Adolescence Essay 10 - 1357 Words

Adolescence is a stage of maturation between childhood and adulthood that denotes the period from the beginning of puberty to maturity. However, many conflicting opinions are raised about weather such a stage of childhood is influenced by stress, depression, and suicide rate. Some people support the optimistic view that says that adolescence is not a period of storm and stress. Others, including me, support an opposite pessimistic view which characterizes adolescence as a period of stress and inner turmoil. Unfortunately, it has been recently proved that depression is a growing problem in today s society and a major contributing factor for a multitude of adolescent problems. This is because , as research indicates, adolescent depression†¦show more content†¦So how can the physician determine when a patient should be diagnosed as depressed or suicidal? Brown (1996) suggested the best way to diagnose is to screen out the vulnerable groups of children and adolescents for the risk factors of suicide and then refer them for treatment. Some of these risk factors include verbal signs of suicide within the last three months, prior attempts at suicide, indication of severe mood problems, or excessive alcohol and substance abuse. Many physicians tend to think of depression as an illness of adulthood. In fact, Brown (1996) stated that it was only in the 1980 s that mood disorders in children were included in the category of diagnosed psychiatric illnesses. In actuality, 7-14% of children will experience an episode of major depression before the age of 15. An average of 20-30% of adult bipolar patients report having their first episode before the age of 20. In a sampling of 100,000 adolescents, two to three thousand will have mood disorders out of which 8-10 will commit suicide (Brown, 1996). Blackman (1995) remarked that the suicide rate for adolescents has increased more than 200% over the last decade. Brown (1996) added that an estimated 2,000 teenagers per year commitShow MoreRelatedThe Brilliant Club Final Assignment1683 Words   |  7 PagesClub Final Assignment Nathan Bell Introduction This essay is going to list and compare adult and adolescent behaviour, characteristics and try to analyse how certain adolescent characteristics change into adulthood. It will look at what characteristics change and what don’t, look up the information to do with the question and rewrite the information without changing the meaning and make sure it will have the source links at the bottom of the essay. It will show images of the brain at different agesRead MoreAdolescent Physical Growth And Development1055 Words   |  5 PagesIntroduction The focus of this essay is on adolescent physical growth and development. 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This essay describes Moffitt s theory on developmental taxonomy and thereafter criticise Moffitt s theory by identifying and evaluating the theory with reference to existent literature upon it. The final part of the essay offers a reference conclusion as to whetherRead MoreThe Debate Over Single Sex Schools958 Words   |  4 Pagesreasons, several countries such as Saudi Arabia only have single-sex schools. However, the effect and rationality of single-sex schools are an ongoing controversy, that being debated in a worldwide range. In this essay, the cases for and against single-sex education will be discussed. This essay will firstly present some positive impacts of si ngle-sex schools, including an increase in students’ academic achievement and a decrease in classroom relationship problems related to gender. It will then discussRead MoreLearning Styles And Sociocultural Influences On Child And Adolescent Development1641 Words   |  7 PagesThis essay will describe child and adolescent behaviours reported in the media and will examine the link to development theories, learning styles and sociocultural influences on child and adolescent development. As a developing secondary school preserve teacher, my focus will be mainly on adolescent behaviours and development. I will be examining an article from a media how these developmental theories analyses and helps us to understand the behaviour of child and adolescents. I will also try toRead MoreSocialisation After Adolescence Essay1426 Words   |  6 PagesEssay Summary 1) Adult socialization is a time of learning new roles and statuses. 2) Peer Groups are strong socializing agents for adolescents who are still trying to find their own identity. 3) Radio, television, cinema, newspapers, magazines, music, and the Internet are powerful agents of socialization. 4) The state almost shapes our life cycle. 5) School plays a major role in socializing adolescents. It is a place of education where the individual learns to socialize with both authorityRead MoreA Study On Infant Mother Attachment1493 Words   |  6 Pagesattachment classification were not the same when infants were at the second Strange Situation study at 18 months age. Later in 2014, a longitudinal study conducted by Burchinal et al. suggested that infant attachment can remain stable until early adolescence. In this essay, it will be argued that infant attachment are not stable after the first year of life. Waters (1978) argued that there was little evidence suggesting that infant-mother attachment remain stables 6 months after the Strange Situation experimentRead MoreA Research Study On Eating Disorders Essay1251 Words   |  6 Pages INTRODUCTION During the psychosocial development in adolescence, there are various health issues that may transpire. This essay will focus primarily on how eating disorders affect both genders, predominantly in Western societies. The term ‘eating disorder’ is a very comprehensive term, which is further broken down into categories. The content of this essay will cover three of these categories; including Anorexia Nervosa, Bulimia Nervosa and Binge Eating Disorder (BED). Additionally discussed

