...The big five personality traits are openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. Scoring high on openness to experience means that you tend to be interested in learning new things and you are creative. Scoring low on openness to experience means that you are reserved, conservative, and traditional. The second personality trait is conscientiousness. Scoring high on conscientiousness means that you are organized, determined, and careful. Scoring low on conscientiousness means that you are careless, you believe everything you hear (gullible), or you could be a follower. The third personality trait is extraversion. Extraverts are people who are very outgoing, usually prefer group activities, have lots of friends, and are very social people. Scoring low on extraversion means that you are an introvert and you prefer small group activities rather than large, prefer quiet music, and individual sports. The fourth personality trait is agreeableness. Scoring high on agreeableness usually means that you are a helpful and understanding person. Scoring low on agreeableness means that you like to argue and you are strong willed. Last but not least is neuroticism. People who score high on neuroticism have mood swings and exhibit instability in emotions and interactions. They tend to be nervous. People who score low on neuroticism are usually calm and relaxed. I scored in the 5th percentile for openness to experience. I scored low on the scale...
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...MOCK EXAM ‘In view of the clear link between extraversion and leadership, human resource managers should only recruit extraverts as leaders.’ Based on your knowledge of the trait, skill, and style approaches to leadership, do you agree with this statement? At first you would think that the answer is yes. A study of the big five model (openness, conscientiousness, extraversion, agreeableness, neuroticism) showed that there is a strong relationship between these personality traits and leadership, and that the strongest relationship is between extraversion and leadership (Judge). However, they are a few things that were not taken into consideration: people change behaviour over time, every situation needs a different approach and therefore people change behaviour over situations, there isn’t a relationship in between personality traits. By the last argument I am trying to say that it isn’t because a person is extravert that he is emotionally stable or that he is open minded. Therefore, a person can be extremely extravert but score poorly on other traits that are as important to be a good leader. When we look at the study of Judge and LePine about the bright and dark sides of personality, we see that here as well extraversion has its pro’s and con’s. It’s true that extraverted personalities are more likely to emerge and excel as leaders, and those have a higher job and life satisfaction. But these personalities where associated with sensation and excitement seeking which...
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... Personality Traits Big 5 Traits Following are big 5 traits of personality: Extraversion: Extraversion score is low then the personality of individual is reserved, aloof and retiring. If this score is high, the individuals are fun loving, sociable and talkative. So, if people are high in this score, it might help to win the confidence of customers for business deals that is good for their performance scores during performance appraisals. Neuroticism: If the score is low of this trait, the individuals are self satisfied, secure and calm. If this score is high, the individuals are insecure, nervous and worrying. For example, people with low score might help the individuals to attain the career goals effectively. Agreeableness: If the score of this trait is low, the individuals are uncooperative, ruthless and suspicious. If the score is high, the individuals are helpful, trusting and soft hearted. People with high score of agreeableness might attain cooperation of their subordinates in achieving performance goals due to their goodwill in the organization (Ewen, 1998). Conscientiousness: Individuals with low score of this trait are unreliable, careless and lazy. In contrast, individuals with high score are reliable, hard working and organized. So, high score individuals might help them to improve their performance through their hard work. For example, an individual with high score can complete his work within or before the deadline limit that...
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...Personality traits are describes person’s stable patterns of how they think, feel, or behave. They were useful for the description, prediction and explanation about person’s typical behavior. Big Five Factor Test and Catell’s 16 Personality Factor Test are the most common tests that used to measure personality traits. I took two of them to see my personality traits. Firstly, I took the Big Five Factor Test that was measure (O) Openness, (C) Conscientiousness, (E) Extraversion, (A) Agreeableness, and (N) Neuroticism and each traits includes more specific traits. The language of the test was very easy, it doesn’t include any scientific word but there are some sentences that are not clear and I’m hesitated about what does it means. For example, “I often feel blue” because the test doesn’t explain what does it mean by saying feel blue....
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...question 1 1 A Tyrone: extraversion/ innitiater Yi-ren: conscioutiousness: well organize/ keep track of documentate/ coordinator George: neuroticism: calm/ hamornizer Ana: agreeableness because she is quite/ reserve and trusting, Information seeker or giver/ follower Tyrone: High Extraversion: Tallkative, active Low Agreeableness: critical, ruthless High in Openeness Yi-ren: High conscionticousness, reliable, hardworking, organize low agreeableness ( she doesn’t agree with Tyrone idea) Low Openness : down to earth, conventional George: High Neuroticism or emotional stability, calm, even tempered High agreeableness: trusth, able to bring group back together ( facilitator) Ana: High agreeableness: she does not have her own opinion, listen to other Low extraversion: quite/resever, not active 1B Each group/ team member needed to have variety of characteristic/ personalities in order to work together * The group consisted of high level of extraversion will result in conflict and low level of extraversion will result in lack of input from group member * High level of agreeableness : quality of work/ service will be low since people are accept every new idea they have, low level of agreeabless group can easily break up since people tend not to be so respectful as well as challenge other’s opinion or ideas * High level of conscientiousness will result in a well organized and low level of conscientiousness...
