Throughout this group project, I had an opportunity to observe and reflect how my personality traits contributed to and hindered the success of the team. According to the Big Five Model, I identify myself as low on extroversion, moderate on neuroticism as well as openness and high on agreeableness and conscientiousness. I perceive that some of my personality traits were beneficial to our group project. With moderate levels of openness, I was able to play with ideas and was open to new ideas from other groupmates during our brainstorming session. But, I was also able to seek a balance between being overly imaginative or conservative, especially when we tried to narrow down and finalize our ideas as I emphasized on justifications when we discussed …show more content…
Hence, I can utilize my strengths and manage my weaknesses to be a better member in future group assignments. In particular, I will focus on utilizing my personality traits in moderation as either extremes of high or low on a personality may be too rigid, being an extreme strength in certain situations, but being an extreme weakness in others. Despite having a low extraversion, I can still take a more active role in future discussions by sharing all constructive ideas instead of shying out and worrying of others’ negative feedback. I will also balance between orderliness and flexibility by proposing general deadlines for our group and at the same time allowing members to organize their own progress so that we can have organization in the group without suffocating the members. With more flexibility given, I will keep in mind to be agreeable in moderation in which I will be trusting and compassionate to the members but also able to be firm if any member is slacking or not meeting our deadlines. The details listed above are just part of my personality and working style that can be improved upon which serve as general guidelines for me to contribute more to future group assignments. However, they should not be viewed as rigid rules which I will follow blindly. I will always remember that I am working with a group of people with various personality traits and I should approach each member with ways that may improve our productivity instead of treating them as the same and that a single method will suit everyone, since that would reduce the uniqueness of each
The Big Five is the most widely accepted and used model of personality. The model consists of broad dimensions of personality traits. These dimensions are: Openness to Experience/Intellect, Conscientiousness, Extraversion, Agreeableness and Neuroticism. Upon completion of the Big Five Personality test, my results were somewhat surprising to me. Overall, I scored on the low end for Openness to Experience/Intellect, Extraversion and Neuroticism dimensions and on the high end for Conscientiousness and Agreeableness dimensions.
To humans, life appears to be a dynamic, unpredictable environment to which diversity they react and behave in a certain particular way best suiting to their respective preferences introducing the notion of personality; Psychologists, over time, after various studies, have come along with a series of standardized characteristics that tend to be the mostly manifested while examining personalities and finally came up with the popularly known as The Big Five Theory. On this paper I will get into a description of myself according this theory’s 5 aspects which are Openness, Conscientiousness, Extroversion, agreeableness and Neuroticism;
Three aspects of my personality are avoidant, high on conscientiousness and a high need for achievement. These personality characteristics were studied using different theories, the attachment theory, Big Five, and the motivational theory. Together, these aspects make me who I am. I am someone who is driven, hard working, disciplined, and has a hard time trusting and letting other people into my personal life. Everyone has their different personality traits which make them unique, and that’s the beauty of humans. No one is exactly like anyone
Personality is massive part of an individual’s identity. Our personalities dictate our patterns of thinking, feeling, and acting. An individual’s personality exposes them to predispositions and habits that influence their actions and lives. Early on, personality assessments consisted of physical features ranging from head shape and facial characteristics to body type. In today’s world, personality assessments are mainly based around traits. Traits are simply descriptions of one’s habitual patterns of behavior, thought and emotion. The most popular personality assessment is the Five-Factor Model, also known as The Big Five. This model allows us to describe people based on the five main traits/dimensions. These traits are extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience. Each of these five traits measures a different aspect of one’s personality. Extraversion is based on one’s level of engagement with the world,
The Big Five Theory is a useful tool to create a personality profile for a particular individual. By analysing a person using The Big Five Traits of extraversion, openness, conscientiousness, agreeableness and neuroticism one can determine an individual’s basic personality profile.
The five-factor model includes five broad domains or dimensions of personality that are used to describe human personality. The five factors are openness, conscientiousness, extraversion, agreeableness, and neuroticism. While these five traits should be sufficient on their own to describe all facets of a personality, there also should be no correlation between the main factors. The Five Factor Model is now perhaps the most widely use trait theory of personality and has achieved the closest thing to a consensus in personality research. The advantage of this theory is that there have been multiple research studies conducted on this theory. Results suggest that this theory is effective in describing and determining personality. However, this theory is very categorical and does not allow for much flexibility. It also looks at the person personality at that time and now how it developed.
