...Big Five Personality Assessment Link to my result: http://www.outofservice.com/bigfive/results/?oR=0.725&cR=0.472&eR=0.406&aR=0.667&nR=0.719&y=1990&g=f The Big Five Personality test is a personality assessment test. It is a short and fast assessment. The traits it looks at are extraversion, agreeableness, conscientiousness, emotional stability and openness to experience. I took the test and agreed with my results. That was, until I read the books interpretation. My results were fairly accurate. I am very split down the middle with experiencing new things. I will try everything once, but I won’t seek out new experiences. Once they come to me, I give them a shot. Sometimes I can be disorganized and do things somewhat haphazardly. A lot of times I will go out of my way to avoid people. I interact with people at work constantly and it drains me. In my personal life I compensate by avoiding social situations. I am not forgiving to a point of ignorance, but I am forgiving and understand things happen. I don’t hold a grudge or get irritable either. Being anxious is in my nature and I tend to worry about things I do. I am way harder on myself than I am anyone else. The book, on the other hand, makes it seem like every one of traits is a bad thing. Which I do not agree with. It states that extraverts tend to be happier than introverts. When I was younger I was very social and extroverted, now I am the opposite. I can say I am happier now than I have ever been. I am also very good...
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...Kyle Schade 2/27/14 M: 5:00-7:50 Baek-Kyoo Joo The Big Five Personality Test Society always strives for the “American Dream”, which is in the back of every human’s mind no matter what they say. Everyone is wired in the world to say yes to be rich or wealthy because there is a lot more fun and things you can do with more money than with less, that’s just common knowledge. But for me my American Dream is not just a job, but a lifestyle that I want to strive for. My “American Dream” would be to have a very beneficially paying job and a supportive/loving family. A lot of people now-a-days think that money is the end all be all, when I reality it’s what you do with your time and money that make people better off. Specifically for me, I would love to work at a place like Google. The reason why is because Google was voted the most enjoyable place to work. The movie the “Internship” shows just exactly how well employees get treated and how much fun of an environment it is to be around. I feel like the happier and the more stimulated the environment is the harder the employees work. Google however is not my dream job. If I had to pick a job for life I would pick working at Apple’s Headquarters. Apple is a very successful company and I have heard nothing but good things about Apple products. The products they provide are everywhere you look. You could not walk into a college classroom without seeing one IPod, IPad, IPhone, or Apple computer. I picked that as my dream job because...
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...Big 5 personality traits: constructs and also predicts various employee work attitudes, career performances and outcomes 1) C- conscientiousness * Dependable, organized, reliable, ambitious, and hardworking * Strongest influence on the performance of the big 5 * Reflects a strong tast oriented * Focus more on job tasks, not distracted easily * Goal setting * Tend to ask for feedback to perform better * Go above and beyond work requirement * High on this tend to get paid more and achieve better (maybe because they are more hard working) * Lower on conscientiousness are more risk taking * Best predictor of job performance 2) A- Agreeableness * Warm, kind, cooperative, sympatethic, and helpful * Seek to gain acceptance in personal relationships * Focus on getting along raher then getting ahead * Like to avoid conflict 3) E-extrversion * Talkative, socialble, passitionate, bold and dominate * Status driving- seek to gain power over others * Drewn to take on leadership roles in organizations * Enthuastic---happy campers * Report higher level of job saifaction and also in their lives * Good for mangrial job 4) N-neurotism * Tend to be more nevous, moody, emotional, insecture and jelous * Negative affectivity- Experience unpleasant moods such as nervousness and annoyance * Assocatied with defferential exposure 5) O- Openness to experience * Tend to be more curious...
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...Personality is an aspect of a person or an individuals’ character as to how he or she reacts to and interact with other people. In psychology, an individuals personality are the sum total of the mental, emotional, physical and social characteristics. For this assignment, we are required to take the personality test and write a comprehensive analysis of ourselves and match our personality to the most suitable job based on the big five-personality model, which are extraversion, agreeableness, neuroticism, openness and conscientiousness. I took the test and it shows that the highest score is 4 out of 5 for agreeableness, and openness comes second with a score of 3.4 out of 5. According to resources, agreeableness describes people who are fond of working with other people. In general, individuals who have this trait are trustworthy, cooperative, considerate, friendly, and helpful. These people are easily liked and they can easily interact or communicate well with others because they have a positive view of human nature. In a career test, social harmony is one of the most important goals for individuals who grades high on this particular personality trait. And usually, women are more incline to score higher in agreeableness than men. Agreeable individuals are keen on compromising their interest for others. These individuals find that it is vital to get along with the society. Individuals who scores low on agreeableness trait or are disagreeable tend to put their...
