Essays on Big Five Personality Assessment Reflection Coursework

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The paper "Big Five Personality Assessment Reflection" is a great example of management coursework.   According to research by Furnham, et al. (2009), personality is a major determinant of performance in organisational settings. This means that training, experience and talents are not the only factors that affect performance and motivation at the workplace. For instance, Woods, et al. , (2016) argue that highly introverted and conscientious individuals are likely to perform exemplary in leadership roles in organisations. A study by Bartone, et al. , (2009) also concluded that employees who are more neurotic tend to have irrational ideas and poor stress management skill.

Such findings make a strong case for the use of tools such as the big-five model to analyse personalities in business and other professions. The big-five model is founded on the assumption that people fall into distinct personality groups that determine aspects of their behaviour, attitude, and interpersonal relations. The big-five model defines personalities along five main dimensions; openness, contentiousness, extraversion, agreeableness and neuroticism. An individual’ s overall score along these dimensions can be used to determine their personality for application in professional and psychological aspects of their lives.

The big five can be a very effective tool in understanding a person personality and ways in which it can be improved or strengthened to enhance their work performance and motivation to engage in professional undertakings. In this paper, I will detail the analysis of the results of my big-five test, with a view of understanding how my personality affects my motivation and work performance. I will also discuss how I can improve my work performance based on the result of my big-five analysis. A very brief description of the Big Five Model of personality in general The big five models assess personality traits through five key dimensions of people’ s personalities: Openness-this dimension measures a person’ s openness to new ideas, experiences and adventures. Conscientiousness- This measures the level of organisation, work ethic and reliability in a person. Extraversion- this measures a person’ s level of sociability and enthusiasm. Agreeableness- This dimension measures the level of friendliness and compassion to others. Neuroticism-this measures the level of emotional stability and self-control in individuals. An individual’ s score along the five dimensions can be used to identify their personality types and how they can affect their performance and motivation at work.

The validity of the tool is emphasised by the fact that personality traits remain static over a person’ s life. Due to its reliability and simplicity, the big five model has been used widely by psychologists and human resource practitioners as the primary tool to understand and interpret personality traits since the 1990s. This means it’ s a broad overview of personality traits. However, big five can be used as a guide towards further research within a particular dimension or grouping of related traits. The big five models is a result of decades of research work by notable psychologists including Ernest Tupes, Raymond Christal, Lewis Goldberg.

While several attempts to describing personality traits have been advanced, the Big five or the five-factor model has been generally accepted across psychological circles as the best approach towards identifying personality types.

References

Bartone, P. T. et al., 2009. Big five personality factors, hardiness, and social judgment as predictors of leader performance. Leadership & Organization Development Journal, 30(6), pp. 498-521.

Bhatti, M. A., Battour, M. M., Ismail, A. R. & Sundram, V. P., 2014. Effects of personality traits (big five) on expatriates adjustment and job performance. Equality, Diversity and Inclusion: An International Journal, 33(1), pp. 73-96.

Blickle, G., Meurs, J.A., Wihler, A., Ewen, C., Plies, A. and 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), pp.1145-1164.

Furnham, A., Eracleous, A. & Premuzic, T. C., 2009. Personality, motivation and job satisfaction: Hertzberg meets the Big Five. Journal of Managerial Psychology, 24(8), pp. 765-779.

Moran, a., 2015. Managing Agile: Strategy, Implementation, Organisation and People. s.l.:Springer.

Myszkowski, N., Storme, M., Davila, A. & Lubart, T., 2015. Managerial creative problem solving and the Big Five personality traits: Distinguishing divergent and convergent abilities. Journal of Management Development, 34(6), pp. 674-684.

Neal, A., Yeo, G., Koy, A. and Xiao, T., 2012. Predicting the form and direction of work role performance from the Big 5 model of personality traits. Journal of Organizational Behavior, 33(2), pp.175-192.

Santos, A., Mustafa, M. & Chern, G. T., 2016. The Big Five personality traits and burnout among Malaysian HR professionals: The mediating role of emotion regulation. Asia-Pacific Journal of Business Administration, 8(1), pp. 2-20.

Specht, J., Egloff, B. and Schmukle, S.C., 2013. Examining mechanisms of personality maturation the impact of life satisfaction on the development of the big five personality traits. Social Psychological and Personality Science, 4(2), pp.181-189.

Wolff, H.-G. & Kim, S., 2012. The relationship between networking behaviors and the Big Five personality dimensions. Career Development International, 17(1), pp. 43-66.

Woods, S. A., Patterson, F. C., Koczwara, A. & sofat, J., 2016. The value of being a conscientious learner: Examining the effects of the Big Five personality traits on self-reported learning from training. Journal of Workplace learning, 28(7), pp. 424-434.

Zeidner, M., Matthews, G. & Roberts, R., 2011. Emotional Intelligence 101. s.l.:Springer Publishing Company.

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