What Makes A Good Manager?

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.

The “Big Five” personality classification model includes the traits of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The Big Five are broad, global traits that are associated with behaviors at work.

There are many other personality traits that can also have an effect on managers. These traits plays a part of a manager’s demeanor and the way it coincides with others. One trait may affect a manager differently than another. One may be higher or lower than the other. Managers needs to know that learning and understanding the difference in their colleagues will be the key (McGraw-Hill, 2006).

In psychology, the Big Five personality traits are five broad domains or dimensions of personality that are used to describe human personality. The theory based on the Big Five factors is called the Five Factor Model (FFM)[1] The Big Five factors are openness, conscientiousness, extraversion, agreeableness, and neuroticism.

The five-factor model of personality is a set of five broad personality traits referred to as the “Big 5”. These include, openness, conscientiousness, extraversion, agreeableness, and neuroticism (OCEAN). “Each of the five personality facts represents a range between two extremes” (Cherry, 2016).

As stated earlier, the big five personality traits are neuroticism, extroversion, agreeableness, conscientiousness, and openness to experience (sevencounties.org). There are other personalities that we as people have. It’s a way to express ourselves and communicate with others. But the “big five” was picked to help focus in on a successful work environment.

There are five elements, which make up the Big Five Personality Type. These factors consist of Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, which can also be referred to as OCEAN.

The Big Five questionnaire measures personality factors in five dimensions; openness, contentiousness, extraversion, agreeableness, and neuroticism. The score on the Big Five purportedly indicates how well a person fits into their

Each and every one of us is different in a unique way; in today’s time a person’s personality is seen as their own unique code or pattern that tends to define who they are in terms of emotions and behavior. With the help of the Big Five Personality Traits Theory we can actually determin a person’s personality.

I have had a total of 6 managers over the course of 21 years. By now I have a very solid idea of which qualities a good manager should possess. I have run from one extreme to the other, my worst manager was fired for stealing, and my best manager has been promoted 4 times since I last worked there, and is an outstanding asset to the company.

Throughout history there have been many different philosophies and theories on effective leadership and management. Over time, these theories and ideas have been proven either successfully or unsuccessfully. The key component that stands out is the actual person who is in the leadership or management position. This individual needs to produce many characteristics to ensure smooth and effective management. The character of this one entity is what sets the tone for success or failure in the leadership/management position.

In psychology, the Big Five personality traits are five broad domains or dimensions of personality that are used to describe human disposition. The Big Five Factor Model (FFM) is comprised of openness, conscientiousness, extraversion, agreeableness, and neuroticism. The Big Five model is able to account for different traits in

The Big Five Model of personality categorizes traits into the dimensions of extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

There are some traits which constitute a good manager, however being a good manager is not necessary based on education, experience, or skills, but more tangible personal attributes that would make an individual a successful manager. First, and most possibly foremost, is the blended attribute of leader and manager. The ability to be an effective manager and enable individuals under their leadership to be productive, a manager must be committed and willing to do whatever it takes to make your organization successful.

Why do some individuals become good managers while others do not? Lack of good managerial skills contributes to poor management. The issue is that these individuals have not developed the required skills and behavior because they had not had any formal training on managerial skills. In most cases, people are promoted into managerial positions but they are not offered right support and development to fulfill their duties adequately. Most corporate professionals will find themselves in a managerial position at some point in their career, but unfortunately job experience does not always provide managerial experience.