SlideShare a Scribd company logo
HOW TO PREDICT
PERFORMANCE
ON THE JOB
ARE SKILLS & PREVIOUS
EXPERIENCES SUFFICIENT TO
PREDICT PERFORMANCE?
The goal is
to really
maximize
the green
decisions
and also
minimize
the red
decisions
EVER HEARD OF TAYLOR RUSSELL’S
FRAMEWORK?
Our prediction
ActualPerformance
Correct decisions Incorrect decisions
MUST
AVOID
WHEN
HIRING
DISCRIMINATION
HARD SKILLS ONLY
UNDEVELOPABLE
Undevelopable : unable or unwilling to learn and train
HOW TO PREDICT PERFORMANCE?
COGNITIVE
ABILITY
DID YOU
KNOW?
INDIVIDUAL DIFFERENCES AND
JOB PERFORMANCE
Frank Schmidt and John Hunter
They found that cognitive ability was the single
strongest predictor of performance in a very
broad range of jobs.
Cognitive ability, AKA “intelligence” is what determines our reasoning
power and problem solving power.
COGNITIVE ABILITY
The capacity to learn, reason,
problem solve, plan, think
abstractly, and comprehend
complex ideas.
Arvey & alii, 1995
COMMON
MYTHS
DEBUNKED
___
COGNITIVE
ABILITY
IN THE
WORKPLACE
COGNITIVE ABILITY
AND
JOB PERFORMANCE
MYTHS ABOUT
COGNITIVE ABILITY
Cognitive ability only
matters in complex jobs
All you need is a certain
amount – any more does
not help
HOW TO PREDICT
PERFORMANCE?
THE ROLE OF SKILLS
DID YOU
KNOW?
JOB PERFORMANCE REQUIRES
4 CATEGORIES OF SKILLS
1) KNOWLEDGE
2) TECHNICAL SKILLS
3) SOFT SKILLS
4) SELF-UPGRADING
Hire for
personal
abilities,
and
train for
skills
JOB PERFORMANCE :
HARD SKILLS ARE NOT ENOUGH
• Hard skills alone are not good predictors
of performance on the job.
• Idem for years of job experience (Schmidt
& Hunter, 1998).
• Performance on the job requires
the WHOLE SKILLSET: comprising
Soft Skills, and Self-Upgrading Skills.
JOB PERFORMANCE REQUIRES 4 CATEGORIES OF SKILLS :
SOFT SKILLS
TOP 10 SKILLS in 2020 (link)
SOFT SKILLS ARE:
Personal and interpersonal
behaviours and characteristics
that develop and maximize
human performance
• Experience-based
• People-related
• Attitudinal
• Behavioural
• Non-domain-specific
• Trans-situational
• Non-technical
• Intangible
SOFT SKILLS : EMOTIONAL INTELLIGENCE
The EQ-i 2.0® Model, based on the Bar-On
(1997) model of EI - Source: MHS (link)
The 5 Domains of Emotional Intelligence
in Goleman’s Model of EI
EMOTIONAL
INTELLIGENCE
• Learning to learn.
• Equipping with new skills.
• Making oneself more knowledgeable.
• Lifelong learning, learning agility,
personal adaptability.
JOB PERFORMANCE REQUIRES 4 CATEGORIES OF SKILLS :
SELF-UPGRADING SKILLS
HOW TO PREDICT PERFORMANCE?
THE ROLE OF
PERSONALITY
Cognitive ability, AKA “intelligence” is what determines our reasoning
power and problem solving power.
PERSONALITY
Our unique and relatively
stable patterns of behavior,
thoughts, and emotions.
Funder, 2011
An evolution of the Big Five model of personality,
the HEXACO model (and behaviour-based
questionnaire), measures 6 dimensions of personality
to predict performance on the job.
JOB PERFORMANCE AND PERSONALITY
HEXACO
H
E
X
A
C
O
“Moral character is described by the honesty-humility personality
dimension, a factor that had been overlooked in the famous “big
five” model of personality.” (T. Cohen, Scientific American Mind – Link)
Whereas
Cognitive
Ability tells us
a lot about
what a person
can do,
Personality
tells us about
what a person
is willing to
do and how
they might
go about
doing it.
P. Dunlop
Source : sacsconsult.com.au
IMPACT OF PERSONALITY ON JOB PERFORMANCE
HEXACO
Personality traits evaluated in Ashton & alii’s HEXACO Model
KEY
FINDINGS
JOB PERFORMANCE AND PERSONALITY
HEXACO
CONSCIENTIOUSNESS
has been shown to predict performance across many
jobs.
HONESTY-HUMILITY
along with conscientiousness and guilt proneness,
predicts positive job performance and ethical
leadership.
EXTRAVERSION
has been shown to predict performance in sales jobs.
Personality can also be used to predict negative work
outcomes. For example :
• people who are less agreeable seem to be more
inclined to withdraw from their work.
• people who are less honest tend to engage in
activities like counterproductive work behaviours,
stealing or taking longer breaks. (Source: P. Dunlop)
PERSONALITY AND JOB PERFORMANCE
IMPORTANCE OF SITUATIONS
WEAK SITUATIONS
Our personality is likely to be most important in
situations where we have the freedom to
choose how we behave.
STRONG SITUATIONS
Quite often, personality does not determine
our behavior so much : it is the situation that
determines how we behave.
SITUATION
PERSONALITY
BEHAVIOUR
PERSONALITY
BEHAVIOUR
SITUATION
Strong situations : when the boss is watching, the least conscientious person will try to work hard;
the most extroverted person will probably stay quiet when in a library.
HOW TO PREDICT PERFORMANCE?
THE ROLE OF
MOTIVATION
Without the
will to do
the tasks,
skills and
knowledge
alone won't
lead to
performancePERFORMANCE ON THE JOB
Personality
SKILLS
Cognitive
ability
Motivation
Both ability (cognitive & physical ability, knowledge,
necessary skills), and motivation are essential for a
person to perform well on a job.
JOB PERFORMANCE AND MOTIVATION
M.Gagne
MOTIVATION IS DESCRIBED AS :
THE DIRECTION, INTENSITY,
AND DURATION OF BEHAVIOUR.
The direction of behavior :
• is indicated by the choices a person
makes (e.g. : between two activities).
Intensity of behaviour :
• is another indicator of motivation
considering the efforts a person is
willing to put into an activity.
The duration of a behaviour :
• the longer a person spends on an
activity, or the more they persist in
the face of obstacles indicates high
motivation for this activity.
DIFFERENT
WAYS TO
MEASURE
MOTIVATION
• Evaluating people’s behaviours
Measure how much time people persist on a task
Do they persist or give up in the face of obstacles?
Measure reaction time (faster reaction times
indicate more motivation).
• Non-verbal signs
Observe facial expressions and body posture
Do people look happy, focused and attentive? (hi-M)
Observe eye movements : pupil dilatation indicates
interest; blinks indicate shifts of attention.
Observe body language : Leaning the body in
conversation and keeping an open posture indicates
interest; crossing one’s arms and turning one’s body
away indicate lack of interest or motivation to avoid.
• Asking people to report on it
Engagement surveys, pulse surveys, feedback, eNPS.
PERFORMANCE ON THE JOB
HOW TO MEASURE MOTIVATION?
WHAT KIND OF
MOTIVATION
PREDICTS BEST
PERFORMANCE
ON THE JOB?
Different types of motivation affect performance and
well being. Deci and Ryan developed a motivation
model (Self-determination theory), which distinguishes
between 2 types of motivation :
MOTIVATION PREDICTING
PERFORMANCE ON THE JOB
MOTIVATION AND JOB PERFORMANCE
SELF-DETERMINATION CONTINUUM
Self-Determination Theory : Intrinsic and Extrinsic Motivation,
Ryan & Deci, 2000. ( Source : Researchgate)
WHAT KIND OF MOTIVATION PREDICTS
BEST PERFORMANCE ON THE JOB?
Two types of motivation lead to the best
performance and well-being outcomes:
• Intrinsic motivation
the person finds interest, enjoyment,
inherent satisfaction in the task.
• Extrinsic autonomous motivation
the person finds the task important,
meaningful, or has a strong sense of duty.
People with these 2 types of motivation put
more energy into their work.
MOTIVATION
AS A
PREDICTOR OF
PERFORMANCE
ON THE JOB
HOW TO PREDICT PERFORMANCE?
SYNTHESIS
4 STRONG
PREDICTORS OF
PERFORMANCE
ON THE JOB
HOW TO PREDICT PERFORMANCE
ON THE JOB
RESOURCES & REFERENCES
• The Validity and Utility of Selection Methods, Schmidt &
Hunter (Researchgate – link).
• HEXACO Personality Inventory : http://hexaco.org/
• Individual Differences and Personality, Ashton, Elsevier.
• Daniel Goleman : Emotional Intelligence (link).
• MHS : The EQ-i 2.0 Model and The Science Behind It (link).
• Self-Determination Theory, Deci & Ryan, Guilford (link).

