Impact Of Personality On Employee Interaction Within The Team

In addition to extroversion, I scored high in the trait of agreeableness. Agreeableness includes trust, kindness, and affection. I usually have positive social interactions; I try to be a pleasant person to be around and helpful to others. I am energized by helping others and work well in group situations. In other words, I am highly prosocial.

The Five Factor Model is a questionnaire based upon five broad personality traits. The Five Factor Model is set up in two sections of sixty phrases describing people’s behavior. A person taking the test uses the rating scale next to each phrase to describe how accurately each statement describes themselves. The scale range is set up from very inaccurate to very accurate; with moderately inaccurate, neither accurate or inaccurate, and moderately accurate in between them. After completing the one hundred and twenty questions a person then receives an interpretive report. The report explains the likely consequences of one’s standing on five broad personality domains. The inventory also estimates a persons standing on the five broad personality domains and thirty subdomains of personality.

Extraversion is defined as a behavior where someone enjoys being around people more than being alone ( yourdictionary); I can agree with this statement because, my biggest fair is being alone, so I try and always surround myself with friends/ family. As a result, having others around me brings out my character and I feel warm inside; being alone will not allow me to express myself. Many people tell me I have great communication skill. I wouldn't say I love being

Costs & McCrae, (1995) supported the development that each of the Five Factor Model (FFM) further split into six facets, (Widiger & Costa, 2012). The five factor model and their six facets are explained as: “Extraversion (E) – gregariousness, sociability, affiliation, dominance, boldness and forcefulness, Agreeableness (A) - generous, cooperative, altruistic and warm, Conscientiousness (C) – responsible, efficiency, dependability, carefulness and organization, Neuroticism (low ES) – anxiousness, insecurity, indecisiveness and being tense /Emotional Stability (ES) - self-reliant and stable and Openness to Experience (O) – imaginative, unconventional, curious, original and independent minded” (Ehrhart et. al., 2008) allowing the five factor model to be effective in developing cross-cultural questionnaires (Costs & McCrae, 1995).

The personality trait from the mini IPIP6 –scale descriptions analysed in this report is Extraversion. With a mean score of 5.5 compared to the mean score of sample 4.05, standard deviation of 1.17 and z score of 1.24, over all I scored above average compared to the mean total score of participants. By incorporating previous research on Extroversion and the mini –IPIP6 scale, an observation can be made that my score was above average due to my lack in introvert behaviours. These scales are self-reported data (S- Data), which can decrease the validity as self- report data can only measure what the individual is willing to express. The personality trait from Jackson-5 Scales of revised Reinforcement Sensitivity Theory - Scale description analysed

When I took my personality test, I was given the letter “E” for extravert. I was not nearly surprise due to the knowledge of me always being an outgoing person. I am a true testimony of someone who enjoys being around people. According to my peers, I am known as the friendly person who can become friends with anyone. A great memory of being told I was an extravert occurred when I was leaving for vacation to Mexico. A good friend was concerned about the location of my trip and begged that I stayed safe because she knew I was too trustworthy and made friends everywhere I went. I was tickled because I knew that was just my personality. My extravert personality is also noticeable at work. In the past, when I was a sales associate at Wal-Mart, I frequently had lengthy conversation with customers and became one of the most popular instantly. At my current job, within a few months of working, I also became well known to others. Many of my co-workers feel I am easy to speak with, which means they regularly spend time at my desk. Having an extravert personality is an amazing trait, but it does have negative side effects. It is a challenge always trusting others because not everyone can be trustworthy. As an extravert you’re feelings are easily hurt because you put so much of your trust and energy into making others

a. According self tests using the Five Factor Model, my personality has low extraversion and emotional stability, a high degree of openness, and moderate levels of agreeableness and conscientiousness. Low extraversion is demonstrated in both professional and social envionments. While working a corporate job as a financial analyst, taking the time and initiative to interact with coworkers beyond the scope of the job was limited to a brief conversation once a day with the same two people. In large social gatherings, interactions are limited to familiar people with whom I have pre-existing friendships. If I attend a concert by myself, I will bring a book to read in between musical acts to prevent people from speaking to me. Low emotional

Perceived self-esteem was positively connected with recognised traits of extraversion, conscientiousness and emotional solidity. Together, these results insinuate that the perceivers believed that individuals who were classed as extraverted, conscientious and emotionally stable possessed greater levels of self-esteem. It is crucial to comment that these associations emerged after controlling for self-reported personality features.

In Eysenck’s personality theory, extroversion is described through characteristics such as outgoing, sociable, optimistic and active. In comparison to this, introverts tend to be shy, reserved individuals who are typically careful and unsociable. (Gorczynski, 2014). According to Eysenck (Eysenck and Eysenck 1985) individual differences in extraversion are based upon variations in cortical arousal (the speed and amount of the brain 's activity), which has been

Extraversion is defined by being positive, energetic, outgoing and decision making based on a positive impulse. There are many ways in which extraversion can help in making me a leader in the team. One of the main traits based on which leaders are known as better leaders includes positivity and impulsive decision-making. There is no doubt about the fact that the decisions are made based on the pros, cons, and risks in association with the decision. However, decision-making becomes even a stronger trait when decisions

In the workplace there can be a number of factors that can affect and employee’s work ethic or their performance in their job related task. In recent times though there has been development and some research done on possibly personality having an effect or could possibly predict an employee’s performance in the work place and therefore influence the selection process in recruiting new employees for a job. In this essay we will be analysing and discussing a new model which has been devised in which may explain the different personality traits that differentiate each employee or worker from each other. This model is called the big five or the five factor model, Several

“The relationship between personality and work performance is questioned by Roberson, who suggests that the only two of five dimensions linked consistently with high levels of performance are conscientiousness and emotional stability” Supporting evidence appears in a study by Robertson (cited in Mullins and Christy, 2013, p.139). Luthans and Youssef support the big five by reporting that the personality traits are found to be related strongly to performance, individual –level outcomes (such as happiness and physical and psychological health spiritually and identity.), interpersonal-level outcomes (such as a quality of relationship with peers, family and romance), social-level outcomes (such as occupational choice, satisfaction etc.) (Cited in Mullins and Christy (2013, p.139).

Those who are extraverted normally desire to be known by others, while those who are introverted do not view appreciation as significant (Jung, 1971). An extraverted individual spends extra time each day interacting with community in social life than an introverted individual (Leary & Buckley, 2000).

"Researchers in both personality and industrial-organizational psychology have converged on a five factor model (FFM) as a widely accepted framework of personality". (Barrick, Stewart & Piotrowski,2002).

The results that were obtained indicated that extraversion (a first order trait) had played a key role in identifying when an individual felt different while they were speaking in another language. Where as, the other first order traits like language proficiency, age and gender were irrelevant. Furthermore, the results had also shown that emotional intelligence (a second order trait) played an essential role in allowing individuals to detect when they felt different. It was concluded that since individuals who were extraverted, generally tended to be more open to new experiences and were more sociable they therefore were able to identify the change in their behavior and personality more adequately than for example individuals who were more introverted. Similarly, individuals who had shown that they scored higher on the emotional intelligence test, represented a group of people who were able to see change in their personality since they were attuned with their emotions, such as sympathy, empathy, sociability, social awareness, etc. As a result, it was observed that to some capacity each order played a role in identifying how the individual felt, however, what was crucial about the study was to realize that while the traits