Each Of have different behavior and experience. A person’s personality can be determined through various types of personality test such Minnesota Multiphase Personality (Ample;2), Neurotic Personality Questionnaires KONG-2006, or the Thematic Apperception Test (TAT). Other than that, the most popular technique usually done by people is by using the self-reporting inventory. This type of personality test required an individual to fill up a survey form. Individual personality usually broken into 5 personality traits or people called it as Big Five Personality model.
This model consist extroversion, agreeableness, conscientiousness, emotional stability (neurotics) and openness to experience. 1. 2. What is your personality? Have taken DISC and behavior assessments for employee development and boarding conducted by TIT Success Insights. Based on the report, I can be friendly with others in many situations, but primarily with groups of established friends and associates. I am sociable and enjoy the uniqueness of each human being. In the workplace environment, need some time for study and analysis particularly when doing new or challenging assignments.
This ill allows me to adjust to the changing environment. I like harmony and cooperation when dealing with others. Most of the time, I will appear as cool, calm and controlled. However, I can be discreet and sociable as called by the situation. Usually, when the time is right, can stand up aggressively for what believe. I’m a good listener and learner. I’m not easily distracted by peripheral activity. Other than that, I want to be seen as a responsible person, and will try to avoid behavior that could be seen by others as irresponsible.
I might need many good reasons as well as benefits involved before agreeing o make any changes in anything. The not good thing about me is once I has come to my decision, others may find it difficult to change my mind unless I sees enough benefits on the changes suggested. In making decisions, I tend to use logic. When challenged, I can become objective searching hard for facts and figures. This is my ways to defend my decisions. I am good at analyzing situations that can be felt, touched, seen, heard, personally observed or experienced. My motto is “facts are facts”.
I must be convinced that actions will produce desire result. When faced with though decision, I will seek information and analyses thoroughly. I more motivated by logic and emotion. For me logic represents tangible research. I somewhat reserved with those that do not trust or know. After trust has been made established, may be open and candid. 13. How your personality affects your performance? In handling confrontation, sometimes I will be conservative in my approach to solve the problem. I will accept challenges by being quite calculating in my response to the problem or challenge. Ill be quite cooperative and attempt to avoid confrontation as want to be seen as a person who is easy to work with. I’m comfortable with environment in which there is relaxed demeanor. Prefer to complete one task before starting the next and prefers environment that is predictable. That will make me feel secure and confident on myself. I will be more focus and able to perform with superior quality. Based on my personality, I am consistent in performing my task which is I am able to do my job in same way by following the procedures.
Information is maintained accurately because I am a detailed person. I am person who concerned about quality rather than quantity. Usually, will turn conflict and tension that I faced into a positive force. I will lead the argument in the workplace with facts and options. Think for the solutions for every problems faced are the priority that I put in myself rather than pointing finger to others. 2. Discuss the Big Five Personality and the effect on turnover intention. 2. 1. Extroversion Extroversion is a trait characterized by interest in other people and trusting them.
It is seen as a positive quality since it concerns the general sociability and includes traits such as human contacts, attention, active participation and assertiveness. Extrovert people tend to have high sensitivity to reward. They ill be more productive, motivated and collaborative if we give reward to them. Extravert’s tend to experience more positive affect, perceive themselves more positively, and recall more positive than negative work events compared to introverts. Intention to quit among extravert’s is less depends on the fairness within the organization when the opportunity for social rewards at work is perceived as high. . 2. Agreeableness Agreeableness measures how able individuals are to get along with others. Agreeableness individual are generally decent and cheerful. Therefore, they tend to be more involved in their tasks. They are friendly, courteous, and helpful and they are also care on their achievement. Individuals who are high in agreeableness are cooperative, compassionate, polite, and show sincere concern for the welfare and rights of others. Agreeable workers also tend to experience high job satisfaction compared to less agreeable workers.
Low agreeable workers tend to have high intention to leave when they find the work environment less favorable. 2. 3. Emotional stability Emotional stability also known as neurotics. Emotional stability is associated with tension, irritability and depression. Those individual who have gig neurotics are more likely to be insecure, self-defeating and self- conscientious. If and individual have low emotional stability it will caused an individual will have intention to quit for reasons other than job dissatisfaction or poor job performance. . 4. Openness to experience It refers to how individual make decisions in their lives in accordance with new ideas and creative thinking. Individuals with high levels of openness may be described as distinct, creative, flexible and open-minded. Individuals who have high in openness to experience may be impulsive, but their decisions to denuded quit may be due to the value placed on job diversity, need for change, exploration of other interests, intolerance for routine and boredom, and an underlying sense of curiosity. 2. 5.
Conscientiousness Conscientiousness is referring to the individuals who are dependable and organized. People with conscientiousness personalities plan ahead and they direct themselves toward achievement. Intention to leave an organization for people who have high conscientiousness is less influenced by extrinsic reward. Procedural fairness is highly important to conscientious workers. 3. How these personalities affect your turnover intentions? Based on the report that I received from TIT Success Insight that have done, I have been categorized as a person who have high in conscientiousness.
Conscientiousness is the one personality trait that uniformly predicts how high a person’s performance will be across a variety of occupations and jobs. Once they are hired, conscientious people not only tend to perform well, but they also have higher levels of motivation to perform, lower levels of turnover, lower levels of absenteeism, and higher levels of safety performance. One’s conscientiousness is related to career success and career satisfaction over time. In this cases, once have been hired by an organization, I will do my best to perform my job.
I tend to be an active person by seeking opportunity to improve my knowledge and skills in job task assigned. The possibilities of turnover intentions will be high if I am not satisfied with my job. Example such as, the job assigned to me is not challenging and routine job. It will caused my motivation to perform will be going down. However, if my motivation to perform in my job is high, it will lower my turnover intentions. Conclusion Employees are assets to an organization who can actually make all the difference to the company.
Intended to leave is referring to the intention of the individuals to leave their current organization or job. Intentions reveal a lot about an individual’s perception, judgment and behavior. Intention to stay or leave the company is the final step made by individual’s decision- making process. Usually, employee turnover behavior occurs in the initial stage of employment because new employees experience the new environment. Therefore, organization needs to strategies retention strategy o retain good employees in the organization.