9/18/2015
9/18/2015
Stephane Ludovic Marie
ID:11300880
Stephane Ludovic Marie
ID:11300880
MGT200
Assignment 3
MGT200
Assignment 3

Contents Introduction 2 Personality 2 Personality determinants 2 Personality Related theories 3 Five Key Factor Model 3 Hypothesis 3 Conclusion 3 Reference List 3

Introduction
For many decades, there has been an ongoing debate about the usefulness and validity of personality measures in selection contexts. While some authors believe that those instruments lack validity, others recommend their use as a selection instrument. There is plenty of literature available on this topic, but it is fairly controversial (Alvesson 2002). For the purpose of this report; job performance concerns the attitudes, information and skills that are desired to facilitate one to perform the tasks listed in the job description by the organization; of which task performance includes one’s behaviour that involves in the conversion of organizational resources into finished goods and services. Organizations worldwide use performance appraisal as a means to ensure the job performance of workers, moreover personality measures recently have received considerable attention in the employee selection process since personality of an individual is closely linked with the process of job or work performance. The relationship between personality and the level of job performance is dependent on the environment in which he/she is working (Alvesson 2002). It is important to note that job or work performance of an individual are related to organizational success or failure. Hence performance should be aligned to achieve organizational goals. The relationship between personalities have received huge amount of attention recently. Most of the significant aspects of personality can be explained by the FFM or the five factor model of personality (Erdheim,