...Outline and evaluate research into personality types and stress related illness. (12 marks) Friedman and Rosenman identified two types of personality that relate to individual responses to stress these were type A and type B. Type A personalities are said to be impatient, competitive, ambitious, aggressive, find it hard to relax. In contrast, type B personalities are the opposite, being less driven, more easy going, patient and able to relax. Friedman and Rosenman conducted a longitudinal study in which 3000 middle aged men in california were examined for signs of CHD, while there personalities were also assessed using a structured interview. The findings showed after 81/2 years, twice as many type A participants had died of cardiovascular problems. while over 12% of type A participants had experiencedd a heart attack compared to just 6% of type B participants. Friedman and Rosenman concluded that Type A behaviour signifcantly increased the risk of coronary heart disease, and that personality types can contributre to stress related illness. A strenght of this study is its sample size as there is a increase in population validity. This is because 3000 participants were used which therefore provides a more representative set of results. However on the other hand a criticism of this study is it also lack external validity as all the participants were male therefore it cant be generalised to other cultures. Furthermore a study which is against Friedman and Rosenman is Myrtek...
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...Abstract "Personality has been defined as an individual's characteristic patterns of thought, emotion, and behavior, together with the psychological mechanisms--hidden or not--behind those patterns.” (Funder, D. C. (2001). The personality puzzle. (2nd Ed.) New York: Norton). Relationship between Personality Types and Health Almost every day we describe and assess the personalities of the people around us. In my daily job, as a massage therapist, I meet people on a more personal level and tend to focus more on individuals. Instead, psychologists use the conceptions of personality that can apply to everyone. Personality research has led to the development of a number of theories that help explain how and why certain personality traits develop. There are many different theories of personality; the first step is to understand exactly what is meant by the term personality. A brief definition would be that personality is made up of the characteristic patterns of thoughts, feelings and behaviors that make a person unique. In addition to this, personality arises from within the individual and remains fairly consistent throughout life. Some of the fundamental characteristics of personality include: * Consistency- Essentially, people act in the same ways or similar ways in a variety of situations. * Psychological and physiological - Personality is a psychological construct, but research suggests that it is also influenced by biological processes...
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...Personal Stress Management Mujtaba, B., & McCartney, T. O. (2010). Managing workplace stress and conflict amid change. Davie, Fl.: ILEAD Academy, LLC. What is stress? According to the American Institute of Stress “stress is difficult to define because it is so different for each of us”. Stress contributes to anxiety, depression, and cardiovascular disease. Can we control our stress levels in order to not let it impact our physical health? The answer in simple terms would be yes, but we each would have to understand what triggers stress within us individually and learn the steps to manage out stressors. Mujtaba and McCartney speak on stress, personality, and behavior in their book. Their article has examples of different personalities as well as ones awareness and self esteem which also affect individual stressors. There are two personality types that can help with some stress management techniques. Type A personality and type B personalities are different in character and seem to be stressed by different factors. Type A personality “often include characteristics such as being overly aggressive, impatient, inconsiderate, and arrogant”.(Mujtaba p.102) These are qualities that not many people want to be associated with, but they are frequently labeled as such because of their drive to work and be successful by their own hard work and dedication. Type A can at times be perceived to work harder than those with Type B personalities because Type B individuals are “viewed as less successful...
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...Discuss the influence of personality on stress related illnesses (12 marks) Stress exists when the perceived demands on you outweigh your perceived ability to cope. If you are a confident person you will experience stress in fewer situations than if you are a worrier. Friedman and Rosenman identified two personality types - Type A and Type B. People with Type A personalities are often highly competitive, hostile, a perfectionist and always in need of validation. In contrast, people with Type B personalities are often self-confident, steadily ambitious and relaxed. Friedman and Rosenman developed a study to investigate the impacts of personality factors on stress related coronary heart disease. They studied 3200 healthy American men, aged 39-59 over the course of 8 years. The men were given a multiple choice self-assessment test and a structured interview to determine their personality type and how they deal with stress. They found that Type A men were twice as likely to develop coronary heart disease (CHD) as Type B and that this was true even risk factors such as smoking and family history were considered. This suggest that personality is a risk factor for developing CHD and it how we perceive stressors and react to them that can cause problems for health. A strength of the study is that it was longitudinal. This is a strength as it shows the long term effect of personality factors on stress related illnesses rather than just the short term. It has strong ecological validity...
