Differences Between The Likeability And The Buckets Of Like Or Not

In October of 2013, computer scientist Jennifer Golbeck did a Ted Talk titled: The Curly Fry Conundrum: Why Social Media "Likes" Say More than You Might Think. Jennifer Goldbeck 's Ted Talk is a very appropriate choice for this assignment in a class pertaining to social media. As social media users, we "like" different posts on Facebook, Twitter, and Instagram every day. This Ted Talk tells us exactly what people can tell about us through those likes, and how different companies, advertisers, and computer scientists use our liked posts to give us relevant content, provide specific products and services that consumers will want to buy, and study how specific people 's viewing habits and interests on the internet have changed over time, respectively.

The increasing number of research and studies demonstrate that likable employees have more success on the job. Nowadays, being likeable and having a positive demeanor can surpass competency. Likeability is not a gift, it is a skill set that is developed through years of experience. Studies have revealed that individuals who are likeable are much more successful in work and in life. They have the opportunity to get rewarded, promoted, and selected more often than those who are less likeable. A study done by Melinda Tamkins of Columbia University states that, "popular workers were seen as trustworthy, motivated, serious, decisive and hardworking and were recommended for fast-track promotion and generous pay increases. Their less-liked colleagues

Personalities certainly inform supervisors and co-workers how to interact with each other. Naturally, a muti-generation and global work environment fosters different personalities and preferences. What may motivate one person, may not motivate another. Different cultures, generation and genders all have different

The power of like: a “like” is defined by some teenagers in the video as if it speaks for them, satisfaction and verification of what they like. The most powerful definition was “YOU ARE WHAT YOU LIKE,” meaning that a person will never press the like button, unless he/she is fond of the thing they will like. For instance: the girl in the video, who is a big fan of hunger games.

Other valuable uses include vetting of new partners, diagnosing sources of conflict, matching personality to particular tasks or initiatives while also taking the guesswork out of the hiring process (Neville, 2013). Current thinking in personality assessments converges on the idea that most personality characteristics reflect the five broad characteristics of the Five Factor Model – extroversion, agreeableness, conscientiousness, emotional stability, openness (The Science of Personality, 2015). Personality tests are typically less likely to differ in results by gender and race than other tests, can be administered via paper and pencil or computerized methods to large groups easily, cost effectively and do not necessarily require skilled administrators (SIOP). In 2012 thirty-five percent of Human Resources around the world reported that they use “personality inventories” (Gray, 2015).

Liking is an element of persuasion that I believed to be used along with all other elements of persuasion. Before you start a conversation with someone at times before you even decide to approach someone you use the 3 factors of liking. You would be more likely to approach someone who you feel is similar to the way you are in some way. If someone was to say “Hello, you look beautiful today” versus “Good morning” the greeting with a compliment would be more likely to get a response. In an education setting being likable is very helpful. If I wanted to persuade my teacher to give me 1 more day on an assignment, if I am a bad student who is always late and never turns in assignments I won’t get that extra day. Being likeable can at times be the

When working at Schlotzsky's Deli people skills were very important. Between the employees and the customers I was exposed to many different types of personalities. When I first started I was working with a lot of my friends, so I knew we would all get along. After a while we hired new employees to occupy positions open, they had completely different personalities that I needed to adjust

There are various personality tests and assessments that employers use to find particular employees for their workplace for example The big five model and Myers-Briggs Type Indicator (MBTI).

Over the last several decades, many employers have been using personality assessments as way to understand the thoughts and feelings of staff members. Part of the reason for this, is because this has often been used as a tool that will effectively assess the underlying strengths and weaknesses in the personality of select individuals. Once this takes place, is when mangers can be able to use this information to predict how well someone will succeed in a particular job. This is the point that they can effectively assign each person to predetermined areas that will help them to meet company goals and give them a sense of satisfaction from their work.

Likes and Dislikes: I found this book quite interesting. I especially enjoyed reading the parts where Ender talked with or about Valentine like in chapter nine where he receives Valentine’s letter. I liked reading this part because even though Ender knew Valentine’s letter was monitored and approved by the teachers it still released a flood of emotions from him. He was reminded of how much he loved her but it still made him angry at the teachers for not letting him have any other of her letters. I found the fact that even though Ender knew that the teachers were using Valentine as a tool to manipulate him into doing what they wanted he still did what they wanted afterwards very interesting. In my opinion, I think he did this because some

Saying that a great deal of thought and effort has been made to understand what personalities blend with what corporate cultures is an understatement. Even in only the last half-century, immense studies have been stumbling hopefully towards a solution that can be applied to the hiring process. Can personality be consistently observed and measured? Can personality facets be defined and eliminated from the ideal candidate, like a bad haircut, or are those facets ingrained and imperceptible? Once those traits are chosen and hired, what about the working environment and company attitude keeps them there, if any? Just these few questions insist that researchers discover, if they can, employee traits such as individual satisfaction, commitment, turnover, and performance (Schneider, Goldstein, & Smith, 1995).

Agreeableness seems to be most relevant to job performance in situations in which joint action and collaboration are needed (Mount, Barrick & Stewart (1998) pp.147) this personality trait can be useful to avoid confrontations at work when working on a project with others. On the other hand agreeableness may refrain from someone expressing their own ideas and plans.

They are known to be the most likely people who flow with all kinds of person(s) and at their place of work; they give helping hands to other co-workers in order to get the job done successfully. Studies showcase that when they are treated unfairly at their place of work or else where, they hardly revenge or respond such. At the other end of the spectrum, according to a researcher, Zimmerman, R. D. (2008), said that people low in agreeableness are less likely to show these positive behaviors. In fact, people who are not in agreement with others at their place of work are told to abandon and quit their jobs unexpectedly due to conflict with a boss or co-workers.

The trait approach to personality suggests people possess predisposed traits in their genes, e.g: charisma, talkative, and confidence (McShane, Olekalns & Travaglione 2013). However, in the interactionist approach; personality involves traits as well as adapting to the situation. Because an organization is highly affected by its surroundings, interactionism is the most widely used approach in modern personnel assessment and selection criteria.

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,