Individual Differences and Work Performance (IOP2606)
Institution
University Of South Africa (Unisa)
IOP COMPULSORY ASSESSMENT 04 FOR SEMESTER 2
Type of assessment: Formative assessment (written and submitted online)
Contributing weight: 30% towards your module completion
Study material: Lessons 1 to 8
Closing date: ...
Individual Differences and Work Performance (IOP2606)
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IOP2606 2024 COMPULSORY ASSESSMENT 04 FOR SEMESTER 2
Type of assessment: Formative assessment (written and submitted online)
Contributing weight: 30% towards your module completion
Study material: Lessons 1 to 8
Closing date: 26 September 2024
PLEASE NOTE: Students can only submit their assignments via myUnisa
(http://my.unisa.ac.za). However, you should direct all myUnisa enquiries
to myUnisahelp@unisa.ac.za
Copying text from the study guide will result in a student receiving zero (0) marks.
QUESTION 1
In this module, you have come across two models in research, namely the TII5A model for
work- related personality research and an assessment research model. Explain the use of
these models in research.
1. TII5A Model for Work-Related Personality Research:
Explains the interaction between personality and work behaviors
The TII5A model, developed by Furnham (1995, 1997), provides a framework to understand how
personality factors influence work-related behaviors and how work-related variables can in turn
shape personality traits through socialization in the workplace. The model emphasizes the
multifactorial and indirect nature of these relationships, making it difficult to predict exact
outcomes.
This model integrates various organizational factors such as structure, procedures, and reward
systems, highlighting their influence on the relationship between personality and work behaviors.
This helps researchers explore how the organization mediates personality expression and work
outcomes.
The model suggests that work behaviors result from a combination of personality traits, work
environments, and broader external influences. It points out that prediction of work-related
behaviors can be complex due to the indirect and multicausal nature of personality’s influence.
The model can be used to relate concepts like locus of control, self-efficacy, and
introversion/extroversion to occupational behaviors, helping researchers understand how different
traits contribute to work outcomes.
2. Assessment Research Model:
Focus on predicting occupational behavior
The assessment research model, derived from the TII5A model, specifically focuses on predicting
work behaviors based on various personality and individual difference factors such as ability,
intelligence, motivation, and biographical traits. It provides a simplified and specified approach to
understanding how these factors can be used in personnel selection and job performance
predictions.
, This model highlights the reciprocal influences between personality traits and work behaviors,
suggesting that work experiences may also shape personality traits. This feedback loop is
essential in understanding how employees may change over time due to their work environment.
The model is instrumental in predicting work outcomes such as absenteeism, performance ratings,
and job satisfaction. It offers a structured way for researchers and practitioners to measure
predictor variables (e.g., personality traits, abilities) and link them to work performance.
The model underscores the need for precise measurement of both predictor variables (such as
personality and intelligence) and dependent variables (such as occupational behaviors). This
precision ensures that the predictions about work performance are as reliable as possible.
QUESTION 2
When we are faced with complicated decision making, we rely on heuristics. Explain this
concept and contrast it with the stages in creative problem solving. Discuss whether you
think the concepts of decision making and problem solving differ from one another.
When faced with complex decision-making, we often rely on heuristics, which are mental
shortcuts or rules of thumb that simplify the decision-making process. While heuristics can
provide efficient solutions, they may also lead to biases or errors. There are three primary
heuristics:
Availability heuristic
People tend to base their judgments on information that is easily accessible, even if it’s not the
most accurate.
Representativeness heuristic
People perceive others or information through stereotypes or familiar patterns, often misjudging
the actual characteristics of a person or situation.
Anchoring and adjustment heuristic
Individuals start with an initial guess (anchor) and make adjustments based on additional
information, although these adjustments may not always lead to optimal decisions.
Heuristics, while useful, are often contrasted with creative problem solving, a more structured
and reflective process, which involves the following stages:
Preparation or recognition
The problem is identified, and relevant information is gathered. The individual tries to comprehend
and make sense of the issue.
Incubation
After attempting to solve the problem without success, the individual steps back, allowing the
subconscious mind to work on the problem.
Illumination
A sudden insight or solution, often referred to as the "Aha" moment, occurs.
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