...September 10, 2013 Maritza Telleria Team Personality Traits Psychology talk about five domains of personality also called the big five personality traits. The big five personality traits are openness, conscientiousness, extraversion, agreeableness and neuroticism. The Five Factors The preference in the use of the five factors has been determined by the consistency in the ability to measure the personality without overlapping. Many studies believed that the five factors of personality can predict future outcomes. But is still in research the correlation with these factors and job performance. Some organizations and interviewers asses people base on the five personality traits and these organizations perceived that leadership on an individual is exhibit by lower amounts of neurotic traits, higher levels of openness, balanced levels of conscientiousness, and balance levels of extraversions. Openness: This trait reflect the degree of intellectual curiosity, also describes the imagination and how independent is the individual. My results marked my personality as conventional, down to earth, narrow interest, uncreative. I wont seek out new experiences. Conscientiousness: This trait reflects the degree of responsibility and organization, this trait is normally marked by the individual tendency to show self discipline and aim for achievement. My test results marked my personality as to be reliable, well-organized, self-disciplined, and careful. ...
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...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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...Personality traits are describes person’s stable patterns of how they think, feel, or behave. They were useful for the description, prediction and explanation about person’s typical behavior. Big Five Factor Test and Catell’s 16 Personality Factor Test are the most common tests that used to measure personality traits. I took two of them to see my personality traits. Firstly, I took the Big Five Factor Test that was measure (O) Openness, (C) Conscientiousness, (E) Extraversion, (A) Agreeableness, and (N) Neuroticism and each traits includes more specific traits. The language of the test was very easy, it doesn’t include any scientific word but there are some sentences that are not clear and I’m hesitated about what does it means. For example, “I often feel blue” because the test doesn’t explain what does it mean by saying feel blue....
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...Contemporary Business October 28, 2012 Professor Rhonda Evans Strayer University Describe how Five Guys’ philosophy sets it apart from other fast food chains. Five Guy’s philosophy sets apart from other fast food chains because of their ideal burgers. “Five Guys goal is to sell the best quality burgers possible. To sell the best burgers possible they focus on quality, service, and cleanliness”. (Elan, 2007) When a customer leaves Five Guys the aim is for them to really find the products and services irresistible. The high quality food does all the talking. Another way they differ from other food chains is they don’t invest a lot into advertising. York (2009) points out that Five Guys’ invest in an intensive secret shopper program where restaurant crew members can earn additional pay by getting high scores from secret shoppers. Also, a wide variety of topping choices for their burgers is offered. Welch (2010) explains how they “prepare their fries by soaking them in water so that when the fries are pre-fried, the water boils forcing steam out of the fry”. While visiting Five Guy’s Burgers and fries for the first time back in 2003, during a brief conversation with the friendly cashier, I was amazed to find out that they use coolers instead of freezers. The truth is, I had never heard of that being done before in a restaurant. Another thought that I have that makes Five Guys’ different from other food chains is the way they execute the processing of the orders...
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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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...different theories. Humanistic and existential theory of personality looks at the individual in a holistic and optimistic manner; this includes Abraham Maslow's hierarchy of needs and Carl Rodger's theory of self. The dispositional theories started with a comprehensive definition of personality by Gordon Allport and went on to the investigations of thousands of descriptive words dealing with personality characteristics. Measurements of these characteristics led to the big five or the five factor theory. Both of these major theories are complex, optimistic, and help increase understanding of personalities through different lenses. The purpose of this paper is to examine the personality characteristics attributed to these theories, explain the interpersonal relational aspect associated, and describe the role of personality in affecting situational behavior. Humanistic and existential theory of personality. The humanistic and existential theory of personality is also known as the "Third Force" within psychology, as a result of resisting against the dominant culture of psychoanalysis and behaviorism (Feist & Feist, 2009). Abraham Maslow prefers to label it as the holistic-dynamic theory, as this theory deals with the whole person who has the potential to develop in a healthy and unique fashion. Continued growth could lead to the highest state of psychological health or what is known...