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...Contents 1. Introduction 1 2. Intrapersonal Skills 2 3. The Big Five Dimensions of Personality 2 4. Analysis and Reflection of Results 3 5. Goal Setting 4 7. Conclusion 5 8. References 5 1. Introduction Research shows that “if your emotional abilities aren't in hand, if you don't have self-awareness, if you are not able to manage your distressing emotions, if you can't have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far” (Treher and Piltz et al., 2011). From a business perspective intrapersonal skills are becoming more important for everyday production. For that reason, in this portfolio, I will effectively examine my interpersonal skills and any strengths or weaknesses that lie within. I will reflect on my learning in regards to the experiences throughout the past 6 weeks of studying BSB124- working in business. My reflections will be fully justified with the use of the results from the NEO IPIP and also by the theories that have been covered. Throughout the report, I have identified an area of improvement for my professional development that will allow me to grow and be better equipped in my career as an Accountant. 2. Intrapersonal Skills Intrapersonal skills (or “often referred to as self-management abilities) are defined to be within the individual and include characteristics such as personality, attitudes, self concept, and integrity” (Lussier, 2006). Throughout this portfolio...
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...The Big-Five Trait Taxonomy: History, Measurement, and Theoretical Perspectives Oliver P. John and Sanjay Srivastava University of California at Berkeley Running head: Big Five Trait Taxonomy Final draft: March 5, 1999 Author's Address: Oliver P. John Department of Psychology University of California, MC 1650 Berkeley, CA 94720-1650 W: (510) 642-2178; H: 540-7159; Fax: 643-9334 Email: ojohn@socrates.berkeley.edu; sanjays@socrates.berkeley.edu To appear in L. Pervin and O.P. John (Eds.), Handbook of personality: Theory and research (2nd ed.). New York: Guilford (in press). 2 Taxonomy is always a contentious issue because the world does not come to us in neat little packages (S. J. Gould, 1981, p. 158). Personality has been conceptualized from a variety of theoretical perspectives, and at various levels of abstraction or breadth (John, Hampson, & Goldberg, 1991; McAdams, 1995). Each of these levels has made unique contributions to our understanding of individual differences in behavior and experience. However, the number of personality traits, and scales designed to measure them, escalated without an end in sight (Goldberg, 1971). Researchers, as well as practitioners in the field of personality assessment, were faced with a bewildering array of personality scales from which to choose, with little guidance and no overall rationale at hand. What made matters worse was that scales with the same name often measure concepts that are not the same, and scales with different...
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...The Relationship between The Big Five Personality Traits (Five Factor Model-FFM) and Transformational Leadership Yunita Agustian Minjalnis (1121200127) Fatima Al-Qadhibi (1121200083) Aurora Noor Aisa (1121200128) Vasantakumaren Seri Ramalo (1111200145) Assoc. Prof. Dr. Chong Chin Wei – DBA/PhD/MPhil Malaysia 26th December 2012 MULTIMEDIA UNIVERSITY INTRODUCTION Are you born to be a leader? Are you a “natural”? Or is leadership a set of behaviors and competencies that anyone can develop, given the right experiences, circumstances, and training? Since the 1960s, researchers have examined whether there is a relationship between the basic agreed-on factors that make up personality and leadership. The Big Five personality factors are Conscientiousness, Agreeableness, Neuroticism, Openness, and Extraversion, which some researchers have labelled the CANOE personality model as an easy aid to remembering each factor (Bligh, 2009). As Tejeda (2001) asserts, “the past two decades have witnessed a great deal of scholarly attention transformational leadership behavior, which is currently the most widely accepted leadership paradigm” (as cited in Rubin, Munz, & Bommer, 2005, p.845). Transformational leadership behavior represents the most active/effective form of leadership, a form in which leaders are closely engaged with followers, motivating them to perform beyond their transactional agreements. Barling, Weber, and Kelloway (1996) demonstrated that some transformational leadership...
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...Personality Essay BUS 322 Professor Hassan Yemer April 19, 2013 Big 5 Traits Personality is defined as a dynamic and organized set of characteristics possessed by a person that uniquely influences his or her cognitions, motivations, and behaviors in various situations. (http://www.princeton.edu/~achaney/tmve/wiki100k/docs/Personality_psychology.html) Many contemporary personality psychologists believe that there are five basic dimensions of personality, often referred to as the "Big 5" personality traits. These Big 5 traits of personality are: extraversion, neuroticism, agreeableness, conscientiousness, and openness. Each trait can contribute positively or negatively on an individual’s work performance. I will describe each personality trait and how it can contribute positively on an individual’s work performance. Extraversion is characterized by sociability, assertiveness, emotional expressiveness and excitability. People who are high in this trait are often described as being outgoing and talkative, while those low in this trait are described as quiet and reserved. (http://psychology.about.com/b/2011/06/17/extraversion-psychology-definition-of-the-week.htm) So, if people are high in this trait, it might help to win the confidence of customers for business deals. Obviously this has a positive effect on both the company and the individual and will most likely...
