Reflecton on my Intrapersonal Effectiveness in an Organizational Setting

The five-factor model is a common ground between Raymond Cattell’s 16 personality factor and Hans Eysenck’s three-factor theory. The five-factor model was designed by Robert McCrae and Paul Costa. The five-factor model consist of five different main personality traits known as the big five. Personality is fundamental traits, or characteristic behaviors and conscious motives. The five personality traits are extraversion, agreeableness, conscientiousness, openness, and neuroticism. These are also known as OCEAN. These traits are used to predict individual’s attitude and behavior. Each factor characterizes the level between two extremes. Openness is creativity, intelligence, perceptive, flexibility, imaginative, the and the ability to try new things (Fuhrman, 2015). Conscientiousness is to be future oriented, organized, and goal driven. Extraversion is warmness fun-loving, sociable, affectionate, and optimistic emotionality. Agreeableness is nurturing, emotionally supportive, and trustworthy. Neuroticism is commonly characterized by stress, anxiety, and depression as well as secure, calm and self-satisfied. Researchers believe that environmental and biological factors can influence individual’s personality. These traits are stable but can change over time. People become more conscientiousness and agreeable as they get older, and less neurotic, open, and extraverted. The outcome of clinical studies and research settings can be guessed using these five personality traits (Ilie,

The five-factor model (FFM) is a contemporary construct describing personality. It incorporates five traits – openness, conscientiousness, extraversion, agreeableness and neuroticism also referred to as OCEAN. Within each dimension, there are specific personality attributes, for example, openness includes subcategories of feelings and actions. The FFM was influenced by Cattell’s 16-factor model (1957) and shares traits with many other personality theories such as Eysenck’s PEN model. There has been an ongoing debate discussing how many factors appropriately represent the brain structure of personality, suggestions have varied from 2-7, recently Almagor et al. (1995) advocated that a 7-factor model unfolds when evaluative traits are involved. Costa & Mcrae (1992) claim that the FFM is the best theory of personality, however, the model has received much criticism. Through examining different aspects of the model its credibility can be explored.

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.”

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.

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

Abstract: The purpose of this paper is to explore what personality trait I am through taking a personality test. By taking this test it will allow me to analyze my strengths and weaknesses as a person and how to improve those characteristics in the workplace.

In order to succeed in my chosen field of work, I will use introvert traits, which are my strengths, such as being self-aware and a preference for one-on-one personal meetings, to establish positive feelings and lasting relationships within a

Personality and aptitude tests are imperative in order to understand ourselves and allow people a way to classify different traits that might not be realized. These tests can be done and used so that people can rediscover and improve through self-reflection,

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).

This assessment shows its strength by the fact that I feel as though it matches with my life. Through this, I have gain insight to the fact that I could be helpful but almost to the degree in which I could be harmful to me. While reading the description, I was proud at some parts and discourage at others. However, I do have the understanding that every personality-type as a flaw. This assessment was useful in terms of gaining insight to my motivation, strengths and weakness of my personality. This can be a useful tool to use with clients.

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)

After reading and studying different personality types I discovered that in dissecting the characteristics that comprises people’s personality it is a complicated but necessary element to ensure success both personal and business. In using the Jung Typology Test, Type to Work literature, and Personalitypage.com getting an overall analysis of my personality produced practical and applicable result. The activities used for me to become acquainted with myself gives necessary insight to the nature of my actions and sometimes lack thereof. This assignment helps to gain greater insight into personal and organizational synopsis of a worldview. There will be an overview of Meyers-Briggs Type – INFJ; which is the acronym for Introvert, iNtuitive, Feeling,

Utilising a combined self-leadership and positive psychology perspective, I will self-analyse my strengths and weaknesses through the use of questionnaires completed throughout the semester to gain a deeper understanding of my personality traits in my chosen career. The career path I have chosen is Human Resources (HR) and everything analysed will be in respect of that path.

In this project, I reveal my four-letter type and temperament after taking the Meyers-Briggs Personality Test. I will give a description of each letter of my personality type as well as discuss how the different aspects of my personality letters work together. I will give examples from my life and discuss some of the weaknesses of my personality type. I will discuss what I have learned about myself from the personality tests and how it will help me to understand my role within my organization. Which in turn will help me to become a better employee and co-worker.

This paper discusses my personality type and assesses how it applies to the workplace. It will explain my behavioral tendencies and how I can apply them to any organization. This paper will also explain how God’s plan for me changed the way that I know deal with organizational dynamics and the individuals that are coworkers, team members, and friends. This paper will highlight the results from the McGraw-Hill Connect assessment as they apply to my personality, core values, decision making, problem solving, and communication skills. Additionally, current employment satisfaction will be explored, along with my adaptability to change and manage and resolve conflict. This paper will explain both my strengths and weaknesses found through the