Workplace Job Performance - Essay Example

Psychology: Workplace Job Performance Introduction The field of psychological investigation is broad and all encompassing. While popular conceptions of psychology view it in terms of examining psychological dysfunction and human thought processes, there are also a number of specific applications for this science. One of the most prominent applications is that of the business environment. Within this context of understanding, investigation has considered the psychological contributors to workplace motivation.

A variety of psychological theories have been advanced that consider the main elements of workplace motivation. In these regards, varying perspectives have considered the nature of motivation, personality, and job characteristics as primary determinants of job performance. Through a review of the primary literature, as well as anecdotal examples, this essay argues that the primary psychological determinant of job performance is motivation. Analysis When considering job performance in the psychological context one notes that the divisions between motivation, personality, and job characteristics are also reflected in prominent philosophical investigations of nature vs. nurture. While a clear understanding of much of these elements is the primary determinant of behavior, the workplace environment presents a unique caveat to this situation.

Still, it’s clear that there are a number of prominent contributions personality makes to job performance. One of the seminal elements in the psychological literature on this perspective is the articulation of the big five. Digman notes that the big five personality characteristics involve, “Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience” (Digman, p. 418). Theorists have argued that these personality traits are directly linked to specific job performance measures.

“the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales” (Barrick, Mount, pg. 21). It’s also demonstrated that conscientiousness was the only personality characteristic linked to positive performance in all job performance categories. In addition to these connections, another notable consideration is that, with the exception of conscientiousness, these elements of personality are all contingent upon certain job characteristics as being indicative of the efficacy of the specific personality component.

This indicates that job characteristics are also a contributing factor to job performance. One considers the interaction between job performance and personality in a number of everyday occurrences. For instance, consider an introverted individual working as a server in a restaurant. It’s highly likely that this person will suffer as they lack the personality characteristics necessary to engage the customers in conversations that they can turn into profitable relationships; conversely, it’s possible that this individual would excel in an environment more suited to their specific personality dimensions.

Ultimately, it’s clear that both personality and job characteristics play roles in job performance. While personality and job characteristics play important roles in job performance, the individual’s motivation remains the primary determinant. Within the context of motivation one considers not simply the nature of being motivated to perform the job tasks, but also being motivated to learn the necessary coping mechanisms that contribute to effective job performance. In these contexts of understanding there is a substantial body of literature that attests to the ability of the individual to affect and positively impact their work performance.

Malcolm Gladwell proposed one popular recent perspective on this issue in his text Outliers. In this text Gladwell conducted broad ranging psychological research that demonstrated individuals who achieve maximum levels of job effectiveness do so through having participated in 10,000 hours of a skill based activity. This is indicative of motivation as a primary determinant of job success. One considers such examples as Bill Gates of Microsoft fame that had access to computers at an early age and avidly participated in programming and general experimentation.

Another prominent consideration in terms of this perspective is the psychological field of performance psychology. This discipline presents a comprehensive view of employee success in workplace environments. While considerable personality elements occur within the study of performance psychology, it’s clear that employee motivation constitutes the most pervasive influence on job performance. A subfield within this discipline is sports psychology that examines peak performers in organizational culture.

Cole notes that motivation emerges in peak performers in a number of psychological categories, awareness of the self in all domains, behaviorally, affectively, somatically, inter-personally and cognitively, control of effort; where the performer learns to master energy and muscle tension levels, visualization; for mental practice and feedback purposes, cognitive skills; for strategic planning, motivation and attitude control, and self-programming; (Cole). Notably, these are all elements that are related to the individual implementing motivation as a means of developing more effective workplace practices.

Another prominent testament to effective job performance in terms of motivation is the establishment of goals. It’s noted that job performance is greatly linked to, “mental factors such as motivation, self-esteem and goal-setting” (Schuna). This notion is supported by theorists who believe goal setting greatly contributes to motivation (Jernigan). Such an understanding emerges in a number of anecdotal contexts. For instance, an individual in a service industry might set the goal of gaining a promotion within a year.

This individual will then be more highly motivated to achieve this goal, enacting increased job performance. Similarly, a self-employed individual could potentially set the goal of achieving a level of income in a particular year and then work to achieve this income figure. The pervading notion is that while personality and job characteristics are important factors, the individual’s motivation for performing a specified task function to be the most overarching determinant of job performance.

Conclusion In conclusion, this essay has examined psychological perspectives in an effort to determine what is the primary determinant of job performance. Within this context of understanding, personality, motivation, and job characteristics were examined, with motivation being demonstrated to be the most important factor. While motivation is the most important factor for job performance, it’s clear that a comprehensive understanding requires the realization that job performance is a complex combination of all of these psychological inputs.

Ultimately, the individual and the organization must consider these elements along an ever-shifting spectrum of productivity. References Barrick, Murray, Mount, Michael. The Big Five Personality Dimensions and Job Performance: A Meta- Analysis. Personnel Psychology. Volume 51, 4. 1998. Cole, Bill. "Sports Psychology." Sports Psychology Coaching. N.p., 2010. Web. 22 Nov 2011. . Digman, J.M. "Personality structure: Emergence of the five-factor model". Annual Review of Psychology 41: 417–440. 1990.

Gladwell, Malcolm. Outliers: the Story of Success. Back Bay Books. 2011. Jernigan, Kristie. "The Effects of Goal Setting." Psychology Coaching. N.p., 2011. Web. 22 Nov 2011. . Schuna, Carly. "How Goal Setting Enhances Performance." Sports Psychology Coaching. N.p., 2011. Web. 22 Nov 2011. .