Bob Knowlton Case Study

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.

The leader-member exchange theory often referred to as LMX, is a management theory which analyzes the relationship maintained between the manager or the leader and the members or subordinates within a group and organization. It further explains how this relation can either help the firm in growing or hold it back to its current position.

Leaders are the central figures in a team, and they are attributed to the largest share of blame or praise depending on the performance. New leaders in an organization are faced with many challenges on how to start making an impact and successfully lead the subordinates on the set mission. According to Kangas (2013), the key element for a new leader is to establish interpersonal links and relationships that are necessary for learning about the organization. The success of the leader and the organization as a team depends on the quality of interpersonal relationships that develop to help the leader in implementing their mission. Additionally, the influence of leaders over their followers is largely founded on the interpersonal relationship as members of a team (Kangas, 2013). Another major source of challenge for leaders in organizations is the implementation of changes that affect the existing relationships and roles in major operations. BBBSA demonstrates the challenges that can arise for new leaders in organizations in implementing changes and the effectiveness of the Leader-Member Exchange (LMX) theory in addressing leadership issues.

There will be high dependence on the leader to start the conversation and the individual roles and responsibilities will be unclear. The leader must be ready to answer a lot of questions from the rest of the group about the purpose of the team. In this scenario everyone will be polite to each other and welcome each other happily.

The first section of this paper details the elements that a personality type assessment typically measures. The second section contains discussion on the personality type assessment of the author of this paper. In the third and last section, the author shares how his personal assessment outcomes could affect his work relationships with his colleagues.

Chapter five “Personality and Values” In this chapter I learned about the Big Five personality traits; extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

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.

This essay aims to analyse how personality can affect the performance of teams. This essay will also explore various theories relevant to personalities and will assess how different personalities can be beneficial in increasing team performance as well as any disadvantages. This essay will also explore how personality can affect the inter-personal relationship between team members.

There are many benefits to a high-quality leader-member exchange relationship and can be cultivated in many ways. A LMX relationship needs proactive followers in order to be of high-quality. A proactive follower is someone who strives to be better by learning new skills, making the correct choices, and being well-balanced.

Different leadership styles may be associated with, or used by different leaders. Servant leadership may be a process used by an individual who pose no personal agenda for personal gain, yet they seek to provide an ethical/moral approach, while illustrating trust, empathy, and collaboration. Meanwhile, authentic leadership may demonstrate some similarities, such as leading a group by values, self-reflecting, and the balancing process, while evaluating fairness for all members. (Barnes et al., 2013, p. 11). In addition, leadership member exchange (LMX) is a relationship between the leader and the followers. Depending on how the leader receives the group member, the leader may place a member in an out-group or an in-group. If the member is place

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)

Leader-Member Exchange (LMX) theory explains the two-fold connection and the communication between a leader and subordinate. In comparison to the other leadership theories, the LMX theory is different because it focuses on the distinct relationships between the leader and each follower and the dual alliance that they share.It determines the extent to which leaders and followers have common respect for each other’s skills, personally feel a greater sense of compatible trust, and have a good sense of responsibility to each other. My questionnaire scores were in the high range for completing the questions both as a leader and a follower. My scores regarding my relationship with myleader were very high, a 35. In describing my relationship with followers, my score was in the high range, a 29. Reflecting about my scores, I wasn’t surprised about the results. I feel that in the role of leadership, I would work tirelessly to provide a positive work environment as well as positive relationships with my followers.But, there remains an area where I could improve in communicating better with followers. Being an all-inclusive leader would ensure that no followers would feel isolated. This includes to always provide a level playing field and to establish an environment where followers are not observing but instead participating. This would lead to an equitable atmosphere and would improve the major points of the leader-member theory: respect, relationships, and work ethic.

The study was conducted using the IPIP measure scales; (Extraversion, Neuroticism, Openness, Agreeableness & Conscientiousness), (Goldberg, 1999) and the Big Five Factor Model which measure the personality factors of the Big Five (Costa & McCrae, 1992). The four goals of Psychology was taken into consideration using the 25-item translated questionnaire with a 5 point Likert scale.

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

The purpose of this essay is to explain how personality affects employees’ behaviours, attitudes and performance at work, how personality is measured by organisations. And using academic evidence, argue it is valuable for organization behaviour scholars to conduct personality testing before hiring new employees.