Hence, it might be revealed that personality and performance is directly related to one-another. If an individual employee lacks to attain an agreeable or conscientious nature, then he or she may not become successful in long run among others. References Ashton, M.C. 1998. Personality and job performance: The importance of narrow traits. Journal of Organizational Behavior, 19, 289-303. Barrick, M.R. & Mount, M.K. 1991. The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26. Barrick, M.R. & Mount, M.K. 1993. Autonomy as a moderator of the relationship between the Big Five personality dimensions and job performance. Journal of Applied Psychology, 78, 111-118. Barrick, M.R., Mount, M.K. & Strauss, J.P. 1993. Conscientiousness and performance of sales representatives: Test for the mediating effect of goal setting. Journal of Applied Psychology, 78, 715-722. Barrick, M. R., Mount, M. K., & Judge, T. A. 2001. 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, 9-30. 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, 87: 43-51 Bing, M.N. & Lounsbury, J.W. 2000. Openness and job performance in U.S.-based Japanese manufacturing companies. Journal of Business and Psychology, 14, 515-522. Hurtz, G., & Donovan, J. 2000. Personality and job performance: The Big Five revisited. Journal of Applied Psychology, 85, 869–879. Jang, K.L., Livesley, W.J. & Vernon, P.A. 1996. Hereditability of the big five personality dimensions and their facets: A twin study. Journal of Personality, 64, 577-591. Judge. T.A. & Barrick, M.R. 1999. The big five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52, 621-652. Judge, T. A. & et. al., 1999. The big five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52, 621–652. Shields, J. 2011. All in mind?:research on personality, emotional intelligence and work performance. [Online] Available at: http://sydney.edu.au/future-students/documents/domestic/postgraduate/coursework/2011-events/Sydney-Uni-John-Shields-The-Link-Between-Personality-And-Performance.pdf [Accessed on 26th May, 2014]. Read More