...against an 18 year old boy for the first degree murder of his father. Their task is to come to an impartial verdict, based on the testimony which was heard in court. The group went through the common stages of group development as presented in the text; forming, storming, norming, and performing (Robbins, & Judge, 2010) while personal prejudices, personality differences, and tension mounted as the process evolved. After a first vote, juror 8 is the only individual who would like to explore if there is a reasonable doubt in this case. The remainder of the jurors have expressed indifference and have conformed to the group belief that the boy is guilty without further discussion. They are irritable secondary to the environmental conditions, and they are eager to return to their personal responsibilities. In spite of the aggressive atmosphere caused by Juror 8’s decision he uses reason to try to delve deeper into the case and testimony. His use of reason forces the rest of the group, who have fallen victim to groupthink, to investigate other facts and points of view that were not presented in the courtroom. He has a sympathetic personality, and uses another method of appealing to higher values within the group to attempt to influence the members. The use of higher values and reason allows for more open discussion amongst the group and for the discovery of the personal biases and how the personal experiences of each juror has lead them to quickly decide on the boys guilt. Juror...
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...Personality and ability have major implications for how people feel, think and behave in organizations. Based on your review of Chapter 4 and on individual personality differences – present your views on this quote “Organizations should or should not select or hire prospective employees on the basis of their personality traits” In a general sense, I completely agree with this statement. People are hired on credentials such as experience or education, so this is merely another criteria albeit an important one. It is always a good idea to hire people who will mesh well with the organizations values and beliefs. The values and beliefs are typically what will dictate the environment and thus culture of an organization. Take Google for example. Google’s unorthodox culture of having fun and being innovative probably wouldn’t mesh well with someone that has a high external locus of control as they prefer structured, directed work environments as explained by Daft & Lane (2011). However, I also feel that the level or degree of desirable traits versus undesirable and the extent of value placed in them should play a role in evaluating candidates. This is especially true in leadership roles. Daft & Lane (2011) conclude that a person with a high level of authoritarianism would not work well with a team with an equally high level of dogmatism which would typically result in lower productivity and morale. However, if both sides have a lower to moderate level of those two characteristics...
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...assigned all the work to everyone in the group and set the time for next meeting. In fact, the other person from Asia, Allen, he organized how we can do in this project. We all discussed which part in the project we were interested in, so everyone can do their own preference. We aimed our goal to get above eighty percent in this project, which was a huge challenge for us. And, the professor in this class expected higher quality of performance from students than other professors I have met. However, there were some problems and conflicts occurred in the group. When next meeting, some people did the same work, and one person did not even finish his work. I was so nervous although we still had three weeks to perform. The professor asked for the report one week before our presentation. Basically, we just need to write down what were we going to...
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...Examining Self-Reports and Peer Reports Submitted by: Jespreet Bhatia Date: January 31, 2016 Self-Reports vs. Peer Reports The most common way to measure an individual’s personality is through self-report assessments. Psychologists and researchers use self and peer report methods to assess personality attributes and behaviour. These reporting methods provide the ability to gain feedback on changes of one’s personality, evaluating the effectiveness of therapy, to aid in diagnosing the psychological problem, and establish a treatment for the individual. The main goal is to gain knowledge of the individual personality and the influences of their behaviour. Self-reports are effective and inexpensive as to oppose to other testing methods, which require more party involvement (Paunonen & O’Neill, 2010). The different varieties of self-reports can be displayed as direct, indirect and open-ended rating methods. Direct self-rating is the simplest form and directly report on their own personality. Indirect self-rating differs as it is based on the researchers interpretations of the individuals (Paulhus & Vazive, 2007). This can prevent “faking” because the respondent will not know what is being assessed. Open-ended self-descriptions differ as it is derived from the individual’s free description of themselves without any structured measures like the other reports (Paulhus & Vazive, 2007). As for peer reports, an example are projective...
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...Campbell and Fiske Name: Instructor: Course: Date: Campbell and Fiske Introduction Psychology is the scientific study of the mental capability and behavior with the aim of creating an understanding of different groups of individuals, both human and nonhuman, in the society. In psychology, constructs refers to ideals or variables that is impossible to quantify since they do not possess any measurable attribute. Motivation, intelligence anger, personality, attachment, love and fear are some example of construct. Personality psychology comprises of characteristic patterns of thoughts, feelings, and behaviors that shapes a person. One of the most prominent issues in personality psychology is the measurement of personality construct. This paper aims at looking into the measurement of construct with regard to multitrait-multimethod matrix developed by Campbell and Fiske and other single methodology. The multitrait-multimethod (MTMM) matrix is an approach for the examination of Construct Validity. It was developed by Campbell and Fiske (1959). According to Campbell and Fiske, there are six major considerations when examining a construct's validity through the MTMM matrix. The six considerations are as follows. The first consideration is the evaluation of convergent validity, which is used to design tests that measures and shows how construct relate to each other. The second consideration is the evaluation of divergent validity. In this case, the construct being measured...
