Employees face a variety of workplace demands that determine their level of performance depending on the way they handle them. The psychology of work and organizations is highly dependent on the kind of attitude that employees develop about their job description, organizational goals, and workplace environment (Shiraev, 2016). For employees to give maximum output, the employer ought to focus a lot on ensuring that they are satisfied, highly involved in workplace activities, and receive maximum support from the management team. Research has also established that personality and intelligence are also important factors that determine the behavior of employees in the workplace (MacRae & Furnham, 2014). Although psychology views the two factors as separate entities, they have something in common in the fact that they display a constant perceptual structure in an individual’s life. In addition, they are both significant predictors of different outcomes in life such as workplace behavior and educational achievement. This essay will provide a theoretical background of intelligence and personality, as well as a critical evaluation of the notion that the two factors influence an individual’s performance at work. Theoretical Background One of the biggest distinctions between intelligence and personality is that the former is a cognitive process while the latter is non-cognitive. Intelligence is the ability to comprehend and profit from the experience. On the other hand, personality refers to behavioral, temperamental, emotional, and mental attributes that characterize a unique individual (Shiraev, 2016). One of the key components of intelligence is learning, which entails the acquisition, retention, and application of knowledge. In addition, you identify an intelligent person by his or her ability to recognize problems and provide viable solutions. A German psychologist called William Stern developed the concept of intelligence in the 20th century by creating the term Intelligence Quotient (IQ). Alfred Binet introduced the concept of predicting success depending on what someone is capable of comprehending. The French government tasked the psychologist to come up with a model that would identify children that needed academic assistance beyond the classwork (Fernandez-Berrocal & Checa, 2016). Although it is possible to help someone develop his or her IQ, it cannot go beyond certain levels of comprehension. One of the earliest theories of intelligence is Charles Spearman’s g factor that believes intelligence is a general cognitive ability that is measurable and expressible numerically. Another theory is the primary mental abilities developed by Louis L. Thurstone. Intelligence is not a single and generalized ability but a multitude of seven unique mental abilities. Thurstone identified the abilities as verbal comprehension, reasoning, perceptual speed, numerical ability, word fluency, associative memory, and spatial visualization (Fernandez-Berrocal & Checa, 2016). People have different cognitive abilities, thus difficult to predict the ability of one to succeed based on IQ. Howard Gardner provides a more recent explanation of this concept in the multiple intelligences theory. Intelligence