John Locke s Theory Of The Declaration Of Independence

John Locke, an influential English philosopher, has been considered one of the greatest thinkers during the Enlightenment. Well-known for his fundamental role in developing political philosophy, John Locke is widely regarded as â€Å"the Father of Liberalism†. Furthermore, being a pioneer empiricist, his famous theory of the human mind as containing non-innate ideas is often seen as an inspiration for contemporary empiricists. He also contributed to the social contract theory. This theory states that: individuals in a society consent to surrender some of their freedoms in exchange for protection of their other rights. Due to his contributions, many people believe that he influenced a great number of thinkers in history, including Thomas Jefferson, the main author of the Declaration of Independence. In this essay, I will be focusing on John Locke’s liberal theory. Furthermore, I will discuss how his thinking influenced the composition of The Declaration of Independence, a statement by which the thirteen American colonies announced that they were not a part of Great Britain. And I will discuss whether he did carry out his liberal theory or he lived by different standards. During my research, these following observations have been made: First and foremost, liberalism, which was greatly valued by John Locke, is reflected in The Declaration of Independence. As a matter of fact, in The Declaration of Independence, Thomas Jefferson quoted John Locke’s work in his own word. ThomasShow MoreRelatedThe Enlightenment Theory Of John Locke1627 Words   |  7 PagesThe Enlightenment theory philosophies of John Locke offered a future that could drastically change government, economic and social ideals. Thomas Jefferson borrowed liberally from the enlightenment theory from John Locke, specifically focusing on Locks theories of the equality of men, natural rights, and that people should have a say on how the government treated people. Jefferson created a draft document created a bold experiment, America. The enlightenment philosophy of John Locke theorized that thatRead MoreJean Jacques Rousseau And The Declaration Of Independence Essay1459 Words   |  6 P agesContract, the Declaration of Independence is a document that sets out to explain the relationship between a government and its people based on an an understanding of that relationship. The Declaration of Independence was composed by Thomas Jefferson in 1766, and shares many of the same ideals as The Social Contract. The Social Contract and the Declaration of Independence are more similar than different because Jean-Jacques Rousseau influenced John Locke, whose Social Contract Theories directly influencedRead MoreJohn Locke s Theory Of Government884 Words   |  4 PagesThis essay will discuss and show how Thomas Jefferson’s theory of revolution follows the speculation of government from the philosopher John Locke. We’ll additionally discuss Thomas Hobbes’s theory of government. Both John Locke and Jefferson’s theories contributed to the American Revolution and to the Declaration of Independence. Thomas Jefferson’s theory of revolution found wi thin the Declaration of Independence follows John Locke’s theory of government in multiple aspects, as well as in both theRead MoreEssay On John Locke And Thomas Hobbes1076 Words   |  5 Pages John Locke and Thomas Hobbes John Locke and Thomas Hobbes, two English Enlightenment philosophers, were both very influential politically and philosophically despite having almost opposite beliefs. While each individually influenced later documents and events such as the Declaration of Independence and the American Revolution, they had an equally big impact in history. Today, everyone recognizes natural rights and the modern system of government uses social contracts every day. Thomas HobbesRead MoreThe Enlightenment Period : John Locke And Rousseau s Separation Of Powers1235 Words   |  5 Pageshistory brought theories about scientific revolution, brought new ways of thinking amongst the people, and human reasoning brought questions of beliefs and ideas amongst society. The Enlightenment was a shift in time, a time where equality was to take stand, where people would be influenced to break away from their miseries. John Locke s natural rights, Voltaires religious tolerance, Montesquieu s separation of powers, Wollstonecraft s views on women s rights, Newtons scientific theories, and Rousseau’sRead