...study that tried to find the relation between people’s pet preference and their personality trait of social dominance, as in “social dominance orientation”, “interpersonal dominance”, “competitiveness”, and “narcissism”. The study has put an emphasis on the idea of “social dominance orientation”, which is a belief for a structured social relationship, based on the social rank or status, and believe that is appropriate to the society. The result of the study showed that dog people stay high on this category, which explained their preference of dogs as dogs are more submissive to them, “at least to the degree that they obey their commands”. Moreover, the level of competitiveness, or the desire to outperforming others, is also higher among dog owners than cat owners. However, the result didn’t show a decisive difference between dog people and cat people with regards to the tendency to have an aggressive interpersonal behavior, nor a strong feeling of self-importance over their pets or other people. The first thing I’m interested about from this article is the relations between the personality traits of pet owners associated with their pet preference and the generally conceived temperament, or “personalities”, of dogs and cats. The study mentioned in the article has demonstrated that, unlike what people might believe in the first instance in which people choose pets that have the similar personality...
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...Susan Peláez Business 204 – Organizational Behavior Chapter 5 October 6, 2014 Case Incident 1 On the Costs of Being Nice 5-16. Yes, I believe that employers must choose between agreeable employees and top performers. In an ideal world, employees would have both these qualities: agreeability and great performance. However, for the most part – as the case states – agreeable employees tend to be good-natured, cooperative, trusting and accommodating, whereas top performers tend to focus on being leaders, or doing what is needed to do the job right, without caring for others. If an employer find amongst its possible future employees who have both these qualities, he or she should definitely be hired. If both qualities are not present in a single candidate for employment, then the employer must decide which is more important for the company: agreeability or top performance. 5-17. Agreeability is always important if you want your firm to have a good working environment and not a hostile one. However, there are instances in which being agreeable is more important. Such cases may be when dealing with others. For instance, people who work in the customer service sector must be agreeable, as customer satisfaction is very important. Another job situation could be working with patients or students – especially young ones. Being too agreeable could be harmful, for instance, in the real estate sector, where every employee wants to get more commissions by selling more properties. Being...
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...make rather then actually enjoying her job. 3) Openness to experiences refers to someone’s curiosity and willingness to try new things. People who are open to experiences are usually artistic and have active imaginations. According to this definition, Subria would score high in this dimension because of her willingness to try new foods and her style of dress. Subria enjoys going to Greenwich village and people watching because she gains insights into characters she might one day play. She also incorporates many different cultures into her outfits. Subria also stimulates her creativity by going to acting workshops and seminars. 4) Agreeableness refers to a person’s compliance, modesty, straightforwardness and trustworthiness. Due to these traits I believe Subria would score high on this dimension. Subria’s friends say Subria is a loyal and caring, and that she goes with the flow. This would mean Subria is compliant and easy to please. Subria is also very compassionate because she is willing to pick up other waitresses shifts at the restaurant she works at even if it is an inconvenience to her. Sometimes she forgets to show up, but her ability to be trusted by her friends is still there. 5) Conscientiousness is the tendency to be organized and dependable, a person who is conscientious is usually self-disciplined, deliberate and dutiful. Conscientiousness is the desire to show competence and strive for achievement in a meaningful way. Subria would score low on this dimension because...
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...Someday in the future, I hope to have a significant other. So I came up with five traits that i hope for this person to have. One trait that I hope for my partner to have is that they are a kind person. I like people who are nice to everyone, and a big turn off is someone who is rude to others. The next trait that I wish for them to have is someone who is respectful, because even if they aren't ok with something I like, they should be ok with it. I’d like if someone respected my choices or beliefs. Another thing that would benefit me and my significant others relationship is if they are good with kids. I want to have kids one day. I’d also like my partner to be patient, because I don’t like when people are impatient with other people, or just impatient in general. Finally, the last trait I’d want my partner to have is to be organized, because I’m not a very messy person, and I don't really want to be cleaning up someone else's mess....
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...the Taran Swan case , does Swan 's team display the characteristics of high-performance teams ? If so , describe the way in which her team resembles a high-performance team Taran Swan 's team displays the characteristics of high-performance teams such as trust , effective organizational culture , and the management of relationships According to Katzenbach and Smith (1993 , a team 's performance .calls for both individual and mutual accountability (pg . 1 . In other words , trust between team members is essential to a team 's overall performance . This particular trait improves communication between team members and eases the tension of teamwork Taran Swan 's delegation of work required a profound degree of trust in her employees Swan appointed Friedman and McCarty as co-vice-presidents of marketing Even though the two of them had little or no experience in marketing Swan trusted in their own inherent talents to accomplish the marketing campaign . Friedman said , I kept telling Taran we needed to hire someone , but she said we were doing a fine job . I told her I 'd never done this before , but she said `It 's okay , you 'll figure it out ' Taran had faith in us that we could learn to do it and work together (pg 8 . Because of the strong belief in the individual , efficiency heightened in the situation , they were poised to give their best and deliver excellent service that would be in the best interest of the team . It worked In Managing Your Team by Linda A . Hill...
