Cognitive Abilities
Personality traits have been found to influence organizational behavior and job satisfaction. Individuals with higher cognitive abilities have the potential to produce exemplary results. However, studies have indicated that such abilities might have adverse effects on job performance. Despite such arguments, I strongly believe that cognitive abilities should be part of an exam aimed at assessing the traits possessed by the targeted applicants.
The approach will guide the hired individuals to work under stressful or threatening circumstances. They will also be able to make desirable decisions even when under pressure. Such abilities can be used as a “strong predictors of future job performance” (Nair, 2010, p. 64)
I agree with the police department discussed in the book “Organizational Behavior” by Suja Nair. According to the presented case, there should be an upper limit to the cognitive abilities targeted by an interviewer (Nair, 2010). Such cognitive abilities will ensure the successful candidates can make accurate and meaningful decisions. Police officers who possess such abilities will find it easier to transform their competencies into meaningful results (Naish, 2013). Individuals with the highest cognitive abilities have the potential to produce positive results. However, the levels of organizational commitment and job satisfaction will be low for these individuals.
After hiring the targeted individuals, the police department should use various proactive approaches to address personal differences and match their skills with the targeted organizational goals (Nair, 2010). Cognitive abilities should, therefore, be included in the test. However, a specific upper limit is necessary to ensure the hired individuals have what it takes to deliver positive results.
Personality Traits: Handling Stressful Situations and Decision-Making
Recruiters should consider various personality traits whenever planning to hire individuals capable of handling stressful circumstances (Sanders, 2008). Police officials should possess specific personality traits to handle a wide range of situations. Such people work in different situations that require immediate intervention and instant decision-making (Nair, 2010). As a consultant, it will be necessary for the department to consider various personality traits that will predict a police officer’s ability to make decisions under stress and handle stressful situations. The first personality factor is the ability to adjust to different situations (Nair, 2010). Such an individual will be confident and make effective decisions.
The other unique factor is conscientiousness. The most successful candidates should be neat, dependable, and organized (Sanders, 2008). Intellectual openness is another powerful personality trait needed by people working as police officers. Individuals with high levels of intellectual openness tend to be curious and imaginative. These capabilities will support their decision-making processes whenever they face different situations or challenges.
High self-esteem is a relevant trait for police officers. Individuals with high esteem will make efficient decisions promptly. The trait also improves “a person’s ability to adjust to different changes” (Nair, 2010, p. 146). The other important personality trait is goal orientation (Sulkowski, 2012). This personality trait makes it easier for individuals to acquire new competencies, make appropriate decisions, and master every situation.
The personality trait will also make sure the person is goals-oriented. Moderate goal orientation is essential because it guides individuals to accept challenges and focus on the best practices. Such practices will ensure the most desirable results are recorded.
Extroversion should be treated as a positive personality trait that will ensure an individual focuses on the best results. Such a person will be “oriented towards other people, events, and objects” (Nair, 2010, p. 149). The person will be aware of different changes and practices that can deliver positive results.
The possession of these traits will ensure the people understand the challenges affecting their followers. They will receive positive feedbacks from their teammates since they are open-minded, sociable, and emotionally stable. They are organized therefore being able to use their imaginations to make meaningful decisions. They will consider the major situations affecting them and promote the best approaches towards realizing positive outcomes (Sanders, 2008). Persons possessing these attributes will find it easier to assess the opinions of others. They will make accurate and stable decisions based on the existing evidence.
The ability to adjust is a powerful strength capable of making a difference in the police force. The targeted exam will, therefore, focus on these personality traits. This is the case because such traits best predict a candidate’s ability to present meaningful decisions whenever under stress. This is a critical goal that should be taken seriously by every police officer (Sanders, 2008).
Personality Traits: Ability to Cooperate with Community Members and Coworkers
The officers recruited by the police department should identify specific individuals who can work with different community members and their coworkers. Self-esteem is one of the best personality traits to consider when recruiting the right officers. Individuals with high self-esteem will be intrinsically-motivated to complete various tasks professionally. The persons will also be aware of the best practices such as teamwork in an attempt to deliver positive results (Nair, 2010). Self-esteem should be considered during the recruitment process.
Sociability is one of the Five Personality factors dictating the behaviors and competencies of many people. High levels of sociability are characterized by personal energy, assertiveness, and the ability to engage others (Nair, 2010). People with this kind of trait will find it easier to support others and make the most desirable decisions.
Nair (2010) asserts that locus control is a powerful trait that dictates how people manage the major events affecting their lives. Higher levels of internal locus control encourage individuals to engage in positive actions that will produce better results (Sanders, 2008). Goal orientation is also essential because it dictates how positive judgments are made. Goal orientation will ensure the targeted individuals are ready to socialize with others.
They will work hard to receive positive feedback from their workmates and members of the community. When matched with the above personality traits, this factor will ensure the hired police officers are aware of the welfare of their followers and workmates.
Emotional intelligence (EI) is another useful factor that should be considered when recruiting targeted officers. Increased levels of EI are associated with “the ability to empathize and understand other people’s feelings” (Nair, 2010, p. 150).
This trait will ensure the hired officers understand other people’s feelings and expectations. They will, therefore, use their competencies to involve others, address their problems, and focus on the best outcomes. Police officers who possess most of these personality traits will engage others in the decision-making process. They will engage in the best practices and activities. By so doing, they will find it easier to maximize the outcomes for their workmates and communities.
References
Nair, R. (2010). Organisational behaviour. Mumbai, IN: Himalaya Publishing House.
Naish, R. (2013). Too clever by half. E-Learning Age, 1(1), 8.
Sanders, B. (2008). Using personality traits to predict police officer performance. Policing, 31(1), 129-147.
Sulkowski, L. (2012). Elements of organizational culture: theoretical and methodological problems. Management, 16(2), 63-71.