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Employee Satisfaction Characteristics

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It is believed that employers may increase their number of successful employees through using a scientific approach when it comes to hiring potential workers, this approach being a psychological one. Psychology has the ability to determine the personality of a particular individual, and this may give employers data that they can use in selecting their employees. (Baez, 2013).
Personality tests are a means to attempt to uncover an individual’s character. This is done by presenting that particular person a set of questions or statements that he or she rates using a Likert-type scale. From these responses, it is believed that one’s personality can be determined.
Personality testing in the workplace go way back to 90 years ago. It was greatly …show more content…

People with preference for judging (J) is organizes and likes to go by a plan or schedule. People with preference for perception (P), on the other hand, prefers to go with the flow (Myers, n.d.). This study is a descriptive kind of research. It aims to discover the effectiveness of the MBTI in determining career success and satisfaction. This paper discusses the different personality types and their compatible careers and compares them with the career success and satisfaction a worker has; however, this study is limited to workers of Metro Manila, and it ignores the other factors that may affect one’s career success and …show more content…

White collar jobs are jobs in an office setting. The professionals in white-collar fields are usually highly trained and have received formal education. On the other hand, blue collar jobs involve labor, and skills are more important than intellect (Scott, n.d.). It can be seen that the test is more effective in determining both the suitability and the success of people who have white collar jobs. The difference is significant because 68% of respondents with white collar jobs are both suitable for their job and successful, while none of the respondents with blue collar jobs are successful. However, this difference may be explained by the discrimination in society. It is more probable the people with white collar jobs chose their own career paths because the common perception is that blue collar jobs are undesirable. So, even if one is suitable for a blue collar job, he or she will not be satisfied with it. In a previous study, the motivational factors of people with white collar and blue collar jobs were studied. The motivation for white collar jobs is the nature of the job, while the motivations for blue collar jobs are job salary, peer relations, and the like (Marandi, n.d.). The nature of the job is related to one’s interests, which is reflected in his or her personality, which may be the reason why the

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3. Personality tests as the name suggests are conducted to measure the prospective employee’s motivation to function in a particular working condition.

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In To Kill a Mockingbird, social inequality is a huge theme. It shows this through the town of Maycomb, through the family of Atticus Finch and through the peers of Scout, Jem and Atticus. Harper Lee uses social inequality to show how big of a deal it was back in the 1930s, she shows that it affected African American lives in a negative way. Through the town of Maycomb, social inequality is shown through Tom Robinson's case. Therefore Tom Robinson didn’t get a fair trial.

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Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Luis Navarro, Jr. Southern New Hampshire University Annotated Bibliographies for a Candidacy Selection Project: Analysis of Literature Reviews Arthur, W., Woehr, D. J., & Graziano, W. G. (2001). Personality testing in employment settings: Problems and issues in the application of typical selection practices. Personnel Review, 30(6), 657-676. The authors explain, within in this article, the issues of multi-dimensional issues of personality, linear selection model(s), effects of self-selection, biases’ with social desirability, impressionism, and among other complexes (e.g., top-down selection, legal implications).

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Employees Can’t Be Summed Up by a Personality Test by Peter Bregman August 19, 2015 When we were in college, Eleanor, then my girlfriend (now my wife), wanted me to take a Myers-Briggs type test, a personality assessment that would categorize me into one of 16 boxes, each box containing four letters that would explain me. I didn’t want to do it. So she made it easy for me. “Come on, it’ll be fun,” she said.

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The educator should counsel that seizing the good occupation that is responding to the personality of an individual is of key significance, in that it brings fourth concerning the pleasure, credibility and satisfaction in the work environment. Secondly, in the principle of attention questionnaires are considered as personality inventories, this principle can frolic a critical act as well the catalog will permit evaluation to seize place. The catalog will allocate the learners to imitate occupations they desire to pursue and imitate alongside their personality and the educator can deed as facilitator not a judge in making sure that learners opt corresponding occupation alongside their characters. Across correlation that can be made amid the personality acts and the occupations, the righteous occupation choice can be made that will enhance the manipulation to make worthwhile decision and avert the learners from sinking in the mist of stress and indecisive actions.

