The Big Five Personality Assessment And Organizational Behavior Preferences

What are creativity, innovation, and design, and how are these concepts important to meeting the objectives of an organization? To understand these concepts they must first be defined. Webster’s dictionary (http://www.merriam-webster.com) defines creativity as the “Ability to produce something new through imaginative skill, whether a new solution to a problem, a new method or device, or a new artistic objects or form. The term generally refers to a richness of ideas and originality of thinking. Psychological studies of highly creative people have shown that many have a strong interest in apparent disorder, contradiction, and imbalance, which seem to be perceived as challenges. Such individuals may possess an

Creativity drives today’s world, with new technology arriving daily and science conducting itself further. We need creative and imaginative people in today’s atmosphere to bring the world to the next step forward. “Standardized college admissions tests assess only analytical skills, as well as the knowledge base on which they act, and completely ignore creative and practical skills (Sternberg 7)”. Without creative people in this world, where do you think we would be? Not very far. We need practical skills to go throughout everyday life. The standardized tests don’t test for that knowledge base, they test how much short term memory a

This eye-opening assessment produced 17 excels, 57 competents and 43 need to develops. There are several areas that need attention and improvement for my leadership communications skills. With practice and faith anyone can improve. From Mark

After taking the Big Five Personality Assessment, I was able to decode certain aspects of my personality and analyze whether different strengths and weaknesses. One strength I found was me openness to experience. Being open to others and their ideas has broadened my horizons. I have found that I have so much to learn from others. Whether their ideas are positive or negative, they provide feedback which overall has increased my communication skills. This is a recent strength for me. With prior companies, change was delivered as bad news, we were not taught to work with our peers but rather compete. With my new company I am experiencing the opposite side of the spectrum. I am encouraged to communicate with anyone needed, regardless of

Personality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the 'Big Five ' personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essay will also discuss some of the arguments against the relevance and accuracy of personality testing within the employment context.

One main goal of psychology has been established a model to describe and understand human personality. The five-factor model of personality is the most widely used model in describing personality types. The components of the Big Five are extraversion, openness, agreeableness, conscientiousness, and neuroticism.

In today’s rapidly changing business environment, the ability to transform obstacles into opportunities can be a firm’s biggest advantage (Samašonok & Leškienė, 2015). As organizations recognize the need to be adaptable, creativity in the workplace has become one of the most important determinants of performance and success (Anderson, Potočnik & Zhou, 2014). To date, even though creativity has been linked to firm performance and survival (Nystrom, 1990), many managers admit that employees have “room to improve” in terms of creativity (Shalley, 2004).

Through this assignment, we will examine individual traits and how they integrate into organizational behavior. This project is conveyed from the first-person based on my personal experiences and results based on my answers from the “Project 2 Assessment” from McGraw Hill Connect. From the information gathered we discuss in three-parts, my personality triats, working with others, and my experience within an organizational setting. My paper will culminate by discussing my personal reflection of my strengths and weaknesses regarding the engagement of the Holy Spirit through them.

In every aspect of our daily lives, we need interpersonal skills to communicate and interact with others efficiently. Individuals with excellent interpersonal skills often collaborate well in teams or groups and with other individuals more generally. When interacting with others, interpersonal skills come naturally, yet in some situations, it can also be challenging to communicate with others. According to **** “Through awareness of how you interact with others, and with practice, you can improve your interpersonal skills” (p. ). Therefore, it is vital that individuals occasionally evaluate their communication skills to ensure that they are communicating in writing or speaking effectively. On the Internet, there are multiple communication self-assessment tools to help individuals discover their communication skills strengths and weaknesses, and overall, determine if they are communicating effectively. Describe the assessment you used to analyze your skills.

The purpose of the Interpersonal Communication Competence Assessment is to educate individuals on his or her ability to adapt to certain communicative situations across different contexts, utilize conversational skills, manage conversations, empathize with others, speak effectively, and have appropriate conversations. This assessment asked me questions that really allowed me to take a step out of my body and thoroughly examine my communication from the outside in. I learned about the types of communication with which I struggle as well as the ones in which I exceed. It specifically taught me about my lack of conversational management, my expertise with appropriateness, my ability to empathize with others, my room to improve in

Baer, M., Oldham, G. R., & Cummings, A. (2003). Rewarding creativity: when does it really matter? The Leadership Quarterly, 14(4-5), 569-586

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

According to Pfeffer (cited in Whetten & Cameron, 2005) leading positive change is one of the most important influences in helping organisations perform well. Another strength that I have identified through completing the “how creative are you” assessment (Carlopio et al, 2005) is creativity, possibly due to my ability to consider things from different perspectives as indicated by my preference toward the “thinking” dimension in my MBTI profile.

There are many aspects of the results of the assessments performed during this exercise that are positive, and several that offer opportunities for improvement. I possess many attributes that will enhance my ability to be an effective, productive, contributory member of the organizational team. In addition, comprehending the areas for improvement, for example, my tendency towards introversion, will assist me in changing to enhance my value as a team member. This exercise has been very enlightening and advantageous in my pursuit of excellence in

I took the Interpersonal Communication Skills Test on “Queendom.com”. It seemed relevant to my work as a counselor since I will be communicating with clients on a daily basis. The goal of this test is to determine how effectively someone communicates with others, as well as to offer beneficial advice in order to improve any problems one may have that could slow down the communication process. This test is a valuable instrument for employees in the counseling profession since it is a career of constant growth. It also seems useful in several other careers that rely on constant communication. This particular communication skills test was designed to examine insightfulness, verbal expression, assertiveness, listening skills, and emotional management. A couple examples of the test questions include: “I can detect the mood of others by looking at them as we converse” and “I manage to express my ideas clearly”. A Likert scale is used in the scoring process with answers ranging from “Almost never” to “Most of the time”. One negative aspect of this test is its reliability on self-reports. It can be difficult to admit to your communication weaknesses, especially if you are unaware of them.