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Question 1:

Critically discuss the extent to which personality predicts job performance.

Answer:

Every person has their own style of thinking, feeling, and acting. course, have
distinct traits. One depicts a Personality by appearance. Employees and supervisors
have obligations, such as achieving their vision by meeting goals organization's
expectations. An essential team member Organization is a must, as is
socialization. irritated or unhappy at work might cause mistakes and impede
efficiency. making others' jobs difficult. Nobody can manage Different personality
evaluations were established because of this. Numerous businesses have adopted and
implemented beneficial, productive and workplace improvement.

Extensive studies and evaluations of tens of thousands of workers have shown

that the big five attributes substantially correlated employee performance with
personality features. The most popular and effective personality test, the Myers-Briggs
Type Indicator (MBTI), provides more comprehensive and reliable findings since it is
comprised of sixteen unique personality types that are based on the test taker's
preferences. Employees whose personalities clash with those of their coworkers or
superiors aren't suited to their jobs, and as a result, the company suffers.

A person's personality consists of their consistent patterns of conduct that are

shaped by their unique set of psychological traits. Every worker's action and output on
the job are affected by a combination of factors known as M.A.R.S. (motivation, ability,
role perceptions, and situational factors). A person's motivation is what drives them to
take the initiative and take the actions necessary to reach their goals; their ability is
what allows them to carry out those goals; their role perceptions are the boundaries of
their understanding of their responsibilities and the expectations of their supervisors and
coworkers; and external factors are what influence the behavior and performance of
those around them.

As described by Barrick and Mount (1991), Extraversion, Agreeableness,

Conscientiousness, Neuroticism, and Openness make up the "big five" personality
characteristics, a group of five comprehensively descriptive and vivid temperaments.
People who tend toward extraversion, or the "social butterfly" personality trait, tend to
be extremely outgoing but also highly emotional. As the name implies, extroverts are
more outgoing and talkative than introverts, who tend to be more reserved in social
situations. Kindness, genuine desire to help others, and other displays of love are
hallmarks of those who are pleasant, as is an aversion to drama. However, people with
different personality traits or who score relatively lower on this trait often achieve
professional success due to their awareness of their rights and ability to get others to
listen to their ideas. People who score high on the conscientiousness personality trait
tend to be methodical and goal-oriented in all aspects of their lives, while those who are
less conscientious tend to be more prone to acting on impulse and being less thorough
in their pursuit of success. Characteristics associated with neuroticism include low
mood, high anxiety, frequent anger, and irritability. Self-confidence is undoubtedly a
crucial attribute for selectors, and those with strong qualities in neuroticism are
generally seen as a dangerous choice owing to their despair, impulsiveness, and self-
consciousness. This is in contrast to those who are emotionally robust and can remain
calm more often. People who have a high trait of openness tend to be imaginative and
insightful, while those who have a low score tend to be more traditional and lack these
traits.

In recent years, researchers have found more evidence that there are five major
personality traits. As described by Bowling and Eschleman (2010), The five traits are
compared to job proficiency, training ability, and personal data. The traits are tested on
police officers, professionals, managers, salespeople, experienced and semiskilled
workers. Results showed that conscientiousness was relevant, repeated, and related to
all three work performance factors. Because of the need to socialize, extraverts were
expected in managerial and sales roles. Other personality dimensions fit certain jobs
and criteria, but their impact or correlation was low.

The selection, promotion, and assignment of employees in any field requires

careful consideration because of the potential negative impact of personality. The
aforementioned ideas have shown that, despite fulfilling all the necessary qualifications,
not every job is a good fit for every personality type. In order to achieve higher levels of
success and productivity in the workplace, individuals must learn to recognize and work
with those who have various personalities. To a considerable but not complete degree,
an employee's personality may predict their success on the job.

Question 2

Critically discuss the extent to which emotional intelligence is associated with important
work outcomes (e.g. performance).

