...Finding the Leader in You: Self-Assessment / Johari Window Shawnique Small Mr. James Bankston BUS 520 – Leadership and Organizational Behavior July 17, 2013 This paper will address issues of personal understanding, planning, and professional development. It will analyze a self – assessment, which will enable me to understand how intuitiveness, culture, diversity, and leadership style influence decision making. This paper will also use the Johari Window which emphasizes that we may not be aware of everything that there is to know about ourselves. Personality is defined as the overall combination of characteristics that capture the unique nature of a person as that person reacts to and interacts with others. To develop a profile of my personality characteristics, I used the Big Five Personality Dimensions. The Big 5 are defined as the following: Extraversion (outgoing, sociable, assertive), Agreeableness (good-natured, trusting, cooperative), Conscientiousness (responsible, dependable, persistent), Emotional stability (unworried, secure, relaxed), and Openness to Experience (imaginative, curious, broad-minded). According to The Big Five Personality Test (www.outofservice.com/bigfive/results), the following are my results: Openness to Experience / Intellect – I am somewhat conventional, which means that I am down to earth, I have narrow interests and that I am uncreative. Conscientiousness – I am very well organized, and can...
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...Leadership: Nature vs. Nurture Kathleen Jessee BUS318: Organizational Behavior Professor Thomas Tonkin May 25, 2015 Leadership: Nature vs. Nurture Even though leadership can be learned, science has found that most leaders have a genetic commonality. Interestingly, leadership means the most within an organizational context. Leader follower relationships are one of the ways leadership behavior evolves and is defined. The two most common leadership roles are the charismatic role and the instrumental role. The charismatic role empasises vision, inspires a sense of pride, and encourages respect between the leader and follower. The charismatic role is a transformational leadership model. Envolving the expanding the followers interests and facilitating followers to perform for the overall good of everyone. (Schermerhorn, 2012). Instrumental leaders show a propensity to develop strategy and set procuedures in motion. In addition, the instrumental leader uses all means available to the achievement of organizational goals. While science has shown that most successful leaders have both charisma and instrumental tendencies, these traits alone are not enough to become an effective leader. Reasearch literature has been full of information regarding the qualities of different leadership traits and how they influence change within an organization. It is important to note that, it would be irresponsible not to address how leaders develop mastery of the leadership skill set (Sahgal...
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...1. Executive Summary The key factor for success of any organization lies in the performance of their employees. As organisations grow and mature, managements try to adopt measures to improve the performance of their employees and a lot of questions arise on the best way to go about. Managing Director of Green Curve Interiors, an established interior design and build company, aims to implement an organizational behaviour aimed at ensuring improved job performance of their employees. This paper tries to answer one of his question, ”How does personality affect job performance among various occupational groups?”, by investigating the relation of the “Big Five” personality dimensions (Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness) to job performance for three occupational groups (Mangers, Skilled Workers and Sales). Office based employees at Green Curve Interiors were administered a widely acknowledged Big Five personality online test to obtain their personality trait score. Regression line and scatter charts were the tools used in our study to find the relation between the results of personality test score and job performance ratings. In our study we categorised green curve employees according to their occupational groups. From our analysis we found that conscientiousness was the best predictor for overall job performance among different occupational groups. We also found that extraversion and openness traits did not predict overall job performance, but...
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...These characters will help from the Big Five calculation tool. Remember the character grows in phases at an established age a person has a better intelligence of self. If a character test is given to a younger person the test consequences would have an unstable insight of things, such as household and networks instead of what the individual knows of himself. A more established person has a better sympathetic of affection, setting, and theories and will bid a sturdier self-regard. The Big Five will bid each group associate the aptitude to reproduce on self actualization. The determination of character testing differs, from boss’s mental valuations to, armed valuation. Some of the examination are further multifaceted than others, some are smaller others are lengthier and can take up to two hours to complete. The correctness and cogency of character test consequences are understand by the physiognomies and by the individual taking the test and the psychologist. The character test group B took was small, and the drive of the valuation is to clarify ideologies and mannerism theories. This paper will précis each group associates test consequences, and measure whether each group associate considers his or her valuation depicted a precise outcome. Summary of Team Members Big Five Results The Big Five test is a character impost that classifies five main character behaviors Honesty, Meticulous, Neuroticism, Friendliness, and Extraversion. The Big Five character test asked queries to govern...