More Related Content

What's hot

Competency mapping of two job descrptions
Competency mapping of two job descrptionsCompetency mapping of two job descrptions
Competency mapping of two job descrptions
Ashok Kumar Venkata
 
Employee attrition and retention.pptx
Employee attrition and retention.pptxEmployee attrition and retention.pptx
Employee attrition and retention.pptx
akileshc
 
Motivation theories
Motivation theoriesMotivation theories
Motivation theories
Fatima Aljasmi
 
performance appraisal
performance appraisalperformance appraisal
performance appraisal
Preeti Bhaskar
 
Impact of downsizing
Impact of downsizingImpact of downsizing
Impact of downsizing
SANDESH GHOSAL
 
Applicant Tracking Systems
Applicant Tracking SystemsApplicant Tracking Systems
Applicant Tracking Systems
aXcess professional services
 
Motivating employees
Motivating employeesMotivating employees
Motivating employees
Akul10
 
Motivation
MotivationMotivation
Motivation
Fahad Iqbal
 
Motivation,early theories of motivation and job satisfaction
Motivation,early theories of motivation and job satisfactionMotivation,early theories of motivation and job satisfaction
Motivation,early theories of motivation and job satisfaction
anwaar alam
 
Motivation
Motivation Motivation
Motivation
Utkarsh Bisht
 
Performance Planning
Performance PlanningPerformance Planning
Performance Planning
Saloni Agarwal
 
Strategies to Improve Employee Retention in a Diverse Workforce Part One: Eng...
Strategies to Improve Employee Retention in a Diverse Workforce Part One: Eng...Strategies to Improve Employee Retention in a Diverse Workforce Part One: Eng...
Strategies to Improve Employee Retention in a Diverse Workforce Part One: Eng...
Human Capital Media
 
Groups & Teams - Organizational Behaviour
Groups & Teams - Organizational BehaviourGroups & Teams - Organizational Behaviour
Groups & Teams - Organizational Behaviour
Rajesh Shetty
 
Competency mapping
Competency mappingCompetency mapping
Competency mapping
Sindhu .
 
Succession planning and potential appraisal
Succession planning and potential appraisalSuccession planning and potential appraisal
Succession planning and potential appraisal
nikhil veerwani
 
Competency based hr management
Competency based hr managementCompetency based hr management
Competency based hr management
Yodhia Antariksa
 
Performance appraisal of 5 companies done by shweta-bebarta
Performance appraisal of 5 companies  done by shweta-bebartaPerformance appraisal of 5 companies  done by shweta-bebarta
Performance appraisal of 5 companies done by shweta-bebarta
Shweta Bebarta
 
Succession planning in HRP
Succession planning in HRPSuccession planning in HRP
Succession planning in HRP
Himabindu Mangiri
 
Salary benchmarking - Presentation by Dr. Manan Chaturvedi
Salary benchmarking -  Presentation by Dr. Manan ChaturvediSalary benchmarking -  Presentation by Dr. Manan Chaturvedi
Salary benchmarking - Presentation by Dr. Manan Chaturvedi
Manan Chaturvedi, DMS-HR
 
Project report on competancy mapping
Project report on competancy mappingProject report on competancy mapping
Project report on competancy mapping
Projects Kart
 

What's hot (20)

Competency mapping of two job descrptions
Competency mapping of two job descrptionsCompetency mapping of two job descrptions
Competency mapping of two job descrptions
 
Employee attrition and retention.pptx
Employee attrition and retention.pptxEmployee attrition and retention.pptx
Employee attrition and retention.pptx
 
Motivation theories
Motivation theoriesMotivation theories
Motivation theories
 
performance appraisal
performance appraisalperformance appraisal
performance appraisal
 
Impact of downsizing
Impact of downsizingImpact of downsizing
Impact of downsizing
 
Applicant Tracking Systems
Applicant Tracking SystemsApplicant Tracking Systems
Applicant Tracking Systems
 
Motivating employees
Motivating employeesMotivating employees
Motivating employees
 
Motivation
MotivationMotivation
Motivation
 
Motivation,early theories of motivation and job satisfaction
Motivation,early theories of motivation and job satisfactionMotivation,early theories of motivation and job satisfaction
Motivation,early theories of motivation and job satisfaction
 
Motivation
Motivation Motivation
Motivation
 
Performance Planning
Performance PlanningPerformance Planning
Performance Planning
 
Strategies to Improve Employee Retention in a Diverse Workforce Part One: Eng...
Strategies to Improve Employee Retention in a Diverse Workforce Part One: Eng...Strategies to Improve Employee Retention in a Diverse Workforce Part One: Eng...
Strategies to Improve Employee Retention in a Diverse Workforce Part One: Eng...
 
