Research on the influence of personality on leadership

  • 461 views
Uploaded on

Research Title: …

Research Title:
The influence of personality on leadership, communication and cooperative behavior of students of Bachelor of Science Computer Studies at Capitol University.

More in: Education
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
461
On Slideshare
0
From Embeds
0
Number of Embeds
2

Actions

Shares
Downloads
0
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. Capitol University Collage of Business Administration Cagayan de Oro City Human Resource in Organization THE INFLUENCE OF PERSONALITY ON LEADERSHIP, COMMUNICATION AND COOPERATIVE BEHAVIOR OF COMPUTER STUDIES STUDENT BODY ORGANIZATION Submitted by: Nacalaban, Augelyn C. Oculam, Bryan Agustin B. Panisan, Elsie A. Pescalla, Mitchel A. Popera, Prince O. Quiem, Marvie L. Quinquino, Trixia D. Reyes, Miraflor L. Sumile, Annalee T. Submitted to: Dr. Salvador E. Aves, Phd, DM, CESO March 07, 2014
  • 2. ACKNOWLEDGEMENT The group would like to acknowledge and extend our heartfelt gratitude to the following persons who have made possible the completion of this research work: First, we would like to thank our Almighty Father for giving us the knowledge and wisdom upon us for the completion of this work. Second, we are deeply indebted to our instructor Dr. Salvador E. Avez and to his wife Dr. Luvismin A. Avez whose help stimulate suggestions, knowledge; encouragement helped us in all the times of study and analysis of this research work. Third, to the Computer Science Student Body Organization, who helped us with the information. And lastly, to our family, friends and classmates for their cooperation on sharing their knowledge of this research work.
  • 3. ABSTRACT This research concerns mainly about the discussion of the Computer Science Student Body Organization in Capitol University with its various problems. This seeks to make the study possible by assessing the recent state of handling the organization. Inview therefor, Student Body Organization (SBO) has the responsibility to achieve activities that guide student under their title. The organization is headed by its President and manage by its Advisor. An Advisor must be any instructor of its department or college. Nowadays, the Computer Science Body Organization had to manage time for the consistency of information throughout their department. Hence, the number of students has been decreasing due fortuitous situations, transferring or withdrawing or shifting of students. Furthermore, the scenario is the handling of events and capabilities of the officers. Whether to know the establishing relationship of each co-officer and with the students, their personality and organizational culture. Thus, our contribution is to help distinguish their personality and attitude towards their department.
  • 4. CHAPTER I INTRODUCTION Student Body Organization or a Student Union is a student organization present in many colleges, universities, and high schools. In higher education the student body constitution is often granted to its own building on to social, organization activities, theatrical performance and academic reinforcement of the membership (en.wikipedia.orgwiki/students_union). Though, the agreement had been existing as soon as the department was put up. Scenarios had been up close to those who are in the committee achieving organizational goals were problems are a common visitor. The governing body is responsible for the upbringing of the department, but before on this any situation takes place, it is the personality, organizational culture and cooperation of each member of the commission for the independence. Personality plays a key role in organizational behavior because the path that people think, sense, and behave affects many aspects of the study. People's personalities influence their behavior in groups, their positions, and the way they arrive at conclusions. Interpersonal skills hugely affect the way that people act and respond to things during work. In the workplace, personality also affects such things as motivation, leadership, performance, and conflict (http://www.wisegeek.org/what-is-the-role-of-personality-in-organizational-behavior.htm). Each person has its own way of coping up different behavior that also leads to decision making. Conflicts are not exempted in an organization since an organization is composed of people that has the same goals, but has not had the same personality and perspective. Throughout any organization, different roles require different skill sets and aptitudes, which are tied to personality. Not every temperament can be a motivating leader, an engaging front-line customer contact or a micromanaging organizational specialist. Even an entry-level position suitable for minimal skills is better satisfied by a compatible personality (http://smallbusiness.chron.com/importance-personality-organization-14502.html). Officers have
  • 5. each assigned task that they must fill in. It really depends whether this set of Officers motivates themselves or their co-officers. Organizational culture is not the same as corporate culture. It is a wider and deeper concept, something that an organization 'is' rather than what it 'has' (according to Buchanan and Huczynski). It makes up the attitudes, experiences, opinions and values of an establishment. It has been defined as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other. One of the most significant building blocks for a highly successful establishment and an extraordinary work is "organizational culture." We define organizational culture as the circle of shared beliefs, truths, assumptions, and values that operate in formations. Organizational culture has been described as "... how people behave when no one is looking "(http: //www. Dynamic foundations.com/culture.htm). In each organization has set of different cultures that also leads to miscommunication or conflicts, but each organization has also hidden culture different from the inside to the outside wall. Cooperation is defined in sociology as an act or action of working together for a purpose for a common benefit (or society). An activity share for the benefit of both parties (http://www.ask.com/question/international-cooperation-definition). The organization is in titled to cooperate with the department and with its co-officers, because every action achievement or losses affect. It is a procedure by which the components of a system work together to reach the global attribute. In other language, individual components that seem to be “selfish” and independent work together to create a highly complex, bigger- than- the- essence- of- its- parts system (http://en.wikipedia.org/wiki/Cooperation#Cooperative_systems). Even if the organization has a manner of selfishness, but to a different organization that helps them committing success. Officers have set of works and do independently, but works throughout the cooperation with each idea of the members.