MoreThe British Enlightenment And The American Revolution1538 Words   |  7 Pagesadvancements in science that pushed back religious superstitions, as well as developments in economics and political thinking. (lecture) The British Enlightenment specifically had a large impact on the American Revolution with key figures such as John Locke. His works inc luding, Two Treatises of Government (1690), were highly influential upon the founding fathers of the United States. Historical events must also be understood as impacting the revolution as the colonists drew upon their past experiencesRead MoreThe Declaration Of Independence By Thomas Jefferson1509 Words   |  7 Pages The Declaration of Independence may be considered the most important document in American history. Many are familiar with this document written in 1776 mostly by Thomas Jefferson. It is famous for breaking the ties between the thirteen American colonies and Great Britain, granting the thirteen colonies as a newly independent sovereign state. On July fourth 1776 it was officially adopted by the continental congress meeting, which announced the colonies to be no longer part of the British Empire.Read MoreThe Declaration Of Independence By John Locke1294 Words   |  6 Pagesusurpations, pursuing invariably the same Object evinces a design to reduce them under absolute Despotism, it is their right, it is their duty, to throw off such Government, and to provide new Guards for their future security. – The Declaration of Independence John Locke, perhaps the greatest single influence on early American political thought, studied and articulated truths that had been simply assumed. His experiences during the English Civil War and efforts to bring about the Glorious RevolutionRead MoreJohn Locke And The Locke Of The United States5485 Words   |  22 PagesFrom Aristotle to John Locke to Thomas Jefferson, the ideas of great philosophers influenced the foundations of the United States. When Jefferson began writing the Declaration of Independence, he wanted to make this new country based on the basic fundamentals. He wanted to base the country on what was considered the natural laws. Jefferson had many philosophical minds to ponder when writing the document, such as Aristotle and most importantly John Locke. The writings of John Locke were basic in theRead MoreThomas Hobbes And The Social Contract Theory1088 Words   |  5 PagesStates Constitution established America s national government and fundamental laws and guaranteed certain basic rights for its citizens it was signed on September 17th 1787 by delegates to the Constitution convention in Philadelphia presided over by George Washington. Although other countries have changed their Constitution over years the United States Constitution has been kept the same. The Leviathan, Two Treatises, and the Declaration of Independence serve as underpinnings of the Constitution

Hysteria by Def Leppard free essay sample

Def Leppard is an English rock band that started in 1977 and is still producing music and touring up to the present day! In their 37 years of being a successful band they have sold 100 million records worldwide. So far they have released 22 albums but one of their most popular is Hysteria. This particular album was produced in 1987 and seven out of the twelve songs were produced as singles. When this album was realease it ended to sell 16 million albums, 12 million of which were just in the united states. This past 37 years have been full of changes for Def Leppard, they have had a total of 4 band member additions and other changes. Not only have they changed band members, they have also had injuries in band. When 15 year old Rick Allen joined the band he was there drummer for six years until he was involved in a car accident that had severed his left arm. We will write a custom essay sample on Hysteria by Def Leppard or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Despite all the hard time this band has gone through they still proved themselves worthy of the title of a legendary rock band. Def Leppard has had 13 nominations and won two awards, one for favorite heavy metal/hard rock artist and another for favorite heavy metal/hard rock album. Def Leppard is one out of only five bands with two original albums selling over 10 million copies just in the US, along with some of the world most known bands, The Beatles, Led Zepplin, Pink Floyd and Van Halen. Not to mention both of their albums paranoia and Hysteria featured in the rolling stones top 500 albums ever made. Their album Hysteria is an amazing album with many single hits. I myself have listed to this album a few times over and i must agree with fans that this is a truly incredible album. Not only is it clean cut Heavy Rock its also fun to listen to. Their Music style and song have followed rock through the years while also staying a true beginning of rock and roll band. They have amazing sound that isnt just to todays years, their rock is old school, new and every year in between and they have beautifully found a way to keep with the times. I strongly reccomend this album and this band to any heavy metal, hard rock or rock and roll fan that is looking for a good original band.

