TuesdayMay 11 at 12:54pmManage Discussion Entry
Personal disposition theory, or trait theory of personality suggests that a person’s behavior is determined by a set of relatively inherent traits that are somewhat immutable and will influence how an individual interacts with their environment, such as in the case of job dissatisfaction (Fleeson & Jayawickreme, XXXXXXXXXXIn contrast, social cognition theory suggests that a person’s behavior is influenced by their social and cognitive interactions with their environment, which promote learning through observation and that these processes shape the personality.
Trait theory is often criticized because it does not consider the role of learning or the role of the environment and it is a poor predictor of behavior, as assessed traits are not often in line with observed behavior. Trait theory is particularly problematic in the organizational setting, as it suggests to HR managers that whatever traits exist in the workers that they employ will be rigid and unchangeable, and thus, not able to be developed or changed. This propels the social-cognition theory, at least from the organizational perspective, as a more compelling theory because it allows the organization to have an impact on the individual and shape their behavior through learning, observation, and training in social-cognition skills.
For employers, a holistic approach to job satisfaction that integrates trait theory and social-cognition theories allows the process of social cognition to supply skills that inform growth and development in inherent personality traits. Said another way, the ability to think, reason, and learn based on environmental cues and observational learning and apply that to inherent traits allows individuals to develop strengths and eliminate weaknesses related to their personality traits (Caprara, et al., 2013).
Caprara, G., Vecchione, M., Barbaranelli, C., & Alessandri, G XXXXXXXXXXEmotional stability and Affective Self–regulatory Efficacy Beliefs: Proofs of integration between trait theory and social cognitive theory.European Journal of Personality,27(2), XXXXXXXXXXdoi:10.1002/per.1847
Fleeson, W, & Jayawickreme E. (2015).Whole Trait Theory(Links to an external site.).Journal of Research and Personality, 56, 82-92.
TuesdayMay 11 at 6:20pmManage Discussion Entry
The Personal Disposition Theory states that job dissatisfaction ultimately resides within the person. Locate and research a contrasting argument to the Personal Disposition Theory in your text or a journal article, and evaluate the strengths and weaknesses of each theory.
When you talk about a personal disposition and that it ultimately resides within the person, the only thing I can think about is the employee's attitude. Employees with a negative or positive attitude will affect their productivity (Youssef, XXXXXXXXXXAttitudes that shape subsequent behavior tendencies tend to be defined with cognitive and emotional appraisals (Youssef, XXXXXXXXXXSo, for example, if an employee is unsatisfied with their position or job, they will not produce or make their goals. But then, on the other hand, if an employee enjoys their work, they will go above and beyond what needs to be done and excel in all their goals. Along those lines, you can count on work behavior as being another personal disposition that can interfere with job production. Organizational citizenship behaviors (OCB) are behaviors from the employees that help benefit the organization and others. Being motivated does not mean that the person will perform well in his or her job duty (UM, n.d.).
The University of Minnesota. (n.d.). Principles of Management: Work Behaviors.https://open.lib.umn.edu/principlesmanagement/chapter/2-7-work-behaviors/(Links to an external site.)
Youssef-Morgan, C. M., & Stark. E. (2020).Strategic human resource management: Concepts, controversies, and evidence-based applications. Retrieved fromhttps://content.ashford.edu/