Reflection Paper Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

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Introduction:

From the past many decades, it has been observed that individual behavior, personality, and values are directly related to their performance. The mathematical expression to measure individual performance is the multiplication of a person with the situation he or she is facing. A research study shows that the four variables are critically influencing the voluntary behavior of an individual and its performance. If any of the factors will be low in a given situation for an individual then the employee performance will down which will lead to poor task performance. These four-under discussion variables are

Motivation
Ability
Role performance
And, situational factors

Here, there is a need to understand the definition of values. The values are the reflection of the life goals of an individual which reveals that what is most important to them. The establishment of values has been undertaken in some one’s life as a result of the accumulation of his or her life experiences (Ravlin, 1987). An alternate study to measure the values have been conducted which concludes that the one reason for a stay in any company is the attainment of values in the situation in which the company is not helping them to attain their values (Jones, 2002). In this case, the employees are less likely to decide that either they will leave the organization when they are feeling dissatisfied with their jobs or stay calmly (Danganan, 2013).

Thesis Statement:

In the modern era, the personality and values of an individual have become a very important attribute while the company is going to hire some on in its organization. These attributes help the organization to select the right people for the organization which will help the organization in the execution of its mission and vision. Nowadays, companies need to select the right personality and values for the company that he would like to show to the world (Study Moose, 2017).

Theoretical analysis:

Both the theoretical analysis tend to be based on the terminal and instrumental values that influencing individual behavior, personality, and values in the workplace.

Theory 1:

When the researchers are analyzing the personality characteristics of an individual that means they are pointing out many dimensions of their personality which have been categorized in the big five personality traits which are

Other, explicit attributes speak to measurements not caught by the Big Five. All things considered, understanding the fundamental five attributes gives us a decent beginning for depicting character.

Supporting Evidence:

The five character attributes are shows that how much an individual is intrigued, one of a kind, insightful, creative, and open to new contemplations. People high in their transparency seem to prosper in conditions that require being versatile and learning new things. They are significantly vivacious to learn new aptitudes, and they do well in getting ready settings (Barrick, 1991). Anticipating multifaceted getting ready execution: The authenticity of character, abstract limit, and estimations evaluated by an examination place and a lead delineation meet (Filip Lievens, 2003).

They in like manner have a great position when they go into another affiliation. Their magnanimity drives them to search for a huge amount of information and analysis about how they are getting along and to amass associations, which prompts snappier change following the new position (Wanberg, 2000). Pointers and consequences of proactivity in the socialization methodology (Connie R. Wanberg, 2000).

Exactly when maintained, they will, all in all, be imaginative (Baer, 2006). The curvilinear association between experienced creative time weight and imaginativeness: Moderating effects of responsiveness to experience and support for creative mind.

Theory 2:

Both Isabel Myers and her mom Katherine were interested in Jung's hypothesis of mental sorts and perceived that the hypothesis could have genuine applications. During World War II, Myers and Briggs started inquiring about and building up a marker that could be used to help comprehend singular contrasts. By helping individuals get themselves, Myers and Briggs accepted that they could assist individuals with choosing occupations that were most appropriate to their character types and lead more advantageous, more joyful lives.

Myers made the principal pen and pencil rendition of the stock during the 1940s, and the two ladies started testing the evaluation on loved ones. They proceeded to completely build up the instrument throughout the following two decades.

Supporting Evidence:

Considering the reactions to the requests on the stock, people are perceived as having one of 16 character types. The goal of the MBTI is to allow respondents to also examine and understand their characters including their inclinations, despises, characteristics, weaknesses, possible calling tendencies, and likeness with others.

The character type is "perfect" or "better" than some other one. Is definitely not a gadget proposed to look for brokenness or abnormality? Or maybe, its goal is basic to help you with getting comfortable with yourself.

The poll itself is comprised of four unique scales:

Extraversion (E) - Introversion (I)
Sensing (S) - Intuition (N)
Thinking (T) - Feeling (F)
Judging (J) - Perceiving (P)

The first scale (extraverts) tends to be action-oriented which enjoys the more frequently social interactions as compared to the other three scales. We all are either extraverts or introverts to some extent. The second scale of sensing and intuition. Individuals who have the great ability to sense have an ability to deal smoothly with the reality of life because they can learn from their senses.

Those individuals who prefer more attention to intuitions are more enjoy thinking about the possibilities, imaginations regarding the future and the abstract theories.

Conclusion:

Preparing programs, sets of principles and morals boards of trustees can advise workers regarding the sorts of conduct that the organization finds adequate and unsuitable. While these endeavors won't change a person's qualities, they can assist them with choosing not to take an interest in exploitative conduct while grinding away. Administrators must underline a representative's duties, yet besides what the association expects as for qualities and morals. Morals proclamations and vision explanations are valuable instruments in imparting to workers what the organization depends on and why.

Conclusion Statement:

In last, it has been concluded that if employee performance will down, it will lead to poor task performance. Furthermore, it has been observed that individual behavior, personality, and values are directly related to their performance................................

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