Personality and Job Performance

Question: Discuss bout the Personality and Job Performance. Answer: Introduction Modern workplaces have experienced extensive changes in all aspects of the organization running including workforce diversity that brings in different personalities. An individual personality encompasses a pattern of attitudes, thoughts, and behaviors towards a certain situation, hence, act as a key determinant of how people respond to different circumstances. Job performance refers to the ability of an employee to handle the assigned duties successfully at work. The modern leaders must be aware of different personality and how they impact on the job performance to help them develop ways to capitalize on the diversity. Various scholars have emphasized of on the big five personalities as the acceptable personality structure that encompasses interrelated traits and captures different personalities. The dimensions of the big five personalities include Conscientiousness, Openness, Agreeableness, Extraversion, and Neuroticism. Hence, the study aims at evaluating the relationship between p ersonality and job performance and give recommendations to organization behavior scholars and leaders on how to utilize the knowledge for efficient organization performance. Conscientiousness Personality According to Barrick Mount (1991), Conscientiousness is the individuals ability to exercise self-control and organizing oneself to execute the assigned tasks. A conscientious person is punctual, determined and guided by the need to achieve. Individuals who are result-orientated will engage in organizational duties willingly and pursue the set goals for personal fulfillment. Ahmad, Ather Hussain (2014) note that people with conscientiousness personality traits are hard workers and responsible and can be relied upon to deliver good quality results. Taking responsibility for ones action is a critical drive to commitment and the desire to perform fulfilling duties. Being responsible translates to hard work and commitment to achieve the desired results and grow as an individual and the organization. Thus, employees who are conscientious will work hard and give the best to attain the set objectives; this translates to effective individual job performance and organizational growth. Accord ing to Mkoji Sikalieh (2012), Individuals who display characters of purpose and obligation in workplaces perform better. Moreover, conscientious people are persistent. The ability to push more for results irrespective of the challenges enables such employees to achieve the set targets. The workers are motivated by the need of fulfilling end results, and this means they will commit and have good performance at work. However, Bakker, Demerouti Lieke (2012) argues that conscientious people tend to be workaholic, and this can affect their performance on the jobs. Conscientious personalities may suffer from fatigue and reduce the quality of their work. Additionally, concentrating more on results may make conscientious people miss out on other aspects such a teamwork which is critical for personal and organizational growth. Open to Experience personality Rothmann Coetzer (2003) note that open to experience characters are highly creative, have intellectual curiosity and are receptive to new ideas. People who display openness traits have a preference for variety and need for independent judgment. Workplaces are full of challenging situations that require creative ways of solving the hurdles and, employees with the ability to think out of the box yield excellent performance though creatively thinking out of challenges that would have negatively impacted on the individual and organizational performance. Moreover, people who can learn new ways of doing things and successfully and adapt them boost their performance. Open personalities have the curiosity to learn new skills and competencies useful to compete ably and gain a competitive edge. According to Bakker, Demerouti Lieke (2012), People who are open to experience are open-minded and social and, this helps them to question the procedures of doing things knowledgeably, give suggestion s and create a cordial working relationship with other workers. Job performance for new employees is highly influenced by how fast and knowledgeable the recruit adapt to the workplace. The open-minded trait in openness personality enables employee to quickly adapt in the workplaces through questions, training and get the know-how ability to give the best performance of the assigned duties. Additionally, teamwork is a crucial aspect of improved performance. People with openness personality relate well with others, learn from each other and boost the individual performance. Agreeableness According to Hurtz Donovan (2000), agreeable personality is