The Importance Of A Formal Education Is It Teaches A Person Look At The World With A Multi Facet Perspective

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.

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.”

Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

Chapter five “Personality and Values” In this chapter I learned about the Big Five personality traits; extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

Following the profiling, holistic and psychoanalytic principles, the research looks to establish an assessment tool, including a psychometric scale based on Dark Triad elements, adapted particularly for the workplace that may be easily assessed in addition to the Big Five. The Big Five, or the Five Factor Model, dominates the personality theory for its extensive and comprehensive assessment capabilities (Eysenck, 2008). Its strength derives from the multidimensional approach of assessing the intelligence component (openness to experience), self-awareness and self-regulation (conscientiousness), sociability and impulsiveness (extraversion), rapport with others (agreeableness) and susceptibility to unpleasant emotions

Based on the well documented finding that the personality traits of conscientiousness, agreeableness, and emotional stability evidence significant

Working at Kensho differs greatly from working at Goldman Sachs or other financial institutions, and their employees will most likely posses different personality traits. From the case, it is apparent that Kensho’s work environment is more laid-back in dress code, desk style, company size, and office environment (Popper, p. 9). This type of company requires employees to possess certain personality traits in order to be a good fit. The Big 5 personality trait model “proposes that five basic dimensions underlie all others and encompass most of the significant variation in human personality” (Pearson, p. 68). The five dimensions are conscientiousness, agreeableness, neuroticism (emotional stability), openness, and extraversion (Faulk, p. 12).

Personality tests give employers an opportunity to have a regulated way of assessing someone's preferences and how they are most likely to behave in a work environment. A number of employers make use of personality tests early on in selecting the kind of employees they want, and will then make a follow up by conducting an interview into the "red flags" or the areas that might be of concern as shown by the results of the personality test (Van Der Merwe, 2002).

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)

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

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.

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

For most of my life, I have been formally educated at private, Catholic schools in the mid-west. I have also experienced more informal education in the form of my classmates, teammates, and co-workers. In general, I feel very fortunate to have received the wonderful education offered at the various Catholic schools that I have attended; however, I feel somewhat unfortunate to have had limited educational experience with other religions, cultures, and socioeconomic groups because of that education. My informal education has been more diverse than my formal education, and I feel fortune to have had my informal education because it has given me more insight into the varying viewpoints of society. The most challenging portion of my education comes from my formal education: my junior year American Literature class.

A person is more likely to be more successful in life when attaining a higher degree. They can pursue a successful career that they are passionate about. Higher education is beneficial because no matter what you choose to do it will always be there to back you up in the future. Having a college degree can help you with financial stability as well. But, in today’s world, does having a college degree mean you can get any job at any given place or time? Not always will you find jobs that need certain degrees to be placed in jobs. Many places prefer no degree than having one. Some jobs require something even higher. There are a few limitations on having higher education. Also, by having higher education, it does not necessarily mean a person knows everything. You may have little to no education and still learn and know more things than someone with higher education can. For example, in Blue-Collar Brilliance, Mike Rose; Rose’s mother had dropped out of school to help support her family in a diner. She did not need school or a degree to develop psychological skills. She knew how things worked in a person by socially connecting to them. “Her tip depended on how well she responded to these needs, and so she became adept at reading social cues and managing feelings, both the customers’ and her own.” (Rose). That goes to show that higher education is not always needed in workplaces that use more connection to humans

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).