Answer

Emotional intelligence (EI) refers to a person's self-awareness, self-management,

social awareness, and capacity to effectively use social emotional resources.
Interpersonal communication depends on EI, which has recently gained attention in
many fields and contexts, including the business world.

When workers use EI, they help themselves advance in their careers and the
company benefits. Teamwork and morale are boosted when employees are emotionally
savvy.

Daniel Goleman, a clinical psychologist, has identified five hallmarks of emotional

intelligence. These are the defining features:

The ability to recognize one's own sentiments and understand their origins is
essential for this. Emotional intelligence is the ability to identify feelings and understand
their origin.

Taking a step back and analyzing your emotions might help you gain control over
them. After that, you may decide what course of action to take. Positivity may be
increased through learning to identify and analyze one's emotions, and then using that
knowledge to rationally consider how one would want to feel.

One of the most important skills in developing emotional intelligence is the

capacity for empathy. One must put himself in another's shoes in order to really
empathize with them. In this manner, you may better conceptualize their inner
experiences. People with high levels of empathy are more open-minded and accepting
because they can put themselves in other people's shoes.

Having control over your emotions makes it much simpler to get things done.
One way to increase motivation to complete activities is to have a more optimistic
outlook on the results. You'll be looking for happiness and internal satisfaction rather
than material goods and praise. Those who are emotionally intelligent are also better
able to motivate others by reading and responding to the feelings of those around them.
They may do this by modifying their own actions and reactions in ways that promote
progress toward desirable ends.

To effectively aid people with your emotional intelligence, you must also possess
solid social abilities. This necessitates being able to communicate with other people in a
productive and successful manner. Those who aspire to leadership positions can
benefit from practicing their communication skills by sharing their ideas and guiding
others.

Individuals with high levels of emotional intelligence are more likely to be creative
problem solvers, which in turn boosts their productivity at work. According to Mayer et
al. (2000a) Facilitating communication inside an organization is another key aspect of
work performance that may be influenced by emotional intelligence. An individual's
effectiveness in the job may be better understood via the lens of emotional intelligence.
Its purpose is to improve the efficiency and effectiveness of management, staff
development, and overall organizational output (such as bank, school, company).
Emotional intelligence may have a bearing on work-related outcomes like performance
on the job. Individuals with high levels of emotional intelligence are more likely to
achieve success in both their personal and professional endeavors. As described by
Goleman (1995), Employees with high levels of emotional intelligence are regarded
"star performers" because of the pervasive impact that EI has on every facet of the
working world. Therefore, as has been shown above, there is a favorable relationship
between emotional intelligence and productivity on the work.

There are several variables at play when assessing an employee's level of work
satisfaction (including recognition, growth opportunities, etc.). On the other hand,
Emotional Intelligence promotes happiness at work by increasing a person's emotional
health, self-esteem, and general disposition toward life.

However, Emotional Intelligence helps mitigate stress, which is a leading cause

of both burnout and job unhappiness.

Emotional intelligence was determined to be the most significant predictor of

performance across all job categories by TalentSmartEQ's analysis of crucial workplace
abilities. They also discovered that 90% of successful people had high EI.

The Institute for Health and Human Performance has compiled further evidence
that demonstrates:

Expertise in Emotional Intelligence encompasses more than 80 percent of the

skills that set apart high achievers.

Businesses led by leaders with high Emotional intelligence have a better

probability of succeeding.

The output of a Motorola factory increased by 93% when stress management

and Emotional Intelligence training were introduced.

Every business should prioritize maximizing its performance as much as

possible. Since emotional intelligence is a critical factor in maintaining high performance
and creating competitive advantage, businesses must prioritize it. Numerous studies
have shown that high levels of emotional intelligence are directly linked to improved
productivity. Extensive research shows that people who score well on tests of emotional
intelligence also do admirably on the job. There is a correlation between success and
emotional intelligence, and the two factors mutually impact one another, thus those who
advocate for it tend to do well professionally.