...Traits Yasmin Peralta, Gennifer Powell, Daymeonta White, Robin Goolsby PSY/250 October 2, 2013 Dr. Rosalyn Williams Personality Traits Today’s world is full of interesting and unique individuals due to the different types of personality traits they possess. There are several types of assessments that are used to determine a multitude of traits that one may have. These assessments include the Big Five Personality Test. These assessments also measure a person’s strengths and weaknesses in a particular category. The reliability and validity of these assessments are measured on an individual basis. Utilizing the Big Five assessment tool located in Chapter 8 of the text, Yasmin discovered a multitude of things about her personality, some in which she both agrees and disagrees. First, the assessment show that Yasmin a seven in the extroversion category which is considered high. This particular category Yasmin agrees with this because she views herself as a dominant, outgoing person who can associate well with other people in any setting. In the agreeableness category, Yasmin scored a four, which is low, meaning that she is considered to be quarrelsome and unkind. Despite what the assessment shows, Yasmin disagrees that she is unkind and considers herself to be quite friendly and personable. In the conscientiousness category, Yasmin scored a six, which is medium high, indicating that she reliable and responsible. In the emotional stability category, Yasmin scored her lowest with...
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...Finding the Leader in You: Self-Assessment / Johari Window Shawnique Small Mr. James Bankston BUS 520 – Leadership and Organizational Behavior July 17, 2013 This paper will address issues of personal understanding, planning, and professional development. It will analyze a self – assessment, which will enable me to understand how intuitiveness, culture, diversity, and leadership style influence decision making. This paper will also use the Johari Window which emphasizes that we may not be aware of everything that there is to know about ourselves. Personality is defined as the overall combination of characteristics that capture the unique nature of a person as that person reacts to and interacts with others. To develop a profile of my personality characteristics, I used the Big Five Personality Dimensions. The Big 5 are defined as the following: Extraversion (outgoing, sociable, assertive), Agreeableness (good-natured, trusting, cooperative), Conscientiousness (responsible, dependable, persistent), Emotional stability (unworried, secure, relaxed), and Openness to Experience (imaginative, curious, broad-minded). According to The Big Five Personality Test (www.outofservice.com/bigfive/results), the following are my results: Openness to Experience / Intellect – I am somewhat conventional, which means that I am down to earth, I have narrow interests and that I am uncreative. Conscientiousness – I am very well organized, and can...
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...Team Personality Traits Personalities can vary in groups of people from different areas of the country. University of Phoenix Learning Team A reflects similar personalities in which may not be a common aspect in most team environments. The ladies in team A truthfully assessed the Big Five Personality test to understand strengths and weaknesses within the team. However, each member has displayed a high regard for team goals and participation. According to each team member the results of the test would prove complete accuracy in the Big Five Personality test. The Big Five Assessment Summary There has been much research on how people describe others, and five major dimensions of human personality (Out of Service Home). Two different Big Five Personality tests have been taken by Diane Elizabeth, Tracy, and Mary to research how each team member’s personality fits into the five different dimensions of human personality. The results for the first dimension Openness to experience and Intellect display that high scores tend to be original, creative curious, complex, whereas low scorers tend to be conventional, down to earth, narrow interest, and uncreative. The first results reflect that when concerning team A, team members enjoy developing novel experiences and seeing thinks in new ways scoring from 96 to 80. The second dimension of Conscientiousness and responsibility reflects team A’s score ranging from 95 to 83 and that each team member is very well-organized and can be relied...
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...What are Personality Theories? Michael J Falls PSY/405 June 23, 2014 Bernard Wakley There are several different personality theories that attempt to explain how people act and who they are. Theories categorize people on characteristics or traits, and then try to describe the effect that this has on a person’s behavior in certain situations. Personality theories are supposed to focus on how people differ from one another; theories select behaviors or characteristics to determine their taxonomies or categories. Biological theories of personalities focus on genetics as well as biological relationships in physiological arousal and the neurochemistry in our brains. The biological approach to studying a person’s personality would be the differences in brain chemistry in extrovert and introverts. Theorist use biological processes to fill in the gap between personality and genetics by theorizing biological effects with behaviors. This anatomical approach examines the functions of brain structures. One of the biggest pioneers in the field was Eysenck; he attempted to relate personality to biology. Eysenck theory is complex, but it has grown over the years, one basic assumption is the brain has excitatory and inhibitory neural mechanisms. The balance between these two produces levels of psychological arousal at any given time. The dispositional theory is the classic or traditional way of psychological study of personalities. Since the early Greeks, maybe even longer it has been recognized...
