Essays on Big Five Model of Personality Coursework

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The paper "Big Five Model of Personality" is a great example of management coursework.   Certain personality traits combine with situational manipulations in a peculiar manner to yield motivational states, which in turn impact cognitive performance (Choi, Oh & Colbert, 2015). This essay is aimed at reflecting on the role of individual differences in my own management practices and organizational outcomes with a particular focus on the Big Five Model of Personality. That is; the essay presents a brief overview of the Big Five Model of Personality, attempts to identify and reflect on my individual strengths and weaknesses in personality based on each dimension of the model; explain how personality affects my individual motivation and work performance and highlights strategies for improving my personality in the future. Overview of the Big Five Model of Personality The Big Five Dimensions of Personality is commonly applied in studying human personality.

The model was derived from factor analyses of a wide range of self- and peer reports on relevant personality adjectives and questionnaire items (Blickle et al. , 2013). Despite not capturing the idiosyncrasies of unique personalities of all people, the model offers a helpful theoretical framework through which an individual can get a better understanding the general components of his or her personality that seem to be the most critical not only in social interactions but also in one’ s interpersonal interactions and relationships with others.

These dimensions include Agreeableness, Extraversion, Intellect or open to experience, Conscientiousness and Neuroticism/emotional stability (Appendix 2).   Relative strengths and Weaknesses in Personality Every employee brings varied knowledge, skills and abilities to work and a number might not be utilized presently though can if they are singled out hence identifying individual strengths and weaknesses lays the foundation for enhancing efficiency at work (Choi, Oh & Colbert, 2015).

I have several relative strengths based on the dimension of the Big Five. First, I am relatively organized. From the Big Five dimensions, high level of organization denotes a conventional personality. Judge et al. (2013) describe individuals who are perceived to be conventional as relatively orderly and task-oriented and have a tendency to play by the rules. Besides a marked preference for working with data and numbers, these strengths further help me to perform my tasks not only in detail but also adhere to the instructions of others.

In simple terms, I always put my mind, eyes and hands to work when carrying out tasks. Furthermore, ethical management and leadership is strength in my personality, and involve carefulness and self-discipline. Ethical leadership calls for critical balance, a fundamental aspect of effective leadership from which I can understand how to strike an appropriate balance between power and ethical choice. From critical reflection, I can derive metrics to assess my personal leadership skills and ability.

At the core of this strength are personal assumption and belief that dictate what an individual believe. Upholding work ethics helps me to critically evaluate and get a deeper understanding of personal beliefs and assumptions. Personal beliefs and assumptions reflect a person’ s norms and values (Kalshoven, Den Hartog & De Hoogh, 2011). Both terminal values and instrumental values are essential to my personality as they illuminate the appropriate pathway to effective, ethical worker.

References

Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5thEd.).

Blickle, G., Meurs, J. A., Wihler, A., Ewen, C., Plies, A., & Günther, S. (2013). The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs: The importance of context. Journal of Organizational Behavior, 34(8), 1145-1164.

Buller, P. F., & McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56.

Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014). Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological Bulletin, 140(4), 980.

Chiaburu, D. S., Diaz, I., & De Vos, A. (2013). Employee alienation: Relationships with careerism and career satisfaction. Journal of Managerial Psychology, 28(1), 4-20.

Choi, D., Oh, I. S., & Colbert, A. E. (2015). Understanding organizational commitment: A meta-analytic examination of the roles of the five-factor model of personality and culture. Journal of Applied Psychology, 100(5), 1542.

Deci, E. L., & Ryan, R. M. (2012). Motivation, personality, and development within embedded social contexts: An overview of self-determination theory. The Oxford handbook of human motivation, 85-107.

Gondal, U. H., & Husain, T. (2013). A Comparative Study of Intelligence Quotient and Emotional Intelligence: Effect on Employees’ Performance. Asian journal of Business management, 5(1), 153-162.

Judge, T. A., Rodell, J. B., Klinger, R. L., Simon, L. S., & Crawford, E. R. (2013). Hierarchical representations of the five-factor model of personality in predicting job performance: integrating three organizing frameworks with two theoretical perspectives. Journal of Applied Psychology, 98(6), 875.

Kalshoven, K., Den Hartog, D. N., & De Hoogh, A. H. (2011). Ethical leader behavior and big five factors of personality. Journal of Business Ethics, 100(2), 349-366

Lambert, S. C., & Davidson, R. A. (2013). Applications of the business model in studies of enterprise success, innovation and classification: An analysis of empirical research from 1996 to 2010. European Management Journal, 31(6), 668-681.

Mangi, A. A., Kanasro, H. A., & Burdi, M. B. (2015). MOTIVATION TOOLS AND ORGANIZATIONAL SUCCESS: A CRITICLE ANALYSIS OF MOTIVATIONAL THEORIES. The Government-Annual Research Journal of Political Science., 4(4).

Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Scally, K., & Kavanagh, D. (2015, July). Following Maslow-an outline theory of motivation for the individual firm. In The 9th International Conference in Critical Management Studies: Stream 27: Managerial Agency and the Maintenance of Inequalities, Leicester, UK, 8-10 July 2015.

Sharif, R. (2015). A Model of Creativity in Organizations: John Holland's Theory of Vocational Choice (1973) at Multiple Levels of Analysis. The Journal of Creative Behavior.

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