In order to understand human behaviour in the workplace we need to not only take a close look at personality differences between individuals but we would also need to understand the different work environments and scenarios effecting employees’ behaviour, motivation and performance. In this respect, both the Trait Approach and the Social Learning Approach have been major contributors. As it will be discussed in this essay, whilst these two approaches differ in their focus, they both acknowledge that there are a number of different aspects influencing individuals’ behaviours, all of which can be applied to understand and to influence workplace behaviour.
The trait approach focuses on identifying “stable and measurable” psychological differences …show more content…
Research has been conducted to understand that the validity of such assessments. It resulted that the most valuable trait correlated with predicting workplace efficiency, is conscientiousness. In training, openness is the most valuable trait (Salgado, J. F., 1997). In other research conducted on specific jobs such as that of sales and managerial positions, it has been noted that traits such as extraversion and agreeableness have also proved to be valuable personality traits in high performers (Barrick and Mount, 1991). Despite these positive correlations, these meta-analyses “revealed correlations between measures of personality and job performance considerably smaller ( ρ s in the teens and .20s) than those found with (cognitive) ability tests” (Palcroft, L. B., & Lopez, M. V.,2009, p. 65).
Other research based on the trait approach which can be useful in understanding and predicting workplace behaviour is the study on personality differences across generations and how these effect the workplace cultures and behaviours (Campbell S.M., & Twenge J.M., 2008). This study reveals that recent generations referred to as “Generation Me”, tend to have higher self-esteem and have stronger narcissistic traits. Consequently, this generation would have higher career expectations, …show more content…
The social learning theory and its central concept of self-efficacy, has been highly applied to influence behaviour at work and has been at the crux of a number of psychological research for a number of years (Zimmerman & Schunk, 2003). As observed by Gist and Mitchell (1992), employers can improve work performance and motivation by taking in to account the four main influences of self-efficacy (mastery experience, vicarious experience, social persuasion and emotional status). They also point out that each individual has his/her own judgements on their self-worth and with gradual interventions from employers, these judgements on one’s self efficacy can be improved with proper modelling frameworks and motivational mechanisms. As Bandura says so himself “if people are persuaded they have what it takes to succeed, they exert more effort and avoid focusing on their doubts when problems arise” (Bandura,
The trait approach focuses on identifying “stable and measurable” psychological differences …show more content…
Research has been conducted to understand that the validity of such assessments. It resulted that the most valuable trait correlated with predicting workplace efficiency, is conscientiousness. In training, openness is the most valuable trait (Salgado, J. F., 1997). In other research conducted on specific jobs such as that of sales and managerial positions, it has been noted that traits such as extraversion and agreeableness have also proved to be valuable personality traits in high performers (Barrick and Mount, 1991). Despite these positive correlations, these meta-analyses “revealed correlations between measures of personality and job performance considerably smaller ( ρ s in the teens and .20s) than those found with (cognitive) ability tests” (Palcroft, L. B., & Lopez, M. V.,2009, p. 65).
Other research based on the trait approach which can be useful in understanding and predicting workplace behaviour is the study on personality differences across generations and how these effect the workplace cultures and behaviours (Campbell S.M., & Twenge J.M., 2008). This study reveals that recent generations referred to as “Generation Me”, tend to have higher self-esteem and have stronger narcissistic traits. Consequently, this generation would have higher career expectations, …show more content…
The social learning theory and its central concept of self-efficacy, has been highly applied to influence behaviour at work and has been at the crux of a number of psychological research for a number of years (Zimmerman & Schunk, 2003). As observed by Gist and Mitchell (1992), employers can improve work performance and motivation by taking in to account the four main influences of self-efficacy (mastery experience, vicarious experience, social persuasion and emotional status). They also point out that each individual has his/her own judgements on their self-worth and with gradual interventions from employers, these judgements on one’s self efficacy can be improved with proper modelling frameworks and motivational mechanisms. As Bandura says so himself “if people are persuaded they have what it takes to succeed, they exert more effort and avoid focusing on their doubts when problems arise” (Bandura,