Summary Of HA 401: Organizational Behavior And Leadership

There are five major dimensions of personality: extraversion, agreeableness, conscientiousness, neuroticism, and openness. Neuroticism includes anxiety, depression, hostility, impulsiveness, self-consciousness, and vulnerability. Warmth, gregariousness, assertiveness, activity, excitement seeking and positive emotions characterize extraversion. Openness includes openness to fantasy, aesthetics, feelings, actions, ideas and values. The facets of agreeableness include altruism, compliance, modesty, straightforwardness, tender-mindedness, and trust. Conscientiousness includes achievement striving, competence, deliberation, dutifulness, order and self-discipline (Article 3).

37.|The “Big Five” personality trait that reflects the degree to which someone is good-natured, cooperative, and trusting is considered __________.|

Throughout this course, my perspective on personality has deepened tremendously. The Big Five personality traits (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) resonated with me. These dimensions provide a comprehensive framework for understanding individual differences. I appreciate how they capture both stability and flexibility in personality. While traits tend to be stable, they can adapt over

In this paper we are going to look at the group decision making technique called SWOT

Each of these components have personality traits that are associated with them. Extraversion refers to the degree in which a person is active, energetic, talkative, and assertive. Openness refers to the degree in which a person is imaginative, independent, and prefers variety. Agreeableness depends on the individual’s level of compassion, trust, and good nature. Conscientiousness is the extent to which a person is organized, careful, and responsible. Lastly, neuroticism relates to a person’s emotional stability and negative emotions. If you experience this, you score higher in neuroticism. I personally took a survey on the Big Five and I would have to say that I agree with the results for the most part. The only component I disagreed with was openness because it put me in the 6th percentile. I think this is a little low, but not too far off. It is said that results in these five factors can vary based on culture.

One topic that I found interesting was Buss’ version of the Big Five. His Big Five traits are surgency/extraversion/dominance, agreeableness, conscientiousness, emotional stability, and openness/intellect (Feist, Feist, & Roberts, 2009, p.429). Surgency involves determining who is dominant and who is submissive. Those who are dominant are leaders and usually possess more positive adaptive qualities. Agreeableness measure how willing a person is to work with others.

A professional workplace is an environment that produces numerous challenging situations and if not handled correctly, could create a very unproductive organization. A well-qualified employee is selected to be responsible for overseeing many aspects of a company, including difficult situations that arise between co-workers. The term given to this worker is a manager; their main task in the organization is to help other employees work more effectively towards their goals. This may sound like a rather simple task, but it is very deep and layered with different difficulties. Henry Mintzberg, an internationally renowned author on business and management, broke down the tasks a manager faces into ten different roles. According to Mintzberg’s managerial roles, there are three categories that break up the ten roles a manager performs: Interpersonal, Informational, and Decisional. Interpersonal encompasses figurehead, leader, and liaison. Informational includes monitor, disseminator, and spokesperson. Finally, Decisional covers entrepreneur, disturbance handler, resource allocator, and negotiator. It is clear that being a manager is a demanding job and that it requires a high level of organizational and interpersonal skills.

The big five factors that define an individual’s personality are: emotional stability, agreeableness, extroversion, conscientiousness and openness. Let’s include all of these when we talk about the big five personality factors of John Mackey, CEO of Whole Foods.

Every person has their own unique personalities. There are many different types of personality but researchers focus on the Big Five. The Big Five includes Extroversion, Agreeableness, Conscientiousness, Neuroticism, and Openness. Many personality tests are used to determine the ranks of the Big Five of a person.

The big five is a theory of 5 domains of personality, which dates back to approximately 1884. The five domains relate to the ideas of openness, conscientiousness, agreeableness, emotional stability and extraversion. Openness, which is mainly in regard to experience, can be defined as breadth, depth, originality, and complexity of an individuals’ mental and experiential life. Conscientiousness is goal-orientated approaches, with impulse control in order to facilitate

The Big Five personality traits included in the theory are: extraversion, agreeableness, conscientiousness, openness, and neuroticism (Rentfrow np). In other words, these traits describe your level of sociability and enthusiasm, your level of friendliness and kindness, your level of organization and work ethic, your level of creativity and curiosity, and your level of calmness and tranquility (Rentfrow np). By using these terms, the aforementioned actor would be high in extroversion; however, the opposite would be true for the computer programer. The teachers described would rank high in agreeableness, while authors would rank high in openness.

The Five Factor Model or Big Five model developed by McCrae and Costa factor together personality traits into 5 major categories. Those factors were Neuroticism (worried insecure, nervous, highly strung), Extraversion (Sociable, talkative, fun-loving, affectionate), Openness (Original, independent, creative, daring), Agreeableness (Good-natured, softhearted, trusting, courteous), and Conscientiousness (Careful, reliable, hardworking, organized). (Schultz & Schultz, 2013). They are able to include most of other lower order traits accounting for specific dimensions of individual differences in personality. (Schultz & Schultz, 2013)

This paper explored facets of my personality revealed and defined by Pearson Education, as well as insights gained from our textbook, Type Talk at Work and The Gospel and Personal Reflections. With the results from the assessment test I will relate the different personality categories to how I operate in the organization, how I relate to others in the organization and life in the organization. Each of these categories will reveal scores that will signify high or low ability, consequently indicating where improvement is needed for better organizational results. Moreover, Dr.Fischer underscores that organizational behavior is predicated on individual behavior that’s affected by individual personality traits. Furthermore, the more we understand our personality type, the better we will be at understanding others. Likewise, grounded in my Christian worldview and framework we know that sin can also be found in our personality traits and it’s through the discovery of our flawed selves, we can self- correct in our personal and corporate lives.

Personality shows the unique traits of each person. There are five personality traits which is openness, extraversion, conscientiousness, agreeableness and neuroticism. Individual who have openness personality are likely to experience new things, they may choose to buy the things which is new or never experience before. Conscientiousness personality person will be more diligent, they might search few information before buying. Extraversion shows a personality of outgoing or shy while agreeableness shows how easy an individual get along with. Lastly, neuroticism personality is a negative mental states personality.

Companies are always looking for a way to hire the most loyal and dependable employees. The ones that will help the company grow as well as keep the companies best interest in the forefront of the employee’s thoughts. Personality trait tests have played a crucial role in determining what behaviors an employee will display in a work setting (Landy and Conte, 2010). Specifically, the Big Five Model of Personality has indicated that where a person’s level of traits falls on the scale of conscientiousness, extraversion, agreeableness, emotional stability, and open to experience determines the level of positive work performance behaviors that an employee will show. Potential employee that score high on conscientiousness , agreeableness, and emotional stability will be more likely to show behaviors of integrity, dependability,