Personality development

An individual's personality is an aggregate conglomeration of decisions we've made throughout our lives (Bradshaw). There are inherent natural, genetic, and environmental factors that contribute to the development of our personality. According to process of socialization, "personality also colours our values, beliefs, and expectations ... Hereditary factors that contribute to personality development do so as a result of interactions with the particular social environment in which people live." There are several personality types as Katharine Cook Briggs and Isabel Briggs Myers illustrated in several personalities typology tests. These tests only provide enlightenment based on the preliminary insight scored according to the answers judged by the parameters of the test. Other theories on personality development are Jean Piaget stages of development, and personality development in Sigmund Freud's theory being formed through the interaction of id, ego, and super-ego. Personality development Personality is defined as the enduring personal characteristics of individuals. Although some psychologists frown on the premise, a commonly used explanation for personality development is the psychodynamic approach. The term psychodynamic describes any theory that emphasizes the constant change and development of the individual. Perhaps the best known of the psychodynamic theories is Freudian psychoanalysis. What is Nature vs Nurture? It has been reported that the use of the terms "nature" and "nurture" as a convenient catch-phrase for the roles of heredity and environment in human development can be traced back to 13th century France. Some scientists think that people behave as they do according to genetic predispositions or even "animal instincts." This is known as the "nature" theory of human behaviour. Other scientists believe that people think and behave in certain ways because they are taught to do so. This is known as the "nurture" theory of human behaviour. Fast-growing understanding of the human genome has recently made it clear that both sides are partly right. Nature endows us with inborn abilities and traits; nurture takes these genetic tendencies and moulds them as we learn and mature. End of story, right? Nope. The "nature vs nurture" debate still rages on, as scientist fight over how much of whom we are shaped by genes and how much by the environment. The Nature Theory - Heredity

Scientists have known for years that traits such as eye colour and hair colour are determined by specific genes encoded in each human cell. The Nature Theory takes things a step further to say those more abstract traits such as intelligence; personality, aggression, and sexual orientation are also encoded in an individual's DNA. The search for "behavioural" genes is the source of constant debate. Many fear that genetic arguments might be used to excuse criminal acts or justify divorce. The most debated issue pertaining to the nature theory is the existence of a "gay gene," pointing to a genetic component to sexual orientation. An April, 1998 article in LIFE Magazine, "Were You Born That Way" by George Howe Colt, claimed that "new studies show it's mostly in your genes." If genetics didn't play a part, then fraternal twins, reared under the same conditions, would be alike, regardless of differences in their genes. But, while studies show they do more closely resemble each other than do non-twin brothers and sisters, they also show these same striking similarities when reared apart - as in similar studies done with identical twins. The Nurture Theory - Environment While not discounting those genetic tendencies may exist, supporters of the nurture theory believe they ultimately don't matter - that our behavioural aspects originate only from the environmental factors of our upbringing. Studies on infant and child temperament have revealed the most crucial evidence for nurture theories. American psychologist John Watson, best known for his controversial experiments with a young orphan named Albert, demonstrated that the acquisition of a phobia could be explained by classical conditioning. A strong proponent of environmental learning, he said: Give me a dozen healthy infants, well-formed, and my own specified world to bring them up in and I'll guarantee to take any one at random and train him to become any type of specialist I might select...regardless of his talents, penchants, tendencies, abilities, vocations and race of his ancestors. Harvard psychologist B. F. Skinner's early experiments produced pigeons that could dance, do figure eights, and play tennis. Today known as the father of behavioural science, he eventually went on to prove that human behaviour could be conditioned in much the same way as animals. A study in New Scientist suggests that sense of humour is a learned trait, influenced by family and cultural environment, and not genetically determined. If environment didn't play a part in determining an individual's traits and behaviours, then identical twins should, theoretically, be exactly the same in all respects, even if reared apart. But a number

of studies show that they are never exactly alike, even though they are remarkably similar in most respects. Healthy Personality The study of healthy personality was ignored for a long time in psychology, instead, mental illness was extensively examined. In the past several decades, however, a growing number of researchers have recognized the capacity for growth and change in the human personality. These growth psychologists (most prefer to be called humanistic psychologists) have taken a new and fresh look at human nature and have observed a different type of person from that described by behaviorism and psychoanalysis, the traditional schools of psychology. Whereas behaviorists see individuals as passive responders to external stimuli and psychoanalysts see people as victims of biological forces and childhood conflicts, the humanistic psychologists believe we can strive to become all we are capable of becoming and in the process transform from normality to healthy personality. Healthy personality has proven to be a difficult and elusive concept to define. There are thought to be enough definitions of healthy personality to fill a small book. Jahoda (1958), however, observed that positive mental health includes one or more of the following six aspects of individuals: 1. The degree of personal integration achieved by the individual. 2. The degree of autonomy achieved by the person. 3. The adequacy of the persons perception of reality. 4. The degree of environmental mastery achieved by the person. 5. The attitudes shown by a person toward his or her own self. 6. The style and degree of a persons self-actualization. Schultz (1977) assessed components of healthy personality and stated the following characteristics to be agreed upon by most theorists: 1. Capability to consciously and rationally direct ones behaviour. 2. Being in charge of ones own destiny. 3. Knowing who and what one is and being accepting of strengths and weaknesses. 4. Being firmly anchored in the present. 5. Pursuit of challenge through new goals and new experiences. As can be seen, any single definition of healthy personality will be inadequate to some degree, yet it will be beneficial to have a working model, hence, the formulation by Jourard (1963) will be used: Healthy personality is manifested by individuals who have been able to gratify their basic needs through acceptable behaviour such that their own personality is no longer a problem to their self. They can take their self more or less for granted and devote energies and thoughts to socially meaningful interests and problems beyond security, or lovability, or status. Personality and the job