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...Assignment 1-Entrepreneurial Leadership Five Guys is a hamburger restaurant that was founded by Jerry and Janie Murrell in 1986, in Arlington, VA, as a result of two of their five sons declaring they were not attending college. With their college savings fund Five Guys was born. From 1986-2002 a total of 6 locations were operating in Northern Virginia. Due to their enormous success the company began franchising in 2002. According to the text, as of August 2010 there were more than 670 locations in America and Canada. (Boone & Kurtz, 2012). This paper will determine, analyze, enumerate, and access philosophies factors, and practices that have contributed to the growth and success of Five Guys 1. Determine how Five Guys’ philosophy sets it apart from other fast-food chains. Five Guys’ philosophy is unique in that everything about them is geared towards providing a fresh quality product at an affordable price to each customer that walks thru their doors. Five Guys is not about providing fast food but about the quality of the product. The presentation of the product is important as well. From the quality of the 80% lean beef to the freshly baked buns, and lastly their specially formulated Idaho French fries. Most of their competitors use frozen potatoes that are grown in other states like California and Florida that are grown faster and less expensive. Unlike their competitors such as McDonalds or Burger King, none of their products are pre-cooked all order are prepared when...
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...Resiliency and the Five-Factor Model By: Ketmany Guenin Psychology: Research Methods Dr. Wall 12/04/2013 Introduction Individual differences in psychology concentrate on how people are different from each other in their own unique way. This level of psychology differentiates people based on their feelings, thoughts, and behaviors. Psychological constructs that attract research interact in individual differences include: personality, psychopathology, cognitive abilities, social attitudes and psychological interests. The most highly researched areas in psychology are differences in personality and in intelligence (Albon, 1994). The Five Factor Model of Personality is a trait theory that was originated by several researchers and it examines five traits that can fully describe personality. (e.g. Fiske, 1949; Norman, 1963). The ‘Big Five’ are Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness and are commonly referred to as: N, E, O, A, and C. Extraversion refers to the tendency of enjoying other’s company and people who are outgoing. Neuroticism is the tendency to get upset easily, also known as emotional stability. Agreeableness is the tendency to be cooperative with others. Conscientiousness is the tendency to be motivated and achieve goals. Openness to Experience is the tendency to be open to trying new things and being adventurous (Glantz). Garmezy became interested in the concept of resilience through the...
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...national aviation, as well as advice on how to enhance the competitiveness of the Chinese aviation industry. The main objective of this paper is to propose FAHP as an effective solution for resolving the uncertainty and imprecision in the evaluation of airlines’ competitiveness. In this paper, we review the research of industrial international aviation competitiveness at both home and abroad, discuss a theoretical framework for the study of aviation competitiveness, establish an index system with 5 first-order indicators and 17 second-order indicators, set up a Chinese aviation competitiveness model based on simple fuzzy numbers from the Fuzzy Analytic Hierarchy Process, and evaluate the competitiveness of 5 major Chinese airlines. The results show that this model and these indicators are scientific and practical, with a wide range of application prospects for the purpose of improving and increasing Chinese airline competitiveness in the international market. The effective approach presented in this paper is especially applicable when subjective judgments on performance ratings and attribute weights are not accessible or reliable, or when suitable decision makers are not available. Keywords: aviation competitiveness; simple fuzzy numbers; fuzzy analytic hierarchy process _____________________________________________________________________ 1. Introduction Along with China’s increased economic development, the Chinese aviation market has likewise grown increasingly...
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...factories workers with personality traits and work related attitudes. Five hundred two workers were selected purposively as respondents. In order to measure the variables of the present study, the Bengali versions of big five personality test, job involvement scale, organizational commitment scale, employee job performance scale were administered on the respondents. Seven hypotheses were formulated to test in the present study. Data were analyzed by applying Pearson product correlation and stepwise multiple regression methods. The results of correlation matrix indicate that there are significant positive relationships of job involvement, organizational commitment, and job performance with four factors (openness to experience, extraversion, agreeableness & conscientiousness) out of big five personality factors. Result also shows that there is a significant negative relationship of job performance with neuroticism. Results of stepwise multiple regression analyses suggest that conscientiousness, neuroticism and openness to experience are three predictors where conscientiousness is the strongest predictor which alone explains 46.3% of variance as well as these three variables account for 52.7% of variance in job performance. On the other hand job, work related attitude (involvement and organizational commitment) are predictors of job performance which explain 34.1% of variance in job performance. As a final point, big five personality traits, job involvement, and organizational commitment...
