: PERSONALITY AT WORK - Case Study Example

Case study: Personality at work Case study: Personality at work Question Helen and Henry are having a hard time working together because of personality problems. Both of them are stress prone workers. This is because their problems started when the work load increased and they had to share. Helen was used simple tasks such typing simple correspondence and answering phones. She is unable to handle stress after being allocated more responsibilities. In order to effectively solve the problem, both Henry and Helen should sit together and figure out their problems.

They may even take personality test in order to identify the specific problem. Since their personality is the inability to handle stress, they should try and stay calm in order to negotiate their personality clash. In addition, they should stop using accusatory words because they offend each other. Helen was offended because Henry accused her of not being concerned about her work. They should also identify their compromises in order to achieve a win- win solution (Huit, 2010).Question 2 Employers should use personality tests to assess the abilities of applicants.

Personality tests are important instruments that help employers make effective decisions about the applicants. For instance, they help employers to analyze if the personalities of the applicants fit the job descriptions (Lunenburg, 2011). An applicant’s personality can predicts how he will work with others in the organizations and the manner in which he will be carrying out his duties. For instance, moody and angry personalities may cause conflicts in the work place which may in turn reduce the morale of other employees.

In addition, it may be difficult for such a person to effective work in teams with others and to deal with clients. Studies show that employers who fail to use personality tests are more likely to fire more workers because of the problems they cause at the work place. This may make them to incur more expenses in hiring processes (Stabile, 2012). ReferencesHuitt, W. (2010). Problem solving and decision making: Consideration of individual differences using the Myers-Briggs Type Indicator. Journal of Psychological Type, 24: 33-44.

Retrieved from: http://www.edpsycinteractive.org/papers/prbsmbti.htmlLunenburg, F. (2011). The art and science of personnel selection: The use of tests and performance simulations. International Journal of Management, Business, and Administration, 15 (1). Retrieved from: http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred %20C.%20The%20Art%20&%20Science%20of%20Personnel%20Selection- Tests%20and%20Perf%20Sim.-IJMBA%20%28DONE%29.pdf Stabile, S. (2012). The use of personality tests as a hiring tool: Is the benefit worth the cost?

Journal of Labor and Employment Law, 4 (2) Retrieved from https://www.law.upenn.edu/journals/jbl/articles/volume4/issue2/Stabile4U.Pa.J.Lab.&Em p.L.279%282002%29.pdf