slides provided on Moodle. All seminar readings are available to download via the University of Kent library website using the following steps. Example - how to find: Poropat, A.E. (2009). A meta-analytic analysis of the five-factor model of personality and academic performance. Psychological Bulletin, 135 (2), 322-38. Step 1: Go to http://www.kent.ac.uk/library/ - click ‘Search for journals” and enter title of the journal (e.g. Psychological Bulletin) here: Step 2: Click on one of the
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bring group back together ( facilitator) Ana: High agreeableness: she does not have her own opinion, listen to other Low extraversion: quite/resever, not active 1B Each group/ team member needed to have variety of characteristic/ personalities in order to work together * The group consisted of high level of extraversion will result in conflict and low level of extraversion will result in lack of input from group member * High level of agreeableness : quality of work/ service
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The Big Five Assessment Self-Assessment- 1. 4 2. 4 3. 2 4. 4 5. 4 6. 5 (6-1) 7. 5 (6-1) 8. 2 (6-4) 9. 4 (6-2) 10. 5 (6-1) 11. 5 12. 4 13. 3 14. 4 15. 4 (6-2) 16. 5 (6-1) 17. 5 (6-1) 18. 4 (6-2) 19. 4 (6-2) 20. 5 (6-1) C- 11 A- 18 N- 16 O- 18 E- 19 In my self-assessment, my conscientiousness score was actually my lowest score and below normal. That actually shocked me! My highest score was my extraversion
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After reading The Unmanageable Star Performer, it is clear that there is unresolved conflict between the members of Leman Highlander & Company. Some of this stems from the organizational structure. While they have surveys that employees fill out to report and discontent or issues, there is no system of accountability to implement any changes to improve the lives of their staff. Anyone who disagrees with Vijay Kumar doesn’t voice their opinions or just leaves the company. By ignoring the issue of
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the conversation of the day surrounded the actions of Coach Knight and the inactions of Indiana University to discipline him. Coach Knight appears to lead by position power with his aggressive, controlling behavior; of the big five personality traits identified in Trait theory, he appears to be high on neuroticism due to his open hostilities (Northouse, 2010). He manages more than he leads as he micro-manages every area of his player’s lives both on and off the field (Puma, 2007). He also appears
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The Big Five Model claims that five basic dimensions underlie all others and encompass most of the significant variations in human personality. Test scores of these traits can predict how people behave in a variety of real life situations. The big five factors include; Extraversion, Agreeableness, Conscientiousness, Emotional stability and Openness to experience. The extraversion factor captures our comfort level with relationships. Extraverts tend to be gregarious, assertive and sociable.
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have Alex in his office because of his hard work and his dedication toward the organisation. Plausible Solution A detailed discussion into Alex Sander’s working has given us a deep insight into his personality. While some of his actions/decisions make him a fine example of a high Mach personality, we make use of these characteristics to determine how we deal in such a situation ensuring success for both Alex and the product group. Further, we discuss on how to improve the 360° process next
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the article indicating the subject matter and the results of the study. The study examined the five-factor theory of personality in respect to the romantic desire for closeness. The factors were neuroticism, agreeableness, extraversion, openness, conscientiousness. The results revealed significant differences between partners' preferences for closeness associated with personality types. Partners who desired more closeness were higher in neuroticism than partners who possessed an ideal level of closeness
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that she and her husband are very happily married, and the only source of continued stress in the household is their son, William. She reported that this stress causes mild disruption in the home. SUMMARY OF TEST RESULTS: The IPIP-NEO is a personality assessment
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* Mini Case Study #1 A) Explain how concepts of organizational justice may be used to explain the success of the incentive programs described here. * Organizational justice draws an overall picture of what is fair in the workplace that is composed of distributive, procedural, and interactional justice (Robbins & Judge, 2013, pp. 222-223). In the case of Rogan, he was not able to provide his 107 employees with pay increases, however the cost savings incentive made up for that. In fact
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