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...Personality and Individual Differences 39 (2005) 317–329 www.elsevier.com/locate/paid GoldbergÕs ÔIPIPÕ Big-Five factor markers: Internal consistency and concurrent validation in Scotland Alan J. Gow *, Martha C. Whiteman, Alison Pattie, Ian J. Deary Department of Psychology, School of Philosophy, Psychology and Language Sciences, University of Edinburgh, 7 George Square, Edinburgh EH8 9JZ, Scotland, UK Received 12 May 2004; received in revised form 16 July 2004; accepted 17 January 2005 Available online 2 March 2005 Abstract GoldbergÕs (2001) IPIP Big-Five personality factor markers currently lack validating evidence. The structure of the 50-item IPIP was examined in three different adult samples (total N = 906), in each case justifying a 5-factor solution, with only minor discrepancies. Age differences were comparable to previous findings using other inventories. One sample (N = 207) also completed two further personality measures (the NEO-FFI and the EPQ-R Short Form). Conscientiousness, Extraversion and Emotional Stability/ Neuroticism scales of the IPIP were highly correlated with those of the NEO-FFI (r = 0.69 to À0.83, p < 0.01). Agreeableness and Intellect/Openness scales correlated less strongly (r = 0.49 and 0.59 respectively, p < 0.01). Correlations between IPIP and EPQ-R Extraversion and Emotional Stability/Neuroticism were high, at 0.85 and À0.84 respectively. The IPIP scales have good internal consistency and relate strongly to major dimensions of personality...
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...Topic 5 1. __________ refers to the pattern of enduring characteristics that produce consistency and individuality in a given person. A. Cognition B. Maturation C. Personality D. Development 2. The modern view of temperament asserts that it __________. A. is biologically based B. is a mixture of the four humors C. first emerges during adolescence D. changes radically at adolescence 3. Which of the following statements describes the relationship between 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...
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...Performance of Garment Factory Workers in Relation to Personality Traits and Work Related Attitudes Abstract The purpose of present study was to investigate the relationship of job performance of the garments factories workers with personality traits and work related attitudes. Five hundred two workers were selected purposively as respondents. In order to measure the variables of the present study, the Bengali versions of big five personality test, job involvement scale, organizational commitment scale, employee job performance scale were administered on the respondents. Seven hypotheses were formulated to test in the present study. Data were analyzed by applying Pearson product correlation and stepwise multiple regression methods. The results of correlation matrix indicate that there are significant positive relationships of job involvement, organizational commitment, and job performance with four factors (openness to experience, extraversion, agreeableness & conscientiousness) out of big five personality factors. Result also shows that there is a significant negative relationship of job performance with neuroticism. Results of stepwise multiple regression analyses suggest that conscientiousness, neuroticism and openness to experience are three predictors where conscientiousness is the strongest predictor which alone explains 46.3% of variance as well as these three variables account for 52.7% of variance in job performance. On the other hand job, work related attitude...
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...1a. The concept of workforce diversity is focusing on the differences of people in an organization. Mainly surface level diversity such as gender, race, and age. Deep level diversity such as values, personalities and work preferences. (Robbins. Judge, 15th Edition. 2013) Example is the recruit of foreign talents from regional countries. Advantages 1. Experienced staff to guide the young workforce 2. Understanding of the respective local markets 3. To create and explore new business opportunities 4. Upgrade of technical skills by foreign expertise 1b. There are 4 different types of teams: 1. Problem-solving teams A temporary team that is set up to solve issues that have risen. 2. Self- managed work teams A team that can plan their own schedules, tasks, responsibilities, and make decisions and actions. They have little or no supervision at all. 3. Cross-functional team a team made up of employees with different job functionalities but on the same level to accomplish an objective. 4. Virtual team Team that maximizes the use of advanced communication and technology to perform their task remotely. (Robbins. Judge, 15th Edition. 2013) 1c. The type of team currently implemented in ESA is the self-managed team. Based on their recent work assignment in the Phuket, Thailand, they are able to deliver their work effectively in the absence of Edward. And, they received a good compliment from their client. 1d. Challenges of work diversity - Newly hired may...
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.......................................................................................................... 2 Limitations ...................................................................................................................................... 3 Definition of Personality ................................................................................................................. 4 How We Measure Personality ........................................................................................................ 4 Personality Determinants ................................................................................................................ 5 Personality Traits ............................................................................................................................ 5 Myers-Briggs Type Indicator ...................................................................................................... 5 The Big Five Personality Model ................................................................................................. 6 Major Personality Attributes Influencing OB ................................................................................. 7 Personality and National Culture .................................................................................................... 8...
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...In psychology, personality traits could be explained from many aspects, and one of them describes personality traits as categorizations of people’s particular characteristics (Burger, 1997) while others hold opposite ideas that personalities are more unique and different for each individual depending on his or her peculiar life experience. The former idea relates itself to nomothetic approach, which is a quantitative approach that studies personalities that people share in common to find out a general law that applies to everyone. The nomothetic approach suggests that people show universal traits and that personality traits are consistent within humans. Gordan Allport first brought up this approach to understand personality in 1930s, and after that, many theories has been conducted from it. Individual’s personality indicates behaviour, thus the accuracy of the indication of individual’s personality and behaviour in nomothetic approach decides the validity and effectiveness of the approach. Thus the statement that “ the nomothetic approach is the most effective way to understand an individual’s personality” can be critically evaluated by testing the validity of predictions of the theories. As mentioned above, there are two commonly accepted approaches to understand individual’s personality. The idea that people’s personalities are unique brings the idiographic approach that investigates individuals in personal and in-depth details. According to idiographic approach, each person’s...
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...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 they did predict success in specific occupations like managers and sales staff. We conclude...
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