Evaluating Employee Characteristics

Evaluating Employee Characteristics

Michelle Smith

South University

Evaluating Employee Characteristics

How Personality, Attitudes, and Values Contributes to Employee Satisfaction

According to Robbins and Judge (2014), personality signifies the behavioral, thoughts and feeling patterns of a person. Personality influences how a person interacts in the workplace. For instance, an employee with personality traits such as extraversion is liked by corporate members in the workplace. Such an employee will have good working relationships with other subordinates and executives, thus, will have a high job satisfaction since he/she can interact with others freely and they can freely consult and rely on others. Contrary, individuals who are neuroticism, quiet and private in the workplace have fewer relationships as the fellow workers do not understand them. This phenomenon makes this employee feel displeased in their work as their personal needs of interaction are unmet. Besides, these employees may feel excluded; hence, lower their satisfaction in the job. Therefore, it is always important for an employee to select a position that aligns with his/her personal characteristic.

On the other hand, attitude denotes a person feelings, beliefs and ideas regarding the workplace aspects. The behavior of workers in the workplace is shaped and influenced by how they feel about a firm’s working environment. Positive attitudes results into job satisfaction and negative attitude lead to job dissatisfaction. The attitude of an employee depends on the job characteristics, actions of leaderships, work relationships and degree of stress in a particular job. For instance, if the job trait entails having control of your job, diverse skill and continuous receiving of feedback, an employee may feel more satisfied since the job is enabling the employee to learn new skills and better the existing skills (Robbins & Judge, 2014). Contrary, if the job involves high supervision and no feedback on performance, the worker will feel dissatisfied with the work

Williams (2013) discloses that value implies one’s stable objectives of life that show what the most significant thing to a person is. Values are created throughout one’s life through experiences. However, values to influence the decisions of a person in life and also in the workplace depending on how one perceives the workplace. For instance, an employee who is universalism and appreciates tradition at a place of work will feel more satisfied because the employee is free and social to all coworkers irrespective of the coworkers’ background. Similarly, if the values reflected in the organization’s vision and mission statement does not help an employee in the workplace achieve their value, the employee will feel dissatisfied resulting disengagement of an employee in the work and absenteeism.