Do Personality Based Human Capital Resources Matter At Firm Performance?

Different levels of managers are better at different managerial tasks. All managers should be familiar with the concepts and know how to plan, organize, lead, and control. To be an effective manager, one must know and understand their personality. By analyzing their own thoughts and feelings, they can learn how deal with employees effectively. The big five personality traits can also help managers when assigning tasks, forming groups, or communicating with employees or upper management.

2 of Understanding and Managing Organizational Behavior: Exhibit 2.5, 2.6, and 2.7 MGT 312 WEEK 2 Personality Impact Paper

The behavioral sciences have made many contributions to understanding this function of management. Personality research and studies of job attitudes provide important information as to how managers can most effectively lead subordinates. For example, this research tells us that to become effective at leading, managers must first understand their subordinates’ personalities, values, attitudes, and emotions.

Saying that a great deal of thought and effort has been made to understand what personalities blend with what corporate cultures is an understatement. Even in only the last half-century, immense studies have been stumbling hopefully towards a solution that can be applied to the hiring process. Can personality be consistently observed and measured? Can personality facets be defined and eliminated from the ideal candidate, like a bad haircut, or are those facets ingrained and imperceptible? Once those traits are chosen and hired, what about the working environment and company attitude keeps them there, if any? Just these few questions insist that researchers discover, if they can, employee traits such as individual satisfaction, commitment, turnover, and performance (Schneider, Goldstein, & Smith, 1995).

The success of a business is contingent on how efficiently the business operates; whereas, the efficiency of the business’s operations depends on the personalities and attitudes of its employees. The personalities and attitudes of an employee can be affected by a number of variables, e.g., the values and vision of the company in which they work. According to Amos and Weathington (2008) “The concept of P-O fit is important to organizations because it suggests that if people fit well with an organization, they are likely to exhibit more positive attitudes and behaviors.” (P-O) means Person-Organization, which suggests that employees favor a work environment that has attributes associated with

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

When looking to hire a Human Resource professional, we use dynamic measures in the hiring process. It is our belief that these processionals are analyzed using leadership trait theories and situational theories. Trait theories often identify particular personality or behavioral characteristics shared by leaders. For example, traits like extraversion, self-confidence, and courage are all traits that could potentially be linked to great leaders. Situational theories propose that leaders choose the best course of action based upon situational variables. Different styles of leadership may be more appropriate for certain types of decision-making. For example, in a situation where the leader is the most

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

Unfortunately, along with so many strengths, there is also a relatively noteworthy limitation, that of various types of bias. One major source of bias in connection to personality-focused job analysis is self-presentation (i.e. impression management), in which individuals try to control the impressions that other people have of them (Aguinis et al., 2009). Other sources of bias that may be seen are self-serving bias, implicit trait policies, social projection, and false consensus (Aguinis et al., 2009). Fortunately, with the advent of better technology such as web-based forms and training, many of the biases mentioned may actually decrease. Web-based frame-of-reference training given to incumbents and other subject matter experts (SMEs) was found to have a positive effect in minimizing rater biases through better defined rating systems, defined scale anchors, descriptive behaviors for each system, providing practice ratings, and providing ongoing feedback during the practice (Aguinis et al.,

A person’s personality trait can define who they are. Some can tell these traits by the way a person reacts to certain situations, personal or on the job. A person develop traits from the way they were raised and the environment that surrounded them. Everyone carries some type of personality trait, but no one carries any that are identical. Managers have personality traits just like everyone else. Traits are linked personally and indicates a person’s character. No one has the same feelings or thoughts. So it is vital for manager to understand their personal traits and figure a way to use them in management. These

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

Personality can influence team performance in both a positive and negative way, Company X 's understanding of personalities in teams will help them comprehend the processes that their own marketing team may go through and in the future help them choose team members that have personalities that may positively influence team performance.

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).

I have to admit that I was skeptical in completing the personality profile. I thought, “How could a few questions determine everything about my management style”. When I received my results, I was astonished at how accurately those results portrayed my personality. While deciding which of my personality traits were advantageous and which were detrimental to my management style, I became conflicted as all of my scores can be portrayed as both positive and negative depending on the situation.

The involvement of individuals and analysis concerning the significance of behavioural impact within firms has broadened considerably in modern times. This moves beyond standard position objectives or job needs that reward the person or perhaps the company. The top quality of job in a company involves an immediate effect on the competitive advantage of a company in a given industry. This, too, is determined by how efficiently individuals in a work place connect with each other. Elements, for example, personality, intelligence/ cognition, social context, job design, as well as leadership, all impact on framing a broad range of organisational behaviours along with impacting on crucial organisational outcomes, for example, job performance,