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...These characters will help from the Big Five calculation tool. Remember the character grows in phases at an established age a person has a better intelligence of self. If a character test is given to a younger person the test consequences would have an unstable insight of things, such as household and networks instead of what the individual knows of himself. A more established person has a better sympathetic of affection, setting, and theories and will bid a sturdier self-regard. The Big Five will bid each group associate the aptitude to reproduce on self actualization. The determination of character testing differs, from boss’s mental valuations to, armed valuation. Some of the examination are further multifaceted than others, some are smaller others are lengthier and can take up to two hours to complete. The correctness and cogency of character test consequences are understand by the physiognomies and by the individual taking the test and the psychologist. The character test group B took was small, and the drive of the valuation is to clarify ideologies and mannerism theories. This paper will précis each group associates test consequences, and measure whether each group associate considers his or her valuation depicted a precise outcome. Summary of Team Members Big Five Results The Big Five test is a character impost that classifies five main character behaviors Honesty, Meticulous, Neuroticism, Friendliness, and Extraversion. The Big Five character test asked queries to govern...
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...Propose solutions for working together using the information from the Big Five assessments and the underlying principles of trait theories. In today’s job market, team work or groups have become very popular. Most workplaces put together teams, and this allows different personality types the opportunity to brainstorm and come up with ways to improve business. Personality is one thing that distinguishes one person from another. Psychologists argue that personality attributes are inherited from family members, and different cultures. No matter the situation, personality differences are among people at work. In team settings it is important that each member has and keeps respect for one another, or the team will fall apart and the task at hand will not reach full potential. The Big Five personality assessments show that the impact of group personalities would be more creative at brainstorming and have a greater chance of finishing the tasks at hand. According to Buchanan, at the group level, it was predicted that teams with personality patterns consisting of moderate levels of Extraversion, high levels of Openness to Experience, and high levels of Conscientiousness (optimal pattern) would perform significantly better on an innovative task than teams with personality patters that varied from this type of pattern (Buchanan, 1998). One solution for working together would be to get the person or persons in the group with extreme personality traits to come to terms with their...
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...The 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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...any organization lies in the performance of their employees. As organisations grow and mature, managements try to adopt measures to improve the performance of their employees and a lot of questions arise on the best way to go about. Managing Director of Green Curve Interiors, an established interior design and build company, aims to implement an organizational behaviour aimed at ensuring improved job performance of their employees. This paper tries to answer one of his question, ”How does personality affect job performance among various occupational groups?”, by investigating the relation of the “Big Five” personality dimensions (Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness) to job performance for three occupational groups (Mangers, Skilled Workers and Sales). Office based employees at Green Curve Interiors were administered a widely acknowledged Big Five personality online test to obtain their personality trait score. Regression line and scatter charts were the tools used in our study to find the relation between the results of personality test score and job performance ratings. In our study we categorised green curve employees according to their occupational groups. From our analysis we found that conscientiousness was the best predictor for overall job performance among different occupational groups. We also found that extraversion and openness traits did not predict overall job performance, but they did predict success in specific occupations like...
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...Finding the Leader in You: Self- Assessment/ Johari Window Abstract There have been many studies performed on how personality characteristics have an effect on us as individuals and within are environment. This paper will discuss my personality characteristics and traits and how those characteristics are manifested in my organization. This paper will also explore the development of my personality characteristics and discuss the results of my week one Self-Assessment and the Johari Window, as well the Quick Enneagram Sorting Test (QUEST). The results from these assessments have allowed me to focus in on my leadership style a how I can become a more effective manager. Also I’ll focus on how those attributes have guided my relationships and career choices. Key Words: Characteristics, attributes, assessment, Big Five Personality Dimensions (BFPD), Extrovert, Johari Window Finding the Leader in You: Self-Assessment/ Johari Window In my effort to develop and explain the characteristics that comprise my personality, I determined that there are many personality traits that help to form my personality. In our class discussion, it was addressed how Schermerhorn, Osborn, Uhl-Bien and Hunter (2012) discussed the Big Five Personality Dimensions (BFPD) of Extraversion, Agreeable, Conscientiousness, Emotional Stability and Openness to experience and how they affect our personality positively and negatively. My profile of characteristics include extraversion...
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...you have completed the hand analysis exercise within the lecture notes, follow the journal #1 link and complete the Big Five Personality Assessment. The Big Five is considered by many psychologists to represent the five fundamental dimensions of personality. In consideration of your results, discuss those aspects that were in line with views you hold about yourself. Were there any dimensions that you believe were contradictory? What were they? Describe characteristics of yourself in action taking into account each of the five dimensions. Discuss the accuracy of this instrument in terms of how someone else (close to you) might share. Please copy and paste the website address in to a new window or click on the external links listed below. After taking the big five-personality assessment the results were fully accurate. The first one openness to experience/intellect, I’m the type of person who likes to stick with things that I know. I’m not the type of person to try new things or experiment with new things. For example food, I tend to eat only things I like, I never try new things even if someone tells me it tastes really good. I prefer to stay in my comfort zone. I’ve been with the company I work for more than 10 years, reason being I am comfortable as well I do not want to move to another company and stress over new things. Second one on the big five-personality was conscientiousness, I really not organized but I can be if I really try. It depends on my mood and...
