Question 1: Individual Differences in the Workplace

Personality refers to the relatively enduring characteristics that differentiate one person from another(Engler, 2013). It can lead people to act in a consistent and predictable manner both in different situations and over-extended periods of time. There are mainly four types of personality theories, including psychoanalytic theory, trait theory, humanistic theory and social cognitive theory (Engler, 2013). Hence, in a company or an organization, HR professionals, line managers and occupational psychologists often conduct personality tests in order to collect tangible information such as values, personality traits, work preferences about candidates. Through collecting these information, human resource managers are able to gain insights whether a particular candidate is qualified in fitting a job position. There are many advantages of using theories of personality or conducting personality testing in recruiting and selecting the right candidate for a company.

First, through using personality theories, HR managers should be able to assess whether a candidate can fit into company culture(Matthews, Deary&Whiteman, 2003). For instance, HR managers or line managers can collect information about a candidate’s personality through using trait personality theories. In other words, information is obtained from observation of behaviors and questionnaire responses from the potential candidates. Companies like Tesla care very much about environmental sustainability and conservation. Candidates with green awareness and values are appreciated. Hence, by using personality theories, HRs can learn about whether a particular candidate shares the same value with the respective company before being selected.

Moreover, personality theories can help HRs better understand how to keep individuals engaged or motivated in accomplishing job tasks. In the humanistic theory, Maslow’s Hierarchy of Needs can be used to explain the motivational component in individuals’ innate needs which motivate their actions(Maslow&Lewis, 1987). The stage of self-actualization is the fullest realization of a person’s potential. Hence, through conducting personality testing, HRs can understand how far individuals are away from the self-actualization stage. Characteristics of self-actualized people include efficient perception of reality, spontaneity, task-centering, autonomy, non-hostile sense of humor, comfort with solitude, etc. Self-actualization can help employees have higher productivity and efficiency at work.

Question 2 - Psychometric testing

Psychometric Test is referring to any standard procedure for measuring sensitivity, intelligence, aptitude or personality in the workplace(Edenborough, 2007). Such tests are designed to measure characteristics way of behaving. HR managers or employers often use psychometric testing to provide a reliable predictor of how well someone is likely to perform in a given job or task. Psychometric testing can also objectively compare candidates’ performances with reference to a standard “norm”(Edenborough, 2007). Thus, it fairly and objectively tests whether a candidate has the skill or desirable personality in acquiring a job task. However, psychometric testing does have pros and cons.

First, one potential advantage is that psychometric testing can provide accurate results when it comes to judging whether a candidate is suitable for a respective job position (Jenkins, 2001). For instance, if a company is looking for sales and business management position, desirable personalities may include social astuteness, self-motivation, eloquence, extroverted and strategic thinking. Psychometric testing can effectively screen out such suitable candidates. Through the information collected, HR professionals can be very sure about whether a candidate is a good performer at the job.

Besides, psychometric testing is less costly than other means. It saves time for HRs to identify qualified persons for a respective job position. Even equipment staff can handle the whole process of psychometric testing. In addition, it also reduces the costly risk of employing someone who is not good performer at the workplace.

However, one potential disadvantage is that candidates may not be trained well in attempting such tests. The results may be less representative if candidates are bad testers(Jenkins, 2001). Besides, candidates may also have very different cultural background, language barriers could be another major problems that compromise the quality of information collected from psychometric tests. For instance, candidates from a non-English speaking country may be less capable in reflecting their true personalities when doing the tests.They may randomly choose or interpret a term wrongly. It will adversely affect the reliability and accuracy of the tests.

Furthermore, standard psychometric tests are readily available(Jenkins, 2001). Candidates can do sufficient preparation before attempting the tests. It is possible for them to alter or adjust their true responses in order to be qualified in  respective job positions.

Question 3: Relationships in the Workplace

According to the Labour Force Survey (LFS), working days lost due to stress are about 12.5 million days. Besides, stress accounted for nearly 40% of work-related health problems(Peterson, 2018). It shows that work-related stress is the source of origins of dysfunctional or counter-productive behaviors in the workplace. Work-related stress arises where work of demands of various types and combinations exceeding employees’ capacity and capability to cope.

Selye’s model is often used to explain the short-term and long-term effects of exposure to stressors(Fink, 2017). The Selye’s model or General Adaptation syndrome (GAS) model is comprised of three stages, namely alarm reaction, resistance, and exhaustion. It claims that people’s body will first prepare for actions and defence. Then if necessary, people will tend to resist stressors. But in the longer term, when coping with stressors, adaptive energy will be depleting very fast. Employees will start to feel exhausted.

Hence, in order to enhance employees’ working lives, Seligman’s PERMA model can be introduced in organizational management process. PERMA standards for positive emotion, engagement, relationships, meaning and accomplishments (Goodman et al., 2018).. In the first dimension, employees are advised by HR professionals to remain optimistic in order to develop positive. It is not just something like to keep smiling. In everyone’s life, there are highs and lows moment. If employees care too much on the “lows” moment, there is a much larger chance for them to be depressed. For instance, when an employee has accomplished a very complicated task, he or she may expect the employer to appreciate or recognize the work done. When this expectation or “psychological contract” has not been met, he or she will have job dissatisfaction. HRs should immediately recognize such psychological contract violation and inculcating positive psychology among employees.

Reference

Engler, B. (2013). Personality theories. Nelson Education.

Edenborough, R. (2007). Assessment methods in recruitment, selection & performance: a manager's guide to psychometric testing, interviews and assessment centres. Kogan Page Publishers.

Fink, G. (2017). Selye’s general adaptation syndrome: stress-induced gastro-duodenal ulceration and inflammatory bowel disease. Stress, 1, F5.

Jenkins, A. (2001). Companies use of psychometric testing and the changing demand for skills: A r eview of the literature (No. 12). Centre for the Economics of Education, London School of Economics and Political Science.

Matthews, G., Deary, I. J., & Whiteman, M. C. (2003). Personality traits. Cambridge University Press. 

Maslow, A., & Lewis, K. J. (1987). Maslow's hierarchy of needs. Salenger Incorporated, 14, 987.

Peterson, C. (2018). Work stress: Studies of the context, content and outcomes of stress: A book of readings. Routledge.

Goodman, F. R., Disabato, D. J., Kashdan, T. B., & Kauffman, S. B. (2018). Measuring well-being: A comparison of subjective well-being and PERMA. The Journal of Positive Psychology, 13(4), 321-332.