People on this planet have distinct personalities that differentiate them from everyone else. Personality refers to the “structures and propensities inside people that explain their characteristics patterns of thought, emotion, and behavior” (Colquitt, Lepine, and Wesson 278). Personality has the ability to shape the way people perceive who we are, telling them how we behave in a social environment. Being that there are more than 1,000 adjectives used to describe the types of personalities, the Big Five Taxonomy is used to summarize all those adjectives. In this paper, I intend to discuss the Big Five Taxonomy Dimensions in the workplace. I. Conscientiousness In the workplace, a manager will greatly benefit from hiring a person who displays …show more content…
In agreement with the way the book views negative effects of demonstrating an excessive amount of agreeableness, the article “The Dark Side of Agreeableness: Why Pleasing Isn’t Always Pleasant” encompasses the same idea. It elucidates on the fact that managers who hire employees who display too much agreeableness are easily the ones who are taken advantage of and are unlikely to enforce standards set forth by the …show more content…
Reflection After conducting my research, it was very clear that the research studies explained in the textbook, and the articles found using the Internet went mostly hand in hand. Some examples include: when talking about the contentiousness dimension, the study discussed in the book explained to us that people who have this trait are more beneficial to the workplace, because they are organized, ambitious, etc. The article “This Personality Trait Predicts Success” has the same view as the textbook, conveying the idea that the workplace has a high chance of growing with employees of this nature. On the contrary, when dealing with the neurotic dimension, the book and research I conducted were not parallel. The book does not directly deal with possible positive effects of hiring a neurotic employee. The article “Why Your Neurotic Employees Might Also Be Your Most Creative” explains that some companies benefit from having employees with this trait because they generate better
The topic I chose to analyze for this week deals with the too-nice boss. As a matter of fact, I perused one source written by Jared Sandberg on February 26, 2008 in The Wall Street Journal titled: “Avoiding conflicts, the too-nice boss makes matters worse” and I read an article about the same topic by Lisa Cullen in the Time published on February 27, 2008 titled: “Help – my boss is too nice.” Cullen mentioned Sandberg’s article and added her opinion to it. In this essay, I will analyze both articles in order to demonstrate synthesis.
Kroeger, O., Thuesen, J. M., & Rutledge, H. (2002). Type talk at work: How the 16 personality types determine your success on the job. New York, NY: Dell Publishing.
Neuroticism boldly contrasts with the other personality traits in the Five Factor Model for personality (Openness, Agreeableness, Extraversion, Contentiousness, and Neuroticism). An individual being high in any of the other four traits could hardly be considered pathological. For example, high levels of agreeableness, within reason, would probably be considered to be a positive and healthy characteristic. However, the discussion regarding neuroticism certainly takes a darker turn. Gunthert, Cohen, and Armeli (1999) in their study, operationally define neuroticism as a predisposition to experience negative affect (negative emotional systems). Lahey (2009) defines it slightly differently, as the tendency to “respond with negative emotions to threat, frustration, or loss.” More generally, the personality trait is characterized by anxiety, angry hostility, depression, self-consciousness, impulsiveness, and vulnerability (Cervone & Pervin, 2010). Neuroticism has critical implications outside of personality psychology. Some researchers suggest that neuroticism is significantly correlated with both physical and mental health issues more so than any other personality trait variable. This increased risk is not just for a particular group of pathologies; neuroticism has been linked to Axis I and II disorders in the Diagnostic and Statistical Manual of Mental Disorders (DSM-IV) across the board (Lahey, 2009). In some occupational performance studies, negative affect was negatively related to job performance (Kaplan, Bradley, Luchman, & Haynes, 2009). This may be extrapolated to individuals high in neuroticism, as it the trait is the predisposition for the experience of negative affect. Research on daily stress and coping showed th...
For many years, there has been a debate in which whether or not personality plays a role in the workplace, in areas like “teamwork, job-fit, leadership, service, sales, and overall performance and satisfaction” (Furnham, 2008). Personality is an important topic for human resources and training professionals to consider during the hiring process and employee development. Employees’ personalities might have a significant impact on an organization’s performance. Therefore, I believe using personality tests in a workplace is necessary.
The purpose of this analysis is to identify my personality type, temperament, and how it relates to my behavior and success in the workplace. The first phase of this paper is to identify my four letter personality type using the Jung Typology Test which is based on Carl Jung’s and Isabel Briggs Myers personality type theory (Jung Typology Test, 2016). I will also discuss where I fall within Keirsey’s Temperaments; this personality typing combines two of the four sets of preferences in to four distinct temperament categories (Personalitypage, 2015a). Keirsey identified four basic temperaments known as Guardian, Rational, Artisan, and Idealist (Keirsey, n.d.). I will explain each of the four letters of my type and provide specific examples of how they relate to me in both a professional and personal level. In the final phase I will discuss my personality strengths and weaknesses and how I can use the assessment for overall personal growth.
The goal of the personality assessments was to provide a better understanding of all of the individuals. Prior research indicated that certain personality types are best matched with certain tasks. However, it is challenging to meet both the technical and personal criteria to create the “perfect” employee. Therefore, it was determined that the knowledge of the individual’s personality style and that of their team members provided a more realistic solution toward communicating effectively and working together as a team. Further instruction is planned for the group to discuss how individuals need to communicate based on their own results and the r...
The bases of this paper will be based on the results that I had obtained when I took the Myers-Briggs personality test. The results that I had obtained was that I was determined to be an ENFJ. I will go into depth about letter and how each represents that a specific aspect of my personality. The results that I had received were not what I had expected, but the more I read about the trait the more I realized how it suited me. I will also talk about the information that I had found useful from the book, Type Talk at Work: How the 16 Personalities Types Determine Your Success on the Job by Otto Kroeger, which gave me insight on how to interact with other personality types especially in the work environment. The information that I absorbed from the personality test and from the book will go into use in my personal and work life so that both environments will be cohesive and peaceful.
“The Big Five Trait Theory” is based on the five broad dimensions of one’s personality which according to Jason Rentfrow (PH. D) was “uncovered” after “decades of research on personality.”
The article being reviewed is “the Giving of orders” by Mary Parker Follett. The thesis of the article is that people can obey an order if previous habit patterns are triggered or if new ones are created. When an employer considers giving an order, they should attempt to form habits that will ensure the orders are being carried out. The author notes that business success is largely dependent on whether the business is organised and administered in such a way that habits or mental attitudes are formed. Employers often become angry because an employee would not do as ordered.
Cognitively, these behaviors may influence how individuals understand the characteristics of their jobs, as is the situation when individuals with optimistic core self-evaluation understand intrinsic job features more completely, even controlling for real job complexity. Affectively, these personalities might stimulate job satisfaction through their outcome on mood or mood at the organization. Lastly, employees who are emotionally steady, extroverted and conscientious may be better-off at work because they are more possible to achieve sustaining results at work. Part of this outcome may operate through job presentation, such that conscientious employees achieve better and are more content with their jobs because of the intrinsic ...
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
P.J. (2004). Personality: Theory and Research. USA: Wiley. SMITH. T. W. and WILLIAMS.
Risavy, S., & Hausdorf, P. (2011). Personality Testing in Personnel Selection: Adverse Impact and Differential Hiring Rates. International Journal of Selection and Assessment, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x
Individuals behave in a given manner based not on the way their external environment actually is but, rather, on what they see or believe it to be. An organization may spend millions of dollars to create a pleasant work environment for its employees. However, in spite of these expenditures, if an employee believes that his or her job that assigned to them is lousy and feel unsatisfactory, that employee will behave accordingly.
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