Critical Thinking On Contribution Of Personality To Effective Management
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Personality is the way people think or come up with different ideas, feelings and general behavior. In the field of business, these factors give an explanation of an individual and how best he or she can handle business ideas. Personality development includes stages that an individual passes through from childhood to adulthood. Each and every human being must or should pass through these stages in order to be termed as fully grown. Individual personality is closely related to his or her personal actions and how he or she performs his or her duties. This explanation brings us to our main area of concern that’s how personality can contribute to effective management of an organization. In the management, the way in which managers reacts or behaviors affect the response of the workers in the lower rank. So the personality traits of the manager can greatly contribute to how employees carry on with their day to day activities in the workplace. In every organization, the management should establish the best measure to know how workers perform in connection with their individual behavior. Personality questionnaires give an individual performance as it pertains his or her behavior. It is normally done before an individual is officially recruited in any office in an organization. It is normally done by respective experts in that field (Rothbart, 2000). Psychological testing is important because it narrows down the recruitment process. This is in the sense that the organization can select an individual with personality traits that suits the job in offer and those without the needed personality traits are cut off from proceeding with the process (Singh, 2010). In the case of selection of workers in the management department, the recruiting body should embark on individual approach to fairness and impartiality in an organization. It is because managers should treat other employees fairly and still with impartiality. Each and every worker is entitled to a fair treat from their managers. Psychological testing reduces organizational expenses in the selection process. It is because individuals are first screened, and those with characters that the organization is not interested in are not allowed to continue with the process. It reduces the number of recruits hence saving on time and spending. For instance; in the management department selected individuals should portrait humbleness in the sense that other workers can feel free to approach them and socialize with them. Humbleness in the management will motive and encourage workers to work extra hard towards the achievement of the targets of the organization. Personality test does not prove if an individual will be accurate and will continue with efficiency in work performance. An individual might pass the process well, but he or she ends up messing the organization in the sense that he fails to achieve the set targets of the organization. It proves to us that the psychological testing does not guarantee pure performance of an individual. Psychological testing increases organizational expenses in the sense that the financing department should provide some cash for the process. In the process, the individuals must me rated to determine the best ones who are fit and their character suits the job in offer. This whole process requires money for it to happen effectively and efficiently. In the management individuals who are selected should be highly qualified so the organization should invest heavy in the entire process (Mellenbergh, 2008).
Mellenbergh, GJ(2008). Chapter 10: Surveys. In H.J. Ad and G.J Mellenbergh (Eds.) (with contributions by D.J. Hand), Advising on Research Methods: A consultant's companion (pp. 183-209). Huizen, The Netherlands: Johannes van Kessel Publishing.
American Educational Research Association, American Psychological Association, & National Council on Measurement in Education. (1999). Standards for educational and psychological testing. Washington, DC: American Educational Research Association.
Pearson Assessments (2009). Legal policies Psychological Corporation. Retrieved 2009-11-15.
Anastasi, A., & Urbina, S. (1997). Psychological testing (7th ed.). Upper Saddle River, NJ: Prentice Hall.
Singh, D. A. (2010). Effective management of long-term care facilities. Sudbury, Mass, Jones and Bartlett Publishers.
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