Individual Difference Essay

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Introduction

It is imperative for the mankind to appreciate the fact that humans are innately different and view the world in their own way. While there are many differing concepts around these differences, a vital focus is around how humans are consistent in their own behavior over time and contexts, and how they unfailingly differ from others in their behavioral predispositions.

According to Mangal, S. K. (2007), individual differences by definition are the more-or-less enduring psychological characteristics that distinguish one person from another and thus help to define each person's individuality. Among the most important kinds of individual differences are intelligence, personality traits, and values. 

These individual differences may manifest themselves in motivation and hope and influence behavior, actions, beliefs and achievements in daily life.

This assignment draws inferences from the key theories and current research in individual differences in the psychology of motivation and hope and ongoing debates in individual differences to understand and analyze the influence of these individual differences on achievement within the workplace.

Key Theories in Individual Differences in The Psychology of Motivation and Hope

Motivation is the driving force behind the desire or aversion that is rooted in a basic impulse to assert optimization in wellbeing; both physical and psychosocial. It is obvious to infer that one person’s motivational reasons can drastically differ from another and their individual differences influence their preferences and the quality of their performance at work place or educational institutes. 

As per Shen, Wan & Sivan, (2014), some of the vital instigators in motivation at work place are discussed below:

Personality: 

Ariani, D. W. (2013), suggests the Big Five personality traits that affect motivation among individuals:

Openness: According to Tan, C. S., Lau, X. S., Kung, Y. T., & Kailsan, R. A. L. (2019), this trait refers to an intellectual curiosity, emotional intelligence and an insightful approach. The people who are more open, embrace novel experiences and pursue creative endeavors. In relation to career, these people would thrive in jobs which require creativity and innovative thinking such as advertising, research, designing and other artistic outlets.  

Conscientiousness: Bajor, J. K., & Baltes, B. B. (2003), imply that this trait refers to diligence, perseverance and a tendency to take obligations seriously. These individuals succeed in their ability to delay gratification and conform to rules. In an organization set up, someone with this strong domain would be a potent authoritative figure such as a CEO, a manager or a supervisor.

Extraversion: According to McCabe, K. O., & Fleeson, W. (2012), extroverts derive their exuberance from engaging with people. They feel at home in crowds and where they can harness their charm. Jobs depriving them of social interactions may be a poor fit. Since their gregariousness can be used as an asset in work that relates with public dealings, they would make excellent teachers, sales person, and would be instrumental in public relations and client services.

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