The Relationship Between Intelligence, Personality, and Work Motivation

Definition Terms and Setting Boundaries

Discuss The Extent To Which Intelligence And Personality Explain Work Motivation

This is a persuasive study which will enlighten the readers about several concepts. Firstly, this study will form a perception among readers regarding the terms like ‘personality’ and ‘work motivation. The discussion associated with the relation between the terms-‘personality’ and ‘work motivation’ will be them followed by the formation of the concepts regarding ‘intelligence’ and ‘work motivation’. In both the cases the theory of personality as well as the theory of intelligence are used to validate the relationship between the three factors-‘personality’, ‘intelligence’ as well as ‘work motivation’ (Latham & Budworth, 2014). This is again followed by the discussion associate with Knowledge, Skills, Abilities & Other Characteristics of employees which are assessed during their selection and called KSAOs altogether. This persuasive essay establishes a connection between KSAOs and work motivation. The discussion regarding the term ‘KSAOs’ involves the appropriate method to assess KSAOs which will also reveal whether the employee is self-motivated or not. Hence the thesis statement for the essay is to explain as well as elaborate the extent to which intelligence and personality explain work motivation.

Personality refers to the composition of the traits as well as characteristic possessed by a person who are often become representative or mark of recognition for the person. It is the personality of a person or an employee which help him or her to remain motivated and cognitive control (Olafsen, et al., 2015).

The relationship between personality as well as work motivation can be determined with the help of a thorough discussion of the Five-Factor Theory of Personality Traits. Five-Factor Theory of Personality Traits is constituted of five large trait dimensions as well as domains, observed among human beings, which are often called “Big Five”. Those large five domain of human traits encompasses- Extraversion, Neuroticism, Conscientiousness, Agreeableness and last bu not the least is Openness to Experience, which is alternatively known as Intellect.

According to the argument of Bronkhorst, Steijn & Vermeeren (2015), it can be stated that, the Big Five personality traits as well as the achievement of motivation are interrelated. There is individual relationship between each of the factors of five factor model associated with personality with work motivation. According to the argument put forward by Gagné, et al. (2015) conscientiousness, which is defined as awareness of a person about his or her actions, boosts self-motivation and sometimes provides compensation for a relatively low level of self-motivation for work. Again, Hauser (2014), argues that, both conscientiousness as well as motivation for work are interrelated. More specifically it can be stated that, a person is able to elevate his or her self-motivation by evoking his or her conscientiousness. Again according to the argument of Herzberg (2017), the self-motivation, in turn boosts a low level of conscientiousness among the novice employees. Hence, it can be concluded that, a relatively high conscientiousness uplifts a relatively low motivation similarly a relatively high motivation a relatively low conscientiousness. Similarly another significant personality trait, openness to experience is interconnected with work motivation. More specifically it can be stated that, when an employee unleashes himself or herself to all type of challenges as well as experiences in the professional level, he or she become able to enrich his or her practical knowledge in the specific domain of work associated with his or her job. Acquiring practical knowledge automatically boost the confidence of the employee. All these collectively add to the self-motivation of the employee. Latham & Budworth (2014), argue that, the employees possessing extraversion as a personality trait are considered to be self-motivated to express their own views, ideas and undertake challenges on their own in their professional life. The personality trait extraversion paves the way for an employee to gain work related knowledge by mixing with the seniors easily, and applying them on their own, to their work, share and express their own innovative thoughts as well as ideas. This occurs because of the sociable as well as outgoing nature of a person possessing extraversion as personality trait. Hence, this signifies that the personality trait extraversion is interconnected with work motivation. Another significant personality trait among the five-factor model of personality (FFM), is Agreeableness. Agreeableness is often considered to be the result of work motivation. According to the argument of Lăzăroiu (2015), work motivation depends on positivity within the potential employees. The personality trait agreeableness is a combination of positive cooperative as well as friendly nature. This is indicative of the fact that an employee possessing agreeableness already has a positive attitude as well as outlook which gives birth to work motivation. This symbolizes interconnection between the personality trait agreeableness and work motivation. Neuroticism is one of the significant personality traits under the five factor model, the existence of which, in an employee determines his or her ability to nourish work motivation. Neuroticism is a personality dimension which is assessed on the continuum scale extended from the ability of employees to turn themselves into emotionally stable persons to the emotional instability of the employees. It has been observed that employees possessing high neuroticism measurements are tend to become persistent worriers. In other words, employees possessing high scores reflect emotional instability through their nature of being more fearful as well as anxious, especially during the fulfillment of professional challenges in their workplaces. They tend to look at their problem from a negative perspective which eventually becomes the cause of over-thinking. All these signify that employees with emotional instability do not exhibit positive attitude while attaining their professional goals at workplaces. This eventually drains out work motivation from them. On the other hand, employees possessing low neuroticism measurements or scores tend to become more emotionally stable especially during the fulfillment of professional challenges at workplaces. They tend to observe their problem from a positive perspective and find out solutions easily. This keeps them motivated. Hence, the personality  trait Neuroticism cast upon a significant impact on work motivation.

