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Personality Traits

Organizational behaviour includes the study of personality traits. It is especially focused on what traits make a good leader, and in what context. The main assumptions of trait theory suggest that people have both inherited and learned traits (dictated by both birth and experience), some traits are particularly suited to leadership, and people who make good leaders have the right (or sufficient) combination of these traits. There are hundreds of personality traits including locus of control (see Stress and Emotions), self-esteem and the needs for achievement, affiliation and power.

Similarly, while traits vary by individual, there exist five overarching personality traits, the Big Five Personality Traits, which can be observed to different degrees in everyone. The broadly defined “Big Five personality traits” can be represented by the acronym OCEAN. These traits are based on empirical research, and attempt to define our major traits in a way that all narrowly defined traits are encompassed by one of these five categories. These traits include:

  1. Openness to experience: artistic, creative, emotional, adventurous, full of ideas, and intellectually curious.
  2. Conscientiousness: self-disciplined, self-controlled, desires achievement, organized and dependable.
  3. Extraversion: high energy level, sociable, and talkative.
  4. Agreeableness: empathetic, compassionate, helpful, trustworthy and even-tempered.
  5. Neuroticism: quick to anger, show anxiety or become depressed.

By applying this framework, we look at personality characteristics that make a successful business leader. We also look at how Henry Murray’s psychongenic needs contribute to a leaders success. These needs include:

  1. Achievement: The desire to overcome obstacles and succeed. This desire is related to intrinsic motivation (that is, finding value in the work itself) rather than extrinsic motivation (that is, seeking rewards and achievement).
  2. Power: The desire to influence others.
  3. Affiliation: The desire to belong – often tied to self-esteem.

In the nature vs. nurture debate, twin-studies suggest that genetics as well as experience and environmental factors both play a significant role in determining personality traits and psychogenic needs.

Perception & Self-concept

1. You may have heard the expression: "If it is your perception, it is your reality." Please discuss this issue, and comment on how easy/difficult it may be to change one's perception. Share a related personal experience. Need a 200 word response. APA format. Please have an introduction, summary, and conclusion 2. You

Conflict Resolution and Personality

Provide an example of a conflict that has been exacerbated by differences in personality from the news. How can you help the parties resolve this conflict, and how will understanding psychodynamic theories, need theories, and trait theories allow the parties to find creative solutions to this conflict?

What personality traits do leaders possess?

What personality traits do leaders possess? Do an Internet and library search to find biographies, case studies, or articles. You can use periodicals such as Fortune, Business Week, and Forbes. Choose two leaders whom most people would consider very successful and two who would be deemed unsuccessful. Briefly explain what mak

HR Perspective: Integrity and Personality Tests

Are integrity and personality tests fair from an HR perspective? Many employers use integrity and personality tests but some of these have been challenged in courts. One example is where the 7th U.S. Circuit Court of Appeals concluded that Rent-a-Center's use of the MMPI personality test probably prevented mentally challenged

Are successful entrepreneurs born with certain traits?

There are many successful entrepreneurs, such as Bill Gates, Warren Buffet, and Steve Jobs. What are four traits they have in common? Were these entrepreneurs born with these traits, or did they develop these traits?

Personality Styles on Teams

How can you use the knowledge of your own and other team members styles to help address the challenges of competition, conflict or problem solving. Choose one to examine and discuss.

Perceived vs. Real Traits

Managers should select team members based on three skill areas: Technical or functional expertise Task-management skills Interpersonal skills Research has shown, however, that team members often judge one another "at least initially" not on the basis of the three skill sets but on the basis of perceived traits. This p

Personality Types Freud

Define/describe the 4 personality types of Freud/Fromm. Which of these personality types do you feel best describes your own personality? Describe a productive and unproductive version of your personality type. Do you know someone who is a productive narcissist? What characteristics do you find most beneficial in this type?

