...The Big Five Dimensions of Personality Personality researchers have proposed that there are five basic dimensions of personality. Evidence of this theory has been growing over the past 50 years, beginning with the research of D. W. Fiske (1949) and later expanded upon by other researchers including Norman (1967), Smith (1967), Goldberg (1981), and McCrae & Costa (1987). The "big five" are broad categories of personality traits. While there is a significant body of literature supporting this five-factor model of personality, researchers don't always agree on the exact labels for each dimension. However, these five categories are usually described as follows: 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...
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...Team Personality Traits Personalities can vary in groups of people from different areas of the country. University of Phoenix Learning Team A reflects similar personalities in which may not be a common aspect in most team environments. The ladies in team A truthfully assessed the Big Five Personality test to understand strengths and weaknesses within the team. However, each member has displayed a high regard for team goals and participation. According to each team member the results of the test would prove complete accuracy in the Big Five Personality test. The Big Five Assessment Summary There has been much research on how people describe others, and five major dimensions of human personality (Out of Service Home). Two different Big Five Personality tests have been taken by Diane Elizabeth, Tracy, and Mary to research how each team member’s personality fits into the five different dimensions of human personality. The results for the first dimension Openness to experience and Intellect display that high scores tend to be original, creative curious, complex, whereas low scorers tend to be conventional, down to earth, narrow interest, and uncreative. The first results reflect that when concerning team A, team members enjoy developing novel experiences and seeing thinks in new ways scoring from 96 to 80. The second dimension of Conscientiousness and responsibility reflects team A’s score ranging from 95 to 83 and that each team member is very well-organized and can be relied...
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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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...Five Personality Leadership Dimensions August 15, 2015 Five Personality Leadership Dimensions Many of us were initially taught that leaders are born with a unique set of inherent traits and if you lack those traits at birth then your destiny is to be a follower. Later, we discovered within our job searches that multiple organizations require various styles of leadership. However, numerous corporations are utilizing “The Big Five Personality Traits” along with other supplements to determine which candidates would be the best fit for a specific job position. The Big Five Personality Traits consist of five key dimensions with characteristic behaviors measured along a continuum which is listed below (Smith, 2015 p.1): 1) Openness: measures your level of creativity and desire for knowledge or new experiences. 2) Conscientiousness: will measure your organizational skills, along with ability to make plans and follow them through. 3) Extraversion/Introversion: this dimension will measure sociability, outgoingness and your energy level within a crowd. 4) Agreeableness: this dimension looks at your level of empathy, friendliness and kindness toward other individuals. 5) Neuroticism: measures your levels of anxiety, irritability, temperament and emotional stability. Therefore, having an understanding of your personality traits prior to searching and accepting a leadership position would be highly beneficial and predictable of your happiness within an organization...
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...performance is a multidimensional construct consisting of eight dimensions, one of which is job-specific task proficiency. Job-specific tasks are the tasks that are most central to the job, or the tasks that distinguish one job from another. In this study, we focus on job-specific task proficiency or ‘‘task performance,’’ because these proficiencies are the most fundamental units of successful job performance. Thus, individuals must be successful at task performance in order to be successful at their jobs and therefore in an organization. According to Campbell, Gasser, and Oswald (1996) argued that rather than focusing on global measures of job performance, we should instead examine specific dimensions or facets of performance. Whereas significant progress has been made in expanding the criterion domain beyond simply capturing the formal task-related requirements of jobs, we suggest that further expansion of the criterion domain will likely yield stronger validity evidence for the Big Five. In the sections that follow, we first review the current status of performance criteria in a broad sense and briefly review evidence for the validity of the Big Five in relation to those criteria. Then, we discuss what we believe are the most promising directions for expanding and refining the criterion space. Now, most organizational scientists agree that overall job performance can be defined in terms of three broad dimensions (Rotundo & Sackett, 2002): task performance, contextual...
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...Project Summary - Introduction Aiming to examine perceptions of salient personality characteristics, a salient personality descriptor survey was conducted in searching for new personality insights by comparing the already established personality trait theory, Eysenck’s Theory and the Big Five Theory. - Method An online survey (See appendix – A) was created for the length of ten days time with the website “Survey Monkey”, and obtained 64 responses. In hoping to obtain a more focused response pattern and simplicity, university students were the chosen group to attempt this survey. Before entering the survey, interviewees were asked to indicate their sex and age. Male composed 41 of the responses and 23 of them were by female, with the age distribution of the 64 from 19 years old to 24 years old. They were asked to name 10 pairs of salient personality descriptors in the order of importance, with two examples provided. - The Results As for the results, there were no dominant descriptors occupying any of the top 3 spots of the pairs, but despite the large number of descriptors obtained, a total of 640 pairs, there were also a noticeable overlap of data. There were around over 8 pairs of descriptors receiving over 30 counts (See Appendix – B), while the pair Nice v. Rude reached 54 counts, 84% of the participants believe that Nice and Rude is at least top ten of the most important descriptors in personality. Calm v. Moody, Harding Working v. Lazy and Happy v. Unhappy were pairs...
