A selection of these solutions is as follows:
Not every personality is suited for every job position, so it's important to recognize personality traits and pair employees with the duties that fit their personalities the best.
This can lead to increased productivity and job satisfaction, helping your business function more efficiently. Outgoing or Introverted People with outgoing personalities often work best in positions where they get to interact with others.
These people can provide friendly and helpful customer service, and they can boost the attitudes of other workers by being upbeat and happy.
However, outgoing people might not flourish in positions that keep them behind closed doors, separated from others.
This might include an information technology position that keeps them behind a computer all day or an accounts payable job that doesn't require much interaction with vendors or other staff members. Those jobs might be a better fit for people with more introverted personalities.
Work Ethic A strong work ethic develops in employees who make their jobs a high priority. Some employees might perform adequately, but without fervor or any indication they are at work for more than a paycheck.
Their work is likely mediocre and often turned in barely on time or late. Other employees might work late to get projects done early and take the initiative to suggest new projects or more efficient production methods.
Assign these workers to teams developing new projects or roles with additional responsibility and the need to make decisions on the spot, such as public relations or management of a department. People with a weak work ethic often require more management and oversight to keep them focused on their work, while people with a strong work ethic typically work well with minimum oversight.
Attention to Detail Some people are wired to think of the big picture, to see not only where your company is now but where it could or should be in the future. They make creative, broad plans designed to keep the company moving forward, and they think of new initiatives to solve existing problems.
However, they may not be as good at executing the broad plans. That's where the detail-oriented people come in; these people sometimes have trouble seeing a direction for the company that's different from the existing direction, but if you give them a project, they execute the project to its smallest detail.
They are often highly organized and keep excellent records, so projects can be recreated later if necessary. Look for them in accounting and finance roles where details matter. It takes both types of people to keep your company running smoothly. Motivation and Recognition Keep your employees running at full steam by understanding what motivates them.
This is sometimes difficult to figure out on your own, so it's best to ask, even during an interview.
Some people are motivated solely by money; if you dangle the promise of a raise or bonus, they are likely to work harder. Other people prefer recognition among their peers, so celebrating their successes at a staff luncheon or sending out a recognition email to the staff could keep those employees working at full steam.
Other people are self-motivated, able to work hard for the personal satisfaction they receive when they finish well-done projects on time.ABRAHAM timberdesignmag.com MOTIVATION PERSONALITY PDF compression, OCR, web optimization using a watermarked evaluation copy of CVISION PDFCompressor.
|Psychology for Sports Performance by Chris Softley on Prezi||Motivation Motivation is a critical component of learning.|
|Psychology for Sports Performance by Chris Softley on Prezi||Donald has recognized the complexities of individual differences, has commented about the messiness of the findings relating individual differences to performance, but none-the-less has insisted that a proper understanding of human information processing needs to take into account individual differences in personality and motivation. For this, as well as the many other accomplishments discussed in the chapters in this book, he is to be admired.|
Goal contents, motivation, psychological need satisfaction, well-being and physical activity: A test of self-determination theory over 6 months. How a manager’s personality affects organizational performance and employee motivation ” we need to have a clear idea what each component of the topic means.
If we break down the topic the key words are: A manager is a person in an organization who directly supports, supervises and helps activate the work efforts and performance accomplishment of others.
Individual Differences in personality and motivation: 'Non-cognitive' determinants of cognitive performance by William Revelle Northwestern University Parallel effects of personality and situational manipulation allow individual differences to be used to extend the effective range of experimental manipulations; different patterns for.
Personality is the sum of a person’s individual characteristics that make him/her unique. (Adams et al, ) A person’s personality determines how they react in certain situations, their general mood and the consistency of it and their emotions.
Personality can affect many aspects of sport. Personality and Motivation- Introduction Donald Broadbent's career has been an exception to the rule that serious cognitive psychologists should treat individual differences as nuisance variables to be ignored.