My Personality Traits : Perseverance And Time Management

The one I identified with the most was the tenth characteristic in which Lake and Baeyer talked about time management. I find that this attribute is valuable to me because of how I have used it in the past. Managing

Conscientiousness: I do agree in this trait of my personality of being as goal oriented and motivated.

One of them being conscientiousness. Conscientious people are very driven and orderly. They set goals and firm plans to achieve these goals. Rarely are they spontaneous or disorganized. My score within the Big Five Personality Profile was moderate for conscientiousness. I would say that I do exhibit some of these characteristics. I can be very organized and reliable. As a weakness, I find that I am not always a self-starter. I will set goals and stick to them, but need that push from others to get started. For instance, I was given the opportunity to work on an exciting new project at work that involves direct feedback from employees that I would personally deliver to upper management. This would be a big responsibility as I would be representing hundreds of employees and voice the current concerns of our group. I was asked to think it over. While processing the position, three others volunteered and I lost out of the opportunity. I took my time and wasn’t as organized in my decision making, therefore I missed out greatly.

A survey was conducted at Texas A&M University in which the “Big Five” traits of Psychology were measured. The focus of the research is to use descriptive statistics to determine the average personality across the Texas A&M University student body and compare the results to the average personality across the University of Texas student body. Descriptive statistics describes the data that the researcher is analyzing in terms of the average and variability of the sample. Two types of descriptive statistics exist to describe the data: central tendency and variability. Central tendency describes the average of a sample by interpreting the mean, median, and mode. Variability describes the difference in the set of scores through the interpretation of standard deviation, variance, and range.

A person’s personality allows us to see if we are passive or aggressive, along with why a person may be shy or outgoing (Lussier&Achua, 2013). My number one personality trait according to the profile assessment indicates that I am highest in conscientiousness, followed by adjustment, surgency, openness to new experiences, and agreeableness. As we continue to assess my leadership, all of these will play an important role in how I continue to be a strong leader with other motivating factors.

the personality assessment and reflection assignment in the FYE 105 class helped to put my personality traits, and type into perspective with the given definitions and examples throughout the project. I discovered that my personality type was “the Defender”, and my top strengths are being loyal, hardworking, practical, and supportive. Conversely, my top weaknesses are taking things to personally, overloading myself, repressing my feelings, and being shy. With this information in my “mental toolbox” I will be able to focus on and utilize my strengths to ensure success while at the same time working to build up my weaknesses and reduce their impact. Having this information and consistently working to improve myself by utilizing what I have learned about my personality will allow me to align individual and professional goals in a productive way to achieve my career pathway, and personal

The purpose of this assignment is to have you explore dimensional facets of, the composite hypothetical construct, “personality.” You will do this by studying, self-administering, and then interpreting and reporting on the results of, several “personality tests.”

3.|Personal initiative and willingness to “go the extra mile” in your work is characteristic of:|

As big data encroaches into the business sector, the fundamentals of human resources are changing. In his article “They 're Watching You at Work,” John Peck describes this phenomenon as “people analytics,” the concept that the value of a worker can be compiled into a file of data. Peck claims that data analysis tests can accurately evaluate the skills and promise of potential employees, and thus will revolutionize the hiring system and abolish bias by eliminating interviews. Peck 's argument in support of people analytics is only somewhat successful, because although he cites a variety of studies and provides an vast abundance of evidence, he does not resolve the pressing doubts from his

The table provided within the attached article, (page 243) shows how different the specific traits within the study compare

The Big Five has a huge effect on relevant and errand performance (Hurtz, Donovan, (2000). pp. 869). Neuroticism relates contrarily to job performance as employees are inclined to antagonism which prompts low job performance and fulfillment. Extraversion interfaces decidedly to job performance as employees are sure and blend around with individuals rapidly which prompts high errand performance and job fulfillment. Pleasantness likewise ended up being a substantial indicator for preparing (Judge, Higgins, Thoresen, Barrick, (1999). what's more will prompt superior as employees with these traits get alongside individuals rapidly. The openness and the amenability traits likewise have a few disservices, for example, open individuals may skip jobs frequently and pleasant individuals may surrender their accomplishment in satisfying other individuals. There are three motivational variables that influence the Big Five which thusly influences job performance. They are striving for common union (getting alongside individuals in the organization), achievement (being errand situated) and status (being in front of individuals in the organization). In spite of the fact that, exploration demonstrates that status striving is unequivocally interfaced to performance. These three variables spur an employee to work harder which builds employee performance (Barrick, Stewart, (2002). pp.

The study of personality traits is beneficial in identifying the many variables that exist from human to human; the combinations of these variables provide us with a true level of individuality and uniqueness. In the field of psychology, trait theory is considered to be a key approach to the study of human personality (Crowne, 2007; Burton, Westen & Kowalski, 2009). This paper aims to identify a number of significant contributors who have played crucial roles in both the development and application of trait theory. This paper then moves focus to these theorists, outlining their theory and analysing both the strengths and weaknesses of those theories. An illustration of the methods used in trait measurement is given and includes the

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

Without being redundant, three of the personality characteristics that I pride myself in possessing are as follows:

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).