Introduction
Effective organizations are cornerstones of healthy societies where individuals strive to achieve what is best for themselves and the community. However, there are implications of continuously keeping workplace efficacy at high levels. Stress, miscommunication, differences in personalities can contribute to lower performance and unfavorable mental health outcomes. Therefore, it is essential to be aware of one’s personality characteristics to be able to make informed decisions. This paper will explore what my personality features are and how they may affect my job performance.
Personality Characteristics
According to the personality test, I am an imaginative, conscientious, outgoing, hard-headed, and resilient individual. I scored 61% in “Openness to experience” and 79% in “Extraversion.” I also have high scores in “Work ethic,” which means I am an organized person that has enough discipline to complete work-related tasks in an efficient and timely manner. A strong sense of duty contributes to my willingness to achieve favorable performance results. I like communicating with other people, and I am always open to new suggestions regarding work or personal matters. However, according to the test, it is not easy to convince me because I am skeptical and proud. The score for “Natural reactions” was only 3%, indicating that I do not become anxious quickly and have the capacity to withstand external pressure without any issues.
Personality and Attitudes at Work
Work attitudes are shaped significantly by personality characteristics, and therefore, it is essential to consider these features when assessing performance. For instance, the conscientiousness of a person determines whether or not they are inclined toward self-organization and discipline. While flexibility in the workplace is beneficial, a lack of discipline will make unfavorable contributions to projects and the overall operations. The test score suggests that I have a positive attitude toward work and a strong sense of duty. Extraversion will positively affect my willingness to work with other people, improve the workplace atmosphere, and motivate me to work. I am ready to accept any challenge because of my openness to experiences and resilience to stress factors.
Job Performance
It has been established that motivation is the determining factor of job performance. Work engagement ensures that employees are focused on organizational objectives and dedicate themselves to achieving company goals (Tisu et al., 2020). Therefore, human resources departments all over the world have been struggling to devise incentive packages suitable for increasing the willingness of employees to improve performance. However, recent studies suggest that monetary incentives may not be sufficient for continually increasing job performance as the latter is often connected to personality traits (Tisu et al., 2020). For example, a conservative person is unlikely to be open to new opportunities for growth.
Without constant individual and professional improvement, it is not possible to deliver quality outcomes continuously. My test results suggest that I can provide high performance because of my open-mindedness, discipline, efficiency, resilience, and outgoing personality. The first element is required for exploratory activities in search of new possibilities, while the rest are essential for completing tasks through teamwork and self-organization. Researchers also note that reducing the stress factor and teaching employees to cope with pressure and tension positively affect job performance (Tisu et al., 2020). Mental health is a variable element that can deteriorate or improve. Developing a workplace environment that provides employees with engagement in activities can have a positive impact on mental health (Tisu et al., 2020). However, individuals who are more inclined toward adverse emotional reactions and anxiety can developmental conditions more quickly. In other words, people that become easily upset cannot achieve high performance due to their vulnerable mental health. In this context, my resilience to external events is pertinent.
Comparison of Results with External Opinion
My co-workers describe me as a selfless person who is ready to help others at any time. While the word “selfless” may seem as if it is an attribute of a weak individual, in reality, selfless people are the ones who have the strength to overcome their egos in favor of others. This description does not have sharp contradictions to my test results. Friendliness and assertiveness are often attributed to people with supportive personality traits. I believe that my extraversion and selflessness comprise the emotional intelligence that helps me build positive relationships aimed at organizational performance and teamwork. From the feedback of my co-workers, I can assume that the personality test provided an accurate description of my characteristics.
Conclusion
Job performance has a strong connection to personality characteristics and mental health. Therefore, it is crucial to assess individuals to identify their traits and develop specific strategies to address potential concerns. According to the test, I am an outgoing and communicative person who favors discipline over flexibility and imagination over conservatism. These traits allow me to demonstrate favorable performance results in the workplace. According to my colleagues opinions, I am a selfless person who prioritizes team performance over individual accolades. This information is enough to conclude that I am an emotionally intelligent person who has the capacity for strong job performance.
Reference
Tisu, L., Lupșa, D., Vîrgă, D., & Rusu, A. (2020). Personality characteristics, job performance and mental health: The mediating role of work engagement. Personality and Individual Differences, 153, 1-6.