...The most widely used framework to measure personality is the five –factor model or FFM for short (McCrae & Costa, 2013). This approach uses a framework to assess the individual’s personality level on each of the five domains. These factors are Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to Experience. “One of the original ideas behind these five basic factors is that they are “orthogonal”, which means that getting a high or low score on any one of them is not supposed to predict whether a person will get a high or low score on any of the others” (Funder, 2007, p. 224). Using Juno MacGuff, from the movie Juno in mind, I generated a report so I can figure out her percentile scores using a personality test called the IPIP-Neo (Halfon, Malkovich, Kovick, Smith, & Reitman, 2007). Her factor and facet percentile scores can be seen in Table 1. Figure 1 shows Juno’s factor scores, while Figure 2 illustrates scores for each facet. FFM Results Juno’s score on the Neuroticism factor is 25 (low range). There is a substantial score of divergence among the facets from 15 (Anxiety) to 51 (Vulnerability), which is a generally strong agreement. Most of her facets were in the...
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...variables respectively. Both subsets of motivation directly affect sales performance although the data implies that the accomplishment striving factor results in improved performance only indirectly, accompanied by a status striving variable. The study has been criticised for its sole reliance on participants drawn from sales representatives. Such a narrow band of individuals may be expected to show extraverted behaviour given the arguable necessity of such behaviour in ensuring success. Recruitment of sales representatives is dominated by a focus on selecting extraverted individuals and as such, the generality of the study regarding a correlation between the FFM and job performance is questionable. Job satisfaction: Workplace Deviance and counterproductive workplace behaviour (include in this Buckner’s excessive use of technology study): Organisational commitment: Organisational citizenship: Sean P. Neubert’s study, “The Five-Factor Model of Personality in the Workplace” posited and upheld a large correlation (Size of correlation?) between elements of the five-factor model (which?) and job performance. Problem Behaviour and Deviance The Five Factor Model of personality and employees’ excessive use of technology (Buckner, John E. : Castille, Christopher M. ; Sheets, Tilman L.) Computers in Human Behaviour, 2012, Vol. 28(5), pp. 1947-1953 [Peer Reviewed...
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...PSYC 406 Quiz 5 Click Link Below To Buy: http://hwaid.com/shop/psyc-406-quiz-5/ Question 1 of 18 2.0 Points As many as __________% of inpatients may be diagnosed with borderline personality disorder. A.20 B.30 C.40 D.50 Question 2 of 18 2.0 Points ___________________ _disorder is prevalent in correctional settings. A.Dysthymic Personality B.Sociopathic Personality Correct C.Antisocial Personality D.Narcissistic Personality Question 3 of 18 2.0 Points DSM-IV-TR includes 12 individual personality disorders. A. True B. False Question 4 of 18 2.0 Points Converting DSM personality disorder to a dimensional model requires integration with the: A.Trait and Factor Theory B.5-Factor Model C.Sociopathological Model D.Social Constructivist Model Question 5 of 18 2.0 Points Personality disorders are generally believed to be untreatable. A. True B. False Question 6 of 18 2.0 Points And individual with the characteristics of aimlessness, unreliability, lax, negligent, manipulative, exploitative, aggressive, ruthless and hedonistic might be diagnosed with: A.Narcissistic Personality Disorder B.Obessive-Compulsive Personality Disorder C.Borderline Personality Disorder D.Antisocial Personality Disorder Question 7 of 18 2.0 Points The single most frequently diagnosed personality disorder is:____________ _______________ ___________. ...
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...Stephane Ludovic Marie ID:11300880 Stephane Ludovic Marie ID:11300880 MGT200 Assignment 3 MGT200 Assignment 3 Contents Introduction 2 Personality 2 Personality determinants 2 Personality Related theories 3 Five Key Factor Model 3 Hypothesis 3 Conclusion 3 Reference List 3 Introduction For many decades, there has been an ongoing debate about the usefulness and validity of personality measures in selection contexts. While some authors believe that those instruments lack validity, others recommend their use as a selection instrument. There is plenty of literature available on this topic, but it is fairly controversial (Alvesson 2002). For the purpose of this report; job performance concerns the attitudes, information and skills that are desired to facilitate one to perform the tasks listed in the job description by the organization; of which task performance includes one’s behaviour that involves in the conversion of organizational resources into finished goods and services. Organizations worldwide use performance appraisal as a means to ensure the job performance of workers, moreover personality measures recently have received considerable attention in the employee selection process since personality of an individual is closely linked with the process of job or work performance. The relationship between personality and the level of job performance is dependent on the environment in which he/she is working (Alvesson 2002). It is important to note that job...