Groups & Teams - Organizational Behaviour
Groups & Teams - Organizational BehaviourGroups & Teams - Organizational Behaviour
Groups & Teams - Organizational Behaviour
 
Competency mapping
Competency mappingCompetency mapping
Competency mapping
 
Succession planning and potential appraisal
Succession planning and potential appraisalSuccession planning and potential appraisal
Succession planning and potential appraisal
 
Competency based hr management
Competency based hr managementCompetency based hr management
Competency based hr management
 
Performance appraisal of 5 companies done by shweta-bebarta
Performance appraisal of 5 companies  done by shweta-bebartaPerformance appraisal of 5 companies  done by shweta-bebarta
Performance appraisal of 5 companies done by shweta-bebarta
 
Succession planning in HRP
Succession planning in HRPSuccession planning in HRP
Succession planning in HRP
 
Salary benchmarking - Presentation by Dr. Manan Chaturvedi
Salary benchmarking -  Presentation by Dr. Manan ChaturvediSalary benchmarking -  Presentation by Dr. Manan Chaturvedi
Salary benchmarking - Presentation by Dr. Manan Chaturvedi
 
Project report on competancy mapping
Project report on competancy mappingProject report on competancy mapping
Project report on competancy mapping
 

Similar to How To Predict Performance on the Job ?

Personality & Individual Differences (Business Psychology)
Personality & Individual Differences (Business Psychology)Personality & Individual Differences (Business Psychology)
Personality & Individual Differences (Business Psychology)
Denni Domingo
 
OB Unit - 1.pptx organization behavior - organization psychology
OB Unit - 1.pptx organization behavior - organization psychologyOB Unit - 1.pptx organization behavior - organization psychology
OB Unit - 1.pptx organization behavior - organization psychology
KowSalya923350
 
Ob mod2
Ob mod2Ob mod2
Composition II English 1102 Department of English RESEARCH TOPI.docx
Composition II English 1102 Department of English RESEARCH TOPI.docxComposition II English 1102 Department of English RESEARCH TOPI.docx
Composition II English 1102 Department of English RESEARCH TOPI.docx
patricke8
 
Managerial Emotional Intelligence by Adetoun Omole
Managerial Emotional Intelligence by Adetoun OmoleManagerial Emotional Intelligence by Adetoun Omole
Managerial Emotional Intelligence by Adetoun Omole
Adetoun Omole
 
Eq at Workplace
Eq at WorkplaceEq at Workplace
Eq at Workplace
Timothy Wooi
 
Lesson 2 personality, attitude & work behavior
Lesson 2 personality, attitude & work behaviorLesson 2 personality, attitude & work behavior
Lesson 2 personality, attitude & work behavior
Marites Teope
 
chapter2.docx
chapter2.docxchapter2.docx
chapter2.docx
shannenrecta1
 
Presentation on personality and its impact on behavior
Presentation on personality and its impact on behaviorPresentation on personality and its impact on behavior
Presentation on personality and its impact on behavior
Abhisek Khatua
 
Personality, Leadership, and Emotional Intelligence: Strategies and Assessments
Personality, Leadership, and Emotional Intelligence: Strategies and AssessmentsPersonality, Leadership, and Emotional Intelligence: Strategies and Assessments
Personality, Leadership, and Emotional Intelligence: Strategies and Assessments
Career Communications Group
 
HBO: WORK AND WORK ATTITUDES
HBO: WORK AND WORK ATTITUDESHBO: WORK AND WORK ATTITUDES
HBO: WORK AND WORK ATTITUDES
Charlemagne Tan
 
Human Performance - How, What, Why - with voice
Human Performance - How, What, Why - with voiceHuman Performance - How, What, Why - with voice
Human Performance - How, What, Why - with voice
Xavier BARILLER
 
Emotional intelligence
Emotional intelligenceEmotional intelligence
Emotional intelligence
DeepaMurali3
 
TOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.ppt
TOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.pptTOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.ppt
TOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.ppt
HazarishBaharuddin
 
What is Personality under organisational behaviour
 What is Personality under organisational behaviour What is Personality under organisational behaviour
What is Personality under organisational behaviour
Aayush Vyas
 
Individual differences
Individual differencesIndividual differences
Individual differences
Mukul Chaudhri
 
Ob notes
Ob notesOb notes
Ob notes
Präsañ Jìt
 
Personality & values
Personality & valuesPersonality & values
Personality & values
jigishachuahan
 
Ch03
Ch03Ch03
Organizational Behavior - Session 2
Organizational Behavior - Session 2Organizational Behavior - Session 2
Organizational Behavior - Session 2
lelinh.tlu
 

Similar to How To Predict Performance on the Job ? (20)

Personality & Individual Differences (Business Psychology)
Personality & Individual Differences (Business Psychology)Personality & Individual Differences (Business Psychology)
Personality & Individual Differences (Business Psychology)
 
OB Unit - 1.pptx organization behavior - organization psychology
OB Unit - 1.pptx organization behavior - organization psychologyOB Unit - 1.pptx organization behavior - organization psychology
OB Unit - 1.pptx organization behavior - organization psychology
 
Ob mod2
Ob mod2Ob mod2
Ob mod2
 
Composition II English 1102 Department of English RESEARCH TOPI.docx
Composition II English 1102 Department of English RESEARCH TOPI.docxComposition II English 1102 Department of English RESEARCH TOPI.docx
Composition II English 1102 Department of English RESEARCH TOPI.docx
 
Managerial Emotional Intelligence by Adetoun Omole
Managerial Emotional Intelligence by Adetoun OmoleManagerial Emotional Intelligence by Adetoun Omole
Managerial Emotional Intelligence by Adetoun Omole
 
