The assessment gives my strengths as listening, teamwork, reliability and follow-through and my weaknesses as oversensitive, slow to begin action, and poor at goal setting. I definitely agree with these strengths and weaknesses. I can be oversensitive and sometimes it puts me at a disadvantage because people think they can take advantage of me and my kind-heartedness. This could not be farther from the truth, as I have gotten older I have gotten wiser and wiser. I usually take things people say and do
They display more control of their emotions and can offer creativity and an enjoyable atmosphere at work. However, they both are very intense with their emotions and feelings. This sometimes might need to be taken down a notch. Adam displays a lack of motivation and contribution to people at work, although he seems to be a very good decision maker. If these three employees were to work with one another they may be able to help those with lack of motivation.
Dominance personality leaders are humble but enjoy verbal recognition as well as rewards. Majority of project managers have a dominance personality style because they enjoy challenges and non-routine tasks. The D style personality gravitates towards management, freedom and
He described behaviors in binary couples such as self-assured/apprehensive, reserved/outgoing, and submissive/dominant. (Nelson & Quick, 2013) From the 16 traits consensus amongst the theorist’s resulted in the selection of the top five traits called the “Big Five” personality traits. The “Big Five” personality traits comprise of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The following chart provides a description of each personality trait and definition of the associated suggested behavior(s): ion The Big Five Personality Traits (Nelson & Quick, 2013) | Extraversion | The person is gregarious, assertive, and sociable (as opposed to reserved, timid, and quiet). | Agreeableness | The person is cooperative, warm, and agreeable (rather than cold, disagreeable, and antagonistic).
In addition, self-report (S) and observer-report (O) are sources that usually agree or relate to each other (Cervone, D. & Pervin, L.A. 2013). As a result, the Big Five assessment for this assignment is the collection of self-reported data and observer-reported data to evaluate the accuracy and difference between how I perceive myself and how other perceives me. According to the Big Five assessment, I scored 2.8 for extraversion, 4.5 for neuroticism, 3.4 for conscientiousness, 4.8 for agreeableness, and 3.5 for openness. Initially, I was fulfilled and agreed to most of my results. In my opinion, I think the five dimensions do evaluate my personality well and accurately.
They are the ones whose confidence is high, have a neat clean appearance and are sharply dressed. However, the know-it-all has a certain attitude about them that can easily be perceived as cocky. They seem to think they’re above everyone else, but it’s the other way around and are considered outcast by many. When working in a group, the concept of teamwork isn’t something they thrive
They are very concern people and as a result of that they trust authority seeking security. They tend to be pessimistic; since they tend to expect the worst at all times they are more bond to be stoical and fatalistic while reminiscing on yesterday. Yearn for belonging and prize gratitude. Intellectually they practice logistic more than tactics diplomacy and strategy. They are tough minded individuals who often take the role of an administer.
Peer groups are people like us. They do not have to be our friends, and we do have to like them. We still act like them. Often peer groups can be bullying, but not always. We need to have the good opinion of people like us.
They are seldom concerned about facts and details and try to avoid as much as possible. Interactive styles are idea people. They have can get others caught up in their dreams because of their good persuasive skills. They influence others and shape their environment by bringing others into alliance to accomplish results. They seek approval and recognition for their accomplishment and achievements.
Only when we interact with our loved ones, we show our selfless side because we care. But what about others? Why can’t we show a similar kind of selfless side or act from our higher-self rather than our ego-self with everyone we interact with? For one, it is difficult, because it is easier for us to achieve operate from our ego-self as it belongs to the lower world, hence easy to achieve, unlike the higher-self which is present at a notch higher level, for which we need to consciously work. Another reason could be that most of us, don’t usually think much before behaving in a particular way at a particular time.