  • 6. THEORITICAL FRAMEWORK Personal construct theory is a theory of personality and cognition developed by American psychologist George Kelly in the 1950s. From the theory, Kelly derived a psychotherapy approach and also a technique called The Repertory Grid Interview that helped his people to uncover their own "constructs" (ways of seeing the world) with minimal intervention or interpretation by the therapist. The Repertory Grid was later adapted for various uses within organizations, including decision-making and interpretation of other people's world-views. This is a relevant theory that can be used in order to understand the factors of personality, organization culture, and cooperation in the college of computer science student body organization. In this theory Kelly explicitly stated that each individual task in understanding their personal psychology is to put in order the facts of his or her own experience. Then each of us, like the scientist, is to test the accuracy of that constructed knowledge by performing those actions the constructs suggest. If the results of our actions are in line with what the knowledge predicted then we have done a good job of finding the order in our personal experience. If not, then we can modify the construct: our interpretations or our predictions or both. This method of discovering and correcting our constructs is simply the scientific method used by all modern sciences to discover the truths about the universe we live in. People develop constructs as internal ideas of reality in order to understand the world around them. They are based on our interpretations of our observations and experiences. Every construct is bipolar, specifying how two things are similar to each other (lying on the same pole) and different from a third thing. They can be expanded with new ideas.
  • 7. •Students Body Organization COMPUTER STUDIES •Interview •Observation •Survey Questionnaire DATA GATHERING •Personality •Organizational Culture •Cooperation CS-SBO's SCHEMATIC DIAGRAM Independent Variable Process Dependent Variable STATEMENT OF THE PROBLEM These are the following problems that will be considered in taking this Research. 1. Does the personality of the officers affect the cooperative behavior in the organization? 2. How does personality affect the cooperative skills of the officers? 3. What kind of personality should a leader possess in order to build an effective Student Body Organization? SCOPE AND LIMITATION OF THE STUDY This study is concerned with the personality, organizational culture and cooperation between the College of Computer Science Student Body Organization of Capitol University. The researchers focused only on Computer Science Student Body Organization in Capitol University. The data gathered through survey questionnaires, observations and interviews conducted by the researchers. Since the research design does not include data-auditing and cross examination, the study is primarily founded on the trust of respondents in giving honest responses to the questions asked of them.
  • 8. DEFINITION OF TERMS Agreeableness: this personality dimension includes attributes such as trust, altruism, kindness, affection, and other prosaically behaviors. Aptitude: a natural ability to do something. Behavior: the way in which one acts or conducts oneself, esp. toward others. Capitol University: Capitol University is a non-sectarian, co-educational private university located in Cagayan de Oro City, Philippines. Cognition: the mental action or process of acquiring knowledge and understanding through thought, experience, and the senses. Communication: is the activity of conveying information through the exchange of thoughts, messages, or information, as by speech, visuals, signals, writing, or behavior. Computer Studies: encompasses the scientific and practical approach to computation and its applications. Conscientiousness: common features of this dimension include high levels of thoughtfulness, with good impulse control and goal-directed behaviors.
  • 9. Cooperative Behavior: the interaction of two or more persons or organizations directed toward a common goal which is mutually beneficial. An act or instance of working or acting together for a common purpose or benefit, joint action. Extraversion: this trait includes characteristics such as excitability, sociability, talkativeness, assertiveness and high amounts of emotional expressiveness Information Technology: is the application of computers and telecommunications equipment to store, retrieve, transmit and manipulate data, often in the context of a business or other enterprise. Interpersonal Skills: are sometimes also referred to as people skills or communication skills. Interpersonal skills are the skills a person uses to communicate and interact with others. They include persuasion, active listening, delegation, and leadership. Neuroticism: individuals high in this trait tend to experience emotional instability, anxiety, moodiness, irritability, and sadness. Openness: this trait features characteristics such as imagination and insight. Repertory: the performance of various plays, operas, or ballets by a company at regular short intervals. Temperament: a person's or animal's nature, esp. as it permanently affects their behavior.