Eq at Workplace
Eq at WorkplaceEq at Workplace
Eq at Workplace
 
Lesson 2 personality, attitude & work behavior
Lesson 2 personality, attitude & work behaviorLesson 2 personality, attitude & work behavior
Lesson 2 personality, attitude & work behavior
 
chapter2.docx
chapter2.docxchapter2.docx
chapter2.docx
 
Presentation on personality and its impact on behavior
Presentation on personality and its impact on behaviorPresentation on personality and its impact on behavior
Presentation on personality and its impact on behavior
 
Personality, Leadership, and Emotional Intelligence: Strategies and Assessments
Personality, Leadership, and Emotional Intelligence: Strategies and AssessmentsPersonality, Leadership, and Emotional Intelligence: Strategies and Assessments
Personality, Leadership, and Emotional Intelligence: Strategies and Assessments
 
HBO: WORK AND WORK ATTITUDES
HBO: WORK AND WORK ATTITUDESHBO: WORK AND WORK ATTITUDES
HBO: WORK AND WORK ATTITUDES
 
Human Performance - How, What, Why - with voice
Human Performance - How, What, Why - with voiceHuman Performance - How, What, Why - with voice
Human Performance - How, What, Why - with voice
 
Emotional intelligence
Emotional intelligenceEmotional intelligence
Emotional intelligence
 
TOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.ppt
TOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.pptTOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.ppt
TOPIC 2 ATTITUDE, BEHAVIOR, PERSONALITY AND VALUES.ppt
 
What is Personality under organisational behaviour
 What is Personality under organisational behaviour What is Personality under organisational behaviour
What is Personality under organisational behaviour
 
Individual differences
Individual differencesIndividual differences
Individual differences
 
Ob notes
Ob notesOb notes
Ob notes
 
Personality & values
Personality & valuesPersonality & values
Personality & values
 
Ch03
Ch03Ch03
Ch03
 
Organizational Behavior - Session 2
Organizational Behavior - Session 2Organizational Behavior - Session 2
Organizational Behavior - Session 2
 

More from LITTLE FISH

Communication : Convaincre ou pas ? Parce que tout le monde n'est pas convain...
Communication : Convaincre ou pas ? Parce que tout le monde n'est pas convain...Communication : Convaincre ou pas ? Parce que tout le monde n'est pas convain...
Communication : Convaincre ou pas ? Parce que tout le monde n'est pas convain...
LITTLE FISH
 
Communication interne : Prévenir et gérer la rumeur
Communication interne : Prévenir et gérer la rumeurCommunication interne : Prévenir et gérer la rumeur
Communication interne : Prévenir et gérer la rumeur
LITTLE FISH
 
7 Tools For a Positive Mindset
7 Tools For a Positive Mindset7 Tools For a Positive Mindset
7 Tools For a Positive Mindset
LITTLE FISH
 
Les règles qui fondent le professionnalisme et motivent la performance
Les règles qui fondent le professionnalisme et motivent la performanceLes règles qui fondent le professionnalisme et motivent la performance
Les règles qui fondent le professionnalisme et motivent la performance
LITTLE FISH
 
S'approprier l'amélioration continue et l'intégrer à ses pratiques
S'approprier l'amélioration continue et l'intégrer à ses pratiquesS'approprier l'amélioration continue et l'intégrer à ses pratiques
S'approprier l'amélioration continue et l'intégrer à ses pratiques
LITTLE FISH
 
Happiness as a Cultivated Activity
Happiness as a Cultivated ActivityHappiness as a Cultivated Activity
Happiness as a Cultivated Activity
LITTLE FISH
 
Les formes d'accompagnement professionnel
Les formes d'accompagnement professionnelLes formes d'accompagnement professionnel
Les formes d'accompagnement professionnel
LITTLE FISH
 
3 Dispositifs pour accompagner le développement professionnel
3 Dispositifs pour accompagner le développement professionnel3 Dispositifs pour accompagner le développement professionnel
3 Dispositifs pour accompagner le développement professionnel
LITTLE FISH
 
Amélioration de la performance : Réduire le risque d'erreur
Amélioration de la performance : Réduire le risque d'erreurAmélioration de la performance : Réduire le risque d'erreur
Amélioration de la performance : Réduire le risque d'erreur
LITTLE FISH
 
5 Choses primordiales à apprendre des experts seniors de l'entreprise
5 Choses primordiales à apprendre des experts seniors de l'entreprise5 Choses primordiales à apprendre des experts seniors de l'entreprise
5 Choses primordiales à apprendre des experts seniors de l'entreprise
LITTLE FISH
 
Building Resilience in the Workplace and the Personal Sphere
Building Resilience in the Workplace and the Personal SphereBuilding Resilience in the Workplace and the Personal Sphere
Building Resilience in the Workplace and the Personal Sphere
LITTLE FISH
 
8 Critical capabilities for a complex world
8 Critical capabilities for a complex world8 Critical capabilities for a complex world
8 Critical capabilities for a complex world
LITTLE FISH
 
10 Leadership Tools
10 Leadership Tools10 Leadership Tools
10 Leadership Tools
LITTLE FISH
 
Formation : 6 Leviers du Succès
Formation : 6 Leviers du SuccèsFormation : 6 Leviers du Succès
Formation : 6 Leviers du Succès
LITTLE FISH
 
Le secret d'une formation réussie
Le secret d'une formation réussieLe secret d'une formation réussie
Le secret d'une formation réussie
LITTLE FISH
 
Career Conversation Toolkit
Career Conversation ToolkitCareer Conversation Toolkit
Career Conversation Toolkit
LITTLE FISH
 
7 Solutions pour renforcer le contrat travail
7 Solutions pour renforcer le contrat travail7 Solutions pour renforcer le contrat travail
7 Solutions pour renforcer le contrat travail
LITTLE FISH
 
Le Chemin de l'Excellence en Santé Sécurité au Travail
Le Chemin de l'Excellence en Santé Sécurité au TravailLe Chemin de l'Excellence en Santé Sécurité au Travail
Le Chemin de l'Excellence en Santé Sécurité au Travail
LITTLE FISH
 
Management de la Performance Humaine : Pratiques de Fiabilisation
Management de la Performance Humaine : Pratiques de FiabilisationManagement de la Performance Humaine : Pratiques de Fiabilisation
Management de la Performance Humaine : Pratiques de Fiabilisation
LITTLE FISH
 
L'Amélioration Continue : une pratique qui profite à tous
L'Amélioration Continue : une pratique qui profite à tousL'Amélioration Continue : une pratique qui profite à tous
L'Amélioration Continue : une pratique qui profite à tous
LITTLE FISH
 

More from LITTLE FISH (20)

Communication : Convaincre ou pas ? Parce que tout le monde n'est pas convain...
Communication : Convaincre ou pas ? Parce que tout le monde n'est pas convain...Communication : Convaincre ou pas ? Parce que tout le monde n'est pas convain...
Communication : Convaincre ou pas ? Parce que tout le monde n'est pas convain...
 
