What is the connection between the personality and the performance of the work?
Some psychologists and scientists agree that in some professions it may be a relevant personality and performance, but the connection could be less important in other jobs. Studies focused on the relationship between nature, conscience, openness for experience, self -esteem and emotional stability to see if these two are connected. The results showed high correlations in some areas, but found that cognitive ability - memory, adaptability, thinking forward, focus, etc. - often represented a more important factor.
A person with a personality of friendliness may not be the best candidate for the work of a supervisor, research found. His personality and performance of the work could be encountered if the concerns were made more difficult to delegate the tasks and the promotion of the company regulation on participation and productivity. However, a guard who lacks this feature could bring disproportionate requirements to the employees and lose their respect.
performance of work in Sales or MarketiNG can be associated with extroversion. Extrovert normally develops around other people, especially in social situations. These social skills can provide indicators of work in hiring candidates in these professions. Conversely, if work requires lonely work, cognitive abilities may be more important to complete work.
Looking at conscientiousness - to be a principle, disciplined and careful - most studies have combined a feature with personality and work. A person who acts conscientiously in all aspects of life can be more likely to complete the job and complete the tasks to the best of his abilities. In some companies, the completion of the assigned work is more important quality than together with collaborators.
Critics of these models believe that testing of personality traits should apply to a specific opening of the work. Onitaké assertion of tests created for analysisZu personality can easily be falsified by the applicant. Some psychologists argue that there is only a slight connection between personality and work performance, as standard tests used by employers are limited. They propose to strengthen testing procedures by asking open questions to get more information about the personality of the job seeker.
other psychologists believe there are more effective tools for hiring and promoting employees. Intensive tactics of interviews could reveal more valuable information about a person's experience and ability than testing personality. The competence tests can also provide the relevant information and ask the applicant for samples of their work.
Some employers use a combination of personality and emotional intelligence tests to evaluate potential employees. Testing emotional intelligence can indicate how the applicant processes anger and its degree of self -control. It can also reveal the properties, ribbon, trust and optimism.