“The Five Factor Model provides a compelling framework for building personality measures that seek to represent the domain of individual terms broadly and systematically” (Briggs, 1989 as cited in McAdams. DP, 1992, p. 332). The FFM consists of five factors (The ‘Big Five’). They are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. When measured individuals can range from extremes on each of these traits.
These scales are commonly alternatively represented by the OCEAN acronym Openness to experience, Conscientiousness, Extraversion/Introversion, Agreeableness and Neuroticism. The Big Five structure captures, at a broad level of abstraction, commonalities among most of the existing systems of personality description, and provides an integrative descriptive model for personality research. (Oliver& Sanjay 1999)
The Myers-Briggs Personality Test is frequently used in the workplace as a growth tool for not only the employers, but also for the employees. Understanding ones individual personality type is essential to being a productive part of the workplace. In this paper I will discuss how the Type and Temperament my own personality is identified by allows me to be thoughtful and aware as I contribute to the success of my current work team. Each of the four letters carries a strength and weakness that is best understand when the parts are looked at as a whole, I will address all of those items throughout this paper. Needs work
The Five-Factor Model of Personality is a system used in order to describe an individual’s personality traits. By requiring said individual to answer a series of questions, this test is able to decipher the traits that are most likely evident within their life. The Five-Factor Model of Personality test gives the test subject a series of situational options. Using the subject’s responses, psychologist match the answers to the personality in which best relates. A highly accurate description of ones’ personality can be easily configured by using the Five-Factor Model of Personality by testing either high or low in the following areas; openness to experience, extraversion, conscientiousness, agreeableness, and neuroticism.
In a team-oriented setting, everyone contributes to how well the group succeeds overall. You work with fellow members of the group to complete the work that needs to be done. Having the right people in the correct roles is an important factor in measuring the success of a team, where you are united with the other members to complete the main goals. Every group is made up of definite strengths and weaknesses. Our team's 3-5 major strengths necessary to work accordingly consist of Informer, Summarizer, Orienter, Piggy-Backer, and Encourager. One of our strengths as a team is that we get input from everyone involved. Every member of our team is a leader in some way. Part of being a good leader is knowing how important it is to receive the best ideas from each member of their team. We attend group meetings where we discuss any challenges, issues, and problems. At these meetings, we often exchange ideas or brainstorm new ones with each other and come up with the best and most creative team solutions as potential answers to those perceived problems.
The second major theory is called the trait or five-factor model. Often referred to as the "Big 5". The five personality traits described by the theory are extraversion, agreeableness, openness, conscientiousness and neuroticism. Beneath each proposed global factor, a number of correlated and more specific primary factors are claimed. One strength of the trait perspectives is their ability to categorize observable behaviors. In other words, observing the behaviors of an individual over time and in varying circumstances provides evidence for the personality traits categorized in trait theories. Another strength is that trait theories use
One of the most prominent trends in organization today is the use of team to accomplish the work, which have assigned to an individual. Every team is made up of specific individuals and they are specialized in certain area of interest. If one of the specifications is missing It can be reflected on their performance. It indicates that, every individual is important for the organization. An individual’s performance within an organization and its relationship with its subordinates and coworkers is highly influenced by the Big Five personality traits. My Big five test results depicted that I am traditional/conventional individual with significantly high percentile of conscientiousness and agreeableness. I also have lower neuroticism and slightly
In addition to recognizing the importance of work-life balance, the program also helped me nurture skills that are crucial in the promotion of an effective balance between work and other aspects of life. As I was going through the program, I was able to balance my commitments in the program with my personal life. This helped me to reduce stress and so I approached my responsibilities positively and with great energy. Furthermore, valuable tips on how to maintain proper work-life balance including the need to exercise and meditate, not to seek perfectionism, to always have a schedule and adhere to it, and ensure I stay healthy.
Throughout this term, my fellow classmates and I have had a chance to participate in a group project with two or three of our peers. The general topic was a vivid problem in a industry. Our class had a very wide and diverse sets of topics: from Styrofoam, to industrial hacking, to corruption in an influential international organization like FIFA, and so many more. Our group decided to develop a project named “Outsourcing and the price we pay for brands”. The name itselves is somewhat self-explanatory, however the problem is so much more complicated and interesting. In this paper, many struggles and concerns, of the group and of my my own, will be unfolded as I reflect the progress of this project.