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...personalities within the workplace make a difference in the environment. We spend the majority of our waking hours with the people that we work with and the different personalities within the workplace can make it enjoyable or unbearable. The articles that I will discuss in the essay focus on the types of personalities and the cultural fit of those personalities in the workplace. The first article titled Why Personality Matters in the Workplace by Michael Woody focuses on the types of personalities and refers to them as the Big Five. The Big Five include Openness to Experience, Conscientiousness, Extraversion/Introversion, Agreeableness, and Neuroticism. Openness to Experience describes personalities that are open to experiencing new things and are flexible on how they approach situations and new ideas. Conscientiousness are the personalities that are meticulous in the way they approach situations as well as work; people that are on the other end of this spectrum see the big picture and do not get lost in the details. Extraversion is someone that is social and enjoys being around others; introversion is just the opposite of extraversion and tends to work best alone and prefers to work alone or in a small group. Agreeableness easily interacts with others and are generally more trusting of others. Finally, Neuroticism tend are the types of personalities that tend to be negative and are more frequently stressed making them difficult to work with (Woody, 2011). A point made in this article...
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...COMPARISON MATRIX RESEARCH STUDY PAPER December 18, 2013 Gloria Knox LDR 802 INSTRUCTOR: Dan Gilbert COMPARISON MATRIX RESEARCH STUDY PAPER Introduction The first article: Leadership as Situational Factor on Personality-Performance Relationship: An Empirical Study of The Taiwan’s Office Machinery Sales Force. By Kuang-Hui Chiu Tsai Chen The second article: Leadership and Organizational Culture: Linking CEO Characteristics to Cultural Values. By Tomas R. Gilberson, Christian J. Resick, Marcus W. Dickson, Jacqueline K. Mitchelson, Kenneth R. Randall and Malissa A. Clark. The third article (from reference list of the first article): The Big Five Personality Traits and Individual Job Performance Growth Trajectories in Maintenance and Transitional Job Stages. By Carl J Thoresen, Jill C. Bradley, Paul D. Bliese and Joseph D. Thoresen Chiu and Chen, (2011), in their research explored Taiwan’s business environments and the methods of hiring and retention of well skilled and well trained employees (p.2). Only a few research studies have been done...
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...Term Paper on Effect of Personality on Occupational Stress Prepared for: Mrs. Rumana Afroze Course Instructor Sub: MGT251; Section: 05 Group Members: Name ID number Quazi Aritra Reyan 2010-1-10-145 Syed Tasin Jahan 2010-2-20-072 Salman Iftekhar Suny 2010-1-10-131 Date of submission: November 29, 2011 Letter of Transmittal To Mrs. Rumana Afroze Faculty of Business Administration Department East-West University – Bangladesh Mohakhali, Dhaka Subject: Submission of Report. Dear Miss, It is our great pleasure to submit this report that you assigned on “Effect of personality on occupational stress in DHAKA BANK LIMITED” which has been prepared as a part of our Organizational Behavior course. We have tried our best to accomplish our research objectives successfully. This report definitely gives us an exceptional experience that will be of use in the future. The whole experience of this course enabled us to get an insight into the real life research situation. We will always be available for any supplementary interpretation or clarification that may require. Thank You. Quazi Aritra Reyan Salman Iftekhar Suny Syed Tasin Jahan Aknowledgement At this point we would specially like to thank those who had made it possible for us to prepare our report. Without...
