Dark Triad And The Big 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.

This paper introduces the overview of personality assessment approaches in use currently in society. It proceeds to review the big five personality measures, its validity in prediction of personality types (Archer, 2011). The topic on MIPS questionnaires use in personality measurements and scoring methods used by the system is reviewed. Aspects on the social desirability trait and the distortion produced in responses to evaluation questionnaires, being a significant part of the problems in personality assessment is examined. Social desirability does not have an influence on the predictive validity of personality assessments. It is not related to performance in the job. Various strategies used for reduction of social desirability have been studied. The various tools used in assessments are recapitulated including some methodological aspects (Weiner, 2009). Cultural aspects in evaluation of personality discussed are touched upon. Two case studies are used to show the real life situation of personality assessment.

One-hundred and fifty undergraduate students will be recruited from the University of Dayton’s participant pool for this study. There will be no exclusionary criteria for participation.

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

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.

These week 1 presentations, readings and personality test and links provided will have an impact on my understanding of management and leadership personality types. My preconceived understanding of management and leadership are based on my experience as a manager in two different governmental organizations as well as a brief career doing consulting work in the private sector. In the following pages I will attempt to look at how my management and leadership experiences are reflected in my personality type from the test. The test determined that my personality type is (I)ntroverted, I(N)tuitive, (F)eeler, (J)udger, and in the coming weeks, I hope to find out if that assessment is accurate for me in my personal and professional relationships. According to Type talk at work INFJs tend to be “…inward, meditative and reflective (Introversion)…and there perception of life is to see endless possibilities…(iNtuition).” The text goes on to say that these “… symbols and abstractions are translated through …subjective , interpersonal decision –making preference (Feeling).” which is in turn “…acted out in a lifestyle that is structured, scheduled and

Like other employees or human beings, leaders also have their own sets of weaknesses that may prove to be pernicious to the progress they make while conducting their mandated duties. There is a cluster of personality traits that are referred to as Dark Triad. According to O'Boyle et al. (2012) Dark Triad personality traits refers to characteristics like selfishness, arrogance, narcissism, Machiavellianism, and psychopathy. Even though these character traits were effective when applied to certain setups in the past, they also have the potency to adversely affect the productivity of an organization’s employees. The nature of Dark Triad personality traits is that they do not make room to accommodate good work relationships and receptiveness towards

Developing not only as a person but as a leader can be a complex and arduous task, and is a life-long process for those that truly take an active interest in this development. Conscious choices can be made to improve leadership skills and personality traits that support greater achievement in the workplace are possible, and thus development in these areas can be made a matter of active choosing and attention, yet properly engaging in such active development efforts requires an understanding of how personality works as an internal matter and how specific personality traits translate into leadership capabilities and effectiveness. While many different tools and methods have been created to assist in leadership development, few are as truly insightful or as concretely applicable as the Life Styles Inventory.

In this section of my leadership development plan, I am asked to examine my personality using the Myers-Briggs Type Indicator, which was developed as a job placement tool during the 1930s and 1940s by Katherine Briggs and her daughter, Isabel Briggs-Myers, using the theories of personality presented by Carl Jung a decade earlier (Quenk, 2009). According to the theory, each person tends to fall on one of four sides of opposing scales. The scales are Introversion (I)/Extraversion (E), Sensing (S)/Intuition (N), Thinking (T)/Feeling (F), and Judging (J)/ Perceiving (P). Therefore, it is possible to establish sixteen total permutations of four-letter combinations. After taking the assessment, my personality resulted in the permutation INTP. In this paper, I will write about each of the individual personality components of INTP and discuss the ramifications of each.

In the following assessments: DISC Index and the Jung Typology (Myers-Briggs) Personality was available for me to test my personality and my behavioral traits. Within these results your limitations on life and the way you perceive certain values in life are determined and presented to the user through a substantial questionnaire. The DISC Index is more of a ranking type of questionnaire of a scenario while the Jung typology test is a 50-50, yes or no answer. Within these tests they can predict your traits as a leader and how you can improve your skills within any kind of setting. In reflection, this paper will go over the results of my assessment in both tests and trying to determine what they mean based off

This paper will delineate the specifics of the ISTJ personality and analyze my personality type. Understanding that different people handle situations differently, this paper will discuss personal development mechanisms I must consider in my daily interaction with others. Specifically, this paper will discuss relevant personality strengths and considerations for me to develop and improve weaker areas in order to better serve other personality types. This paper will also examine aspects of my organizational behavior and a self-assessment to become a better coworker. Of the 16 types of Meyers-Briggs personality types, I scored as an ISTJ, which is consistent with a Meyers-Briggs Type Indicator test conducted in early 2013. To become a better coworker, manager and organizational leader, I must strengthen my organizational behaviors and beliefs to develop a greater worldview perspective (Fisher, 2012).

Researchers have focused their efforts towards the link between effectiveness of leaders and personality traits. They tend to reach a consensus indicating that the effectiveness of a leader is established by her/his personality traits. In this context, the performance and success of leaders is measured by personality traits. Organizations use different models to assess an individual's personality traits. Some strategies employed to determine included the use of trait approach in establishing whether a leader is charismatic (Anderson, Reckenrich & Kupp, 2011).

McCrae and Costa’s Five-Factor model of personality is said to be predictive in certain behaviours such as honesty, job performance and procrastination. This Five-Factor model applies to organisational testing because personality is a crucial part in understanding the interests and abilities of an applicant within a business. There have

One of the aspects of the personality theory is the Big Five Personality traits. Those traits are: extraversion, agreeableness, conscientiousness, neuroticism and openness. Each of these traits have been studied by many experts and defined based on the behaviors and attitudes that are attributed to most people. There are no absolutes meaning that just because most people who display a certain characteristic are effective leaders, does not mean that everybody who has that trait is an effective leader (Dziak, 2017). This paper will break down each of the Big Five traits and talk about their role in leadership.

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)