likable and relates well with people; they are tolerant and ready to help irrespective of their moods. An individual who has agreeable personality traits is sympathetic, kind and trusting and perceives every person to be helpful in the running of an organization. A relationship built on trust and willingness to help a healthy working environment for fellow staffs and eventually improved performance in everyone. The ability to tolerate the cultural behavior of every person and assist the fellow employees to learn new ways and organizational culture positively impacts on the performance of the organization. The traits of cooperativeness displayed by agreeable personalities translate to success in teamwork (LePine 2003). Members of teams have different capabilities and friendly people help create a cohesive relationship and bridge the skills gap in every member necessary for high-quality individual and team performance. Additi onally, job performance directly relates to the ability to train and acquire significant skills to match the job descriptions. The interactive nature of agreeable people helps them teach and learn critical skills for effective performance. However, Guay et al. (2013) note that agreeable people can compromise performance due to their charming personality. The people who are warm and kind may evade conflict scenarios that are necessary for adequate performance. Individual high on agreeableness will avoid change-oriented discussions such as organizational change resistance from employees that brings conflict, hence, not implement necessary requirements for organization good. Extraversion Job performance is related to the positive feelings of the employees towards the assigned task. Extroverts are outgoing and very optimistic in whatever activity they do. Judge Ilies (2002) claim that extraversion personality displays character traits such as sociable, talkative, assertiveness and indulges in a lot of activities. When people like their jobs, they commit to the realization of the objectives. Optimism displayed by extroverts prompts them to go to an extra mile to realize their ambitions and, this enhances their job performance. According to Wanberg Kammeyer-Mueller (2000), employees with extraversion traits are effective in jobs that require social interactions such as sales and customer services. Extraverts enjoy socializing which serves as an added advantage to occupations that require constant interactions with people and ultimately high performance. Additionally, extraverts adjust quickly to new environments and new jobs. Flexibility and adaptability are critical aspects that enhance job satisfaction and individual performance in a new working environment (Bakker, Demerouti Lieke 2012).The ability to adjust to new jobs without significant challenges creates room for success. They have an easy time that boosts the love for the job and dedication and, this translates to practical performance. The talkative nature of extroverts enables them to seek for clarity and feedback which is crucial for quality job performance. When one knows the duty expectations and the previous personal performance, they develop the urge to carry out the necessary task and improve their results. Extraversion traits such as friendliness play a crucial role in establishing an exciting environment for people to work peacefully and serve as a recipe for good performance at work. A happy and co-existing diverse workforce is very the key to organizational growth (Wanberg Kammeyer-Mueller 2000). The ability of extroverts to derive pleasure and happiness from the social wor king relationship will enhance their performance and entire organization growth. Neuroticism Neurotic employees can experience constant conflicts with co-workers and negatively affect their job performance. According to Barrick, Mount Judge (2001), Neuroticism personalities display negative affect such as being extremely temperamental, moody and irritable. People with Neuroticism traits experience, uncontrollable anger, have emotional adjustment problems and are vulnerable to stress and depression. Individuals who are temperamental and moody are weak team workers and will have a poor relationship with fellow employees and affect the performance of the group. Seibert Kraimer (2001) notes that people that score highly on neuroticism are habitually unhappy at their workplace. Happiness and job performance are related and, one derives the motivation to get positive results due to fulfilling workplaces as a result of a good working relationship with the management and fellow employees. Furthermore, Neuroticism personalities are affected by stress and are unable to handle depres sion, thus, affect their productivity. Stress hinders effective employees production and keeps them worrying