Personality and Work Motivation

As per the theory of Emotional intelligence propounded by Goleman, emotional intelligence can be thought of a cluster of competencies as well as skills and the subsacele of the measurements associated with emotional intelligence encompasses the assessment of factors like- Emotional self-control, Inspirational leadership, Emotional self-awareness, Adaptability, Achievement orientation, Positive outlook, Empathy, Motivation. A person possessing a higher score in the measurement of the above mentioned factors is thought to be emotionally intelligent (Mishar & Bangun, 2014). This signifies that, emotional intelligence has a deep-rooted connection with work motivation. This is because emotional intelligence helps a person to understand the emotions hidden behind words of the other he or she is interacting with, again, the severity of a situation can be best understood by persons possessing high emotional intelligence. All these establishes an indirect connection of emotional intelligence with the workplace behavior, comprehension of the challenges faced in profession lives as well as work motivation. This can be explained with the help of an example. An employee with a high emotional intelligence will be able to gain more and more knowledge regarding the ways of adjustment in any situation, simply through human experiences, like, interacting with senior colleagues, management at the workplace. This spirit of an employee with high emotional intelligence helps him or her to inculcate work motivation (Mishar & Bangun, 2014). According to the researchers like Steers & Sánchez‐Runde, (2017), intelligence of an employee assists him or her to understand the importance of being motivated during diverse challenges encountered in the professional life, specifically in the case of the occupation he or she is attached with. `Many studies have identified high level of intelligence especially the emotional intelligence is of those factors that evoke positive attitude with a person, especially within an employee (Bronkhorst, Steijn & Vermeeren, 2015). In other words employees who are able to develop a positive attitude to face any challenge associated with their job roles and responsibilities are considered to possess emotional intelligence which keep them motivated, in every situation.

KSAOs can be considered as attributes required for completing functions associated with specific jobs which is described with the help of qualifying training as well as education along with experience. The following section throws lights on teach of the components of KSAOs- Knowledge, Skill, Ability and other Characteristics.

This refers to a well organized structure consisting information. The nature of this attribute is factual or, in some cases procedural. The application of this attribute in the job performance by the employees enhance their performance at the workplace.

Intelligence and Work Motivation

There are several examples of what may be included under the attribute of knowledge within KSAOs. These are: Federal regulations as well as directives, Operational systems as well as procedures, Budget as well as accounting principals, Engineering practices, Environmental compliance law, Administrative practices and so on.

The manipulation associated with data, people things, through manual, as well as verbal means, or in some cases the mental means, are referred to as skills.

There are several methods of assessment of skills these are-Cognitive ability assessment, Job knowledge assessment, Personality assessment, Biographical data assessment and inventories assessment, Integrity assessment, Structured interviews, Physical fitness assessment, Physical ability assessment, Work samples, Situational judgment assessment and so on.

Toode et al., (2015), argues that ‘Ability’ is the capacity to perform activities, which may consist physical as well as mental labor. Again the ‘Other Characteristics’ involve-capability to cope well even in an environment which is stressful as well as the capacity to remain proactive.

Steers & Sánchez‐Runde, (2017), argue that KSAOs has a deep-rooted connection with work motivation the. The ability as well as other characteristics in the KSAOs determine how an employee is motivated to enhance skills as well as knowledge. Hence, both KSAos as well as work motivation are interconnected.

Wahyuni, Christiananta & Eliyana (2014), argues that work motivation is the result of the emotional intelligence within the employees, which assist them to comprehend the implication of the responsibilities, multiple transition in the organizational structure. The work motivation induced by intelligence assists the employees to improve their performance and exhibit consistency in their performance (Olafsen, et al., 2014). This can be explained with the help of an example. An employee with a high emotional intelligence will be able to gain more and more knowledge regarding the ways of adjustment in any situation, simply through human experiences, like, interacting with senior colleagues, management at the workplace. This spirit of an employee with high emotional intelligence helps him or her to inculcate work motivation (Mishar & Bangun, 2014)

Pinder, (2014), argues that work motivation comes as a potential employee becomes capable of achieving cognitive control, which is the result of a professional as well as progressive personality. a person is able to elevate his or her self-motivation by evoking his or her conscientiousness. Again according to the argument of Herzberg (2017), the self-motivation, in turn boosts a low level of conscientiousness among the novice employees. Hence, it can be concluded that, a relatively high conscientiousness uplifts a relatively low motivation similarly a relatively high motivation a relatively low conscientiousness. Again according to the argument of Lăzăroiu (2015), in the case of the personality trait openness to experience, an employee unleashes himself or herself to all type of challenges as well as experiences in the professional level, he or she become able to enrich his or her practical knowledge in the specific domain of work associated with his or her job. Acquiring practical knowledge automatically boost the confidence of the employee. All these collectively add to the self-motivation of the employee.

According to the argument of Toode et al., (2015) KSAOs has a strong connection with work motivation the. The ability as well as other characteristics in the KSAOs determine how an employee is motivated to enhance skills as well as knowledge. Hence, both KSAos as well as work motivation are interconnected.

Van Yperen, Wörtler, De Jonge, K. M. (2016), argue that neither personality traits, nor the intelligence, or emotional intelligence determine the level of work motivation. He considers that KSAOs are just the reflection of a positive attitude and eager for learning. According him, the factors like, personality traits, intelligence and KSAOs do not help an employee to inculcate work motivation, they are the catalyst in the process of exhibiting good performance in the workplace but not interconnected with motivation. According to huim, work motivation is an intrinsic quality which comes from mental peace, healthy work culture, acknowledgement as well as appreciation.

Conclusion

In the conclusion, it can be stated that, the relationship between personality and work motivation. The elaboration of the relationship between personality as well as work motivation will be followed by a thorough discussion regarding the relationship between intelligence as we’ll as work motivation. According to this study emotional intelligence within a person is the most significant factor that develops positive attitude. Thus emotional intelligence of an employee assist him or her to inculcate positive personality, essential skills as well as other relevant abilities, which are altogether called KSAOs. Further this study throws lights on KSAOs essential to exhibit remarkable performance within workplace. Several methods to measure the KSAOs of the potential employees are discussed further.

References

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