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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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...Personality in the Workplace Personality in the Workplace Personality can be thought of as the sum total of ways in which an individual interacts and reacts to other individuals (Stephen & Robbins, 2013). Research has shown that measuring personality is a useful tool in making hiring decisions and helping organizations forecast who is best for each unique position. The Big Five Model Personality Model does a great job of predicting how individuals will behave in a wide range of real-life situations, including in an individual’s work life (Stephen & Robbins, 2013). After taking the assessment, my results showed that I scored highest in openness to experience/intellect and lowest in agreeableness. Though not surprising, these results will help me reevaluate my personality and behaviors within my workplace so that I can adapt to become more successful and effective in my position. The Big Five Personality Model consists of five basic dimensions that incorporate the most important variations in human personality (Stephen & Robbins, 2013). These five basic dimensions include extraversion, agreeableness, conscientiousness, neuroticism and openness to experience. Research on how the Big Five Personality traits predict work performance has found significant relationships between these five personality dimensions and work performance (Stephens & Robbins, 2013). For instance, individuals who score highest on conscientiousness develop higher levels of job knowledge...
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...didn't fit with your personality? Or have you recruited people in the past who weren't successful in their roles, even though they had the skills required? Many of us have taken jobs that weren't a good fit. For instance, picture a quiet, thoughtful and shy person stepping into a high-pressure sales position, where they have to make lots of telephone calls. Or someone who is extremely ordered and detailed, taking a job at a start-up software firm, where everyone has broad roles, and all are encouraged to be flexible in how they approach tasks. When a person's personality doesn't fit the job, everyone loses. Not only will they be unhappy with their unsuitability for the role, But the organization will probably also suffer from increased absenteeism, low productivity, and loss of any investment in training when that person leaves. This is where the Big Five Personality Traits Model can help, as a way of measuring the most important personality dimensions. With an understanding of these dimensions, you'll better understand what roles fit you best, and you'll be able to hire people who properly fit the positions you're trying to fill. Understanding the Model The Big Five Personality Traits model is based on findings from several independent researchers dating back to the late 1950s. But the model as it is now didn't begin to take shape until the 1990s. Lewis Goldberg, a researcher at the Oregon Research Institute, is credited with naming the model "The Big Five", and it is now a...
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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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...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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...The Big Five Personality Theory and Gender Identity According to American Psychological Association (2000), personality refers to individual differences in characteristic patterns of thinking, feeling and behaving. The study of personality focuses on two broad areas: One is understanding individual differences in particular personality characteristics, such as sociability or irritability. The other is understanding how the various parts of a person come together as a whole. A number of different theories have emerged to explain different aspects of personality. Some theories focus on explaining how personality develops while others are concerned with individual differences in personality. The following are just a few of the major theories of personality proposed by different psychologists: Behavioral Theories, Psychoanalytic Theories. This paper focus on the Big Five personality dimensions to explain childhood personality development. Big Five Personality theory described the personality in childhood and later in life as a set of variations across five primary dimensions identified by researchers: extraversion, agreeableness, conscientiousness, neuroticism, and openness/intellect. Each bipolar factor (e.g., Extraversion vs. Introversion) summarizes several more specific facets (e.g., Sociability), which, in turn, subsume a large number of even more specific traits (e.g., talkative, outgoing) (Gosling, Rentfrow and Swann Jr, 2003). These basic factors can explain and predict...
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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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...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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...PERSONALITY "Personality is the entire mental organization of a human being at any stage of his development. It embraces every phase of human character: intellect, temperament, skill, morality, and every attitude that has been built up in the course of one's life." (Warren & Carmichael, 1930, p. 333) "Personality is the essence of a human being." (Hall & Lindzey, 1957, p. 9, characterizing statements by Gordon Allport) An individual's pattern of psychological processes arising from motives, feelings, thoughts and other major areas of psychological function. Personality is expressed through its influences on the body, in conscious mental life, and through the individual's social behavior." (Mayer, 2005) PERSONALITY TYPES Personality typing is a tool of great importance to recruitment managers. It's especially helpful in the areas of growth, self-development and recruitment. Developing understanding of personality typology, personality traits, thinking styles and learning styles theories can be a powerful and a rewarding experience, if it is used as a tool for discovery, rather than as a method for putting people into boxes, or as an excuse for behaviour. PERSONALITY THEORIES There are many different personality models and theories, and each one offers a different perspective. Some of the personality theories are Carl Jung’s personality types, David Keirsey's personality model and the 'Keirsey temperament sorter', Eysenck's three factor model, Type A and Type B personality...
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