Posted: June 27th, 2015

Professional performance characteristics report

 

Outline

1. Literature review
2. Personality

• Personality related theories.

1. Work related attitudes
2. effectiveness at work
3. strategies for effectiveness at work

• Conclusion
• References
  

 

LITERATURE REVIEW

Studies indicate that there is a strong relationship between emotional intelligence and occupational performance among individuals. Studies on combat soldiers in the United States have shown that high performers had more emotional intelligence than low performers there fore are likely to be better performs at work place (Fabio Sala, Vanessa Urch Druskat, Gerald Mount). An individual Personality is how one behaves and reacts to situations. Researchers have indicated that individual personalities play a role on work related behavior. A behavior is a factor of work environment and an individual’s personality, skills and ability. Other factors that affect and individual behavior include the individual’s perception, attributes, attitude, values and ethics. People have different characteristics that include effective, cognitive, ability and self motivation. The same time one can have either an objective or subjective view of a situation thus affect ones behavior and performance. (Debra L. Nelson, James Campbell Quick 2012)

Positive out come at work and learning has been related to general mental ability,” smarty pants”. Some people perceive that individuals with general mental ability are likely to be victims of jealousy from coworkers through aggressive behaviors. The perception is that coworkers fear to be treated in a condescending way by the smarty pants but researchers agree that having high general mental ability has a downside concerning being a target at work. Being a high cognitive is not reason enough for one to be targeted but rather an individual’s personality play a role in the out come. The same study also indicated that some high cognitive individuals are cooperating caring and good personalities hence are not targeted. When the high cognitive individuals have independent and dominant personalities then victimization is likely to occur. It is important that Intellectuals have positive personality traits and intellectual skills (E, Kim &T. M. Glomb 2010).

Personality

Personality has been considered as a determinant factor in job performance. It is defined as the characteristics that influence ones behavior. Ones personality is those characteristics that differentiates one from he others. The origin of ones personality is a subject of discussion as some points out that it is hereditary. The similarities in personalities can be used to predict a persons performance potential through the comparison of attributes. Personality experts show that individuals have stable long term traits that affect performance behavior and some scholars mentioned that personality is an effective tool in job performance prediction. Studies indicate that the groups that one interacts with and the activities that one enjoys rely on ones personality.it is known that an organization behavior changes with time as influenced by culture, same to individual’s culture determines an individuals ability to fit as a result of comfort with that culture. This point of view implies that an individual’s personality determines ones output turnover in an organization. Thus employee’s personal traits have links with organization’s productivity that the reason why employees personality traits should match the organizations culture (Debra L. Nelson, James Campbell Quick 2012).

 

Personality related theories.

Personality research has developed five key theories.

1. Psychoanalytic theories
2. Humanistic theories
3. Biological theories
4. Behavioral, social, and cognitive theories
5. Traits theories

Trait theory is the most accepted theory that explains certain behaviors among the five theories. The theory indicates that a person’s behavior is explained with ones specific traits though there are still questions regarding the development of the personality theory. Mount and barrack 2008, identifies one of the causes of the skeptics is that hundreds of factors considered in the personality are still being explored. This high number of factors has made the theory unmanageable. In some cases similar traits are defined differently that is similar traits defined the same way while given different names (Debra L. Nelson, James Campbell Quick 2012).

Organizational researchers in the recent times agreed in understanding the personality trait using theses five factors.

1. Neuroticism: represents individuals who are emotionally insecure. Since they have more feelings in life they are considered to be negatively related to good job performance.
2. Extraversion: these are individual that seek social acknowledgement, and being in charge. They are referred to as extraverts. They have outgoing, confident and determined people.
3. Openness to experience: these are those known to have strong good and bad feelings. They seem to be innovative since are very optimistic to learning experience.
4. Conscientiousness: these represent individuals who are determined and responsible therefore are assumed to be good job performers.
5. Agreeableness: defines individuals with characteristics such as gentle, helpful and self sacrifice and so have a positive impact on job performance.

Work related attitudes

Employees acquire job experience over time. This experience creates an attitude in an employee and that affects how one handles problems. The professional experience is not determined by the duration of the experience but rather the job productivity. When employees accept the challenges that come with solving problems, the attitude exposes them to new problems an in solving d these problems experienced is gained. Researches states that an employee’s personality and professional traits impacts job performance positively or negatively. Similarly ones attitude towards an organization affects attendance and work performance (Debra L. Nelson, James Campbell Quick 2012).

 

 

EFFECTIVENESS AT WORK

It is importance to have in mind the true purpose of ones job to asses’ performance effectiveness. Adoption of good attitude effective employees have a positive attitude towards there jobs and there employers (Debra L. Nelson, James Campbell Quick 2012).

Integrity; a person of integrity does not just work for respect but take responsibility in behavior and set job standards. It is important to me to posses this personality traits as other doors will definitely open up for me in the future. Developing good attitude at work improves the work environment and creates good relation amongst employees. A person of integrity is related to positive performance due to focus and commitment to the set goals.