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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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...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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...Hapuarachchi | 4/3/2015 | | Contents 1.0 Introduction 2 1.1 Purpose of the report 2 1.2 Personality 2 1.3 Methodology 2 2.0 Job Satisfaction 3 2.1 Definition and relationship to turnover 3 2.2 Locus of control 3 2.2.1 Definition 3 2.2.2 Internal LOC Vs External LOC 4 2.3 Two-Factor Theory 5 2.3.1 Definition 5 2.3.2 Motivators Vs Hygiene factors 5 2.3.3 Application of the theory 5 3.0 Organizational Commitment 6 3.1 Definition and relationship to turnover 6 3.2 Value Congruence 6 3.2.1 Definition 6 3.2.2 The effect of value congruence on the three types of organizational commitment 6 3.3 The Five Factor Model 7 3.3.1 Definition 7 3.3.2 The effect of the model on the three types of organizational commitment 8 4.0 Conclusion 9 5.0 Recommendations 10 6.0 References 11 1.0 Introduction 1.1 Purpose of the report The purpose of this essay is to provide recommendations for the human resource practitioners to increase employee job satisfaction and organizational commitment in the company by taking into account the personality of an employee and his/her influence on job satisfaction and organizational commitment. 1.2 Personality Personality is defined as the sum total of ways in which an individual reacts to and interacts with others (Robbins & Judge, 2012). In modern organizations, management has started to take employee’s personality in to consideration in order to increase the effectiveness and efficiency of employees to improve...
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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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...Faster speed, offline reading, and more. Last edited 3 days ago by an anonymous user Personality psychology Personality psychology is a branch of psychology that studies personality and its variation between individuals. Its areas of focus include: Construction of a coherent picture of the individual and his or her major psychological processes Investigation of individual psychological differences Investigation of human nature and psychological similarities between individuals "Personality" is a dynamic and organized set of characteristics possessed by a person that uniquely influences his or her cognitions, emotions, motivations, and behaviors in various situations. The word "personality" originates from the Latin persona, which means mask. In the theatre of the ancient Latin-speaking world, the mask was not used as a plot device to disguise the identity of a character, but instead was a convention employed to represent or typify that character. Personality also refers to the pattern of thoughts, feelings, social adjustments, and behaviors consistently exhibited over time that strongly influences one's expectations, self-perceptions, values, and attitudes. It also predicts human reactions to other people, problems, and stress.[1][2] There is still no universal consensus on the definition of "personality" in psychology. Gordon Allport (1937) described two major ways to study personality: the nomothetic and the idiographic. Nomothetic psychology seeks general laws that can...
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...The Relationship between The Big Five Personality Traits (Five Factor Model-FFM) and Transformational Leadership Yunita Agustian Minjalnis (1121200127) Fatima Al-Qadhibi (1121200083) Aurora Noor Aisa (1121200128) Vasantakumaren Seri Ramalo (1111200145) Assoc. Prof. Dr. Chong Chin Wei – DBA/PhD/MPhil Malaysia 26th December 2012 MULTIMEDIA UNIVERSITY INTRODUCTION Are you born to be a leader? Are you a “natural”? Or is leadership a set of behaviors and competencies that anyone can develop, given the right experiences, circumstances, and training? Since the 1960s, researchers have examined whether there is a relationship between the basic agreed-on factors that make up personality and leadership. The Big Five personality factors are Conscientiousness, Agreeableness, Neuroticism, Openness, and Extraversion, which some researchers have labelled the CANOE personality model as an easy aid to remembering each factor (Bligh, 2009). As Tejeda (2001) asserts, “the past two decades have witnessed a great deal of scholarly attention transformational leadership behavior, which is currently the most widely accepted leadership paradigm” (as cited in Rubin, Munz, & Bommer, 2005, p.845). Transformational leadership behavior represents the most active/effective form of leadership, a form in which leaders are closely engaged with followers, motivating them to perform beyond their transactional agreements. Barling, Weber, and Kelloway (1996) demonstrated that some transformational leadership...
