An Understanding Of Intrapersonal Effectiveness And The Five Factor Model

Personality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the 'Big Five ' personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essay will also discuss some of the arguments against the relevance and accuracy of personality testing within the employment context.

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

Interpersonal effectiveness is defined as asking for what one wants and being able to say no while maintaining self-respect and relationships with others (Psych Central, 2015, p.1). “Individuals with borderline traits or emotional dysregulation often struggle to maintain healthy relationships because they have only learned how to engage with others in a highly emotional manner” (Hall & Flanagan, 2014, p. 238). Clients must learn both how to manage their own strong emotions and how to relate to others in positive and adaptive way. Through individual and group work, the clients are able to build skills in relational areas such as saying no, being assertive, negotiating, validating other, balancing priorities, and being fair and honest (Hall & Flanagan, 2014, p. 238). Interpersonal effectiveness allows the client to interact with other group members in a positive learn environment.

After completing the Jung Typology Test, and the Four Temperaments exercise, I have discovered what exactly my personality traits are and I have narrowed down what some of my strengths and weaknesses are based on a human metrics scale. Throughout this paper I will be discussing the Four Temperaments which are relevant to my test scores being, Extravert, Intuitive, Feeling, and Judging and how both my strengths and weaknesses in those temperaments can relate to my everyday work life. I will show those strengths and weaknesses by giving examples and researching which will show validity to why I scored what I did on the Jung Typology Test. Throughout this paper I will also be discussing the NF- “The Idealists” style and how being categorized as, “The Teacher” or “The Giver” type is fitting to my lifestyle. Lastly, I will reference the “Type Talk at Work” textbook in discussing what role I play in my organization and how I can better understand why my personality traits have such a major impact on who I am, how my co-workers view me and what I’ve learned. In conclusion, the Jung Typology Test and the Four Temperaments exercise will ultimately allow me to grow as a member in my organization.

The IPIP Narrative Report is based on the five broad personality traits of the five-factor model. Using this model, I will be able to understand my strengths and weaknesses as a leader to my subordinates. I am an in-between an introvert and an extrovert. I prefer not to draw attention to myself, but rather have individuals approach me first. Those who decide to approach me will quickly realize I am quite pleasant. I also have high self-discipline and efficacy, which is linked to high intelligence and achieving greater levels of success. This is beneficial for increasing self-competence to contribute to an expert on a task to accomplishing a mission. On the downside, I have a high level of anxiety and self-conscious. Apparently, I am

Interpersonal: student demonstrated interest in the activity by sharing her personal views on having a positive self-esteem with her peers. Student was very calm at the beginning of the activity, but started to interact with peers by the end.

What was a surprise in the report was the revelation that Interpersonal Effectiveness was one of top skills because I truly felt that I struggle in that area. This attribute to how aggressive I am with communicating with is often perceived as too direct or at times, curt. After reading the details of this report the realization has come to me that interpersonal effectiveness is not just oral communication but involves other factors that are true strenghs that have been recognized throughout my career. Those strengths encompass ability to Compromise and the ability to Teach which has evolved into a turn in my career focused on knowledge management. Teamwork has and will always be a main focus because it’s known that more can be accomplished

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

Interpersonal skills reflect the ability to communicate with, understand, and motivate individuals and groups. Effective interpersonal relationships can be developed if we understand our personality. Our temperament and behavior can be determined with Keirsey temperament sorter model. By finding our personality and temperament, we can identify our leadership style and also learn what we have to concentrate on to become effective leaders in our organizations (Keirsey & Bates, 1984).

There are multiple theories of personality and leadership assessments that have proven effective in helping individuals achieve their full career potential. The “Big Five” theory of personality, for example, measures the five broad areas of personality, including extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience (Srivastava, 2015). Other types of assessments, such as the more simple leadership assessment we explored, simply measure leadership qualities, such as emotional intelligence and confidence. In exploring a couple of such resources in more depth, such as the leadership assessment provided by the University of Kent’s Career Enhancement Center, as well as the Myers-Briggs Personality Type Indicator, it is clear that understanding more about oneself can lead to enhanced career choices.

In the discipline of personality psychology, it is crucial for researchers to conduct studies using universal terms and scales, so that they may effectively compare results and further their line of research. However, when it concerns personality traits, such a comprehensive catalogue has not always been available – in fact, it has taken until up until the late 20th century to develop a list of essential personality traits and create scales that measure these dimensions reliably (John, Naumann, & Soto, 2008). The current set of these widely used traits is called the “Big Five” personality traits, and encompasses five broad dimensions - Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness. Of the five, this paper will focus on Conscientiousness, a trait that describes individuals with impulse control who are highly organized, thorough, planful, efficient, responsible, reliable, and dependable, to name just a handful of characteristics associated with the trait (John, Naumann, & Soto, 2008). Those low in the trait, on the other hand, are more frequently careless and irresponsible (McShane & Steen, 2012). Although studies have shown Conscientiousness to be a predictor of various life outcomes such as health and longevity, this paper will focus on the findings that support Conscientiousness as a predictor of job performance and, when one is high in the trait, success in

From both my personal and proffesional experience, I can see a strong connection between the traits of a extraversion and conscientiousness individual and myself. In the past I have been regarded as social and assertive (almost overpowering), but also a friend who is willing to help others solve their personal problems, all of which are characteristics of extraversion and conscientiousness. In terms of neuroticism, I also feel as if the low score was an accurate scaling for me as I am a very positive young member of society who is blessed with the oportunities and success that life has presented me with so far.

An individuals interpersonal and intrapersonal perceptions are influenced by the emotions of the negotiators in the university or at work (Govan, Neale & Overback, 2010). Intrapersonal is where an individual uses their own perspectives and experiences to succeed in their life. People with intrapersonal perceptions usually have a high internal locus of control. Interpersonal is others perception of oneself which is influenced by one’s intrapersonal perception. If a manager has a negative view on a situation this will lead the employers to also have a negative view and reaction (Govan, Neale & Overback, 2010). As a result of this there is less productivity and success and it can even impact the way customers view the company. Due to the negative environment at work it can lead employees to higher absenteeism and turnover, which would be a waste of resources for the company. An angry manager will change the

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).

Individuals bring a number of differences to work. They have a variety of personalities, which differentiate one from another. Basically, personality refers to individual differences in characteristic pattern of thinking, feeling and behaving (Pappas, 2013). Each person has a unique personality that distinguishes a person from another. Personality affects all aspects of a person’s performance, even how employee reacts toward his/her job. When people enter into organizations, their personalities can affect how they behave and perform, which will affect their performance at work. According to Rothmann & Coetzer (2003), work performance could be affected by situational and dispositional factors. Situational factor can be described as characteristics of the job and work mates, while dispositional factor is caused by employee personality characteristics. Dispositional factors itself can potentially influence employees interpretation of their employment settings, and can therefore affect employee performance and satisfaction. These people 's personality patterns can be broken into a Big Five Personality Model (also known as O.C.E.A.N.). These broad five personality types are very helpful for understanding and predicting different kinds of work related behaviors. Therefore, this essay is going to examine the importance of study personality to the study of behavior within the framework of Big Five Personality Model, and its impact on work performance, employee satisfaction, and