Communication interne : Prévenir et gérer la rumeur
Communication interne : Prévenir et gérer la rumeurCommunication interne : Prévenir et gérer la rumeur
Communication interne : Prévenir et gérer la rumeur
 
7 Tools For a Positive Mindset
7 Tools For a Positive Mindset7 Tools For a Positive Mindset
7 Tools For a Positive Mindset
 
Les règles qui fondent le professionnalisme et motivent la performance
Les règles qui fondent le professionnalisme et motivent la performanceLes règles qui fondent le professionnalisme et motivent la performance
Les règles qui fondent le professionnalisme et motivent la performance
 
S'approprier l'amélioration continue et l'intégrer à ses pratiques
S'approprier l'amélioration continue et l'intégrer à ses pratiquesS'approprier l'amélioration continue et l'intégrer à ses pratiques
S'approprier l'amélioration continue et l'intégrer à ses pratiques
 
Happiness as a Cultivated Activity
Happiness as a Cultivated ActivityHappiness as a Cultivated Activity
Happiness as a Cultivated Activity
 
Les formes d'accompagnement professionnel
Les formes d'accompagnement professionnelLes formes d'accompagnement professionnel
Les formes d'accompagnement professionnel
 
3 Dispositifs pour accompagner le développement professionnel
3 Dispositifs pour accompagner le développement professionnel3 Dispositifs pour accompagner le développement professionnel
3 Dispositifs pour accompagner le développement professionnel
 
Amélioration de la performance : Réduire le risque d'erreur
Amélioration de la performance : Réduire le risque d'erreurAmélioration de la performance : Réduire le risque d'erreur
Amélioration de la performance : Réduire le risque d'erreur
 
5 Choses primordiales à apprendre des experts seniors de l'entreprise
5 Choses primordiales à apprendre des experts seniors de l'entreprise5 Choses primordiales à apprendre des experts seniors de l'entreprise
5 Choses primordiales à apprendre des experts seniors de l'entreprise
 
Building Resilience in the Workplace and the Personal Sphere
Building Resilience in the Workplace and the Personal SphereBuilding Resilience in the Workplace and the Personal Sphere
Building Resilience in the Workplace and the Personal Sphere
 
8 Critical capabilities for a complex world
8 Critical capabilities for a complex world8 Critical capabilities for a complex world
8 Critical capabilities for a complex world
 
10 Leadership Tools
10 Leadership Tools10 Leadership Tools
10 Leadership Tools
 
Formation : 6 Leviers du Succès
Formation : 6 Leviers du SuccèsFormation : 6 Leviers du Succès
Formation : 6 Leviers du Succès
 
Le secret d'une formation réussie
Le secret d'une formation réussieLe secret d'une formation réussie
Le secret d'une formation réussie
 
Career Conversation Toolkit
Career Conversation ToolkitCareer Conversation Toolkit
Career Conversation Toolkit
 
7 Solutions pour renforcer le contrat travail
7 Solutions pour renforcer le contrat travail7 Solutions pour renforcer le contrat travail
7 Solutions pour renforcer le contrat travail
 
Le Chemin de l'Excellence en Santé Sécurité au Travail
Le Chemin de l'Excellence en Santé Sécurité au TravailLe Chemin de l'Excellence en Santé Sécurité au Travail
Le Chemin de l'Excellence en Santé Sécurité au Travail
 
Management de la Performance Humaine : Pratiques de Fiabilisation
Management de la Performance Humaine : Pratiques de FiabilisationManagement de la Performance Humaine : Pratiques de Fiabilisation
Management de la Performance Humaine : Pratiques de Fiabilisation
 
L'Amélioration Continue : une pratique qui profite à tous
L'Amélioration Continue : une pratique qui profite à tousL'Amélioration Continue : une pratique qui profite à tous
L'Amélioration Continue : une pratique qui profite à tous
 

Recently uploaded

Lucknow Girls Call Vikas Nagar 08630512678 Girls Call Service
Lucknow Girls Call Vikas Nagar 08630512678 Girls Call ServiceLucknow Girls Call Vikas Nagar 08630512678 Girls Call Service
Lucknow Girls Call Vikas Nagar 08630512678 Girls Call Service
annarivihqrika
 
Nashik Girls Call Nashik 0X0000000X Provide Best And Top Girl Service And No1...
Nashik Girls Call Nashik 0X0000000X Provide Best And Top Girl Service And No1...Nashik Girls Call Nashik 0X0000000X Provide Best And Top Girl Service And No1...
Nashik Girls Call Nashik 0X0000000X Provide Best And Top Girl Service And No1...
jafsa9823#S07
 
VIP Chennai Girls Call Chennai 0X0000000X Doorstep High-Profile Girl Service ...
VIP Chennai Girls Call Chennai 0X0000000X Doorstep High-Profile Girl Service ...VIP Chennai Girls Call Chennai 0X0000000X Doorstep High-Profile Girl Service ...
VIP Chennai Girls Call Chennai 0X0000000X Doorstep High-Profile Girl Service ...
saroohilakhatariroy
 
Mastering the Art of Planning, Leading, and Participating in Effective Meetin...
Mastering the Art of Planning, Leading, and Participating in Effective Meetin...Mastering the Art of Planning, Leading, and Participating in Effective Meetin...
Mastering the Art of Planning, Leading, and Participating in Effective Meetin...
Timothy Hackman
 
PPTS for Directing Fourth Managerial Function
PPTS for Directing  Fourth Managerial FunctionPPTS for Directing  Fourth Managerial Function
PPTS for Directing Fourth Managerial Function
Sarika Malhotra
 
Chennai Girls Call Chennai 0X0000000X Provide Best And Top Girl Service And N...
Chennai Girls Call Chennai 0X0000000X Provide Best And Top Girl Service And N...Chennai Girls Call Chennai 0X0000000X Provide Best And Top Girl Service And N...
Chennai Girls Call Chennai 0X0000000X Provide Best And Top Girl Service And N...
jafsa9823#S07
 