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...Introduction to Personality Tyanda Trent PSY/405 November 18, 2013 Patti Tolar Introduction to Personality In doing the assignment the essayist took opportunity to educate herself and readers of this essay on personality. In the following passage the essayist will give the definition of personality. She will also give reason for how an individual’s personality is developed. The essayist will also research theoretical approaches in studying personality. Last, the essayist analyzes some of the factors that influence an individual’s personality. After reading this essay, the essayist wants readers to have clarity on the theory of personality. Defining Personality The word personality originates from the “persona”, meaning the covering that an actor can wear during Greek and Roman drama performances (Feist & Feist, 2006). The reason for them to wear the mask is to cover a deceptive appearance to portray the character in which they are playing. The present-day description of personality is not the deceitfulness of character or appearance; however, it is the action of apparent behavior that can be the label of certain physiognomies and traits of an individual. The physiognomies give the understanding of an individual, to include intelligence, physical ability, and attitude. According to Theories of Personality, personality involves, “…a pattern of relatively permanent traits and unique characteristics that give both consistency and individuality to a person’s behavior”...
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...13PGDM138 Deeva Choudhury – 13PGDM139 Modhura Roy – 13PGDM149 Navisha Verma – 13PGDM151 Nikhil Gupta – 13PGDM156 CONTENT S. No. | Content | Page No. | 1. | Internal Factors | 2 | 2. | Methodology | 2 | 3. | Response analysis | 3 | 4. | Summary of Responses | 15 | 5. | Marketing Implications | 16 | 6. | Appendix | 17 | INTERNAL FACTORS The major factors affecting all our respondents are: * Motivation/ Needs * Personality * Emotion * Involvement * Self Concept * Attitude Methodology 1. A questionnaire was prepared that focused on the questions that were based on internal factors that drive the consumer buying decision. 2. Through the questionnaire we have gathered information about their behavior and analyzed their responses. 3. For the personality, an online personality test was taken and the responses taken as a base for all further analysis. 4. The interview was around 30 to 45 minutes long. 5. According to interview conducted, we have analyzed the decision making process and listed down the various factors that are present. 6. The interview was conducted face to face or on telephone. ANALYSIS OF RESPONSES RESPONDENT 1: SONAM GUPTA PERSONALITY: Sonam is ESFJ (Extraversion, Sensing, Feeling, and Judgment) personality type. She is very supportive and outgoing and loves to engage herself in social gatherings. She loves to help others and takes her responsibilities very seriously. She is an emotional...
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...RESEARCH BACKGROUND Job performance has been defined as ‘‘behavior or action that is relevant for the organization’s goals and that can be measured in terms of the level of contribution to goals that is represented by a particular action or set of actions’’ (Campbell, 1999; p. 402). According to Campbell and his colleagues (Campbell, 1990; Campbell, McCloy, Oppler, & Sager, 1993), job 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...
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...initiative to find whether the congruence of individual personality and brand personality influence the buying behaviour favorably Abstract This study is conducted on students of xxxxx University to test the hypothesis (does the congruence of individual personality and brand personality influence the buying behaviour favourably?). The results would describe if an individual’s personality similar to that of the brand will result in preference for that brand in purchasing decisions. The study is conducted in two phases using Aaker’s- 5 brand personality description/model. In the first phase, factor analysis has been used in grouping the attributes given by the sample population for the cell phone brands, under one of the five personality types. In the second phase a structured questionnaire is employed to understand the sample population’s personality and their choice of cell phone brand if all the three brands offer a model with same features and at the same cost. Keywords Brand personality, individual personality, sources of brand personality Introduction Over forty years of research in marketing (Levy 1959; Martineau 1958) has shown that the perceptions and associations consumers have about brands go beyond their functional attributes and benefits, and include non-functional, symbolic qualities, often referred to as “brand image.” Among these aspects of brand image are perceptions and associations about the brand's “personality,” the “set of human-like characteristics associated...
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...adolescence and adulthood. Emotional expression is a key aspect of learning in which the individuals recognizes how to apply emotions that are socially appropriate and in keeping with the emotional development of that person. During infancy, the use of facial expressions is a key means of communication to establish biological needs. For example crying when to be fed or laughing when defecating. At this stage of infancy usually about the first months of birth, key cognitive functions to express emotions such as smiling is reflexive, independent of external stimuli. With the advancement of age of 2 - 3 months this reflexive motor is replaced by social smiling, typically when the baby sees his or her caregivers face. From the ages of 4 - 5 years, emotional expressions begin to be shaped by societal and cultural expectations and this continues to expand between the ages of 8-12 years until adolescence. In adolescence, facial displays of emotion become increasingly complex and contingent upon the social circumstance or people they are surrounded by. In adulthood emotional expressions and experiences become more complex and blended. Emotion,...
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