Psychology
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Abstract
People judge the competence of others based on the status and history of their morality. When a child is young, the child often receives two leading judgement based on his morality as the child develops. The two states of a judgement revolve around the effect of Morality influences the competence of child performance at school and the effect of the morality of the child on the performance at the workplace. These two stages happen at different times as the child develops. The Fist stage happens between the age of seven and fifteen, while the other stage of judgment takes place when the child is between sixteen and fifty years. The studies below concentrated on the second stage of child development. Globally morality of others is used to measure the competence of others. Despite the moral character affecting the worldwide examination of other people due to the existing beliefs, its actual effect on others’ understanding is quite translucent. Through the studies done, it is discovered that many usually capitalize on the data that they possess concerning other people to conclude on their competence in their jobs, regardless of the people clinging on folk intuitions that these intuitions are correct. All through the six studies that were done which involved 1567 participants factoring in two preregistered experiments, those who were involved did decide that untested sins, lie on the lab works, behaved meanly on the economic games, and did get a very minimal rating from their fellow employees as very incompetent than monitor or the moral objectives. The studies were particular on morality, and they were not synthesized from the wind but on thorough experiments. The studies proved that immoral people are generally regarded as very competent through readily available social intelligence. The capitalization of the studies four and five revealed that social intelligence was a dependable connection than the attitude of self-control and forms such as general intelligence. The research outcomes showed that the information that people have regarding morality mostly affects the understanding of a person’s competence at his workplace.
Introduction
The studies done revealed hugely that any person’s morality affects the perception of others on their competence at the workplace. The studies below involve the second stage of a child development whereby a child competence at the workplace is premised on the morality of a child. The second stage of child development usually takes place between the age of sixteen and fifty years. Some of the factors that were measured include; leadership, ability to handle pressure, and ability to meet deadlines. The development stage happens to be an upgrade of the previous stage of childhood since in the adulthood stage, a person is done with the schooling. The brain has undergone development such that the person becomes capable of working and solving the work-related problems while handling extreme pressure and stress affiliated to the work which cannot be handled at the childhood stage. People who have a high degree of morality are highly competent in their workplace, while those who happen to be immoral are regarded as very incompetent. At the adulthood stage, a person competence gets the measure through accomplishing more than the expected, showing excellence in everything, and the ability to motivate and inspire others. Six studies were done to authenticate the truth behind the theory. The studies involved 1567 participants. The studies that were done are six. The studies done includes; study 1, study 2, study 3, study 4, study 5, and Study 6. The studies involved participants of different races, such as whites, blacks, and Asians. The participants were required to respond to the questionnaires, which had questions that regarded morality’s impact on a person’s competence at the workplace. The participants were expected to respond to these questions through their computers. The method capitalized on for data collection is the questionnaire method. The Results of the analysis of the outcome of the response to the questionnaire showed that morality affects people’s perception of others’ competence at the workplace. Despite the studies, the research questions, the method of data collection, and the conclusion made contained some loopholes that can be subjected to criticism.
Article Criticism
Criticism of the Hypotheses
The Hypothesis held that moral character affects the perception that people have regarding the competence of a person at the workplace. The six studies that were done suggest that morality affects personal competence at the workplace (Stellar & Willer, 2018). Also, the studies proved that people whose morality was shallow have a rate of low competence at the workplace. The six studies measured the development of the adulthood of a child. Unlike the childhood stage, the adulthood stage focused more on the excellence of a person at the workplace, the ability to handle pressure and stress, and the potential of a person to meet the deadlines. Also, the adulthood stage focused on the difference in terms of leadership revealed at adulthood compared to the childhood stage. One of the studies that supported this theory was study two, which involved one hundred and fifty-five people. The results of these studies revealed that morality influenced the competence of a person in the workplace. Also, the study revealed that at adulthood, a person was able to demonstrate an advanced degree of leadership compared to the childhood stage. Furthermore, the results showed that people who cheated on their jobs were likely to perform poorly while those who did behave amicably were competent in their tasks.
Regarding the study, it was difficult for one to accept that a person’s morality affects their competence at specific tasks. Generally, it appears possible to find an immoral person, having the most excellent form of competence. It was also possible to find people whose morality is up to standard performing more inferior than the person who is thought to be immoral. The response given by the participants was based on their feelings but not on the facts. One man’s perception of a given person doesn’t have to be a reality. By cheating in a particular job or neglecting a specific duty has no direct or indirect impact on a person’s competence. The questions used in the Hypothesis asked whether the morality of a person affect competence in the workplace. The Hypothesis itself is not weighty to be used in research. A hypothesis based on facts and perceptions cannot derive facts and reliable conclusions concerning the matter. Morality is independent of competence; neither of them depends on another to bring up a new perception. The researchers were supposed to rethink on the kind of the Hypothesis they were bringing on the table. The Hypothesis does not solve any existing theoretical problem. One may guess that even the study’s conclusions will not solve any problem which they perceived it did exist. In any hypothesis, what the authors should concentrate on is whether their study will solve any problem which happens to exist. Morality was entirely inert for competence. Morality refers to the ability to possess’ good character, while competence refers to the act of doing something with a lot of skills.
