I could honestly relate to all of them. Then once that I reread the description of each trait, it was then that I had realized of the Big Five personality traits I find myself to be more Extraversion, Openness to experience, and Agreeableness. With Extraversion, I tend to show assertiveness. No matter what the situation or challenge may be I stick to what I truly do believe is the right answer. When it comes down to people trying
Agreeable people get along well with others and are generally considerate, friendly and willing to compromise their interests with others (Rothmann & Coetzer 2013). Agreeable people think positively of others. They see others as trustworthy, honest and decent. Disagreeable people on the other hand, place self interest before others. They treat others with suspicion and as such, they do not generally get along well with others.
The "Big 5" individual personality variables are broad categories of personality traits with 5 dimensions of personality which are used to describe human personality. These dimensions are openness, conscientiousness, extraversion, agreeableness and neuroticism. For the sake of this assignment I have chosen; extraversion, conscientiousness, and agreeableness. Someone who is an extravert has the tendency to be very assertive, full of energy. They enjoy being with people, are very talkative and often experience positive emotions.
An understanding of both the visible and the hidden dimensions of diversity increases tolerance and understanding of the differences in each of us. Diversity brings distinctiveness to individuals and makes us interesting, but if we base our opinion on the visual and not the hidden also, then we are being judgmental of others. The visual characteristics only encompasses part of our who we are, which unfortunately forms the basis of many of our values. Understanding the hidden dimensions of diversity with the visual dimensions allows us to enrich ourselves by eliminating ignorance and gaining different perspectives on others diversity. By seeing many sides of other cultures, we are well informed, and can make rational assessments regarding others.
Five Factor Model Paper The Five Factor Model of Personality seeks to put all possible human personality into five separate dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism. These dimensions are branched in that they are made up of a variety of traits. One of the most imperative objectives of personality in psychology is actually establishing a model that psychologists can place on a specific personality disorders. This model is to also provide a description and understanding of the disorder. There have however many models derived over the years from different psychologist that have been able to actually have validity to their models.
The Big Five Personality Dimensions 5 Major Factors of Personality [pic] By Kendra Cherry Psychology Expert Share this Many contemporary personality psychologists believe that there are five basic dimensions of personality, often referred to as the "Big 5" personality traits. The five broad personality traits described by the theory are extraversion, agreeableness, openness, conscientiousness, and neuroticism. Previous trait theorist had suggested a various number of possible traits, including Gordon Allport's list of 4,000 personality traits, Raymond Cattell's 16 personality factors and Hans Eysenck's three-factor theory. • How to Study Psychology • Personality Disorder • Counseling Psychology • Psychology Test However, many researchers felt that Cattell's theory was too complex and Eysenck's was too limited in scope. As a result, the five-factor theory emerged to describe the basic traits that serve as the building blocks of personality.
Five Year Development Plan For the past seven years, have been working as a sales/marketing representative and a senior sales analyst. During this period, I have been exposed to the top to bottom, bottom to top functions necessary to effectively and efficiently run the entire sales department. This five-year career plan is the result of my experience and expertise in sales. This five year career plan is designed to help me develop skills and to prepare me to assume a sales management position anytime. Furthermore, this five-year plan is very much an individual and personal plan, and is designed to facilitate not only my career growth, development and advancement, but as a person.
This measurement identifies with one's passionate security and level of negative feelings. Individuals that score high on adjustment regularly encounter passionate insecurity and negative feelings. Traits incorporate being testy and strained. The adjustment, identity measurement incorporates traits identified with enthusiastic dependability as shakiness, uneasiness, grumpiness, fractiousness, and misery. 4) Conscientiousness: The conscientiousness identity measurement incorporates traits identified with accomplishment.
Despite the many benefits of affectionate communication, which is desired by many, it can also produce not just positive outcomes but negative ones as well. In an article, Affectionate Communication is Good, Except When it Isn’t: On the Dark Side of Expressing Affection, written by Kory Floyd and Perry M. Pauley, the authors explored the contradiction of affectionate communication. After understanding some of the reasons why affectionate behavior might be positive, I also analyzed the negative aspects of affectionate communication. Authors Floyd and Pauly discussed potential problems of receiving affectionate expressions, which captured my interest in the topic relating to my own personal experience. In my opinion, one of the greatest feelings in any relationship is feeling loved and appreciated by the other person.
Conscientiousness is one of the Big Five personality traits (McShane, Olekalns, Travaglione, 2010, p. 52). New status was granted to conscientiousness by (Mount and Barrick 1993, p. 869); they stated that conscientiousness is the most suitable predictor of job performance for most jobs. However, (Beaty, Cleveland and Murphy 2001, p. 144), claims that organisations should think beyond the personnel selection and consider situational influences when evaluating the role of personality in predicting the job performance. In addition (Hurtz and Donovan 2000, p. 876) argues that stating conscientiousness as a valid predictor of job performance portrays an inaccurate representation of true validity of Big Five in an absolute sense. In this paper the role of personality and job performance is being investigated.