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...temperament and personality? A. Temperament and personality are the exact same thing. B. Temperament, which we are born with, is the basis upon which one’s personality is built. C. Temperament refers to the changing parts of our “self,” while personality refers to the static parts of our “self.” D. Temperament refers to negative personal characteristics, while personality refers to positive personal characteristics. 4. A __________ is a relatively stable personality tendency that guides one’s thoughts and actions across various conditions. A. trait B. cluster C. dimension D. behavioral constant 5. __________ theorists have determined five major characteristics of personality. A. Trait B. Cognitive C. Humanistic D. Psychodynamic 6. The factor of __________ is NOT one of the "Big Five" dimensions underlying personality. A. politeness B. extraversion C. conscientiousness D. openness to experience 7. An investigation of students’ housing preferences would probably show that single rooms are preferred by __________ whereas suites are preferred by __________. A. extroverts; introverts B. introverts; extroverts C. good students; poor students D. poor students; good students 8. Alice who shows __________ has been described by friends as being creative, imaginative, curious, artistic, and nonconforming. A. openness B. extraversion C....
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...Finding the Leader in You: Self- Assessment/ Johari Window Abstract There have been many studies performed on how personality characteristics have an effect on us as individuals and within are environment. This paper will discuss my personality characteristics and traits and how those characteristics are manifested in my organization. This paper will also explore the development of my personality characteristics and discuss the results of my week one Self-Assessment and the Johari Window, as well the Quick Enneagram Sorting Test (QUEST). The results from these assessments have allowed me to focus in on my leadership style a how I can become a more effective manager. Also I’ll focus on how those attributes have guided my relationships and career choices. Key Words: Characteristics, attributes, assessment, Big Five Personality Dimensions (BFPD), Extrovert, Johari Window Finding the Leader in You: Self-Assessment/ Johari Window In my effort to develop and explain the characteristics that comprise my personality, I determined that there are many personality traits that help to form my personality. In our class discussion, it was addressed how Schermerhorn, Osborn, Uhl-Bien and Hunter (2012) discussed the Big Five Personality Dimensions (BFPD) of Extraversion, Agreeable, Conscientiousness, Emotional Stability and Openness to experience and how they affect our personality positively and negatively. My profile of characteristics include extraversion...
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...game. That is not to say that everyone is equally well off, but simply better off than they were before playing. Hence, even in a cooperative game, some people will likely benefit more than others. To understand why individuals make the decisions they do in a game it is important to consider the personality of the player. Personality is a term used to describe a great many feelings and behaviors. Literally hundreds of personality dimensions or traits have been identified by psychologist over the last 100 years. However, within the past 25 years or so, a consensus has emerged that, for the most part, the human personality can be described by five dimensions or factors. The Big Five personality dimensions include: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. Research on the Big Five personality dimensions is promising due to the evidence that shows personality does influence important work behaviors such as job performance, training proficiency, and job satisfaction. Setup: Players where each given 27 statements designed to provide insight regarding how they see...
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...Introduction to Personality Paper Personality separates individuals in a form far more exclusive than any other form. People may share similar skin, hair, eye color, height and weight, ethnicity, and religious beliefs but no two people possess the same personality traits. Personality, stated by Feist & Feist (2009), has no single definition but is a pattern of permanent traits and unique characteristics offering individuality, and consistency to an individual’s behavior. This research paper explores personality theory, and addresses the definition of personality, examines theoretical approaches, and analyzes factors that may influence an individual’s personality development. Definition of Personality Feist & Feist (2009), explain that personality stems from the Latin word persona, which references a theatrical mask Roman actors in Greek dramas wore. These masks or personas were wore as a projection of a role or replicate a different character. The definition of personality today is quite different than that of Roman and Greek times and is mostly based on observable behavior described by characteristics, and traits. Traits equate from an individual’s behavioral consistencies, and characteristics demonstrate one’s unique attributes such as physical aspects, intellect, temperament, and wit. Traits also offer exclusive characteristics, which provide a person individuality, and stability to his or her behavior. According to Feist & Feist (2009, p. 4), personality is best defined...
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...Psychology, V 13, No. 2, Spring, 2008 Abstract With the growing popularity of online video games, there have been anecdotal reports suggesting that these games are highly addictive, with some gamers spending in excess of 40 to 50 hours per week playing. Thus, research into the individual characteristics that lead to excessive play is warranted. This paper examines two individual variables – personality and perceptions of media – and explores how they relate to online game play, specifically online game addiction. By presenting a revised metric for online game addiction, this paper explores the relationship between addiction and both personality and perception. Online addiction is presented in this paper as a process addiction with four unique factors: perceived social sanctions, excessive play, uncontrollable play, and displacement. Both personality and perception are found to be significantly associated with online game addiction. These results are interpreted and discussed, and future research direction is suggested. Keywords: online game addiction, Big Five personality traits, media perception, MMOs Perception and Addiction of Online Games as a Function of Personality Traits Computer games as a leisure activity have become an ever-increasing part of many young people’s day-to-day lives (Griffiths & Davis, 2005; Durkin, 2006). More recently, with the rapid diffusion of broadband Internet services and high-end graphic cards for computers...
