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Big five personality test research paper
Big five personality test research paper
Before tasks, followers, goals and styles can be defined or critiqued, the leader’s emotional intelligence must first be assessed
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Leadership Assessments: Key Strengths
When comparing my Big Five Personality scores to the class average, I received a score of 6 and the average was 5.7, one score did not come to a surprise. My personality is reliant on my strength of conscientiousness. Individuals who score high in conscientiousness tend to be methodical, well-organized, achievement orientated, and ethically guided. The conscientious personality type has a strong correlation to leader emergence which I can attest is true. I often am the first individual in the group to take reigns because of my organization, self-discipline, and need to create a plan before acting. Two strengths appeared when reviewing the emotional intelligence (EQ) assessment. The first, is my high self-awareness. This is a great asset of mine because I am able to recognize when I need to separate myself from the group in order to rejuvenate myself. Spending a significant about of time around one group of
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After all, many if not all of the leaders emphasized in textbooks appear to have an outgoing personality that generates of movement for change. I never would have classified myself as an extrovert. Upon taking the assessment it is clear that I am an introvert, and therefore may be qualified as a weakness. The class average score related to extraversion was 5.5, mine is considerably lower at 3.
The other leadership weakness, which could be related to my introversion is my below class average scores in the emotional intelligence quadrants of social-awareness and relationship management. Thankfully, emotional intelligence is a skill set that can be learned and enhanced overtime. Once, I have greater embraced my introversion and innovatively learn how to use it as a strength, I believe that my emotional intelligence scores in the relationship segment will
The general personality traits, which are related to success both in and outside the workplace, are all inherent in my answers given in the Leadership Assessment Quiz. With statements such as, “it is easy for me to compliment others” and “team members listen to me when I speak,” it is apparent I possess these characteristics. Whereas my task- related personality traits associated with successful leadership, such as courage, still need to be developed. Not only do I know this in myself, but it is clearly pointed out throughout the test, with statements such as, “resolving conflict is an activity I enjoy” and “I would enjoy coaching other members of the team”.
In the vast and detailed world of psychology, there are a variety of different tests you can participate in. For example, you can participate in aptitude, verbal or numerical reasoning, and psychometric tests. These tests assess on a variety of different situations such as: behaviors, abilities and intelligence. Personality tests, a common and favored test, measure things such as: behavioral style, opinions, motivators, personal values and career interests. Most often, people complain or disagree with the score of some areas on their personality test; however, there are no right or wrong answers. After completing this personality test and reviewing the results, I found that the overall scoring accurately described me in most areas. The Big Five Personality test scores in five different areas involving openness, conscientiousness, extraversion, agreeableness and neuroticism.
With the increasing rate of the change in both business and economics leaders need to be more prepared to adapt and grow than ever before. With the myriad of advancements and modifications that have occurred holistically in the variety of influential sectors, there has come the need for dynamic and rounded leadership. For a leader to grow, advance, and otherwise generate levels of sufficient proficiency they must find personally assess their strengths and weaknesses and create a leadership development plan (Wille, Beyers, & De Fruyt, 2012). The simplest yet most useful tools for identifying the strengths and weaknesses of a leader are through the personal assessment of management skills assessment otherwise known as PAMS. Reflecting on the
Leaders can have a powerful impact on the futures of many, and the way in which one approaches leadership is paramount to the type of impact one will have. Continual growth in the areas of knowledge I have and seek to acquire, as well as recognizing my leadership style and utilizing my personal strengths to the fullest, is vital to the successful implementation of my personal philosophy of leadership.
Introverts are just as capable as extroverts when it comes to becoming a great leader. It is believed that hard problems in the workforce or any leadership situation need to be given a lot of thought and consideration before making a drastic descision; this is a skill that introverts tend to possess (Murphy, 2013, p. 60). Unlike introverts, extroverts have more of a tendency to form solutions to problems without thinking much about the outcome, and they do not spend a lot of time getting other opinions on the matter (Murphy, 2013, p. 60). An introvert by nature asks more questions and listens closely to others which are great leadership skills (Murphy, 2013, p. 60). Unlike that of extroverts, introverts tend to be more capable at controlling negative emotions (Murphy, 2013, p. 60). By doing this, solutions are not determined by emotion, but by other’s input and serious
As a participant of the Masters of School Administration program at UNC Pembroke, my peers and I were given the opportunity to understand more about our personality and the personalities of others through the Myers-Briggs Type Indicator. Upon reviewing the results of my MBTI, the combination of preferences I chose were: Introverted, Intuitive, Thinking, and Judging (INTJ). It is important to note that INTJ personality types make up a narrow 2.1% of the general population. Knowing my personality type will help me to better understand and develop my leadership skills which will allow me to access the tools needed to be a strong leader and relate to a faculty with various personality types.