about the stressors. The Neuroticism traits lead people to hate their job and constantly think about quitting their career due to lack of a fulfilling environment and irritating co-workers. On the contrary, people with a low score on Neuroticism experiences job fulfillment and are more committed to their task. Barrick Mount (1991) claims that people with fewer Neuroticism traits control their emotions and experiences positive moods at work. The ability to manage ones stress and disposition allow workers to focus on their assigned task and give the best results irrespective of the situations. Such characteristics enable employees to develop a good relationship at work with the supervisor and fellow workers and enhance their individual performance as well as organizational performance. Recommendations to OB Scholars and Leaders Corporate leaders should embrace the ideas of duty delegation and give employees with conscientiousness personality traits the autonomy to make organizational decisions. People with conscientious character are responsible and have a high tendency to set high goals for themselves. According to Abdullah, Omar Rashid (2013), allowing people with conscientious personality take the responsibility to make critical organizations decisions will elicit commitment and hard work to achieve their set goals. The Conscientiousness personalities are driven by results; they are optimistic on the venture and give their best for individual fulfillment (Colquitt, Lepine Wesson 2011). The employees will drive more pleasure from being involved in determining the organizational policy and practices and commit to the realization of the objectives. The organizational leadership should engage people with open to experience personalities in developing and implementing regulatory changes in term of policies and procedures. Individuals with openness to experience personality are receptive to new ideas and very creative. According to Huang, Ryan, Zabel Palmer (2014), to counter resistance to change from staffs, the management should engage in a consultative meeting with people with openness personality who will be willing to listen and adapt to changes. Additionally, these employees will be creatively come up with ways that will be acceptable to other employees as a result of knowing what other staffs like. Organizational management should appoint people displaying agreeableness personality to be team leaders and other leadership positions within the organization. Agreeable people will create a healthy working environment for every employee in the team and nurture the skills gaps to help them give the best in their tasks. Neuman, Wagner Christiansen (1999) notes that tolerance and friendliness creates a peaceful work environment. The ability to foster an environment where everyone feels valued and appreciated will give more positive results. According to LePine (2003), being cooperative is an aspect of a good leader. People with agreeable personality traits are very supportive and compassionate willingly to listen and help others for the good of the team. Leaders should strive to break the bureaucratic relationship between management and the staffs and create a sociable environment that people will enjoy working in to capitalize on the capabilities of extroverts. Additionally, they should create teams to encourage people working together to develop both personal and working relationship. Ghani, Yunus Bahry (2016) argue that creating an environment where extroverts talk and socialize in the course of their duties will yield maximum performance. People with extraversion personality traits draw the energy and the motivation to work from interacting with people. Moreover, the leaders should cultivate the culture of respect to privacy and personal decisions to give room for introverts to enjoy working in their preferred way. Introverts like working alone or in a group of few people (Awadh Ismail 2012).Thus, for organizations to fully capitalize on the introverts personality abilities they should create opportunities to choose the mode of working and type of duties. Organizational leadership should develop corporate social responsibility activities that actively engage employees displaying neuroticism personality traits. Highly neurotic individual are highly irritable, emotionally unstable and susceptible to stress and participating in social activities will enable them to cope with the work stressors. According to Awadh Ismail (2012), people improve their social skills through practice and interacting with others to relieve anxiety. Providing a chance for neurotic people to mingle freely and start conversations with new people will make it easy for them to develop the social skills. Moreover, leaders should start counseling centers at workplaces to