Organization; an organized mind is important to provide a favorable work condition. One should organize work in the morning or in the evening of each working day so that work is able to flow. Organization can be in terms of time, money, resources (materials) used at work. An organized work place enhances thinking and concentration. One should strategize to spend time, money, and other material resources effectively as these factors impact on both short term and long term productivity.

Social skills; basic social skills are necessary in a work place there fore effective communication is necessary. Communications also include listening skills. A good communicator should also be a good listener. Communication skills are developed with time for individuals who are interested. The skills are likely to boost self esteem and create good relations (Shield, J. 2011).

STRATEGIES FOR EFFECTIVENESS AT WORK

It is important to understand what is expected of you in terms of work load and appearance. Sometimes people think that ton be effective at work only requires professional or technical ability. Organization normally focusses on developing individuals talents which undermines other capabilities necessary for a good working environment. Some of the factors that affect effectiveness at work are; ones personality, feeling sand communication skills necessary to interact with other people among many others as discussed below (Debra L. Nelson, James Campbell Quick 2012).

Self-Esteems and Accepting Criticism

Self esteem is usually derived from self image that is ones mental picture of himself or herself based on interaction with other people and life experiences. It is basically how much we feel accepted or valued by others and how much we accept and value ourselves. People with self esteem feel good about themselves; they feel worthy and appreciate their skills ability and success. While those with poor self esteem do not feel good about them and think they are good at nothing. They rely on positive compliments from others to deal with the negative thoughts in their minds. Some time we may have low self esteem especially during teenage. Adults also experience low self esteem that can affect performance at work. The good thing is that the self image of ourselves changes over time therefore we can improve our self esteem.

It is important that we acknowledge who we are both in weakness and strength since every one has weakness and strengths. A healthy self esteem is an emotional competence that positively affects job performance in many ways. One can improve his/her self esteem though practicing self compassion, debut of the inner critic and through help from others. People should recognize that we are humans and forgive ourselves when we don’t do well and challenge the negative critic we in our thoughts. I try to control my emotions when am upset I don’t get swept away in the situation as these emotions come and go. Control of emotions does not expose one to embarrassing situation that eventually determines others perception about you. One can as well get help form a therapist, friends and family (Debra L. Nelson, James Campbell Quick 2012).

Self-Motivation

Self motivation is not that simple. It requires that an individual set his or her goals for a challenge, the individual should believe that he/ she has the skills required to achieve the goals. There fore one should believe that with hard work the goals will be achieved these four factors are important in building self motivation:

1. Self confidence and self efficacy; self efficacy is once ability to achieve his/her goals. one need a self assurance and self confidence not only to succeed but to enjoy success as this and build momentum from the success.
2. Positive thinking of the present and the future; it is important to think positively about the future as positive thinking is an element in self motivation. Having a good picture in the mind is a drive to get it.
3. Focus; focusing on set goals is important. This is because when one set goals it acts as a promise to achieve the goals therefore it is important to keep the promise.
4. A motivational environment; creating a positive work environment is important since it is an external motivator.

 

Overcoming Obstacles

It is necessary for one to clearly identify the obstacle and examine why it keeps one from accomplishing the set goals. Think of possible solutions and make a plan to deal with the obstacle as the planning will simplify the problem. After brainstorming about the possible solution without success ask for help from others. Asking for help can be humiliating to some people but it is important to note that supervisors and the senior workmate are there to help.

Time Management

Building a time management list is jus as important like developing a budget. There fore time mismanagement is as dangerous as careless spending. This start by avoid boredom creating a “to do” list as a guide starting from the short term task to long term projects. Alternate activities that you enjoy with those you don’t to avoid boredom. Remember to occasionally go through the list so that any miss can be corrected. The time table review provides an opportunity to make change where necessary. Time management experts have emphasizes on the importance of time management as it provides opportunity to relax and as well deal with unexpected events.

Recognition of Diversity and Change,

Most workplaces host diverse personalities and people from different backgrounds. It is important to appreciate diversity and be open to change. Individuals in an organization work towards the same goal and working collectively towards it is what important (Shield, J. 2011).

Conclusion

Individual personality and attitude obviously impact work performance. Some times this is due to the inability of people to find jobs of interest. With the current high unemployment rates, it is expected that many people would accept jobs for the sake of income. The development of the right attitude or personality can be achieved if only both the individual and the employer work together towards this goal. It is important to consider some of the little external factors that can improve employee’s attitude towards work to increase individual productivity.

 

 

 

 

 

 

 

 

Refereces

Fabio Sala, Vanessa Urch Druskat, Gerald Mount emotional intelligence and performance at work. routledge new York. 2006. Print.

John, shield. All in the Mind? Research on Personality, Emotional Intelligence & Work Performance. 2011. Retrieved from: http://sydney.edu.au/future-students/documents/domestic/postgraduate/coursework/2011-events/Sydney-Uni-John-Shields-The-Link-Betw

Murray R. Barrick, Michael K. Mount, Timothy A. Judge. Personality and Performance at the beginning of the new Millennium. International Journal of Selection and assessment. Vol.9. (1-2), pp 9–30. 2001. Print

Nelson, Debra L, and James C. Quick. Organizational Behavior: Science, the Real World, and You. Mason, Ohio: South-Western, 2012. Print