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...game. That is not to say that everyone is equally well off, but simply better off than they were before playing. Hence, even in a cooperative game, some people will likely benefit more than others. To understand why individuals make the decisions they do in a game it is important to consider the personality of the player. Personality is a term used to describe a great many feelings and behaviors. Literally hundreds of personality dimensions or traits have been identified by psychologist over the last 100 years. However, within the past 25 years or so, a consensus has emerged that, for the most part, the human personality can be described by five dimensions or factors. The Big Five personality dimensions include: extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. Research on the Big Five personality dimensions is promising due to the evidence that shows personality does influence important work behaviors such as job performance, training proficiency, and job satisfaction. Setup: Players where each given 27 statements designed to provide insight regarding how they see...
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...1. What is organizational behavior (OB)? Using an OB model, please describe the three levels of analysis of organizational behavior and three types of variables. Organizational Behavior is the study that explores the effect of people, groups, and structure behavior within organizations, with the end goal of applying such information toward enhancing an organization’s adequacy. Using an OB model, there is three levels of analysis of organizational behavior are individual, group, and organizational. At the individual level of analysis, organizational behavior includes the investigation of learning, observation, imagination, inspiration, identity, task performance, cooperative behavior, and ethics. Then at group level of analysis, organizational behavior involves the study of group dynamics, group conflict, authority, power, standards, interpersonal correspondence, network, and roles. Lastly organization level of analysis, organizational behavior associates the examination of subjects, such as, organizational culture, cultural diversity, and technology. Furthermore, the three types of variables that correlated to the three level of analysis of organizational behavior are: input, processes, and outcome. Inputs are variables, such as, personality, group structure, and organizational culture that prompt procedures. These variables can project the future of an organization. Some of these variable also determined the advancement of employment relationship. Procedures...
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...ratings and the ability to interpret facial expressions are conducted through questionnaires such as Goldberg’s Unipolar Big-Five Markers to map out personality attributes (Thompson 2008) and Baron-Cohen’s Reading the Mind in the Eyes test (Baron-Cohen, Wheelwright, Hill, Raste and Plumb, 2001). The basic traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness also known as the Five Factor model are closely linked to an individual’s disposition (Hartmann, Heidesgades, 2006) and through a study on 832 Spanish adolescents using both the Spanish versions of Bryant’s Empathy Index for Children and Adolescents and the Big Five Questionnaire, del Barrio et all (2004) reported that there was a strong correlation between positive traits such as agreeableness and empathy for both boys and girls. Based on previous meta-analytic research that suggest female have a higher aptitude in decoding non-verbal information (Hall, Hutton and Morgan, 2010), Hall states that women indeed have a higher accuracy on facial expression recognition than men. These findings which suggests there is difference in the ability to empathise between men and women. A research was conducted on a sample of psychology students at UoW to determine whether the ability to empathise was associated with personality traits. There personality in accordance with the Five Factor model was assessed using the Mini Markers scale, a shortened...
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...2011, p. 33). The leader’s self insight exercises taking the form of questionnaires, scenarios and activities provides self-assessments for learners and opportunities to experience leadership issues in a personal nature (Draft, 2011, p. xv). Therefore, knowing each individual leader unique set of qualities, characteristics, and strengths can be beneficial to the leadership role, by giving a perspective to leadership behavior (2013, p. 33). The question in this case is; does leader’s self insight assessments proves effective for learners and offers opportunities for improving leadership? In constructing this paper it was found that chapter three and chapter four contains a total of eight leader’s self-insight exercises in the form of questionnaires, scenarios and activities, all providing self-assessments for learners and offering opportunities for leadership roles. The question remains how will we perform under pressure and respond as a work group leader while, focusing on how the leader’s self-insight contributes to the learner’s leadership development. We should find the answers from the following insights; T-P Leadership Questionnaire: An assessment of style, Are you Ready?, measuring substitutes for leadership, big five personality, measuring locus of control, instrumental and end values, what’s your thinking style , and personality assessment Jung’s typology. T-P Leadership Questionnaire: An...
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...The Big Five Personality Assessment tests five personality dimensions which include; conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion. Using these five dimensions one can determine what his or her personality profile looks like. The test uses phrases that describe people’s behaviors to different situations, and on a scale from very inaccurate to very accurate you rate yourself based on how you relate to the specific phrase. Once you go through the list of phrases you follow the instructions and sum up certain answers to questions for each of the five traits. With these sums you compare your results to the norm results for each of the dimensions. Taking the personality test was fairly simple and I had no problems going through the questions and answering them accurately. Once I finished answering the questions I followed the scoring and interpretation section very carefully in order to come up with accurate results. Below I will list my results for each of the five dimensions: Conscientiousness: 16 Agreeableness: 18 Neuroticism: 12 Openness to Experience: 16 Extraversion: 14 After I summed up my results I compared them to the chart that displayed the norm for each dimension. I was actually quite surprised by my results, for I found out that I was above norm in each of the categories. My results were not drastically different than those of the norm, but in conscientiousness, agreeableness, and neuroticism my...
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