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...The Big Five Personality Theory and Gender Identity According to American Psychological Association (2000), personality refers to individual differences in characteristic patterns of thinking, feeling and behaving. The study of personality focuses on two broad areas: One is understanding individual differences in particular personality characteristics, such as sociability or irritability. The other is understanding how the various parts of a person come together as a whole. A number of different theories have emerged to explain different aspects of personality. Some theories focus on explaining how personality develops while others are concerned with individual differences in personality. The following are just a few of the major theories of personality proposed by different psychologists: Behavioral Theories, Psychoanalytic Theories. This paper focus on the Big Five personality dimensions to explain childhood personality development. Big Five Personality theory described the personality in childhood and later in life as a set of variations across five primary dimensions identified by researchers: extraversion, agreeableness, conscientiousness, neuroticism, and openness/intellect. Each bipolar factor (e.g., Extraversion vs. Introversion) summarizes several more specific facets (e.g., Sociability), which, in turn, subsume a large number of even more specific traits (e.g., talkative, outgoing) (Gosling, Rentfrow and Swann Jr, 2003). These basic factors can explain and predict...
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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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...| Assignment 1 | Essay | | By : Sanjula 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...
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...Motivational Factors on Job Satisfaction: An Empirical Study on Malaysian Gen-Y Administrative and Diplomatic Officers Nargess Mottaghi Golshan1, Aznur Hafeez Kaswuri2, Betsabeh Aghashahi3, Muslim Amin4, Wan Khairuzzaman Wan Ismail5 1 International Business School, University Technology Malaysia Abstract. Purpose - This study examines the relationship between motivator and hygiene factors of the two-factor theory and job satisfaction of Gen-Y. Design/ Methodology/ Approach - Totally 128 full time Gen-Y employees of the Malaysian Administrative and Diplomatic officers completed a questionnaire measuring their motivator and hygiene factors and job satisfaction. The motivators were measured by work values questionnaire (WVQ) with 25 items, and job satisfaction was measured with a 15-item questionnaire adapted from Warr et al., (1979). The scales for all questions were seven point Likert scales. Factor analysis, T-Test, regression, and One-way ANOVA were applied in the data analysis. Findings - The results revealed that employees’ motivators are related significantly to their intrinsic job satisfaction. However, employees’ hygiene factors are not significantly related to extrinsic job satisfaction. This result is inconsistent with the previous study of Furnham A. and Eracleous A. (2009) and supports Locke’s (1976) criticism of Herzberg’s theory. Research limitations - The limitation of this study was that it used self-report measure in investigating motivational factors as well...
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...degree performance amongst undergraduate students. The studies used several methods in order to produce the results that were discovered. In the area of personality traits the five factor model was utilized. In the breakdown of types of motivation the researchers determined their findings by using the self-determination theory. Lastly when it came to goal specific cognitions the results were formulated by that of the theory of planned behavior, also referred to as the TBS. Throughout the article that was presented there seemed to pose more then just one hypothesis. Phillips, Abraham, and Bond first hypothesized that the theory of planned behavior measures would predict final degree results. The next thing that Phillips, Abraham, and Bond hypothesized was that intention would be the most important predictor of final marks. The three gentlemen also expected that perceived behavioral control, attitude, and subjective norm would be strong correlates of intention to get a good degree. The last but certainly not least thoughts they hypothesized was that good-student identity and anticipated regret would explain further variance in intention. In order to perform this study Phillips, Abraham, and Bond originally had asked one hundred and sixty five students ranging from the ages of twenty to forty nine to participate in the study. Out of the one hundred and sixty five students that had agreed to participate one hundred and thirty two were female and thirty three were...
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