Research Methodology
The research method that was used was the questionnaire method. Participants who were paid were required to answer their responses on the questionnaires using their computers on several questions that were provided (Stellar & Willer, 2018). Examples of the questions that were found on the questionnaires include; Does a person morality affect their ability to meet the deadlines at the workplace? Does a person morality affect their ability to meet the deadlines? Is the management of pressure and stress related to the morality of a person. The studies also did involve a big crowd of 1567 participants who took part in answering the questionnaires. The participants got fetched from different races. The races include the results revolved around the whites, blacks, Latinos, and Asians. The participants involved were from different ethnicities. The research did involve participants mostly from universities. The university students were considered essential in giving the best result that was required. The responses that people gave were made out of one’s will. The research methodology exploited is incomplete on itself; it can be placed under criticism. The aspects of the methodology can be criticized. There was a limitation on the methodology of the data collection; the authors did concentrate on the questionnaires only. For the data collection method to be assumed as reliable, it had to be supplemented with other data collection methods such as surveying and observation. Also, the questionnaires used on the questionnaires were limited, and very few gave the most reliable results. The number of participants used was so huge. It often becomes difficult for a big crowd to give the best-required results. The fact that the participants were paid to give their responses shows that the participants were to give the results that researchers were expecting. The participants of any study should never get paid so that they can give their responses. Paying the participants typically compromises the participants’ integrity, and at all times, the participants should never be influenced to give their results since the participants came from different races. It was not necessary to involve the participants from different races; involving participants from one race would have been more desirable than different races since people always hold the same perception. The ethics research was compromised because the participants were paid to respond to the questionnaires, paying the participants denied them the autonomy to respond independently.
Results
The researchers considered the results that they got to be very dependable since it solved the existing problem, which suggested that morality affects a person’s competence at the workplace. The ANOVA method used for data analysis gave only figures which are quite difficult for a person to understand (Stellar & Willer, 2018). The figures used were supposed to be explained using words. The graphs used were straightforward. Their simplicity gives a hard time for a person to understand. The graphs were supposed to be made complicated a little bit so that their close overview would indicate a more comprehensive understanding of morality’s effect on a person’s competence at the workplace. Table 1 shows how morality has different effects. The table was not supposed to use more than one effect since one effect is enough. The use of more than one effect gives the reader of the information a difficult time to understand. Also, the table has used two different timings.
The use of one timing is enough; the use of two timings is inappropriate. The use of two times makes the graphs to look informal. Also, the graphs have concentrated on three participants. The three participants were Investment banker, researcher, and teacher. It looks discriminative to have the three participants have the graphs for each while ignoring 1567. Due to the difference in the use of effects on the table, two timings, and the graphs make the studies’ findings appear irrelevant. Even though the studies’ findings appealed to what the researchers were after, to others, the findings might not appeal to anything or even demonstrate an iota of sense.
Discussion
The authors conclude that the morality perception of a person affects the competence of a person in the workplace. The results of Study two shows that evil people have low competence while good people have high competence. People whose morality was right at the adulthood stage demonstrated exemplary leadership, ability to meet the deadlines, ability to manage work stress and pressure. Also, the study’s results showed that a person’s morality affects how they function in different tasks. The results of the studies aligned with the intentions of the authors. Some of the recommendation that can suite the study is that the research was supposed to involve a few people and at least involve people of limited races. The authors’ study had several limitations; the study only concentrated on studying people with good morals and their competence but ignored the study of how immorality affects others’ competence. Also, the studies participants had no real knowledge of how morality affects a person’s competence if the people had enough knowledge of the relationship between morality and competence. Furthermore, the graphs drawn were too simple to give the results that were required. A graph was supposed to contain detailed information that would help any reader understand the research’s backbone. The other alternative that would exist to explain the finding is that moral character is used to rank people at the workplace or in the job market.
Conclusion
The research involved six studies in testing how morality affects the competence of a person at the workplace as the second stage of a child’s development, which happens between the age of sixteen and fifty years. The studies did involve 1567 participants who came from different races. The method of data collection that was used is the questionnaire method. Through a thorough analysis of the findings using the Anova technique, the results coined the authors’ intention. The conclusion of the studies shows that the morality of a person affects their competence in the workplace. One of the limitations of the research was that it never considered how immorality affects a person’s competence. However, the conclusions of the studies can be criticized. Studies only used the questionnaire method of data collection; instead, it would have considered several data collection methods. The studies also used a massive number of participants who did not appeal; it was better if the research would have involved the few participants. Furthermore, the graphs used were too simple to give conclusive results and therefore, one could not use the graphs to draw satisfying results.
Reference
Stellar, J. E., & Willer, R. (2018). Unethical and inept? The influence of moral information on perceptions of competence. Journal of Personality and Social Psychology, 114(2), 195.