The Application Of Regulatory Focus Theory In The Staffing Disposition And Selection

People approach pleasure and avoid pain. To discover the true nature of approach-avoidance motivation, psychologists need to move beyond this hedonic principle to the principles that underlie the different ways that it operates. One such principle is regulatory focus, which distinguishes self-regulation with a promotion focus (accomplishments and aspirations)from self-regulation with a prevention focus (safety and responsibilities). This principle is used to reconsider the fundamental nature of approach-avoidance, expectancy-value relations, and emotional and evaluative sensitivities. Both types of regulatory focus are applied to phenonomena that have been treated in terms of either promotion (e.g., well-being) or prevention (e.g., cognitive dissonance). Then, regulatory focus is distinguished from regulatory anticipation and regulatory reference-2 other principles underlying the different ways that people approach pleasure and avoid pain.Motivation determine behavior, different individuals will adjust the orientation show different behavior characteristics; and behavior reflects the personality. Based on the introduction of personality classification, We adjust the class of dimension of motivation, the personality type as a another dimension, and regulatory focus as another dimension, thus divide the individual behavior be four types:A category: Publicity Aggressive; B categories: Introverted Aggressive; C Class: Cheerful Hedge; D categories: Boring Hedge. Four behavioral tendencies have different behavioral characteristics and psychological characteristics, and have high practical value.To achieve position fit is the central of human resources management work, both as a starting point and end point for human resources management. The 4 Behavioral tendencies lead us to understand ourselves, understand others, resulting in 4 different types of people on this team for effective screening and configuration of the first to significantly improve organizational performance. Finally, author selects the company she works and uses the employee behavioral tendencies questionnaire to measured the four types of behavioral tendencies in the company , finds the actual distribution of staff and gives recommendations to optimize the disposition and selection of staff.