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Early meta-analytic work by Barrick and Mount (1991) provided evidence suggesting that personality traits might have some degree of utility for selecting employees into a variety of jobs. Therefore, this research regards the personality trait as a root cause of the socio-economic inequality and as a predictor of individual's job performance. This relation between economic behavior and psychological factor can be explained by one of the well-known assessment tools with its proven validity and reliability. Today, socio-economic inequality is one of the major problems studied by economists, sociologists and psychologists. It is the state of affairs in which assets, wealth, or income are distributed unequally among individuals in a group,

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Work plays a part in the lives of many people, for most, it plays a central role. Work is an element that provides many people with financial compensation and rewards in the form of benefits, social connectedness and often extends to give an individual meaning and purpose that contribute strongly to one’s overall well-being. Vocational choices are influenced by personal, social, and environmental factors relevant to each individual and our language around work influences our personal and social perceptions of this element of a culture. Western culture uses different definitions of work; i.e job, occupation, and career for example; words that can be defined subjectively and influenced by cultural values like prestige. Career counseling developed

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We usually think of personality in terms of how we act and the differences we can see in each person. The concept of personality refers to the dynamic integration of the totality of a person’s experiences and behavior patterns including both conscious and unconscious behavior patterns, experiences and views, and intentional states (Kernberg, 2016). Personality derives from human experiences and the environment in which your grow up in, in can be codetermined by genetic dispositions. Genetics does play a part in a person’s personality but just how much and how is it determined.

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'A psychological test is any procedure on the basis of which inferences are made concerning a person 's capacity, propensity or liability to act, react, experience, or to structure or order thought or behaviour in particular ways ' (The British Psychological Society). The psychometric tests which companies make use of when selecting among job applicants have the potential to provide us with information about the kind of skills which employers are really looking for and they do provide additional information to that available in skill surveys. Psychometric tests are most likely to be used for managerial and graduate vacancies, and are seldom used for manual vacancies. The costs of these tests are substantial. This implies that

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Psychological testing is the act of administering, scoring, and interpreting results of a test that measures any of a number of psychological functions such as cognitive ability, memory, or personal traits; it is a straight forward process (Goldfinger & Pomerantz, 2013). Psychological assessment is not, psychological assessment involve the integration of information from multi sources, such as tests of normal and abnormal personality, tests of ability or intelligence, tests of interest or attitudes, as well as information from personal interviews (Ter Laak, Gokhale, & Desai,

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Psychology is the scientific study of the human mind and behavior. The central point of psychology is to understand how each person behaves on their own and in groups to try to predict behavior. By analyzing a person and identifying the personality they have, we can get closer to the predicting. Personality is a part of psychology that studies the different characteristics of people, as every person has a different way of thinking. Personalities are formed at an early age and can sometimes change due to our environments and social groups.

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Hence, the aim of this report is to reflect over my current personal skills and abilities assessment with a particular focus on self-development to become a management professional in order to fit into the organization and to become successful. 1.1 Personality, Assessment and Evaluations Psychologists have long recognizes the importance of work in our lives and they proposed that, personality play a significant role in all the process of work starting from how people actually perform their jobs and the attitudes they hold about them (i.e. job satisfaction) through the factors that increase or decrease their

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Results Content analysis revealed that three major factors influence the career-shift process: individual factors, social factors and relational factors. Individual factors were further divided into mid-level categories: individual values, personality, motivation, health issues, vision, and introspection process. Social factors were also broken down into mid-level categories that are support from others, social values and occupational experiences. The only subcategory under relational factors is the person-occupation incongruence. Mid-level categories under individual and social factors revealed subcategories, too.

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1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).

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In general, personality can be defined as the enduring, inner characteristics of individuals that contribute to consistency in people’s behaviors. Personalities are within individuals, which can help them to distinguish themselves from other individuals and make them unique as to attributes of functioning that are common to all humans, such as extravert, shy, aggressive, lazy and etc. (Robbins and Judge, 2007) On the other hand, sojourner adjustment is interpreted in terms of the removal of positive reinforcements and the presentation of aversive stimuli.

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