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...1.1 Background of the study We are assigned to prepare a term paper on “Type A personality and occupational stress” to fulfill our MGT 251 course requirement. We include 10 respondents personality of Bank Asia Limited and find out the relation among personality, stress and job performance. In working environment there may be various job related stress. Personality affects the stress. Because the ability of adopt with the level of stress depends on the Type of Personality. And the level of stress affects the employee’s performance. 1.2 Objective of the study The objective of the study is to determine the personality and level of job stress experienced by the employees of Bank Asia Limited. We find out whether there is a significant difference in term of the occupational stress level experienced by the Type A personality employees. We also try to develop a new stress model and show the relationship among occupational stress, personality and performance. 1.3 Methodology of the study To prepare our term paper we have gathered information through both of primary and secondary resources. We have visited the selected organization to take information from the personnel of Bank Asia Limited.. Also collected data and necessary information by interviewing officials .The information has been gathered from the internet and different books about the topic for theoretical part. 1.4 Scope of the study The scope of the study is limited within banking sector in Bangladesh...
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...Julie Psychology Assignment Psychology and Management of stress Task 1 Outline and evaluate (i) Selye’s (1956) General Adaption Syndrome of stress. The General Adaption Syndrome (GAS) is Selye’s belief that that the body has physiological ways in which to deal with long term and short term stress and its and that prolonged exposure to stress can result in illness. He started this in the 1930’s and based this on researching hormones of rats and found that the rats had stress response to his research. He believed that regardless of the type of stressor, the reaction of the stressor was always the same. (Rice et al 2010p100) Selye’s model has three stages: Alarm stage – This is where the environmental stimuli is viewed as a stressor and the ‘fight or flight’ instinct is aroused and the first reactions are aroused. This is where the automatic nervous system (ANS) is activated and the sympathetic branch of the nervous system to release adrenaline and noradrenaline, which in turn raises the heart rate, blood pressure, perspiration and digestion, slows. This stage is usually disappears quickly through the parasympathetic branch which returns everything to normal. If it continues we then move to the next stage Resistance stage – This is where the environmental stressors are still there, and the body physiologically starts to adapt and adjust. Arousal is still high and the high level of adrenocorticotrophic hormone (ACTH) is still in the body. ACTH will...
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...Motivation is a driving force in the everyday lives of men and women as they interact with one another and go about their day. Motivation is defined as the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal (Robbins & Judge, 2012). As the business world becomes increasingly more diverse, it is important that managers develop ways to handle the variety of motivations they will encounter in the work day. There are many approaches to motivating employees and many ways for employees to accept it. Motivation is the crucial element in setting and attaining goals. Applying the DiSC assessments helps managers deal with their role as a motivator and developer of talent for their team or group of subordinates. As Facilities and Environmental Health & Safety Director, William Maloney is responsible for equipment uptime, maintaining manufacturing capability/continuance, space allocation, employee environment/satisfaction, site cleanliness/overall appearance, employee safety, leases, making sure space and all required utilities are available when needed, and security officers on a daily basis for Spectra Physics Lasers (a Division of Newport Corporation). William influences his employees and team by being straightforward and truthful, demonstrating integrity and fairness, creating the expectation of honesty, balancing employee needs with company expectations, giving support when needed, allowing them to be comfortable in their...