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...Personality-has to do with individual differences among people in behavior patterns, cognition and emotion. Different personality theorists present their own definitions of the word based on their theoretical positions. Individual differences in personality have many real life consequences. Personality Measures Personality determines a number of important characteristics and behaviors, including how people interact with others, what motivates them, and what they value. Our personality measures are among the most widely cited, highly regarded, and innovative assessments of normal-range personality. For use with normal and clinical populations, these measures are also used in a variety of settings, from career planning and marital counseling to leadership development and employment selection. THE MEASUREMENT OF PERSONALITY It should be pointed out that the various methods of assessing personality correspond closely to the basic personality theories we have just discussed. Personality Research Form The PRF is one of the most highly regarded measures of normal-range personality available. It is also one of the most highly cited psychological assessments, having been referenced 2000 times in research literature. Measuring Personality: Various Approaches Including Self-Report, Behavioral, and Projective Tests Self-report measures rely on the individual's personal responses. Some of the more widely used personality self-report measures Behavioral measures focus on behavior...
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...Personality Danielle Taliaferro PSY 211 June 5, 2013 Andrea Mc Lellan, MA, MFT Personality The study of personality is one of the major topics of interest within psychology. Each of us, as human beings, influences much that is within us and around us. Each person has many psychological attributes; feelings, thoughts and motivations. It is our personality that orchestrates our psychological qualities. Some individuals cannot help but wonder how the personality works, how it came to be and what it might mean for their future. Some also wonder about the personalities of others; how they are the same or different from them. Although these questions are intriguing, the question that must be answered first is the most basic: “What is personality?” Personality encompasses the many characteristics that arise from within an individual. It is what makes an individual unique. Researchers have developed four different perspectives on personality. Each of these perspectives attempts to describe different patterns in personality, including how these patters form and how people differ on an individual level. Psychoanalytic Perspective emphasizes the importance of early childhood experiences and the unconscious mind. This perspective was created by psychiatrist Sigmund Freud who believed that things hidden in the unconscious could be revealed in a number of different ways, including through dreams, free association and slips of the tongue. Freud’s work shaped the fields of clinical...
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...Introduction into Personality Introduction into Personality This paper is an attempt to examine personality theory. This endeavor begins with a look into the definition of personality. Following the look into the definition of personality one will find intriguing information regarding theoretical approaches in studying personality. Finally, one will find an analysis of factors that may influence an individual’s personality development. According to Feist and Feist (2009), there is no single definition of personality. Psychologists provide many definitions of personality, each from a perspective different from the others. Although each personality theorist maintains his or her view of personality, few precisely have defined it (Feist & Feist, 2009). To define personality formally would be an extremely difficult task for multiple reasons. First, no two people have the same personalities. Although no single definition of personality exists, most agree that personality is linked to unique characteristics and permanent traits, also that it represents the totality of one’s being. According to Feist and Feist (2009), an individual’s traits are contributing factors to the differences in behavior from one individual to the next. Although, some individuals may have some of the same traits, the pattern is unique for each individual. Therefore each individual has a matchless personality. Characteristics are unique among individuals as well, including aspects such as...
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.......................................................................................................... 2 Limitations ...................................................................................................................................... 3 Definition of Personality ................................................................................................................. 4 How We Measure Personality ........................................................................................................ 4 Personality Determinants ................................................................................................................ 5 Personality Traits ............................................................................................................................ 5 Myers-Briggs Type Indicator ...................................................................................................... 5 The Big Five Personality Model ................................................................................................. 6 Major Personality Attributes Influencing OB ................................................................................. 7 Personality and National Culture .................................................................................................... 8...
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...Journal of Personality and Social Psychology 1998, Vol. 74, No. 5, 1337-1349 Copyright 1998 by the American Psychological Association, Inc. 0022-3514/98/$3.00 Do People Know How They Behave? Self-Reported Act Frequencies Compared With On-Line Codings by Observers Samuel D. Gosling, Oliver E John, and Kenneth H. Craik University of California, Berkeley Richard W. Robins University of California, Davis Behavioral acts constitute the building blocks of interpersonal perception and the basis for inferences about personality traits. How reliably can observers code the acts individuals perform in a specific situation? How valid are retrospective self-reports of these acts? Participants interacted in a groupdiscussion task and then reported their act frequencies, which were later coded by observers from videotapes. For each act, observer-observer agreement, self-observer agreement, and self-enhancement bias were examined. Findings show that (a) agreement varied greatly across acts; (b) much of this variation was predictable from properties of the acts (observability, base rate, desirability, Big Five domain); (c) on average, self-reports were positively distorted; and (d) this was particularly true for narcissistic individuals. Discussion focuses on implications for research on acts, traits, social perception, and the act frequency approach. "You interrupted my mother at least three times this morning" exclaims Roger. "That's not true," responds Julia, " I only interrupted...
