Differing management practices, leadership styles and organizational behaviour outcomes play a critical role on how an individual person functions within an organization. Vice versa individual personality traits may influence and impact a company’s performance at the individual, group and organisational level. As such it is important to examine specific personality traits to suit specific job roles such as managerial or leadership roles which if not assessed robustly could lead to a company failing. By mapping my personality profile using Big Five personality factors (or dimensions), I critically assess my strengths and weaknesses in relation to my job within an educational institution and propose areas to focus on to improve my management …show more content…
The Big Five Model has been shown to be statistically stable and is fairly robust when tested across cultures and types of organisational structures although it tends to predict better in more individualistic cultures such as Australia compared to collectivist cultures (Judge and Robbins, 2013). As such in terms of the Basic Organisational Behaviour Model, personality assessment is of prime importance as it forms one of the three key inputs at the individual level, the other individual level inputs being diversity and values. At the individual level how these three inputs (personality, diversity and values) interrelate will drive or affect an individual’s emotions and moods, motivation, perception, and decision-making. These individual input and processes ultimately determine individual-level outcomes: a person’s attitude, task performance, citizenship or withdrawal …show more content…
In terms of the results of the test, the key personality dimensions that generated high scores were within the conscientiousness, agreeableness and extraversion dimensions. This result resonated with me especially as it reflects my self-perception of having strong organizational skills, being assertive and sociable. Tracking from highest to lowest (see Appendix for Big Five Model results), the dimension scores generated and the implications for my leadership style (rather than focusing on managerial style) are explained in more detail
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.
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)
Personality is one of the key aspects that must be addressed when considering what type of attribute a leader needs. Personality has two meanings. The first meaning refers to the impression a person makes on others his social reputation. It describes him or her as pushy, honest, outgoing, impulsive, decisive, friendly or independent. From the standpoint of leadership, this view of personality addresses two issues: “What kind of leader or person is this?” and “Is this somebody I would like to work for or be associated
The lack of hierarchy in the Gore organization would best suit employees with a high core self-evaluation. In addition, employees would possess most if not all of the Big Five factors. The combination of these personality traits in employees will he...
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
In the vast and detailed world of psychology, there are a variety of different tests you can participate in. For example, you can participate in aptitude, verbal or numerical reasoning, and psychometric tests. These tests assess on a variety of different situations such as: behaviors, abilities and intelligence. Personality tests, a common and favored test, measure things such as: behavioral style, opinions, motivators, personal values and career interests. Most often, people complain or disagree with the score of some areas on their personality test; however, there are no right or wrong answers. After completing this personality test and reviewing the results, I found that the overall scoring accurately described me in most areas. The Big Five Personality test scores in five different areas involving openness, conscientiousness, extraversion, agreeableness and neuroticism.
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
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
Leadership is the glue that binds any business together, identifying and understanding your type of leadership style can ultimately aid you in becoming a better leader in your professional career. A successful business cannot function without leadership therefore this is a crucial aspect of internal employee development for businesses striving to stay relevant in a crowded marketplace. In addition to recognizing your leadership style every leader needs to look to them and identify what type of personality they have. By becoming an informed business leader you will gain trust and respect of your team to guide them into the future and maximizing potential growth. Throughout this paper I will identify my leadership style and also personality type and how it has affected my personal career growth. Identifying these conclusions is extremely important in crafting company culture.
"Personality is the dynamic organization within the individual of those psychophysical systems that determine his characteristics behavior and though" (Allport, 1961, p. 28).There is an entire field of study is dedicated to understanding the genetic components of personality. This field of study is called behavioral genetics. The goal of behavioral genetics is to discover the genes that affect our behavior. It is a slow and complex process because these genes have to be identified. The interactions that take place between these genes must be understood and environmental effects must be taken into account. There are three common research methods in behavioral genetics and these are family studies, twin studies and adoption studies. Family studies
“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.”
After taking the test my results came as the following: openness (58%), conscientiousness (69%), extraversion (31%), agreeableness (60%), and neuroticism (10%).
My personality is hard to describe. It all can depend on the situation, but overall my core values stay the same. In this paper I will describe my personal analysis, which will include a self-assessment score of maximizer and satisficer, time management profile, and empowering others. I will also describe what my terminal values and instrumental values are. Then I will go through what my big five personality characteristics are and my MBTI personality profile. I will then describe my job posting assessment and, finally, my personal job fit analysis. Hopefully, by the end of this I will be able to recognize my strengths, weaknesses and values and have the ability to match my values to the type of values job postings are looking for.
The Big Five Theory is a theory that we have 5 traits that make up our personality, them being Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness to Experience. The Big Five Theory is an interesting and intelligent take on personality, but raises some questions. What research findings led to the decision of the 5 traits of personality that make up the Big Five? Five traits is a minimal amount to explain personality, but there is reasoning behind why only five make up this theory. Five traits were hand selected for the Big Five. But is there really in fact five traits that make up this theory? Another question that raises some thought is Can the Big Five Theory accurately predict one’s personality? There are many theories
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.