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...Personality is described as the psychological foundation that makes people uniquely themselves. The trait approach to personality also known as the ‘big five” is perhaps the most recognizable yet, complex aspects of personality (Friedman & Schustack, 2009). This Paper will discuss the five dimensions of personality and explain how they relate to the uniqueness of individuals. According to the Big Five Assessment LaToya found her experience to be fascinating, she was amazed how accurate the test described her personality. She scored 2% in the open to experience category that states, “You prefer traditional experiences” (John 2000). Latoya found this statement to be false because, she sees herself as a curious individual. She likes to research material her average peers would not consider, for instance, her curiosity about serial killers. Latoya scored 1% in the conscientious category that described her as unorganized. Her percentage in the extraversion category was moderately accurate, she enjoys time alone however, she is social and talkative when comfortable. LaToya found her percentages to be stable in the agreeableness and neuroticism category. She explains, she is neither extremely forgiving nor irritable, neither is she particularly nervous or calm. LaToya recommends more people should consider taking the big five; it is a good approach into finding your inner self. Troy states the personality test describes exactly who he is as a person. For Open to Experience...
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...Power and Politics Paper Thomas Baniel MGT/307 Organizational Behavior and Group Dynamic December 19, 2009 George Beaini Leadership is the ability to influence a group toward the achievement of a vision or set of goals. The source of this influence may be formal, such as that provided by the possession of managerial rank in an organization (Robbins & Judge, 2009). Because management positions come with some degree of formally designated authority, a person may assume a leadership role simply because of the position he or she holds in the organization. Leaders establish direction by developing a vision of the future; then they align people by communicating this vision and inspiring them to overcome hurdles (Robbins & Judge, 2009). Throughout history strong leaders have been described in terms of their traits, trait theories of leadership differentiate leaders from non-leaders by focusing on personal qualities and characteristics. Different studies identified nearly 80 leadership traits, but only 5 of these traits were common in 4 or more studies (Robbins & Judge, 2009). A breakthrough of these studies came when researchers began organizing traits around the Big Five personality framework. It became clear that most of the dozens of traits emerging in various leadership reviews could be submitted under one of the Big Five and that this approach resulted in consistent and strong support for traits as predictors of leadership (Robbins & Judge, 2009). Extraversion is...
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...Personality Impact Paper Amber Hatter UOP MGT/312 Frank Scarpone July 18, 2015 Personality Impact Paper N. Brody and H. Ehrlichman (1998) defined personality as “those thoughts, feelings, desires, intentions, and action tendencies that contribute to important aspects of individuality.” (pg. 3). Personalities are commonly measured using the “big five” organization of personality trait constructs that distinguishes five traits that comprise the human personality: extraversion, neuroticism, agreeableness, conscientiousness, and openness to experience (Funder, 2001, p. 200) (see Appendix A). The purpose of this paper is to summarize Exhibit 2.5, 2.6, and 2.7 assessments; it will also summarize Amber’s primary personality aspects and cognitive abilities that she can apply to the workplace and mitigate any shortcomings. Exhibit 2.5, 2.6, 2.7 Exhibit 2.5 is an assessment that measures extraversion. A person who is high on extroversion tends to seek out social stimulation and ways to engage with others. However, a person who is low on extroversion tends to be reserved, quiet and less involved in social interaction (Cherry, 2015). Amber scored 6/11. Throughout her life she has been called a “hermit” and a “bookworm.” Ironically, as an adjunct business instructor at a community college, she enjoys teaching. She feels a strong connection to students and the academic community. Although she only attends or hosts mandatory meetings, she engages in education workshops and collaborates...
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