Think HR Think CHRM
Thursday - 4 Jun 2020 on LinkedIn
Username : Password: Forgot Password?
Personality profile
Human Resources » Performance Management

Chrm Message From: barkhadoshi Total Posts: 46 Join Date: 17/08/2006
Rank: Executive Post Date: 18/07/2017 13:44:21 Points: 230 Location: United States
Dear all,
Of the "big five" personality traits - extroversion, agreeableness, conscientiousness, emotional stability, and intellect; conscientiousness is the strongest predictor of work performance, according to research by Alan Witt, Ph.D., an associate professor of management at the University of New Orleans. Combine conscientiousness with an outgoing personality and you're headed for the top, he says.
Use this simplified personality test to rate yourself--or to gauge that newbie you just hired. Respond with a number from 1 (very inaccurate) to 5 (very accurate). Below 14 in extroversion or 16 in conscientiousness is low; above 21 in either is high. Fall in the middle? You're average, and can try harder.
( ) I am the life of the party.
( ) I feel comfortable around people.
( ) I start conversations.
( ) I talk to a lot of different people at parties.
( ) I don't mind being the center of attention.
( ) I am exacting in my work.
( ) I pay attention to details.
( ) I follow a schedule.
( ) I like order.
( ) I am always prepared.
You're on thin ice. You might be good in group projects, but you don't realize that you bother others and may be seen as counterproductive. When in doubt, clam up. Ask coworkers what your reputation is.

Your name again? Hitting deadlines and keeping a tidy desk only go so far, Remind people of your accomplishments, Witt says. Mingle more, and stop eating lunch by yourself; your "downtime" may be seen as standoffish.

Next stop: corner office. You're a company's dream. "Your impulse control, outward focus, and attention to detail help you know what to do and when to do it," Witt says.
Why are you here? You appear listless and uncaring. "Make an extra effort to show passion about work issues and about doing things right," says Wilt. Or find another career,

The Big Five Dimensions of Personality Neuroticism
This dimension "contrasts adjustment or emotional stability with maladjustment or neuroticism" (Costa and McCrae 1992, p. 14). Individuals scoring high on this dimension can be described as sensitive, emotional, and prone to experience feelings that are upsetting. Individuals scoring low on this dimension are emotionally stable and are usually even-tempered, calm, and relaxed, and are generally able to face stressful situations without becoming upset (Costa and McCrae 1992).
Traits frequently associated with this dimension include "being sociable, gregarious, assertive, talkative, and active" (Barrick and Mount 1991, p. 3). Extroverts like people and prefer large groups and gatherings. On the other hand, introverts are reserved, independent, and even paced (Costa and McCrae 1992).
Openness to Experience
Open individuals have intellectual curiosity, a preference for variety, and are curious about both the outer and inner worlds (Costa and McCrae 1992). Individuals who score low on openness "tend to be conventional in behavior and conservative in outlook. They prefer the familiar to the novel, and their emotional responses are somewhat muted" (Costa and McCrae 1992, p. 15).
Agreeableness is a dimension largely composed of interpersonal tendencies. A person high in agreeableness is "fundamentally altruistic. He or she is sympathetic to others and eager to help them, and believes that others will be equally helpful in return. By contrast, the disagreeable or antagonistic person is egocentric, skeptical of others' intentions, and competitive rather than cooperative" (Costa and McCrae 1992, p. 15).
Conscientiousness "reflects dependability; that is being careful, thorough, responsible, organized, and planful" (Barrick and Mount 1991, p. 4). It is also an indication of being achievement-oriented, hardworking, and persevering (Barrick and Mount 1991). The conscientious individual is determined, strong-willed, and purposeful. Individuals low in conscientiousness are less exacting in applying moral principles and more lackadaisical in working toward their goals (Costa and McCrae 1992).

By Charles D. Stevens and Gerrard Macintosh. 

Chrm Message From: rammohan Total Posts: 26 Join Date: 17/08/2006  
Rank: Executive Post Date: 18/07/2017 13:49:07 Points: 130 Location: United States

Dear Barkha, 

Thanks for sharing the five factor model of personality dimensions. Here, it is important to understand that personality as a term has two meanings - 

1. The first is a person's social reputation, which refers to the way an individual is perceived by others; it is personality from the observer's perspective and is public and verifiable.

2. The second refers to the structures, dynamics, processes, and propensities that explain why a person behaves in a characteristic way.

Your detailed overview of the article is worth a read and hope the forum members find this discussion useful.