help such personalities to handle on and off stressors. Conclusion Consequently, employees personalities influence their perceptions on the job, commitment to their duties, development of necessary skills and motivation to work and eventual individual and organizational performance. The popular Big Five model encompasses different facets of personalities in the dimensions of conscientiousness, Open to experience, Agreeableness, Extraversion, and Neuroticism. An individual character is related to job performance. Conscientiousness traits are driven by the need for achievement and commit themselves to set goals while openness personalities are creative and receptive to training and new skills to enhance their performance. Agreeableness personality traits are team workers and help others willingly to boost the performance of the team while Extraverts draws energy from socializing while working and, this makes them happy which is crucial for good performance. Neurotic personalities are very irritable and vulnerable to depression that deprives them the c apabilities to give their best in workplaces. Organizational leaders should launch initiatives such as duty delegation, employees consultation in organization change introduction, appointing others as leaders in different capacities, breaking the inflexible relationships at work and involving employees actively in corporate social responsibilities to tap the energies of all the personalities and help other develop to give their best. References Abdullah, I., Omar, R. and Rashid, Y., 2013. Effect of Personality on Organizational Commitment and Employees Performance: Empirical Evidence from Banking Sector of Pakistan. Middle-East Journal of Scientific Research, 17(6), pp.761-768. Ahmad, J., Ather, M.R. and Hussain, M., 2014. Impact of Big Five personality traits on job performance (Organizational commitment as a mediator). In Management, knowledge and learning international conference (pp. 25-27). Awadh, A.M. and Ismail, W.K.W., 2012. The impact of personality traits and employee work-related attitudes on employee performance with the moderating effect of organizational culture: the case of Saudi Arabia. Asian Journal of Business and Management Sciences, 1(10), pp.108-127. Bakker, A.B., Demerouti, E. and Lieke, L., 2012. Work engagement, performance, and active learning: The role of conscientiousness. Journal of Vocational Behavior, 80(2), pp.555-564. Barrick, M.R., Mount, M.K. and Judge, T.A., 2001. Personality and performance at the beginning of the new millennium: What do we know and where do we go next?. International Journal of Selection and assessment, 9(1à ¢Ã¢â€š ¬Ã‚ 2), pp.9-30. Barrick, M.R. and Mount, M.K., 1991. The big five personality dimensions and job performance: a metaà ¢Ã¢â€š ¬Ã‚ analysis. Personnel psychology, 44(1), pp.1-26. Colquitt, J., Lepine, J.A. and Wesson, M.J., 2011. Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin. Ghani, N.M., Yunus, N.M. and Bahry, N.S., 2016. Leader's Personality Traits and Employees Job Performance in Public Sector, Putrajaya. Procedia Economics and Finance, 37, pp.46-51. Guay et al. 2013. The interactive effect of conscientiousness and agreeableness on job performance dimensions in South Korea. International Journal of Selection and Assessment, 21(2), pp.233-238. Huang, J.L., Ryan, A.M., Zabel, K.L. and Palmer, A., 2014. Personality and adaptive performance at work: A meta-analytic investigation. Journal of Applied Psychology, 99(1), p.162. Hurtz, G.M. and Donovan, J.J., 2000. Personality and job performance: the Big Five revisited. Journal of applied psychology, 85(6), p.869. Judge, T.A. and Ilies, R., 2002. Relationship of personality to performance motivation: a meta-analytic review. Journal of applied psychology, 87(4), p.797. LePine, J.A., 2003. Team adaptation and postchange performance: effects of team composition in terms of members' cognitive ability and personality. Journal of Applied Psychology, 88(1), p.27. Mkoji, D. and Sikalieh, D., 2012. The Influence of Personality Dimensions on Organizational Performance. International Journal of Humanities and Social Science, 2(17), pp.184-194. Neuman, G.A., Wagner, S.H. and Christiansen, N.D., 1999. The relationship between work-team personality composition and the job performance of teams. Group Organization Management, 24(1), pp.28-45. Rothmann, S. and Coetzer, E.P., 2003. The big five personality dimensions and job performance. SA Journal of Industrial Psychology, 29(1). pp. 69-72 Seibert, S.E. and Kraimer, M.L., 2001. The five-factor model of personality and career success. Journal of vocational behavior, 58(1), pp.1-21. Wanberg, C.R. and Kammeyer-Mueller, J.D., 2000. Predictors and outcomes of proactivity in the socialization process. Journal of applied psychology, 85(3), p.373.