TMU biyezheng degree offer diploma Transcript
TMU biyezheng degree offer diploma TranscriptTMU biyezheng degree offer diploma Transcript
TMU biyezheng degree offer diploma Transcript
usuga3
 
Lucknow Girls Call Charbagh 08630512678 Provide Best And Top Girl Service And...
Lucknow Girls Call Charbagh 08630512678 Provide Best And Top Girl Service And...Lucknow Girls Call Charbagh 08630512678 Provide Best And Top Girl Service And...
Lucknow Girls Call Charbagh 08630512678 Provide Best And Top Girl Service And...
bangaloreakshitakaus
 
Lucknow Girls Call Vijay Khand 08630512678 Provide Best And Top Girl Service ...
Lucknow Girls Call Vijay Khand 08630512678 Provide Best And Top Girl Service ...Lucknow Girls Call Vijay Khand 08630512678 Provide Best And Top Girl Service ...
Lucknow Girls Call Vijay Khand 08630512678 Provide Best And Top Girl Service ...
hemakumarinn
 
Distributed leadership in Ghorahi Cement Industry.pptx
Distributed leadership in Ghorahi Cement Industry.pptxDistributed leadership in Ghorahi Cement Industry.pptx
Distributed leadership in Ghorahi Cement Industry.pptx
Er. Kushal Ghimire
 
Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...
Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...
Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...
jimcarns
 
Birmingham degree offer diploma Transcript
Birmingham degree offer diploma TranscriptBirmingham degree offer diploma Transcript
Birmingham degree offer diploma Transcript
eufoewy
 
CAPACITY BUILDING:HOW TO GROW YOUR INFLUENCE, INCOME & IMPACT
CAPACITY BUILDING:HOW TO GROW YOUR INFLUENCE, INCOME & IMPACTCAPACITY BUILDING:HOW TO GROW YOUR INFLUENCE, INCOME & IMPACT
CAPACITY BUILDING:HOW TO GROW YOUR INFLUENCE, INCOME & IMPACT
Tochi22
 
Zoho_Final Report_MGT489: Strategic Management_SmM4.pdf
Zoho_Final Report_MGT489: Strategic Management_SmM4.pdfZoho_Final Report_MGT489: Strategic Management_SmM4.pdf
Zoho_Final Report_MGT489: Strategic Management_SmM4.pdf
Mohammad Tauhidul Islam Khan Rifat
 
Pune Girls Call Pune 0X0000000X Unlimited Short Providing Girls Service Avail...
Pune Girls Call Pune 0X0000000X Unlimited Short Providing Girls Service Avail...Pune Girls Call Pune 0X0000000X Unlimited Short Providing Girls Service Avail...
Pune Girls Call Pune 0X0000000X Unlimited Short Providing Girls Service Avail...
sabanihahanshni
 
Lucknow Girls Call Kakori 08630512678 Provide Best And Top Girl Service And N...
Lucknow Girls Call Kakori 08630512678 Provide Best And Top Girl Service And N...Lucknow Girls Call Kakori 08630512678 Provide Best And Top Girl Service And N...
Lucknow Girls Call Kakori 08630512678 Provide Best And Top Girl Service And N...
eshikajshani
 
Meredith Belbin's Team Roles_Nine Behavioral Styles for Effectiveness of a Te...
Meredith Belbin's Team Roles_Nine Behavioral Styles for Effectiveness of a Te...Meredith Belbin's Team Roles_Nine Behavioral Styles for Effectiveness of a Te...
Meredith Belbin's Team Roles_Nine Behavioral Styles for Effectiveness of a Te...
anaharoldkagame
 
The Relevance of Military Leadership in the Corporate World: A Bangladesh Per...
The Relevance of Military Leadership in the Corporate World: A Bangladesh Per...The Relevance of Military Leadership in the Corporate World: A Bangladesh Per...
The Relevance of Military Leadership in the Corporate World: A Bangladesh Per...
Dr. Nazrul Islam
 
Mumbai @Girls @Call WhatsApp Numbers 🫦0000XX0000🫦 List For Friendship Girls S...
Mumbai @Girls @Call WhatsApp Numbers 🫦0000XX0000🫦 List For Friendship Girls S...Mumbai @Girls @Call WhatsApp Numbers 🫦0000XX0000🫦 List For Friendship Girls S...
Mumbai @Girls @Call WhatsApp Numbers 🫦0000XX0000🫦 List For Friendship Girls S...
ishaguptaji14
 
UoB degree offer diploma Transcript
UoB degree offer diploma TranscriptUoB degree offer diploma Transcript
UoB degree offer diploma Transcript
eufoewy
 

Recently uploaded (20)

Lucknow Girls Call Vikas Nagar 08630512678 Girls Call Service
Lucknow Girls Call Vikas Nagar 08630512678 Girls Call ServiceLucknow Girls Call Vikas Nagar 08630512678 Girls Call Service
Lucknow Girls Call Vikas Nagar 08630512678 Girls Call Service
 
Nashik Girls Call Nashik 0X0000000X Provide Best And Top Girl Service And No1...
Nashik Girls Call Nashik 0X0000000X Provide Best And Top Girl Service And No1...Nashik Girls Call Nashik 0X0000000X Provide Best And Top Girl Service And No1...
Nashik Girls Call Nashik 0X0000000X Provide Best And Top Girl Service And No1...
 
VIP Chennai Girls Call Chennai 0X0000000X Doorstep High-Profile Girl Service ...
VIP Chennai Girls Call Chennai 0X0000000X Doorstep High-Profile Girl Service ...VIP Chennai Girls Call Chennai 0X0000000X Doorstep High-Profile Girl Service ...
VIP Chennai Girls Call Chennai 0X0000000X Doorstep High-Profile Girl Service ...
 
Mastering the Art of Planning, Leading, and Participating in Effective Meetin...
Mastering the Art of Planning, Leading, and Participating in Effective Meetin...Mastering the Art of Planning, Leading, and Participating in Effective Meetin...
Mastering the Art of Planning, Leading, and Participating in Effective Meetin...
 
PPTS for Directing Fourth Managerial Function
PPTS for Directing  Fourth Managerial FunctionPPTS for Directing  Fourth Managerial Function
PPTS for Directing Fourth Managerial Function
 
Chennai Girls Call Chennai 0X0000000X Provide Best And Top Girl Service And N...
Chennai Girls Call Chennai 0X0000000X Provide Best And Top Girl Service And N...Chennai Girls Call Chennai 0X0000000X Provide Best And Top Girl Service And N...
Chennai Girls Call Chennai 0X0000000X Provide Best And Top Girl Service And N...
 