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...that the Clifton Strengths Finder can precisely identify the individual strengths, talent orientation and the associated specific behavior and character traits. At this point, this signature theme report has made me aware of the fact that individuals have very specific personalities with specific character traits. Does anything in the report surprise you? Yes, I am surprise how the report could have been able to pin point the different individual personality traits. Aren’t there people with personalities cutting across two signature themes of talent? I have just learned this fact from Clifton Strengths Finder. How well do you feel your Signature Themes describe the ways in which you most naturally, think, feel, and behave as a unique individual? I have a feeling that the description gives a nearly precise description of personality at its most natural state. My attention was particularly drawn to the signature theme ‘Responsibility’. The description indicate a high level of precision. For instance, the emotional attachment to the role tobe accomplish by the person with this signature theme has been brought out so clearly. Theother signature themes also gives very specific descriptions of individual personality that can be argued to be adequate. What career-related actions will you take based on the results? Career choice decision-while deciding career to take, I will make use of the results to determine my personality and choose the career that is best suited for it. Job to take-...
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...BES1100 Personal Effectiveness Report BES1100 Personal Effectiveness Report Contents 1.0 Executive Summary................................................................ 2 2.0 The Introduction..................................................................... 3 3.0 Literature Review……………………...........................................….... 6 4.0 Data…………………..………………………………………………….............. 7 5.0 Main Outcomes.......................................................................16 6.0 Reccomendations....................................................................17 7.0 References………………………………………………………………….………18 1.0 Executive Summary The purpose of this report is to illustrate the aspects of the two individual staff members and how they are likely to relate to one another given their unique combination of characteristics and behaviours. There is a literature review on the use of psychometric testing and collecting the data from psychometric testing on two staff members. This report will introduce advantages and disadvantages of psychometric testing in HR. There are some results of the indicator instruments between the two staff members. This report will give some recommendations on how to best utilise two staff members and some suggestions on how to ensure teamwork between the two staff members. Ella Bryant an architect and Lisa Mcune a. Have not worked with one another before due to 2.0 Introduction 2.0 Introduction ...
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...Personality Paper Melissa Hammond PSY/211 September 22, 2014 Jessica King Personality Paper Personality refers to an individuals’ unique psychological makeup and how it consistently influences the way a person responds to his or her environment. Both personality and situational factors play a role in determining each individuals’ behavior. Personality is incorporated in many activities such as: A persons choices of leisure activities, political perspectives, aesthetic tastes, and Lifestyles. Scientists are unsure whether personality is a learned trait or whether it can be genetically passed on from family member to family member; there may be a possibility that both are true. Today, psychologists have identified four perspectives of personality. (Holmes) Understanding Trait perspective, researchers believe they can better comprehend the differences between individuals. Trait personality is determined by a number of set, relatively unchanging traits. Some theorists believe that there are thousands of different traits that make up human personality. Raymond Cattell’s theory identified 16 personality traits that he believed could be utilized to understand and measure individual differences in personality. Where as Robert McCrae and Paul Costa: Introduced the big five theory, which identifies five key dimensions of personality: 1) extraversion, 2) neuroticism, 3) openness to experience, 4) conscientiousness and 5) agreeableness. Socio-cognitive theorists argue that personalities...
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...group of eleven normal adults to compare the results with. The method used in this study was to have the subjects describe their current personality and their personality before the disease. The first hypothesis was that patients with FTD would be the most inaccurate when describing their current personality. The second hypothesis was that patients who suffered from FTD would not only describe their current personality incorrectly, but they would also fail to acknowledge a change in personality before the disease. The subjects involved in the study were recruited from a dementia clinic in San Francisco. The researchers gathered a broad group of subjects that varied in race, sex and financial status. The subjects then went through a verification process in order for them to qualify for this study. The group of normal adults were recruited through a local newspaper ad and the rest volunteered. All of the subjects needed an informant for them to describe their personality. Therefore, the results would be more accurate and unbiased. The procedure for the study involved a questionnaire called the Interpersonal Adjectives Scale. The questionnaire is based on the “circumplex model” theory that implies individual personalities are either love or affiliation and power or dominance. The subjects’ scores determine their position on the personality axes. Both the subject and their informant completed the questionnaire and the subjects’ results were subtracted from the informants’ assessment...
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...interests and those of the organisation can become blurred. Robins et al., describes the worst case scenario being when 'ego-driven' charismatic leader put their own interests ahead of the organisation, or when they use the organisational resources for their own personal benefit or gain (Robbins et al.). It is clear that Carly became impressed with herself and her importance, placing her portrait next to those of the HP founders and failing to heed the warning issued by HB board members to change her style (Robbins et al.). Prior to joining HP, Carly undertook a 900 question personality test. Personality testing is used to predict performance in the workplace (Hoffman 2000). It was recognised that Carly had charismatic qualities including the vigour, enthusiasm, forward thinking vision, drive and aggressiveness, all considered necessary for the position of CEO (Robbins et al. 2008). One universally applied personality measurement is the Myers-Briggs Type Indicator (MBTI), which consists...
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