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...Nicki A Anobah Analysis of Team Charter University of Phoenix There are very many individual differences among my team members when it comes to our personality types, listening skills, trust levels and emotional intelligences. We differ when it comes to our personality types, which ranges from being imaginative, sensitive and intellectual to others being calm, secure and enthusiastic. Four of out of the five members listening skills ranges from well listeners to needing improvement, trust levels scores range from one being very low to four being very high. Our emotional intelligence scores range from thirty to fifty with fifty being the highest. In looking at our personality types, majority of fell under type a personality type. This type work well alone rather then on teams and tends to experience high level of school. Long term projects are frustrating as we want to see results. We are very competitive, and try to do many things at once. We strive to do two or more things at once and a lot done in a short time period and can be difficulty to get along with because type A personality are so driven. One person with a type B personality is the exact opposites. They reflect on everything they do very patience with decision making and get along with pretty much anybody. Our listening skills scores range from forty seven to sixty seven. Our listening skill needs improvement when it comes to paying attention to people and we tend to formulate a response while the other person...
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...Positively, different people react in different ways when they are under stress. Furthermore, a person’s personality plays a substantial role in how an individual reacts to stress. For example, an individual with a type A personality has the drive to be number one, with an insatiable drive to succeed. Additionally, the type A is easily angered and continuously grapples with individuals, and takes on more than they can handle with not much relaxation (Manning, Curtis, McMillen & Attenweiler, 2011). Moreover, type A behaviors are competitive; they are concerned with the attainment of possessions, aggressive, and suffer from an embellished sense of time urgency (Gulzar & Khalid, 2016). Consequently, the type A personalities work against impracticable...
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...Outline and evaluate research (theories and/or studies) into the role played by personality as a source of stress. (18 marks) Friedman and Rosenman (1974) identified two types of personality that relate to individual responses to stress – type A and type B. Type A personalities are said to be impatient, competitive, ambitious, aggressive, find it hard to relax and have a ‘chronic sense of time urgency’. In contrast, type B personalities are the opposite, being less driven, more easy-going, patient and able to relax. As doctors, Friedman and Rosenman noticed that people with Type A personalities were more prone to heart attacks and coronary heart disease. In order to test this hypothesis scientifically they conducted a longitudinal research project called the Western Collaborative study. They examined 3500 healthy middle-aged men from California. Over a period of 8 1(2 years they assessed the lifestyle and health of these participants using structured interviews and medical examinations. By the end of the study 70% of the men who had developed coronary heart disease (CHD) were type A personalities – twice the number of those with type B personality. Friedman and Rosenman concluded that type A behaviour significantly increased the risk of coronary heat disease. One advantage of the Western Collaborative Study lies in it being longitudinal. It tracked men who were originally healthy and developed CHD during the study rather than using retrospective data (such as questionnaires...
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...Organizational Behavior Strengths-Based Development 22nd July 2014 Abstract This paper deals with different kinds of organizational behavior, from deficit-based behavior to strengths based behavior. It also touches upon employees’ strengths & weaknesses, effect on employee engagement & managerial interaction with employees. It has a look at evidence, which supports a particular kind of organizational behavior. Keywords: deficit-based behavior, strengths-based behavior, employee engagement, managerial interaction. Strengths-Based Development Every organization is faced with the dilemma whether to look at weaknesses and faults of employees & take corrective measures or whether to capitalize on strengths which each individual has. The answer is never simple. A lot depends on the characteristics of each individual. A major weakness needs correction before a person can build up on his strengths. There are many who feel that the deficit development approach is a good idea. Only concentrating on strengths may be shortsighted and a kind of self-indulgence. Understanding one’s weakness and making efforts to rise above it shows hard work and lack of ego. Often a person’s strengths may not coincide with organizational requirements hence the employee needs to learn additional skills. Great leaders show the way by dealing with weaknesses and overcoming them. By putting stress on existing skills...