TMU biyezheng degree offer diploma Transcript
TMU biyezheng degree offer diploma TranscriptTMU biyezheng degree offer diploma Transcript
TMU biyezheng degree offer diploma Transcript
 
Lucknow Girls Call Charbagh 08630512678 Provide Best And Top Girl Service And...
Lucknow Girls Call Charbagh 08630512678 Provide Best And Top Girl Service And...Lucknow Girls Call Charbagh 08630512678 Provide Best And Top Girl Service And...
Lucknow Girls Call Charbagh 08630512678 Provide Best And Top Girl Service And...
 
Lucknow Girls Call Vijay Khand 08630512678 Provide Best And Top Girl Service ...
Lucknow Girls Call Vijay Khand 08630512678 Provide Best And Top Girl Service ...Lucknow Girls Call Vijay Khand 08630512678 Provide Best And Top Girl Service ...
Lucknow Girls Call Vijay Khand 08630512678 Provide Best And Top Girl Service ...
 
Distributed leadership in Ghorahi Cement Industry.pptx
Distributed leadership in Ghorahi Cement Industry.pptxDistributed leadership in Ghorahi Cement Industry.pptx
Distributed leadership in Ghorahi Cement Industry.pptx
 
Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...
Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...
Howard Wilner of Sudbury MA Advocates That Conflict and Problem-Solving Compe...
 
Birmingham degree offer diploma Transcript
Birmingham degree offer diploma TranscriptBirmingham degree offer diploma Transcript
Birmingham degree offer diploma Transcript
 
CAPACITY BUILDING:HOW TO GROW YOUR INFLUENCE, INCOME & IMPACT
CAPACITY BUILDING:HOW TO GROW YOUR INFLUENCE, INCOME & IMPACTCAPACITY BUILDING:HOW TO GROW YOUR INFLUENCE, INCOME & IMPACT
CAPACITY BUILDING:HOW TO GROW YOUR INFLUENCE, INCOME & IMPACT
 
Zoho_Final Report_MGT489: Strategic Management_SmM4.pdf
Zoho_Final Report_MGT489: Strategic Management_SmM4.pdfZoho_Final Report_MGT489: Strategic Management_SmM4.pdf
Zoho_Final Report_MGT489: Strategic Management_SmM4.pdf
 
Pune Girls Call Pune 0X0000000X Unlimited Short Providing Girls Service Avail...
Pune Girls Call Pune 0X0000000X Unlimited Short Providing Girls Service Avail...Pune Girls Call Pune 0X0000000X Unlimited Short Providing Girls Service Avail...
Pune Girls Call Pune 0X0000000X Unlimited Short Providing Girls Service Avail...
 
Lucknow Girls Call Kakori 08630512678 Provide Best And Top Girl Service And N...
Lucknow Girls Call Kakori 08630512678 Provide Best And Top Girl Service And N...Lucknow Girls Call Kakori 08630512678 Provide Best And Top Girl Service And N...
Lucknow Girls Call Kakori 08630512678 Provide Best And Top Girl Service And N...
 
Meredith Belbin's Team Roles_Nine Behavioral Styles for Effectiveness of a Te...
Meredith Belbin's Team Roles_Nine Behavioral Styles for Effectiveness of a Te...Meredith Belbin's Team Roles_Nine Behavioral Styles for Effectiveness of a Te...
Meredith Belbin's Team Roles_Nine Behavioral Styles for Effectiveness of a Te...
 
The Relevance of Military Leadership in the Corporate World: A Bangladesh Per...
The Relevance of Military Leadership in the Corporate World: A Bangladesh Per...The Relevance of Military Leadership in the Corporate World: A Bangladesh Per...
The Relevance of Military Leadership in the Corporate World: A Bangladesh Per...
 
Mumbai @Girls @Call WhatsApp Numbers 🫦0000XX0000🫦 List For Friendship Girls S...
Mumbai @Girls @Call WhatsApp Numbers 🫦0000XX0000🫦 List For Friendship Girls S...Mumbai @Girls @Call WhatsApp Numbers 🫦0000XX0000🫦 List For Friendship Girls S...
Mumbai @Girls @Call WhatsApp Numbers 🫦0000XX0000🫦 List For Friendship Girls S...
 
UoB degree offer diploma Transcript
UoB degree offer diploma TranscriptUoB degree offer diploma Transcript
UoB degree offer diploma Transcript
 

How To Predict Performance on the Job ?

