IOP2606 - Individual Differences And Work Performance (IOP2606)
Institution
University Of South Africa (Unisa)
The use of work-related personality research and assessment research models.
Do the concepts of decision making and problem solving differ from one another?
Emotional intelligence
Learning as a concept
,Table of Contents
Question 1: ................................................................................................................. 3
The use of work-related personality research and assessment research models. . 3
Question 2: ................................................................................................................. 4
Do the concepts of decision making and problem solving differ from one another? 4
Question 3: ................................................................................................................. 6
Emotional intelligence ............................................................................................. 6
Question 4: ................................................................................................................. 7
Learning as a concept ............................................................................................ 7
The dimensions of learning. ................................................................................ 7
Four types of learners. ........................................................................................ 7
How individual differences relate to learning. ...................................................... 8
Bibliography ............................................................................................................. 10
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, Question 1:
The use of work-related personality research and assessment research models.
There are many advantages in studying the relationships between personality and
work-related behaviour. Studies has shown that with the use of improved research
models and techniques as well as using more accurate assessments of different
individuals personalities and their work-performance variables that personality
measures have become a useful measuring tool for specific job related criteria.
Due to the research it is known that personality factors are valid predictors of an
individual’s work performance. Furnham (1997) suggests that some of the following
patterns of relationships can be possible findings of research into the relationship
between personality and work behaviour (cited Venter, 2017:66).
If there is a positive linear relationship it indicates that the stronger the
individual’s personality trait (ability/conscientiousness) then there is a stronger
possibility that the individual will achieve occupational success.
Plateauing refers to the point when the individual’s personality trait can no longer
develop any further and that no improvement in work behaviour can take place.
With regards to assessment practices it is important to know what point in the
results of the personality test should be used as the cut-off point, as to clearly
indicate what employees can still develop their abilities beyond the
predetermined point.
Exponential indicates the individuals that have very strong personality attributes
and that these attributes will most likely manifest in equally strong occupational
performance, much stronger than say employees that only have moderate ability.
Curvilinear refers to the excellent relationship between an individual’s personality
and their expected work performance. Should this relationship become
unbalanced then unwanted work behaviour may be the end result.
The negative linear relationship is used to describe the relationship where an
individual can have a certain personality trait that manifests reversely in the work
place. This can have negative effects such as poor work performance. This can
happen when workers find their jobs to easy or there may be other factors that
are influencing the worker and causing bad work behaviour.
Where there is no relationship it indicates that the level of work performance is
not influenced by personality trait but rather by other factors.
A personality-specific correlation means that there is only a specific level of
personality trait required for the individual to successfully perform a specific job.
An asymptotic correlation means that even when a person has low abilities the
result will still be successful work performance which might not be a good thing,
as this may lead to the belief that ability is not linked to work performance.
Biomodality refers to an instance where a person might have to levels of ability,
let’s say moderately low as well as moderately high and that both of these are
acceptable for successful job performance. This can happen when the applicants
that are being considered are from different populations or maybe when products
of different quality are aimed at different markets.
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