Essay --

For an organisation to be at its best it requires the best. Traditionally, hard skills e.g. ones education were the determinative factors in employment decisions while softer aspects e.g. their character or constitution, were seen as irrelevant. Guion and Gottier (1965) cerebrate it is difficult to advocate, with a clear conscience, the utilise of nature measures in most situations as a basis for making employment decisions (p. 106) with others concluding alike (Schmitt, Gooding, Noe, & Kirsch, 1984 Hough, Eaton, Dunnette, Kamp & McCoy, 1990). Personality itself can be seen as stable, inner, personal dispositions that determine relatively consistent patterns of behaviour (including feelings and thoughts) across different situations (Chamorro-Premuzic, 2007). Therefore disposition traits argon what makes a persons behaviour consistent and unique in certain situations.Research into management derailment, absenteeism and stress all point to personality as a mediating factor of moving in performance (Hogan, Hogan & Kaiser, 2010 Vlasveld et al , 2012) and therefore is a necessary consideration all organisational dimensions. With the importance of personality established, the inventories of bill these traits need to be of equal significance. It is now possible to assess personality in a way that is meaningful for the world of work and for employers and managers to use. The use of psychometric tests such as SHLs OPQ 32 be invaluable in assisting predict potential or current employees organisational behaviours along with job performance (Mount et al, 2000 Judge et al 2002). This essay will evaluate the affair of personality in the workplace and highlight its importance. I shall start by looking at the concept of personality before ... ... case that personality can have an important role in organisations. While the prognosticative power of personality measures ar lower and applied more specifically than ability tests, the right tests in the right con texts, can help in prediction of future occupational success. Conscientiousness, one of the main factors of personality, has general and arrogant effects on work-related criteria and with Neuroticism seems to be seemingly stable in the general outcome behaviours. While the validity and reliability of such results are often questioned, their importance lies in the extent to which results are used. Using results to help formulate hypotheses rather than making decisions allows for slightly lower validities. If such practices are followed at the very least it seems reasonable to conclude that indeed personality can predict a variety of organisational behaviours.