Impact of Personality onb Task Performance Essay

People who score high in agreeableness means that people is trusting, humble, and more to a team player (De Janasz, Wood, Gottschalk, Dowd, and Schneider, 2007, p.23). Conscientiousness is the drive to accomplish something, therefore people who have high score in conscientiousness are usually more organised and dependable (De Raad, Perugini (2002, p.8). Meanwhile, a person who scores high in emotional stability can be described as reactive while also worrying. Lastly, an individual who has high score in openness usually are curious, liberal, and has broad interests.

The world would be a lot better of a place if everyone got along and knew how to communicate effectively with one another. There are several different personalities at any given workplace. “According to typological theory, each of us is born with a predisposition for certain personality preferences” (Kroeger pg11 para4). The Myers-Briggs Personality assessment is the most effective way to determine one’s personality type. The test uses different markers to determine how one is stimulated and exerts energy, gather information, make decisions, and living structure. At the completion of the test one will get personality type that is comprised of four letters. The test was developed based off of Carl Jung and Isabel Briggs-Myers’ psychological research on personalities and later dissected into Otto Kroeger’s book, “Type Talk at Work.” This book gives one the tools to determine what one’s personality is and then goes into great detail about one’s strengths and weaknesses and how it applies to to real life situations. My personality description is ENFP; Extravert, iNtuitive, Feeling, and Perceiving. The following are details regarding and ENFP personality type examining a holistic view including personal and work place interactions. Everything is based on insights gained from real world experiences and interactions.

Feist, J., & Feist, G. J. (2009). Theories of Personality (7th ed.). New York: McGraw-Hill.

Nothing feels better than giving back to a place that has given so much to people. A majority of the little things that we do day by day are taken for granted or they are just seen as nothing major. In reality there are so many things that are given to us and we do not always see the little things in life as anything of mass importance. For our kindness project we decided that it was time for us to give a little to ensure someone had a smile at the end of the day. We partnered up with the Rho Nu club here on campus and together we made tie blankets. These blankets that we made will be donated to the Sacred Heart hospital in Spokane later this month. We decided to do this project in the hopes of giving a little, but making it count for a lot more. We hoped that the children receiving these blankets always get a smile on their face or simply that they just find comfort in these blankets. In this project I was the leader of the group and I did most of the organization of

After looking at the results, the writer understood some of his own tendencies and consoled himself that he did not have to good at everything. He opined that the knowledge of these personality types can help in developing a deeper understanding of people around him.

After taking the Project 2 assessment, I found that I have an agreeableness, conscientiousness, and openness to experience personality (Project 2 Assessment, 2017). At times, I can sympathize with people’s feelings. Usually, I can have a better understanding of why someone is thinking a way if I understand what they think. I am completely a conscientiousness person. I always want to do well with any task that is in from of me. Also, I am always thinking and planning things to do.

This personality trait reflects many strong characteristic in various settings. It is the most driven personality to seeking their dreams. Through different skills they are able to play many roles for examples counselor,

Extraversion is in essence the trait, which comprises all the optimistic social personality traits (Johnson, 2011). Conscientious individuals are highly organized. They are looked upon as highly dedicated workers, which most of the time leads to complete avoidance of pleasure activities (Johnson, 2011).

A person’s personality trait can define who they are. Some can tell these traits by the way a person reacts to certain situations, personal or on the job. A person develop traits from the way they were raised and the environment that surrounded them. Everyone carries some type of personality trait, but no one carries any that are identical. Managers have personality traits just like everyone else. Traits are linked personally and indicates a person’s character. No one has the same feelings or thoughts. So it is vital for manager to understand their personal traits and figure a way to use them in management. These

This paper will briefly look at two types of strategic assessment, that of personality-focused job analysis and competency modeling. Personality-focused job analysis is discussed in a general sense, and also in connection to technology and how it may be used to mitigate personal bias when using this analysis. Competency modeling is examined from a broad standpoint and in relation to current trends in social networking. Both types of assessment strategies will be explored through the lens of globalization and how it has impacted these trends. Other information may be given as it relates to, or helps to develop, the topic.

Description. Conscientiousness was defined as desire to do well and hard-working. Individuals with this trait was shown to be vigilant (Rose, Murphy, Byard, & Nikzad, 2002), organized, determined, goal-directed with tasks (Jackson, Wood, Bogg, Walton, Harms, & Roberts). Individuals who score low in this trait was regarded as disorganized, impulsive, non-persistent with tasks.

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)

This personality assessment project will be able to reveal and summarize the person I am by reviewing my psychological life history and by taking different perspectives from theorists. I am going to discuss the similarities and differences of my scores throughout the semester.

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

Agreeableness reflects individual differences in concern with cooperation and social harmony. Agreeable people are likely to get along with people effortlessly. These people are certainly to help others at work despite any moods and rewards (Ilies, Scott & Judge, 2006). They are extremely considerate, friendly, generous, helpful, and willing to compromise their interests with others. Thus, they will create a warm environment in the company and there is no doubt that their colleagues would feel comfortable than ever.