Personality as well as intelligence tells people a lot about an individual. Certain characteristics of one’s personality such as impression and reputation in a social environment may or may not be a good way to gain acknowledgement. In becoming a leader, work ethics must be strong, precise, and others must be able to feel one’s presence. The three abilities that successful leaders have are; the ability to get along with others and build teams, the ability to make sound and timely decisions and the ability to get things done. The mass amounts of leaders only possess one or two of these abilities and a smaller percentage having all three. According to the Five Factor Model (FFM), it is important for leaders to possess dependability, adjustments and surgency. (Hughes, Ginnett and Curphy, page 235)
Once individuals identify their styles, they then use the system to understand and improve how they and others function at work. Although having the right skills is an essential ingredient of high-quality job performance, emotional intelligence (EQ) – the ability to accept and manage oneself and the capability to work effectively with other people – is equally important. In fact, people with high EQ tend to be more successful, more flexible, better learners, and more desirable co-workers.
Part I. Strengths Personal Profile System Two strengths I learned during my Self Awareness assessment were being a good listener and showing loyalty. I really try to be a good listener in all situations. I like to hear the whole story or complete process, whatever it may be. I am cautious about making decisions without having all the details.
Leadership is defined as a process by which an individual influences others to obtain goals. There are three aspects that should be addressed when explaining leadership. One aspect is that leadership is a social influence process; leadership could not exist without a leader and one or more followers. Another leadership aspect is compliance; all of the leader’s directions must be complied with voluntarily. Compliance is what separates leadership from other influence-based formal authority. Finally, leadership results in the followers’ behavior, that is purposeful and goal-directed which must be in some organized setting (Leadership Theories and Studies, 2009).
Army leaders must influence their soldiers to carry out mission goals that are set before them. These same leaders have a plethora of methods that they may employ to obtain these results. In my 16 years of experience, I have found that I gravitate to certain methods of influence time after time. This being because of greater success rates, ease of combination, and greater team unity. Each method I use has both strengths and weaknesses under different situations.
Other strengths include being self-confident, conscientious, diligent and determined. It was interesting to see my lower scores as well; the lowest average score was sensitivity (3.2), followed closely by self-assuredness and perception and empathy. Although I consider myself sensitive, I believe the sense of sensitivity does not apply as often towards others I interact with. For example, I often speak my mind and voice my opinion with little thought of the consequence or impact it might have on those around me. Thus, sensitivity is not one of my existing strengths, but rather an opportunity for growth. I also found it interesting to note how I scored significantly lower in the human skill, and higher in technical, which I did not expect. This score likely correlates with my score form the LTQ, which identified room for improvement in relating with
Introduction People always talk about how important it is for companies to have a good leader, someone who not only keeps the blue numbers, but also achieves a loyalty from customers, pleasant working environment, successful business partnerships and ahead of the competition. To exercise effective leadership, the individual must meet certain parameters, which if they are carried out successfully all of them will ensure a long life to the organization. The relationship with partners should be based on trust. Do not just give employees a list of tasks, encourage their views so that their skills might be enhanced for advancement.
One of the most prominent trends in organization today is the use of team to accomplish the work, which have assigned to an individual. Every team is made up of specific individuals and they are specialized in certain area of interest. If one of the specifications is missing It can be reflected on their performance. It indicates that, every individual is important for the organization. An individual’s performance within an organization and its relationship with its subordinates and coworkers is highly influenced by the Big Five personality traits. My Big five test results depicted that I am traditional/conventional individual with significantly high percentile of conscientiousness and agreeableness. I also have lower neuroticism and slightly
Transformational leadership strives to unite people in order to create a better future for the individuals involved as well as the organization. The only way this can be done is by reaching out to others and first establishing positive relationships. Weaknesses My first weakness as it relates to transformational leadership is showing favoritism for one follower over others.