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...James Potris December 17, 2013 CO2520 Unit 1 Project Part 1: Brand You After taking the self-assessments from the library these are the results of ME. What’s my basic personality? Items 1, 6, and 11. I scored a 7 in extraversion. This score puts me in the middle of an extravert and an introvert. I agree with this, I am social, but not that talkative, there are times I will be assertive. Items 2, 7, and 12. I scored a 12 in agreeableness. This at the high end of the range. This part of the assessment is right on target. I am good-natured, cooperative and trusting. Items 3, 8, and 13. I scored a 12 in conscientiousness. I would have to agree on this category. I am someone who is responsible very dependable and persistent on my goals. Items 4, 9, and 14. I scored a 13 in emotional stability. I am always calm, collective, and secure in my life. Items 5, 10 and 15. I scored a 6 in openness to experience. This does sound like me, I am more conventional and I do like the things I familiar with. The next assessment taken was, “What’s my locus of control”? My score in the category was an 8.This indicated I have a high internal locus of control. I believe I control my life. It is not by luck or chance that gets things done. I am well structured and enjoy the same routine. The next assessment was, “How good are my listening skills”? My score was a 49. I do need to make a better effort to listen better, and not try to answer before the speaker is...
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...Personality is an aspect of a person or an individuals’ character as to how he or she reacts to and interact with other people. In psychology, an individuals personality are the sum total of the mental, emotional, physical and social characteristics. For this assignment, we are required to take the personality test and write a comprehensive analysis of ourselves and match our personality to the most suitable job based on the big five-personality model, which are extraversion, agreeableness, neuroticism, openness and conscientiousness. I took the test and it shows that the highest score is 4 out of 5 for agreeableness, and openness comes second with a score of 3.4 out of 5. According to resources, agreeableness describes people who are fond of working with other people. In general, individuals who have this trait are trustworthy, cooperative, considerate, friendly, and helpful. These people are easily liked and they can easily interact or communicate well with others because they have a positive view of human nature. In a career test, social harmony is one of the most important goals for individuals who grades high on this particular personality trait. And usually, women are more incline to score higher in agreeableness than men. Agreeable individuals are keen on compromising their interest for others. These individuals find that it is vital to get along with the society. Individuals who scores low on agreeableness trait or are disagreeable tend to put their...
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...Traits of Character Character Traits; the direction of the libidinous or passionate strivings of a man which makes it possible to describe his character structure uniformly. Character traits (e.g. miserliness, pedantry and intolerance) get together to an orientation and are part of the basic orientation of the character. (http://encyclopedia.thefreedictionary.com/Character+traits) According to Laua King’s The Science of Psychology “trait theories are theoretical views stressing that personality consists of broad, enduring dispositions (traits) that tend to lead to characteristic response. She also defines the “big five factors of personality as the broad traits that are thought to describe the main dimensions of personality.” She gives an acronym; “OCEAN. Openness; imaginative and practical; Conscientiousness; organized or disorganized, Extraversion; energetic or somber, Agreeableness; trusting or suspicious, and Neuroticism; calm or anxious.” As we can see, King’s examples for her acronym are complete opposites of each other. These are the different range of emotions that one can show during each of these stages. I see character traits as being the building blocks of one’s personality. The way one has developed their speech, style, eating habits, peer groups, and core values. I have been told that I am bossy, independent, unorganized, and scatter brained. I obviously have pick up these traits at different points of my life. Yes, most of them I did retain from my mother...
