In the working world, employers look at everything. They examine any past work experiences, personal traits, and even some personal history. The OCEAN test helps these employers see where a potential employee’s best traits lay. The test is based on a one to fourteen number score for each trait, which are openness, conscientiousness, extraversion, agreeableness, and neuroticism. Our class participated in the OCEAN test in order to see where we stacked up against what employers look for in the working world. Openness is the first trait looked over during the OCEAN test. The openness trait refers to one’s willingness to try new things and gain new experiences. During our in-class testing, we scored an average of 10.9 out of fourteen. This is …show more content…
Confidence is key in the working world. It shows that a person is self-assured with their work. Positivity in one's work can help promote positivity in the entire workplace which is pleasing to employers. However people that score high in the neuroticism trait tend to "...worry more, … (are) insecure, … (are) self conscious, … (and) temperamental" (Lebowitz). These are all negative traits to have in the workplace. Employers do not want any kind of negativity where they work because it can discourage people from getting protective work accomplished. Businesses can be driven into the ground by workplace negativity. So it is reasonable to see why employers would not want the negativity any where near their business and that's why they typically will not hire people that give off any type of negative feelings. Neuroticism is typically tied to the “Dispositional effect," which is a predictable use of a trait, and as the "negative affect... (it is) characterized by distress, anxiety and hostility; it is reflected in a generally grouchy, unhappy, and unpleasant demeanor" (Personalities and Careers). Negative emotions can turn people away from a person and scare off any and all employers. It can also scare away customers for a business. During our class, we scored around the same as the national average, which is right in the middle on the one to fourteen number scale. This means that we are pretty much in control of our emotional side and that we are fairly confident in all of our
On the contrary, when dealing with the neurotic dimension, the book and research I conducted were not parallel. The book does not directly deal with possible positive effects of hiring a neurotic employee. The article “Why Your Neurotic Employees Might Also Be Your Most Creative” explains that some companies benefit from having employees with this trait because they generate better
Looking at the results from this test how it says about being more closure to close minded then open to new experiences meaning when it comes to something new that I tend to shy away from something that I’m not familiar, sticking to something I tend to be more familiar with then something that’s new. Another trait
Personality is defined as a person's differences to another in regards to their patterns of behavior, thinking, and emotional responses (American Psychological Association). The Big Five Personality Traits are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, or OCEAN for short. Openness is essentially correlated to exploring new things. The people that have high levels of this trait are generally more apt to do things like try different types of food, be more creative, and have the ability to tackle challenging problems. People who are low on this trait generally have a dislike for change, tend to not enjoy trying new things, and are generally more traditional in a sense..
Semaj, L. (1995). The jobbank descriptive guide for the five factor personality profile . Retrieved
These scales are commonly alternatively represented by the OCEAN acronym Openness to experience, Conscientiousness, Extraversion/Introversion, Agreeableness and Neuroticism. The Big Five structure captures, at a broad level of abstraction, commonalities among most of the existing systems of personality description, and provides an integrative descriptive model for personality research. (Oliver& Sanjay 1999)
Brian Little, an award-winning psychology professor explains the science behind personalities in his Ted talk, “ Brian Little: Who are you really? The puzzle of personality.” He is a professor at Cambridge University and his students often describe him as, “A cross between Robin Williams and Einstein.” Brian wrote the book Me, Myself, and Us: The Science of Personality and the Art of Well-Being. Brian uses his degree in psychology and the acronym OCEAN to explain the different characteristics of personalities in his TED talk, “Brian Little: Who are you really? The puzzle of personality.” In his Ted talk, Brian describes how the acronym OCEAN applies to the science of personality. He says, “ So “O” stands for “open to experience” versus those
Openness, the first area of the personality test, is described as a person’s ability to think in abstract, complex ways. In this section, I scored a 70% which means that I am moderately open to experience. People who are creative, intellectual and adventurous tend to score higher, whereas people who are dull, practical and more concretely focused tend to score lower. Since I scored moderately, I fall in between both
Cognitively, these behaviors may influence how individuals understand the characteristics of their jobs, as is the situation when individuals with optimistic core self-evaluation understand intrinsic job features more completely, even controlling for real job complexity. Affectively, these personalities might stimulate job satisfaction through their outcome on mood or mood at the organization. Lastly, employees who are emotionally steady, extroverted and conscientious may be better-off at work because they are more possible to achieve sustaining results at work. Part of this outcome may operate through job presentation, such that conscientious employees achieve better and are more content with their jobs because of the intrinsic ...
The Big Five personality factors are the modern way of describing someone’s feelings, actions, and traits. This new factor map, improving Hans and Sybil Eysenck’s two-dimensional map which consisted of a stable/unstable axis and an introverted/extroverted axis, has five different factors. They are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism and everyone can be described using these five criteria. This paper will discuss and interpret my results from a Big Five personality test including how accurate I believe it is and how this might change in the future.
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
It is remarkable that by answering a few basic questions, a person can learn key characteristics of his or her personality. After taking the personality test, I learned my general personality type is “The Consul” (ESFJ-A). Individual traits of my personality type are more extroverted than introverted, more observant than intuitive, more feeling than thinking, more judging than prospecting, and more assertive than turbulent. My role is Sentinel and my strategy is People Mastery (“Consul Personality,” 2017). The results of the personality test offered insight into my overall personality type and its social and workplace implications.
Risavy, S., & Hausdorf, P. (2011). Personality Testing in Personnel Selection: Adverse Impact and Differential Hiring Rates. International Journal of Selection and Assessment, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x
Personality traits can be manifested as strengths or weaknesses depending on the situation, and personality tests can help individuals maximize strengths and minimize weaknesses within the organizational structure. Organizational behavior is critical to organizational effectiveness, and these tests can also point individuals toward certain careers or organizations that are good fits. Pearson Education’s MyManagementLab (2016) contains a series of personality tests and the following discussion analyzes the results of these tests as they apply to my personality and my career. The writing contains illustrations of my personality traits in action. The text also highlights areas of improvement that will enable me to be a better employee, co-worker,
On the openness test score, I scored in the ninety-three percentile. The score explained that I enjoy having novel experiences and seeing things in new ways. I agree with the score because I love