Organizational Behavior, (please mention the Reference for each ) I. Write a ref

Question

Organizational Behavior,

(please mention the Reference for each )

I. Write a reflection paper on Personality and values. Your reflection paper should include the following points:             [Module 5]

1)         Describe of personality, its measurement and the factors that shape it.

2)         Describe Myer s-Briggs Type Indicator personality framework and its strengths and weaknesses

3)         Identify the traits in the Big Five personality Model

4)         Describe how the five big traits predict behaviour at work.

5)         Describe how the situation affects whether personality predict behaviour

6)         Contrast generational differences in values.

7)         Identify Hofstede’s five value dimensions of national culture.

Explanation / Answer

3)Lewis Goldberg may be the most prominent researcher in the field of personality psychology. His groundbreaking work whittled down Raymond Cattell’s 16 “fundamental factors” of personality into five primary factors, similar to the five factors found by fellow psychology researchers in the 1960s. The five factors Goldberg identified as primary factors of personality are: Extroversion Agreeableness Conscientiousness Neuroticism Openness to experience This five factor model caught the attention of two other renowned personality researchers, Paul Costa and Robert McCrae, who confirmed the validity of this model. This model was termed the “Big Five” and launched thousands of explorations of personality within its framework, across multiple continents and cultures and with a wide variety of populations. These five factors do not provide completely exhaustive explanations of personality, but they are known as the “Big Five” because they encompass a large portion of personality-related terms. The five factors are not necessarily traits in and of themselves, but factors in which many related traits and characteristics fit. Openness to experience has been described as the depth and complexity of an individual’s mental life and experiences. It is also sometimes called intellect or imagination. Openness to experience concerns an individual’s willingness to try to new things, to be vulnerable, and the ability to think outside the box. An individual who is high in openness to experience is likely someone who has a love of learning, enjoys the arts, engages in a creative career or hobby, and likes meeting new people (Lebowitz, 2016). An individual who is low in openness to experience probably prefers routine over variety, sticks to what they know, and prefers less abstract arts and entertainment. Conscientiousness is a trait that can be described as the tendency to control impulses and act in socially acceptable ways, behaviors that facilitate goal-directed behavior (John & Srivastava, 1999). Conscientious people excel in their ability to delay gratification, work within the rules, and plan and organize effectively. Someone who is high in conscientiousness is likely to be successful in school and in their career, to excel in leadership positions, and to doggedly pursue their goals with determination and forethought. A person who is low in conscientiousness is much more likely to procrastinate, to be flighty, impetuous, and impulsive. Extroversion-This factor has two familiar ends of the spectrum: extroversion and introversion. It concerns where an individual draws their energy and how they interact with others. In general, extroverts draw energy or “recharge” from interacting with others, while introverts get tired from interacting with others and replenish their energy from solitude. People high in extroversion tend to seek out opportunities for social interaction, where they are often the “life of the party.” They are comfortable with others, gregarious, and prone to action rather than contemplation. People low in extroversion are more likely to be people “of few words,” people who are quiet, introspective, reserved, and thoughtful. Agreeableness-This factor concerns how well people get along with others. While extroversion concerns sources of energy and the pursuit of interactions with others, agreeableness concerns your orientation to others. It is a construct that rests on how you generally interact with others. People high in agreeableness tend to be well-liked, respected, and sensitive to the needs of others. They likely have few enemies, are sympathetic, and affectionate to their friends and loved ones, as well as sympathetic to the plights of strangers. People on the low end of the agreeableness spectrum are less likely to be trusted and liked by others. They tend to be callous, blunt, rude, ill-tempered, antagonistic, and sarcastic. Although not all people who are low in agreeableness are cruel or abrasive, they are not likely to leave others with a warm fuzzy feeling. Neuroticism is the one Big Five factor in which a high score indicates more negative traits. Neuroticism is not a factor of meanness or incompetence, but one of confidence and being comfortable in one’s own skin. It encompasses one’s emotional stability and general temper. Those high in neuroticism are generally given to anxiety, sadness, worry, and low self-esteem. They may be temperamental or easily angered, and they tend to be self-conscious and unsure of themselves. Individuals who score on the low end of neuroticism are more likely to feel confident, sure of themselves, and adventurous. They may also be brave and unencumbered by worry or self-doubt. The Big Five can help you to learn more about your unique personality and help you decide where to focus your energy and attention. Openness to experience has been found to contribute to likelihood of obtaining a leadership position, likely due to the ability to entertain new ideas and think outside the box. Openness is also connected to universalism values, which include promoting peace and tolerance and seeing all people as equally deserving of justice and equality . Those with high conscientiousness should attempt to use their strengths to the best of their abilities, including organization, planning, perseverance, and tendency towards high achievement. It follows that high extroversion is a strong predictor of leadership, and contributes to the success of managers and salespeople as well as the success of all job levels in training proficiency. Agreeable individuals tend to value benevolence, tradition, and conformity, while avoiding placing too much importance on power, achievement, or the pursuit of selfish pleasures (Roccas, Sagiv, Schwartz, & Knafo, 2002). High neuroticism is related to added difficulties in life, including addiction, poor job performance, and unhealthy adjustment to life’s changes. Due to time limit,remaining questions can be asked as another question,they will be answered,thankyou for your cooperation.

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