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...devoted most of their selection attention to the assessment of a. ability. b. motivation. c. personality. d. job characteristics. 5. Motivational interventions have been LEAST concerned with: a. a focus on job structure. b. the use of incentives. c. removal of constraints. d. the design of technology. 6. Which is not one of the “Big Five”? a. Emotional stability b. Conscientiousness c. Openness to experience d. Cognitive ability 7. Which of the following is not considered one of the “Big Five” dimensions of personality? a. Extraversion b. Judgmental c. Emotional Stability d. Conscientiousness 8. Successful salespeople enjoy meeting people and...
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... Many contemporary personality psychologists believe that there are five basic dimensions of personality, often referred to as the "Big 5" personality traits. The five broad personality traits are extraversion, agreeableness, openness, conscientiousness, and neuroticism. 1. Extraversion: This trait includes characteristics such as excitability, sociability, talkativeness, assertiveness and high amounts of emotional expressiveness. 2. Agreeableness: This personality dimension includes attributes such as trust, altruism, kindness, affection, and other prosocial behaviors. 3. Conscientiousness: Common features of this dimension include high levels of thoughtfulness, with good impulse control and goal-directed behaviors. Those high in conscientiousness tend to be organized and mindful of details. 4. Neuroticism: Individuals high in this trait tend to experience emotional instability, anxiety, moodiness, irritability, and sadness. 5. Openness: This trait features characteristics such as imagination and insight, and those high in this trait also tend to have a broad range of interests. It is important to note that each of the five personality factors represents a range between two extremes. For example, extraversion represents a continuum between extreme extraversion and extreme introversion. In the real world, most people lie somewhere in between the two polar ends of each dimension. Behavior involves an interaction between a person's underlying personality...
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...BSB 124 Working in Business PORTFOLIO PART 1 Tutor Name: Katherine Moore Semester One 2015 Word Count: 1069 Table of Contents I. Introduction 3 II. Intrapersonal Effectiveness 3 A. The Big Five Dimensions of Personality 3 B. Analysis and Reflection of Results 3 C. Goal Setting 5 III. Conclusion 6 IV. References 7 Introduction This portfolio reflects the research, analysis and conclusions of my intrapersonal effectiveness and how I can utilize my skills in pursuit of my goal of being a brand manager for a cosmetics company. I will analyse my results using the NEO IPIP measure of personality and strategise how I can make use of this information to improve my skills and competencies for my desired exponential success of my career and develop SMART goals to create a direction for my learning curve that can be monitored and improved on. Intrapersonal Effectiveness The Big Five Dimensions of Personality Research has shown that personality and workplace behaviour and outcome are closely linked together (McShane, Olekalns, Travaglione, 2013). The way a person portrays or reacts to a certain situation will influence his duties, responsibilities and growth in his or her organisation. Personality and performance are meaningfully related to one another as well (Barric, M., Mount, M., & Judge, T., 2001). The Big Five Dimensions of Personality can also determine which career paths will make a person portray positive emotional reactions towards the job...
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... 2001). Mainly, the big five traits model used to evaluate an individual’s personality based on a set of five factors (Buchanan and Huczynski, 2013): - Extraversion: alter from extravert (outgoing, sociable, talkative, self-assured) to introvert (reserved, quiet, shy). - Agreeableness: alter from adapter (trusting, complaint, self-hearted, cheerful) to challenger (rude, uncaring, short-tempered, uncooperative). - Conscientiousness: alter from focused (organized, hardworking, achievement-striving) to flexible (careless, irresponsible, disorganized). - Neuroticism: alter from reactive (anxious, negative, get stressed out more easily) to resilient (calm, self-assured, satisfied). - Openness to Experience: alter from explorer (intellectual, creative, open-minded, curious) to preserver (conventional, narrow-minded, ordinary). The simplicity of the big five model is the reason behind its admiration. It reduces the abundance of personality characteristics into five basic factors and as a result offers useful taxonomy (J. Heckhausen and H. Heckhausen, 2008). Still, many scholars – by conducting meta-analyses to validate the big five model - hold the view that specifically conscientiousness and - to certain limit - emotional stability which includes self-esteem, locus of control and other emotion-related traits and extraversion have the heights validity in correlation with job performance and consider them as a major traits element with several inferences for work outcomes and success...
