1.0 Introduction
The purpose of this portfolio is to reflect on my intrapersonal effectiveness in an organisational setting. I will disclose and discuss my key personality traits according to the NEO IPIP measure of personality. I will then discuss how my results will impact my success in a professional context. Additionally, I will analyse my intrapersonal strengths and weaknesses; evaluating how they will affect my professional effectiveness. Finally, I will prepare reasonable and achievable goals, consistent with the ‘SMART’ criteria in order to improve upon my weaknesses.
2.0 Intrapersonal Effectiveness & The Big Five-Factor Model of Personality
Intrapersonal effectiveness can be described as understanding yourself, your strengths, weaknesses and goals; and improving your self-management skills, that is, your time and stress management (De Janasz, Wood, Gottschlk, Dowd & Schneider, 2006, p.3). In order to achieve my professional goal to become a top public relations (PR) executive in the entertainment industry I will need to have a thorough objective understanding of my intrapersonal effectiveness. A PR executive needs to deal with personal and professional criticism with resilience and the confidence to build strong business relationships (reference).
According to Hough and Ones (2003), “personality variables are now recognized as important in predicting and understanding individual… performance and effectiveness.
The ‘big five-factor model’ utilises the personality traits: emotional stability, extroversion, openness to experience, agreeableness and conscientiousness to identify which traits that you possess might affect your intrapersonal effectiveness (Chang, 2014). This is done through the International Personali...
... middle of paper ...
...verse orientation in counselor trainees. The Journal of Psychology, 136 (5), 561-572. doi: 10.1080/00223980209605551
Hough, L.M., & Ones, D.S. (2003), ‘The Structure, Measurement, Validity, and Use of Personality Variables in Industrial, Work, and Organizational Psychology’, in Anderson, N., Ones. D., Sinangil, H.K. & Viswesvaran, C. (eds.) (2002), Handbook of Industrial, Work and Organizational Psychology. Volume 1, Personnel Psychology, Sage, 233-267.
Trader, J. (2012). 5 Essential Characteristics of a Successful PR Pro. Retrieved from http://prbreakfastclub.com
Counselling Resource Research Staff. (2012). Welcome to the K10 Test for Psychological Distress. Retrieved from http://counsellingresource.com/lib/quizzes/depression-testing/depression-anxiety/
Appendices
Table 2: Journal Layout
DATE SITUATION EMOTIONS LESSON
During hiring process, employers use a wide variety of tests to choose the best candidate for their company. These tests are used to eliminate candidates that are not fit for the company. The personality test, is one of many that is being used in many organizations as a means of making a hiring decision. It has been studied that personality traits predict success in job performance. Having the ability to judge the candidate before hiring can ultimately forecast how fit the employee is for the company. Personality tests uses conscientiousness, openness, extraversion, agreeableness, and emotionally stable as predictors of job performance. Companies want to know what type of personality traits you have before hiring, for the reason that bad hiring
Cervone, D., Pervin, L. A. (2008). Personality: Theory and research (10th Ed.). New York: Wiley.
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 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 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.
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.
Murnoe, S. (2014). "How Personality Affect Work Behavior". Available: http://smallbusiness.chron.com/personality-affects-wor-behavior-45940-html. Last accessed 18th February, 2014.
McCrae, R. R., & Allik, I. U. (2002). The five-factor model of personality across cultures. New York: Kluwer Academic/Plenum Publishers.
Job performance manages the information, skills, mentality, and information that are obliged to help one to perform the undertakings task in the set of expectations of the organization. Job Performance can be distinguished into two different classifications, which includes task and contextual behavior (counterproductive behavior and citizenship behavior)(Rotundo & Sackett, 2002). Rotundo and Sackett (2002) expressed that one of the task performance behavior have the capability of changing over the company recourses into a merchandise. Overall, organizations are constantly utilizing employment execution, which portray of guaranteeing the greatest potential of job performance on each worker. Yet, personality had as of late settled a lot of consideration by numerous organizations. This is because the relationship between personality and job performance are distinctive base on their surrounding workforce. Beside, job performance may be able to lead the organization to success or failure. As a few of researchers had been directed, a proper of meaning of personality is a synthesis of trademark example that made up of thoughts, feelings, and behavior that make an individual one of a kind from others (Buchanan & Huczynski, 2010).
“Narrow dispositions would also not cross situations, such that a person might be friendly in public but may or may not be friendly in private” (Fleeson and Jayawickreme 2015). Another criticism was that the words used with in the ‘Big Five’ model are all brought in with an English speaking context that may limit the effectiveness of the ‘Big Five’ model, a context which can be hard to recreate in other languages with the same meaning. It can also cause issues because of the cultural context of the words, it is thought that some of the questions provided might not be ones that are usually discussed in certain cultures and languages that would lead to an imposition of psychological factors with in respondents from another culture. This means that the translation of words must be translate in a culturally appropriate way as to not skew the results nor to confuse the respondents, this leads to slight variations in the model in each language which may limit the notion that the ‘Big five’ model can be considered a universal model when it comes to personality traits. There is also the argument that the ‘Big five’ has missed out on another very important factor to personality traits, the trait of humility and honesty, this can lead to people having very similar results on the ‘Big Five’ model but in reality being very
Friedman, H. S., & Schustack, M. W. (2012). Personality: Classic theories and modern research (5th ed). Boston , MA, USA: Pearson
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.
Pervin, L. & John, O. (Eds) (1999). Handbook of Personality: theory and research. New York: Gilford.
According to the study of this course, I have learned many useful management skills and I feel like these skills will be applied to my future career development. When working on the self- assessment tests, I found myself fall into the category of the ISTJ personality types, which as illustrated by Myers Briggs, is the type of personality that is conscientious, considerate, and helpful. Personality traits such as honest, dutiful, practical and responsible are my strengths; personality traits such as stubborn, insensitive and poor communication skill are my weaknesses. Related to the knowledge I have learned in the course I believe both strengths and weakness will have influence to my future career development. In this reflection paper, I will demonstrate the strengths and weaknesses that may place the most influence on my way of success.