The personalityjob fit theory postulates that a person's personality traits will reveal insight as to adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. This also referred to as a personenvironment fit. A common measure of the P-O fit is workplace efficacy; the rate at which workers are able to complete tasks. These tasks are mitigated by workplace environs- for example, a worker who works more efficiently as an individual than in a team will have a higher P-O fit for a workplace that stresses individual tasks (such as accountancy). By matching the right personality with the right company workers can achieve a better synergy and avoid pitfalls such as high turnover and low job satisfaction. Employees are more likely to stay committed to organisations if the fit is 'good'. In practice, P-O fit would be used to gauge integration with organizational competencies. The Individual is assessed on these competencies, which reveals efficacy, motivation, influence, and coworker respect. Competencies can be assessed using various tools like psychological tests, competency based interview, situational analysis, etc. If the Individual displays a high P-O fit,, we can say that the Individual would most likely be able to adjust to the company environment and work culture, and would be able to perform at an optimum level. Personality traits The trait approach to personality is one of the major theoretical areas in the study of personality. The trait theory suggests that individual personalities are composed broad dispositions. Consider how you would describe the personality of a close friend. Chances are that you would list a number of traits, such as outgoing, kind and eventempered. A trait can be thought of as a relatively stable characteristic that causes individuals to behave in certain ways. Unlike many other theories of personality, such as psychoanalytic or humanistic theories, the trait approach to personality is focused on differences between individuals. The combination and interaction of various traits forms a personality that is unique to each individual. Trait theory is focused on identifying and measuring these individual personality characteristics.

Gordon Allports Trait Theory

In 1936, psychologist Gordon Allport found that one English-language dictionary alone contained more than 4,000 words describing different personality traits.1 He categorized these traits into three levels: Cardinal Traits: Traits that dominate an individuals whole life, often to the point that the person becomes known specifically for these traits. People with such personalities often become so known for these traits that their names are often synonymous with these qualities. Consider the origin and meaning of the following descriptive terms: Freudian, Machiavellian, narcissism, Don Juan, Christ-like, etc. Allport suggested that cardinal traits are rare and tend to develop later in life. Central Traits: These are the general characteristics that form the basic foundations of personality. These central traits, while not as dominating as cardinal traits, are the major characteristics you might use to describe another person. Terms such as intelligent, honest,shy and anxious are considered central traits. Secondary Traits: These are the traits that are sometimes related to attitudes or preferences and often appear only in certain situations or under specific circumstances. Some examples would be getting anxious when speaking to a group or impatient while waiting in line. Raymond Cattells Sixteen Personality Factor Questionnaire Trait theorist Raymond Cattell reduced the number of main personality traits from Allports initial list of over 4,000 down to 171,3 mostly by eliminating uncommon traits and combining common characteristics. Next, Cattell rated a large sample of individuals for these 171 different traits. Then, using a statistical technique known as factor analysis, he identified closely related terms and eventually reduced his list to just 16 key personality traits. According to Cattell, these 16 traits are the source of all human personality. He also developed one of the most widely used personality assessments known as the Sixteen Personality Factor Questionnaire (16PF). Eysencks Three Dimensions of Personality British psychologist Hans Eysenck developed a model of personality based upon just three universal trails: 1. Introversion/Extraversion: Introversion involves directing attention on inner experiences, while extraversion relates to focusing attention outward on other people and the environment. So, a person high in introversion might be quiet and reserved, while an individual high in extraversion might be sociable and outgoing. 2.Neuroticism/Emotional Stability:

This dimension of Eysencks trait theory is related to moodiness versus even-temperedness. Neuroticism refers to an individuals tendency to become upset or emotional, while stability refers to the tendency to remain emotionally constant. 3. Psychoticism: Later, after studying individuals suffering from mental illness, Eysenck added a personality dimension he called psychoticism to his trait theory. Individuals who are high on this trait tend to have difficulty dealing with reality and may be antisocial, hostile, nonempathetic and manipulative. The Five-Factor Theory of Personality Both Cattells and Eysencks theory have been the subject of considerable research, which has led some theorists to believe that Cattell focused on too many traits, while Eysenck focused on too few. As a result, a new trait theory often referred to as the "Big Five" theory emerged. This five-factor model of personality represents five core traits that interact to form human personality.5 While researchers often disagree about the exact labels for each dimension, the following are described most commonly: 1. Extraversion 2. Agreeableness 3. Conscientiousness 4. Neuroticism 5. Openness Assessing the Trait Approach to Personality While most agree that people can be described based upon their personality traits, theorists continue to debate the number of basic traits that make up human personality. While trait theory has objectivity that some personality theories lack (such as Freuds psychoanalytic theory), it also has weaknesses. Some of the most common criticisms of trait theory center on the fact that traits are often poor predictors of behavior. While an individual may score high on assessments of a specific trait, he or she may not always behave that way in every situation. Another problem is that trait theories do not address how or why individual differences in personality develop or emerge.

Information Technology in Practice

The Role Technology Plays on Todays Human Resource Management Introduction

Traditionally human resource management (HRM) has had a peopleoriented approach. However today, when the competitive demands of the marketplace require a reorientation of strategic human resource philosophies and practices, an emphasis are being given to a knowledge-based administration using technology as a tool. This paper will analyze the implications of this new imperative on human resource management. The Role Technology Plays on Todays Human Resource Management Technology is the practical application of science to commerce or industry; the study of or a collection of techniques; a particular technological concept; the body of tools and other implements produced by a given society (Luck, 2010). Technology is here and will continue to progress. To understand the role technology plays on todays HRM we first have to understand business technology. According to Luck (2010): Business technology refers to the integration of computer and communications technologies in support of administrative applications and procedures within an organization. Business technology is constantly evolving. Business technology is required for a successful business. It is no longer enough for HRM to maintain a narrow operational focus, view its activities as restricted to the limits of its own organization, or to limit itself to traditional human resource (HR) responsibilities (Lengnick-Hall & Lengnick-Hall, 2003), HRs should go above and beyond. The HR field has evolved over time and nowadays HR is under more scrutiny and is more accountable than ever. There is little room for mistakes, which can be overwhelming costly. HRs these days and in the near future have a greater importance in the strategic business partnership with the organization, and for this challenge to be won there is an increasing need for technology to be inserted on its daily operations and on its decision-making considerations.

The Impact of Technology in Human Resource Management Ivancevich (2001) wrote that prior to the Industrial Revolution most people worked either close to or in their homes. However, mass production technologies changed this and people began to travel to work locations or factories (p. 52). Today, with increased computer technology, there is a move for many to work from anywhere; people are no longer necessarily anchored to one place. Computer technology, especially the Internet, changed that. The trends in technology which directly or indirectly have an impact in HRM are: Growth in knowledge needs. World trade is growing over three times faster in knowledge-intensive goods and services such as biomedicine, robotics, and engineering (Ivancevich, 2001, p. 52). Shift in human competencies. Some predict that in 2015 almost all net employment growth will be in knowledge workers (Ivancevich, 2001, p. 52). Global market connection. Technology is dissolving borders and creating an interconnected marketplace (Ivancevich, 2001, p. 52). Business streamlining. Easy to use communication, electronic mail, electronic conferencing, and databases are creating instantaneous dissemination of data to make better decisions to geographically dispersed workers (Ivancevich, 2001, p. 52). Rapid response. Technology permits quicker communications, which allows faster decision-making (Ivancevich, 2001, p. 52). Quicker innovation. Teams of marketing, engineering, and production personnel working in parallel with computer provided files, data, and information develop products faster (Ivancevich, 2001, p. 52). Quality improvement. The concept of building quality into the entire process of making, marketing, and servicing is enhanced by computer monitoring systems and through robotics (Ivancevich, 2001, p. 52).

HR assessment in IT industry
HR (human resources) is an organization's department responsible for hiring, training and maintaining employees. These professionals create policies and ensure employees are satisfied with their job. In a small software company, HR plays a key role in the recruitment of highly qualified software professionals. Size

In most cases, a small software company only has one or two human resources professionals within the organization who handle all aspects of human resources. This is referred to as a human resources generalist.

Function

Hiring, training and maintaining employees includes assisting top executives to create organizational structure and policies, developing employee incentive and benefit plans and finding resources to attract employees to the organization.

Recruitment

All software companies have a need to attract and maintain information technology professionals with knowledge and skills pertaining to emerging technologies. The Bureau of Labor Statistics reports a continuing increase for these professionals. A small software company experiences keen competition from larger organizations to attract these types of employees. HR plays a critical role in creating recruitment strategies to attract high-demand information technology professionals.