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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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...Trait Theories of Personality Accordingly, to Psychologist Gordon Allport (1897-1967) developed the Traits Theory in which he believed that personality is a combination of characteristics and qualities. These traits are influenced by the societal experiences lived throughout the course of life he stressed on the concept of self-distinctiveness and unique of each individual. Allport emphasized the interaction of personality with the societal influences and circumstances (Samuel & Ellen Green Wood, 1997, p450). Allport’s theory of traits stresses the differences between the individuals. Gordon Allport theorized that traits are of three types: cardinal, central, and secondary traits. The cardinal traits are persistent, shape the individual’s behavior and attitude, and therefore determine his /her personality. Central traits are general traits that are common in so many people. Secondary traits are less pervasive, and ineffective in shaping the personality. However, they are seeing in certain circumstances. In another hands, the psychologist Hans Eysenk proposed that personality traits are of three types: antisocial, introversion-extroversion and emotionally stable. Meanwhile, the psychologist Lewis Goldberg developed a new theory in which he proposed a five-dimension personality model known as the Big Five. The Big Five theory includes the important and crucial traits of the personality. Openness to experience, versus Reticence. Conscientiousness versus, Disorganized...
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...Big 5 personality traits: constructs and also predicts various employee work attitudes, career performances and outcomes 1) C- conscientiousness * Dependable, organized, reliable, ambitious, and hardworking * Strongest influence on the performance of the big 5 * Reflects a strong tast oriented * Focus more on job tasks, not distracted easily * Goal setting * Tend to ask for feedback to perform better * Go above and beyond work requirement * High on this tend to get paid more and achieve better (maybe because they are more hard working) * Lower on conscientiousness are more risk taking * Best predictor of job performance 2) A- Agreeableness * Warm, kind, cooperative, sympatethic, and helpful * Seek to gain acceptance in personal relationships * Focus on getting along raher then getting ahead * Like to avoid conflict 3) E-extrversion * Talkative, socialble, passitionate, bold and dominate * Status driving- seek to gain power over others * Drewn to take on leadership roles in organizations * Enthuastic---happy campers * Report higher level of job saifaction and also in their lives * Good for mangrial job 4) N-neurotism * Tend to be more nevous, moody, emotional, insecture and jelous * Negative affectivity- Experience unpleasant moods such as nervousness and annoyance * Assocatied with defferential exposure 5) O- Openness to experience * Tend to be more curious...
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...+ Individual Characteristics and Differences Class 2 The Individual and Group Dynamics + Overview of Individual Characteristics and Differences n Personality Dimensions n The “Big 5” Dimensions n Narcissism n Linguistic Style and Gender Rapport vs. Status in social dynamics n Conversational rituals n Negotiating Authority n + Personality Dimensions n Take short online test: http://psychcentral.com/quizzes/personality.htm + Personality Dimensions – Clicker Poll n A. Openness to experience n B. Conscientiousness n C. Extroversion n D. Agreeableness n E. Emotional Stability + Personality Differences n The “Big 5” Personality Dimensions n Openness to experience – (inventive/curious vs. consistent/cautious). Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience. Openness reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety. Some disagreement remains about how to interpret the openness factor, which is sometimes called "intellect" rather than openness to experience. n Conscientiousness – (efficient/organized vs. easy-going/careless). A tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior; organized, and dependable. n Extroversion – (outgoing/energetic vs. solitary/reserved). Energy...
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...Of the big five personality traits, conscientiousness is the one that describes me most accurately. I am known to be reliable, careful, very organized and most of all, dependable. I was not aware of these until I noticed that I was usually chosen to complete high profile tasks at work. One day at a one-on-one meeting with my supervisor, he pointed out that I could not take vacation at a specific time because of some sensitive tasks that was schedule to run during that time. He then explained that I am viewed as a well-organized, reliable and dependable individual. After this experience, I took a step back and look at myself from the perspective of my family and people around me and sure enough, he was right. Every attribute described with the conscientiousness personality trait fully describes me. This is visible by the way I keep things organized in the house, in the vehicle, on my desk at work to the way I approach simple/small insignificant tasks. Planning, being-organized, punctual and persevering are my strengths and are visible day in day out. The upside to conscientiousness is that these qualities positively correlate with work success across a broad spectrum of occupation (Curtis & Manning, 1943, p. 308). Due to the careful nature of conscientious people, it is believed that they live longer than less conscientious people because they tend to take better care of themselves and engage in fewer risky behaviors (Robbins, 2001). These qualities are visible with their eating...
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...The Big Five Trait was illustrated in the novel When Nietzsche Wept, through both characters: Breuer and Nietzsche. First and foremost, the Big Five Trait could be described as a model consisting of five dimensions, which construct an individual’s overall personality. The dimensions have a spectrum depending on how high or low the person would fall under each category. According to McCrae and Costa, openness to experience mostly describes people who seek new experiences and interesting concepts. They constantly need to feel the thrill and love to spice up their routine, depending on their score. Breuer has been portrayed to open to new experiences, to the point where he started seeking a new obsession, a woman named Bertha. Although he had strong beliefs about how having a successful career and a loving family are the components that...
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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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