SU_MGT3002_W1_Marquez_A

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1 Evaluating Employee Characteristics Anastasia Marquez MGT3002: Organizational Behavior Professor Velkova January 11, 2024

2 Many companies regularly assess their employees' performance, usually on an annual basis. During these evaluations, the focus is on comparing employees' work duties and habits with the company's expectations. The results of these evaluations often play a crucial role in determining promotions, bonuses, and salary increases. Regular evaluations have several benefits. They help employees become more efficient in their assigned tasks, gain a clear understanding of what is expected from them, enhance communication between management and employees, and ensure that employees receive proper recognition for their hard work. By learning how to evaluate and measure employee performance, you can ensure that your team operates at its highest potential. Personality, Values, and Attitudes Extraversion is all about being assertive and sociable, while Agreeableness is more about being polite and cooperative. Conscientious individuals are known for their organizational skills and focus on tasks, while those high in Neuroticism tend to experience negative emotions more often. Open individuals have a wide range of interests and prefer new experiences over sticking to a routine. Research has shown that the Big Five model covers a wide range of individual differences, and other personality models can be understood within its framework. In the field of organizational psychology, there is a growing interest in studying job satisfaction. Job satisfaction includes cognitive, emotional, and behavioral aspects, and it refers to feeling content and positive about one's job. “ self-regulation theory, suggests that personality traits such as Conscientiousness and emotional stability are important predictors of job satisfaction because they influence an individual’s ability to manage their behavior and emotions in the workplace. Conscientious people are more likely to be organized, dependable, and able to manage their workload effectively, which can lead to greater job satisfaction.” (Kang and Malvaso, 2023)

3 The interaction between an individual's personality traits and the social context in which they work determines their satisfaction. While the relationship between personality traits and job satisfaction is extensively studied, it remains unclear how these traits specifically relate to different aspects of job satisfaction such as total pay, security, work itself, and hours worked. Understanding this connection can help individuals make informed career decisions that align with their personality and increase the likelihood of job satisfaction. The current research aims to explore how personality traits contribute to various facets of job satisfaction, including total pay, security, work itself, and hours worked. Survey Justification Question Conducting surveys has a lot of advantages for people and organizations. Surveys allow us to gather feedback, measure customer satisfaction, pinpoint areas that need improvement, gather valuable insights and opinions, and make well-informed decisions. Additionally, surveys provide a way to obtain quantitative data in a fast and efficient manner. “Personality assessments assist employers in gaining a better understanding of their employees' organizational habits, communication styles, and information processing. This valuable information plays a crucial role in the performance management process. Managers can utilize the insights gained from these tests to facilitate productive discussions during individual meetings and foster a harmonious team environment.” (Webber and Webber, 2023) Find out if someone has a positive attitude towards life. Additionally, it can indicate how they interact with others on a personal level. It can help determine if a person can handle time- sensitive or high-stakes decision-making situations. It can give an idea of their work ethic and how they approach large-scale projects. It can also reveal if they have healthy coping

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4 mechanisms to deal with stress and what kind of support they may require to succeed. Assess how a person connects with others in their life and their capacity for empathy. It may help identify their worldview, morals, and personal beliefs. It can provide current information about their personal life and how they perceive the challenges they face. It can give an idea of how they spend their free time and what their interests are. It may uncover their feelings about life experiences and what they value the most. It can provide insight into their ability to overcome obstacles and learn from challenging experiences. I have doubts about the notion that a single survey can effectively assess someone's character. It is widely acknowledged that it is unjust to form judgments solely based on outward appearances, as situations are often more intricate than they appear. Genuine individuals are motivated by curiosity rather than making snap judgments. Rather than shifting blame or evading accountability for their actions, they take responsibility for their mistakes, learn from them, and work towards personal growth. They recognize that the quality of their life is intimately connected to their relationships, and therefore consistently strive to treat others with respect, thoughtfulness, and compassion. Conclusion Assessing the employee's performance holds great significance as it ensures that the company stays informed about all aspects while recognizing the top achievers and those who require enhancement. This practice can enhance the efficiency of workers and foster a more cohesive work environment by establishing effective channels of communication. Monitoring performance also fosters a shared understanding among all parties involved. This keeps everyone

5 well-informed about the company's and employees' objectives, thereby boosting employee motivation, enhancing overall productivity, and guaranteeing timely completion of all projects.

6 References Ilies, R., & Judge, T. (2003). On the heritability of job satisfaction: The mediating role of personality. Journal of Applied Psychology , 88 (4), pp. 750–759. Saari, L., & Judge, T. (2004). Employee attitudes and job satisfaction. Human Resource Management , 43 (4), pp. 395–407. Webber, A. and Webber, A. (2023) 'Employee surveys: Do they really work?,' TeamBonding , 16 August. https://www.teambonding.com/employee-surveys-do-they-really-work/. Kang, W. and Malvaso, A. (2023) 'Associations between Personality Traits and Areas of Job Satisfaction: Pay, Work Itself, Security, and Hours Worked,' Behavioral Sciences , 13(6), p. 445. https://doi.org/10.3390/bs13060445.

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7 Appendix Ten Item Survey 1. Do you think people usually have good intentions? 2. How do you go about making important decisions? 3. When you're given a long-term project, do you begin immediately, or do you wait? 4. What steps do you take to handle stress? 5. How do you show empathy towards your friends when they're going through tough times? 6. In your opinion, what is the biggest problem society is currently dealing with? 7. What is the main obstacle you face in your personal life? 8. What do you usually do in your free time when you don't have any plans? 9. What accomplishment are you most proud of? 10. How do you cope with failure?

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