  • 2. ARE SKILLS & PREVIOUS EXPERIENCES SUFFICIENT TO PREDICT PERFORMANCE?
  • 3. The goal is to really maximize the green decisions and also minimize the red decisions EVER HEARD OF TAYLOR RUSSELL’S FRAMEWORK? Our prediction ActualPerformance Correct decisions Incorrect decisions
  • 5. HOW TO PREDICT PERFORMANCE? COGNITIVE ABILITY
  • 6. DID YOU KNOW? INDIVIDUAL DIFFERENCES AND JOB PERFORMANCE Frank Schmidt and John Hunter They found that cognitive ability was the single strongest predictor of performance in a very broad range of jobs.
  • 7. Cognitive ability, AKA “intelligence” is what determines our reasoning power and problem solving power. COGNITIVE ABILITY The capacity to learn, reason, problem solve, plan, think abstractly, and comprehend complex ideas. Arvey & alii, 1995
  • 8. COMMON MYTHS DEBUNKED ___ COGNITIVE ABILITY IN THE WORKPLACE COGNITIVE ABILITY AND JOB PERFORMANCE MYTHS ABOUT COGNITIVE ABILITY Cognitive ability only matters in complex jobs All you need is a certain amount – any more does not help
  • 10. DID YOU KNOW? JOB PERFORMANCE REQUIRES 4 CATEGORIES OF SKILLS 1) KNOWLEDGE 2) TECHNICAL SKILLS 3) SOFT SKILLS 4) SELF-UPGRADING
  • 11. Hire for personal abilities, and train for skills JOB PERFORMANCE : HARD SKILLS ARE NOT ENOUGH • Hard skills alone are not good predictors of performance on the job. • Idem for years of job experience (Schmidt & Hunter, 1998). • Performance on the job requires the WHOLE SKILLSET: comprising Soft Skills, and Self-Upgrading Skills.
  • 12. JOB PERFORMANCE REQUIRES 4 CATEGORIES OF SKILLS : SOFT SKILLS TOP 10 SKILLS in 2020 (link) SOFT SKILLS ARE: Personal and interpersonal behaviours and characteristics that develop and maximize human performance • Experience-based • People-related • Attitudinal • Behavioural • Non-domain-specific • Trans-situational • Non-technical • Intangible
  • 13. SOFT SKILLS : EMOTIONAL INTELLIGENCE The EQ-i 2.0® Model, based on the Bar-On (1997) model of EI - Source: MHS (link) The 5 Domains of Emotional Intelligence in Goleman’s Model of EI EMOTIONAL INTELLIGENCE
  • 14. • Learning to learn. • Equipping with new skills. • Making oneself more knowledgeable. • Lifelong learning, learning agility, personal adaptability. JOB PERFORMANCE REQUIRES 4 CATEGORIES OF SKILLS : SELF-UPGRADING SKILLS
  • 15. HOW TO PREDICT PERFORMANCE? THE ROLE OF PERSONALITY
  • 16. Cognitive ability, AKA “intelligence” is what determines our reasoning power and problem solving power. PERSONALITY Our unique and relatively stable patterns of behavior, thoughts, and emotions. Funder, 2011
  • 17. An evolution of the Big Five model of personality, the HEXACO model (and behaviour-based questionnaire), measures 6 dimensions of personality to predict performance on the job. JOB PERFORMANCE AND PERSONALITY HEXACO H E X A C O “Moral character is described by the honesty-humility personality dimension, a factor that had been overlooked in the famous “big five” model of personality.” (T. Cohen, Scientific American Mind – Link) Whereas Cognitive Ability tells us a lot about what a person can do, Personality tells us about what a person is willing to do and how they might go about doing it. P. Dunlop
  • 18. Source : sacsconsult.com.au IMPACT OF PERSONALITY ON JOB PERFORMANCE HEXACO Personality traits evaluated in Ashton & alii’s HEXACO Model
  • 19. KEY FINDINGS JOB PERFORMANCE AND PERSONALITY HEXACO CONSCIENTIOUSNESS has been shown to predict performance across many jobs. HONESTY-HUMILITY along with conscientiousness and guilt proneness, predicts positive job performance and ethical leadership. EXTRAVERSION has been shown to predict performance in sales jobs. Personality can also be used to predict negative work outcomes. For example : • people who are less agreeable seem to be more inclined to withdraw from their work. • people who are less honest tend to engage in activities like counterproductive work behaviours, stealing or taking longer breaks. (Source: P. Dunlop)
  • 20. PERSONALITY AND JOB PERFORMANCE IMPORTANCE OF SITUATIONS WEAK SITUATIONS Our personality is likely to be most important in situations where we have the freedom to choose how we behave. STRONG SITUATIONS Quite often, personality does not determine our behavior so much : it is the situation that determines how we behave. SITUATION PERSONALITY BEHAVIOUR PERSONALITY BEHAVIOUR SITUATION Strong situations : when the boss is watching, the least conscientious person will try to work hard; the most extroverted person will probably stay quiet when in a library.
  • 21. HOW TO PREDICT PERFORMANCE? THE ROLE OF MOTIVATION
  • 22. Without the will to do the tasks, skills and knowledge alone won't lead to performancePERFORMANCE ON THE JOB Personality SKILLS Cognitive ability Motivation Both ability (cognitive & physical ability, knowledge, necessary skills), and motivation are essential for a person to perform well on a job. JOB PERFORMANCE AND MOTIVATION M.Gagne
  • 23. MOTIVATION IS DESCRIBED AS : THE DIRECTION, INTENSITY, AND DURATION OF BEHAVIOUR. The direction of behavior : • is indicated by the choices a person makes (e.g. : between two activities). Intensity of behaviour : • is another indicator of motivation considering the efforts a person is willing to put into an activity. The duration of a behaviour : • the longer a person spends on an activity, or the more they persist in the face of obstacles indicates high motivation for this activity.
  • 24. DIFFERENT WAYS TO MEASURE MOTIVATION • Evaluating people’s behaviours Measure how much time people persist on a task Do they persist or give up in the face of obstacles? Measure reaction time (faster reaction times indicate more motivation). • Non-verbal signs Observe facial expressions and body posture Do people look happy, focused and attentive? (hi-M) Observe eye movements : pupil dilatation indicates interest; blinks indicate shifts of attention. Observe body language : Leaning the body in conversation and keeping an open posture indicates interest; crossing one’s arms and turning one’s body away indicate lack of interest or motivation to avoid. • Asking people to report on it Engagement surveys, pulse surveys, feedback, eNPS. PERFORMANCE ON THE JOB HOW TO MEASURE MOTIVATION?
  • 25. WHAT KIND OF MOTIVATION PREDICTS BEST PERFORMANCE ON THE JOB? Different types of motivation affect performance and well being. Deci and Ryan developed a motivation model (Self-determination theory), which distinguishes between 2 types of motivation : MOTIVATION PREDICTING PERFORMANCE ON THE JOB
  • 26. MOTIVATION AND JOB PERFORMANCE SELF-DETERMINATION CONTINUUM Self-Determination Theory : Intrinsic and Extrinsic Motivation, Ryan & Deci, 2000. ( Source : Researchgate)
  • 27. WHAT KIND OF MOTIVATION PREDICTS BEST PERFORMANCE ON THE JOB? Two types of motivation lead to the best performance and well-being outcomes: • Intrinsic motivation the person finds interest, enjoyment, inherent satisfaction in the task. • Extrinsic autonomous motivation the person finds the task important, meaningful, or has a strong sense of duty. People with these 2 types of motivation put more energy into their work. MOTIVATION AS A PREDICTOR OF PERFORMANCE ON THE JOB
  • 28. HOW TO PREDICT PERFORMANCE? SYNTHESIS
  • 29. 4 STRONG PREDICTORS OF PERFORMANCE ON THE JOB HOW TO PREDICT PERFORMANCE ON THE JOB
  • 30. RESOURCES & REFERENCES • The Validity and Utility of Selection Methods, Schmidt & Hunter (Researchgate – link). • HEXACO Personality Inventory : http://hexaco.org/ • Individual Differences and Personality, Ashton, Elsevier. • Daniel Goleman : Emotional Intelligence (link). • MHS : The EQ-i 2.0 Model and The Science Behind It (link). • Self-Determination Theory, Deci & Ryan, Guilford (link).