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...Career is an important aspect in an individual’s life, it is important to equip an individual with skills and understanding to make an appropriate career transition and support them throughout life. This is essential for an effective functioning of an economy and also for individual well - being. The job of career guidance counselling is thus very important. By facilitating successful transitions into paid employment, high quality careers guidance can also help ameliorate social deprivation and poverty: The role of career guidance is vital as there are mounting evidence suggests that an individual’s level of consumption, self-esteem, social-status, and even happiness depend to a large extent on not just income, but also social status, associated with occupational attainment. (Brown, Sessions and Taylor, 2004, p 20) This is one offered by Arthur et al (1989) who proposed that career is ‘the evolving sequence of a person’s work experiences over time’ (p8).It plays a role in raising career expectations and aspirations of pupils (Brown et al, 2004) and may also enhance broader school effectiveness (Killeen et al, 1999). Osipow and Fitzgerald (1996) postulate that the concept of career has recently undergone a transformation (p50) and distinguish between career choice as a point-in-time ‘event’ and a developmental ‘process’ over a longer period of time (p54). Whilst acknowledging that broader definitions (which include life roles and life span) have emerged, they suggest a more...
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...Name of Assessment: What’s My Jungarian 16 Type Personality? Individual Score: ENFP National Score: N/A Agree or Disagree?: Agree This assessment delves into the various personality traits that include Introverted or Extroverted (I or E), Sensing or Intuitive (S or iN), and Perceiving or Judging (P or J). These traits are the combined into a series of 4 letters that describe one’s personality. There are sixteen combinations of personality types that can be formed from this assessment. When deciding if one is Introverted or Extraverted, it is important to understand the flow of energy which essentially “defines how we receive the essential part of our stimulation.” If one receives their flow of energy from themselves, then they can be classified as Introverted but if they rely on external sources then they are Extraverted. How we take in information deals with our preferred way of absorbing. Does one rely on their five senses to absorb information? Then this individual would be characterized as Sensing! If the individual relies solely on their instincts then they can be classified as Intuitive. The last two categories deal with how an individual makes decisions. If the individual is prone to making decisions based on logic and objective considerations then they are classified as Thinking but if they make decisions based on one’s personal value system then they are classified as Feeling (BSM Consulting, 2012). These six categories presented me with the classification...
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...Term Paper on Effect of Personality on Occupational Stress Prepared for: Mrs. Rumana Afroze Course Instructor Sub: MGT251; Section: 05 Group Members: Name ID number Quazi Aritra Reyan 2010-1-10-145 Syed Tasin Jahan 2010-2-20-072 Salman Iftekhar Suny 2010-1-10-131 Date of submission: November 29, 2011 Letter of Transmittal To Mrs. Rumana Afroze Faculty of Business Administration Department East-West University – Bangladesh Mohakhali, Dhaka Subject: Submission of Report. Dear Miss, It is our great pleasure to submit this report that you assigned on “Effect of personality on occupational stress in DHAKA BANK LIMITED” which has been prepared as a part of our Organizational Behavior course. We have tried our best to accomplish our research objectives successfully. This report definitely gives us an exceptional experience that will be of use in the future. The whole experience of this course enabled us to get an insight into the real life research situation. We will always be available for any supplementary interpretation or clarification that may require. Thank You. Quazi Aritra Reyan Salman Iftekhar Suny Syed Tasin Jahan Aknowledgement At this point we would specially like to thank those who had made it possible for us to prepare our report. Without...
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...answer these questions in very different ways, and that's the challenge at the heart of good management—whether you're managing your own performsince or someone else's. One-size-fits-all principles don't work. The strategies that help you excel may not help your colleagues or your direct reports; what works for your boss or your mentor doesn't always work for you. Personality matters. In business the most common tool for identifying one's personality type is the Myers-Bdggs Type Indicator. But the problem with this and many other assessment tools is that they don't actually predict performance. (In fairness to Myers-Briggs, it doesn't claim to.) These tests will tell you about attributes—such as your degree of introversion or extroversion, or your reliance on thinking versus feeling—that indicate what you like to do, but they tell you very little about whether you are good at it, or how to improve if you're not. Fortunately, there is a way of grouping people into types on the basis of a personality attribute that does predict performance: promotion focus or prevention focus. Although these types Eire well known among academic psychologists and marketing and management researchers, March 2013 Harvard Business Review 117 EXPERIENCE word of them has not yetfiltereddown to the people who we believe could benefit most: managers keen tobe more effective...
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