Personality traits, employees

Mistrusting employees range from those who are mildly suspicious of the motives of others to those who display paranoid personality traits (Reich... 

At first sight, the two approaches appear to have the same focus, the exarrrirration of the balance between work demands and the available resources of the employee. The two areas differ, however, irt their scope. In stress theories, demands and resources are conceptualized more broadly than in workload theories. Research on workload focuses on the capacity to process information in the task, and demands refer to the specific requirements of the task. In stress theories, demands refer not only to the task, but to the entire work environmerrt, including its social and organizatiortal aspects resources refer not only to processing capacity, but also to personality traits, coping strategies, and social... 

There are personality differences between person and person. Different people on the same kind of work have different adaptability, different work requires people with different personality traits. A character is careless person engaged in complex, delicate work, he will feel overwhelmed, making it feel mental fatigue and let a person personality is composed of flexible in a monotonous, simple work, he may tell mood is low, and even produce rebellious attitude. In both cases, are prone to misuse, the lively, active, aggressive, careless of workers is not suitable for high risk work. Characteristics analysis is advantageous to the enterprise to the worker at the time of recruitment hiring employees as reference. 

Another website lists important personality traits that are highly desired in employees [28] ... 

Attitudes reflect the leadership of management, company culture, and the personal traits of the employees, which if not constructive, can lead to negative influences that can precipitate incidents. 

Surveys that measure workplace safety cultures are quite popular these days (Geller, 1992 Geller and Roberts, 1993 Simon and Simon, 1992). Some proponents recommend their use to discriminate between "safe" and "unsafe" employees (Krause, 1992, 1995). To justify these surveys, consultants often teach that individuals have stable personality traits determining both their motivation level for particular tasks and their propensity to have an injury. This perspective seems to be on the rise today, as safety consultants peddle their "quick-fix" measurement devices. 

Develop a systematic approach to manage the implementation of TQM Management commitment and employee awareness are essential and Deeming s philosophy, Peters Top Twelve Traits, Crosby s Zero Defects and Moller s Personal Quality will be useful to encourage the correct attitudes... 

Distributions of accident frequency often provide surprising results. A small number of people are responsible for most of the accidents which occur in a population. Lejeune (1958) reported, for example, that in a study on bus and tram drivers who were exposed to relatively equal risk situations, 10 % of the employees with the highest accident rates were involved in 30 % - 70 % of all accidents. This observation appears to coincide fully with the personality concept of the accident-prone person. It seems that there are particular personality factors and traits like immaturity, risk-taking behavior, or lack of self-confidence which facilitate the occurrence of accidents. 

---