reconsider

Motivation is basically the inner engine that drives us to set goals and move toward them. When our motivation is high, we are more driven to achieve and more ready to invest our time, energy, and emotions to reach something that feels important. When it is low, the opposite happens: goal setting itself becomes weaker, and the effort we put in naturally drops. In a workplace context, this shift is directly tied to how satisfied people are in their jobs, how happy they are at work, how well they perform, and how strongly they feel connected to the broader goals of their team or company (1) (2) . Over time, sustained low motivation and its accompanying effects can wear down both sides: the individual employee and the organization as a whole. In this blog series, we will examine workplace motivation through three major motivational theories. Instead of focusing only on how to “boost” motivation, we will explore the psychological mechanisms that shape it.  In this first article, we be...

The relationship between personality and work performance has long attracted the attention of both employers and job seekers. Individuals often seek careers that align with their personality, assuming that fit will increase both success and satisfaction. Organizations, on the other hand, attempt to identify personality traits that may predict performance in specific roles. Yet the use of personality tests in recruitment has been consistently debated. A central concern is job relevance : whether the trait being measured is meaningfully connected to actual job requirements (Spector, 1999). Without clear evidence of this connection, personality assessment risks becoming both unfair to candidates and weak in predictive validity for organizations. The issue, therefore, is not whether personality matters. It is whether the specific trait being evaluated genuinely contributes to performance in the role in question. Despite these concerns, personality measures fr...