Machiavellianism in business, collective bargaining

Is there really a personality type that can be called Machiavellian? Or is Machiavellianism really a trait that lies within each of us, that emerges only under certain circumstances? Do specific people have some traits and others have different traits that determine people's behavior? Or is behavior determined more by the situ

1. Identify the analysis method (s) you feel appropriate. There are five analysis methods that would be appropriate in selecting an individual that is an organizational fit within the sales department such as: ? Competency Profiling-this modeling method measures a candidates overall compatibility with the organization. It takes into account the candidates skills, personal and professional characteristics, attributes, personality, nature of competitiveness, values, knowledge, and abilities. ? Threshold Traits Analysis (TTAS)-this method was established in 1970 by Felix Lopez, the objective is to evaluate 33 traits specifically geared towards attitudinal behavioral characteristics that categorize an employees abilities of what they "can do" and what they are "willing to do." ? Common Metric Questionnaire (CMQ Model)-this model evaluates an individuals interconnectedness with other employees, staff members, and/or sales team. This model also tests an individual's mental acuity and/or capacity to take on certain tasks associated with primary job functions. For instance, a sales person must be aggressive and able to handle rejection well without letting fear of rejection hinder him/her from exceeding corporate expectations. ? Position Analysis Questionnaire (PAQ Model)-" PAQ model is a questionnaire technique of job analysis. It was developed by McCormick, Jeanneret, and Mecham (1972). The PAQ Model is a structured instrument of job analysis to measure job characteristics and relate them to human characteristics. It consists of 195 job elements that describe generic human work behaviors." (Ngo, 2011). ? Critical Incident Technique (CIT Method) this method identifies critical behavioral work patterns. The CIT method allows the evaluator to differentiates between good behavioral work patterns and poor behavioral work patterns. "Many of the world's best managed companies have come to embrace competency-based performance and talent management systems as an effective means to increase their competitiveness. Defining, assessing and developing the competencies necessary for business success should be a critical part of any human resource strategy that strives to add value and leverage the organization's capabilities." (Mercer, 2008).

1. Identify the analysis method (s) you feel appropriate. There are five analysis methods that would be appropriate in selecting an individual that is an organizational fit within the sales department such as: ? Competency Profiling-this modeling method measures a candidates overall compatibility with the organization.

Six traits of derailment

Please help with the following problem. Select a past or present manager, and state whether he or she has any of the six traits of derailment. Give specific examples of weaknesses.

Managing people is not an easy task but it is a necessary task when establishing organizational effectiveness. A leader must take into account the various personality traits and characteristics of subordinates and identify each individuals' strengths and weaknesses in order to adequately delegate assignments, and to determine how the each individual works with other team members. There are some team members who are more assertive and conscientious about company objectives and goal fulfillment; some who lack initiative and wait for direction, and others who are disagreeable about the team formulation and performance process. Nevertheless, a manager is the foundational forerunner to tie all the loose ends together. "There are a lot of different personalities, but almost every personality type will typically fall into one of these two categories: introversion and extroversion. Extroverts are gregarious, assertive, and generally seek out excitement. They enjoy human interactions and tend to lean on the talkative side. They take pleasure in activities that involve large social gatherings, such as parties, community activities, public demonstrations, and business or political groups." (Asala, 2010).

Managing people is not an easy task but it is a necessary task when establishing organizational effectiveness. A leader must take into account the various personality traits and characteristics of subordinates and identify each individuals' strengths and weaknesses in order to adequately delegate assignments, and to determine h

Personality and experience of the CEO drives strategy

Select three successful international firms (one of them can be your employer, if applicable). To what extent does the personality and experience of the chief executive officer (CEO) of each of these firms determine and drive the firm's strategy formulation and implementation? Explain and provide references.

Personal Characteristics and management challenges

Individual differences represent the essence of the challenge of management. Not only are no two managers alike, but no two employees are alike. Managers face the challenge of working with people who possess a multitude of individual characteristics. Hundreds of personality characteristics have been identified including the Big

Big Five Personality Factors & Negotiation

What is the importance of personality in negotiation? How do the Big Five personality factors affect negotiation? Based on your personality and the Big Five, what would be your negotiation strengths and weaknesses?

Personality Traits - Malleable or Stable?

Can an introverted person with average charisma and personality ever hope to achieve characteristics that would lead to their being described as a "great leader"? Please support your opinions with peer-reviewed journal articles. Be sure to use APA 5th edition guidelines for your in-text citations and reference list.