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...one must have in order to manage their time effectively 1. Where do you spend your time? 2. How can your energy cycle affect your productivity 3. How different personalities might approach time management. How do you spend your time? An effective way to measure how your time is spent is to create a time log. A time log is a simple spreadsheet that keeps track of what you do, when you do it, and its relative importance in your day. There are a number of different time log methodologies, regardless of which you choose, you should look to keep track of the category of the task, a description of the activity, and the time you spent completing that activity, and the priority of that activity. Figure [ 2 ]: This is an example of what a sample time log might look like. You should expect to keep track you for activities for at least a week to get a good understanding of how your time is spent. You should develop your categories to be broad enough that they can capture a number of activities, but specific enough that they can be used to effectively analyze trends. Once you have tracked...
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...Assignment 1. Personality Personality Robin A. Bagley BUS 322 Dr. H. Yemer April 25, 2013 Assignment 1. Personality The summary of the big five personality traits have been used as a measure of theory that suggests the different dispositions of the traits, in personality, without overlapping. The big five personality traits consistency the following Extraversion The extraversion person is characterized as gregarious, assertive, positive emotions, surgency and the tendency to seek out stimulation and company of others. They tend to be enthusiastic, action-oriented individuals. They posse high group, visibility, like to talk and assert themselves. An extraversion indicates how outgoing and social a person is. An example is that their personality’s trait may also play a role in the type of career that they may choose in leadership. Agreeableness Have a tendency to be compassionate and cooperative rather than suspicious of others. Their traits reflect individual differences. Agreeable person’s value getting along with others. They are considerate, friendly, helpful trusting and willing to compromise their interests. The agreeableness is generally well tempered or not. Ex. An agreeableness correlated with good team work and skills. The believe others have good intentions. Conscientiousness The conscientiousness has a tendency to show self-discipline, act dutifully, and achievement against measure of expectations. Their traits show a preference...
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...traits that characterize her? Rely on the class discussions from Session 1. Highlight important examples from the case that led you to this conclusion. In the case study about Nickelodeon in Latin America, Taran Swan exhibits glimpses of each of the five personality traits, but the two traits that most clearly epitomize her dynamic personality are “high extraversion”, and “high openness to experience”. Taran Swan has a tendency toward “high extraversion” and demonstrates this in how comfortable she is networking throughout all levels and functional areas within Nickelodeon / MTV and parent company Viacom. She was dealt a challenging situation when initially asked to launch the network station in Latin America. Taran is given direction to solicit resources and support from MTV personnel, but these employees are not familiar with the Nickelodeon brand and hold obvious bias toward their own network (MTV). Despite this situation, one MTV employee still gives Taran very high praise for not only involving all departments of the organization, but also for offering the opportunity to contribute their own ideas. Taran’s tendency for extraversion also allows her to infuse a sense of camaraderie amongst the team by launching the Jornadas brand initiative. This is the beginning of a seamless staffing integration that could only be accomplished by an individual who exhibits “high extraversion.” Taran is also extremely motivated by change and by experiencing new challenges. She showed...
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...high-order traits are openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. Those who are highly conscientious tend to be organised and finish the task that they have been set as soon as possible. Whereas those who are less conscientious tend to be less organised and procrastinate when they have been set important tasks. This relates to job satisfaction as being more organised and finishing important tasks as soon as possible will improve job performance and therefore will lead to getting satisfying work rewards such as a pay rise or promotion, but not only will it lead to formal work rewards it will also lead to informal and more social rewards such as verbal praise and recognition. . It was found by Salgado (1997) that conscientiousness was one of the best predictors of job performance. This would also suggest that it may be one of the best predictors of job satisfaction. People high in extraversion are very outgoing and sociable, whereas people who are low in extraversion tend to be shy and less sociable. DeYoung et al. (2007) showed that there was a strong link between extraversion and job satisfaction, it was found that on average the higher someone was in extraversion, the higher the job satisfaction that person had. An example of how being high in extraversion could affect job satisfaction would be if a job required doing presentations. For someone high in extraversion they would be calm and confident and would most likely be good at...
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...After seven weeks taking the Organizational Behavior module, we came across many topics such as the history of organizational behavior research, learning and creativity, nature of work motivation etc. There is no doubt that the subject is very interesting, nonetheless, the chapter that is the most eye catching for me is the second chapter of the textbook, which is about individual differences comprising personality and ability. From what I have learned, there are two main types of individual differences, which are personality and ability differences. Not only does this chapter catches my attention, it is also useful as it is crucial to understand the nature, determinants, and consequences of individual differences for managing organizational behavior when working in teams during assignments or during work in the future. We need to understand why people act the way they do as each person differs so much from each other. No matter in the university or in the workplace, different people has different personality, where how they feel, think, and behave will differ from one another. Before this, I thought every part of our personality is fated to be the way it is. By studying this topic, I now know that personality is determined both by nature and nurture. This is true as I realized that some part of my personality is similar to my parents', and some part of it is formed by the experiences I had when I was young. By knowing which part of people's personality was inherited...
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...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 our study by recommending Green Curve to incorporate the “can do” attitude and “continuous improvement” as part of their organisational behaviour. “Can do” attitude relates to the tendency to show self-discipline, act dutifully...
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