  • 10. CHAPTER II REVIEW OF RELATED LITERATURE AND STUDIES The review of the related literature of this study focuses on how personality influences the leadership, communication and cooperative behavior of the student body organization. The chapter starts with a definition of each engagement and problem followed by the findings of researchers using various instruments to see out the weakness and force. As defined by Kinicki (2008), personality represents a stable set of characteristics that are responsible for a person’s identity. The internal dimension or the primary dimensions of diversity are mostly outside our control but strongly influence our attitudes and our expectations and assumptions about others, thus influencing our behavior (Kinicki, 2008). Similarly, Colquitt (2009) defines personality traits as the structures and propensities inside a person that explains his or her characteristic patterns of thought, emotion and behavior. Personality captures what people are like, in contrast to ability which captures what people can do (Colquitt, 2009). He further identified five dimensions that describe personality these include; conscientiousness, agreeableness, neuroticism, openness to experience and extraversion commonly referred to us big five. Conscientiousness is associated with trait adjectives such as dependable, organized, reliable, ambitious, and hardworking while agreeableness has adjectives such as kind, cooperative, sympathetic, helpful, courteous, and warm (Colquitt, 2009). On the other hand, neurotism has to do with nervous, moody, emotional, insecure, and unstable character (Colquitt, 2009). Openness has to do with curious, imaginative, creative, complex, refined, and sophisticated while extraversion is associated with adjective traits such as talkative, sociable, passionate, bold, dominant (Colquitt, 2009).
  • 11. Personality, therefore, represents a process of change and it relates to the psychological growth and development of individuals. Personality factors are extremely important in today's competitive organizational settings. According to Khosla (2009), often the 'wrong' kind of personality proves disastrous and causes undesirable tensions and worries in organization. On the other hand, effective leadership is the backbone to any group or organization. The leader acts as a facilitator for the group and without it the group has little chance for success. There have been many groups that couldn't make it past the first six months because the leaders were not equipped to guide them through the trials that a young club encounters. Challenges can occur when there are no definitive rules or chain of command to follow. There can be a fall out if two or more individuals cannot work together for the betterment of the club. The leadership must put aside their egos in order to fully actualize what they hope their club to be. They must follow the words of Ghandi and "be the change they want to see". (http://en.wikibooks.org/ wiki/Effective _Student _Organization/Leadership_and_Communication#Working_together) Moreover, effective leaders must have an optimistic attitude when running their club. People tend to feed off of other's attitude. If people see the person who is in charge very excited about the club and its intentions that will naturally draw people in. Even if the club is struggling at the moment or enduring a hardship, the captains/presidents/co-presidents/coordinators must be optimistic about getting past the hard time, or else it will be difficult for the members to also. If the leaders of the club have a pessimistic attitude, then it will influence the attitudes of their members negatively, and the club will not survive. Having an optimistic attitude shows the members that their leader believes in the club's success and its members' success. It also makes recruiting more successful because it shows the potential members that the club and its leaders have something beneficial to offer.
  • 12. Having a negative attitude will automatically because people do not want to attend because students in college already have a challenging time balancing attendance and academics. Along with holding a positive attitude for the goals of the group and its members, it is also important that the leader is very willing to work with and as a team. Oftentimes, the leader takes on too much responsibility and acts more as a dictator than a leader and it is important for that not to transpire. The leader cannot have a 'boss' attitude otherwise nothing will be accomplished and the club members will feel intimidated and inferior. Overall, it is important to keep in mind what kind of attitude not only your leaders give off, but also your club. (http://en.wikibooks.org/ wiki/Effective_ Student_Organization/Leadership_and_Communication#Working_together) Communication, however, is one of the most important aspects in the effective management of a club. Without communication, even poor communication, club members wouldn't know when to come to meetings or what events were being organized. Effective communication is a necessary and difficult aspect between any clubs members and their operations within the club. With many people doing different jobs and being in charge of many different activities it is in many cases difficult to effectively and timely communicate with all members in the club because of various obligations and duties that each member is in charge of. However despite how difficult effective communication can sometimes be, it is a vital and necessary part of each successful club. Having a leader of the club who can organize activities and obligations can greatly assist in avoiding the confusion between club members and contribute to good communication in a given club. (http:// en.wikibooks.org/ wiki/Effective_ Student_Organization/Leadership_and_Communication#Working_together) In regards on how personality influence the cooperative behavior of an individual, Wageman (1995) cited that: “cooperative behavior is often manifested in members' willingness to work with others, even when it is not formally demanded, and in preferences for being rewarded for working alone or in groups.” Moreover, identifying conditions under which members are likely to display cooperative behavior is difficult, however, since cooperative behavior can be influenced both by personality or one's tendency to pursue individualistic or
  • 13. collective goals (e.g., McClintock and Liebrand, 1988), and by formal and informal control systems that reward individual achievement or cooperative efforts (e.g., Petersen, 1992). Further, understanding cooperative behavior is not only requires knowledge of an individual's propensity to cooperate and the situational inducements to cooperate, but also how these factors combine. Personality is determined as the combination of characteristics or qualities that shape an individual's distinctive character. Every individual receives a dissimilar set of personality and as well one of the reasons for personal problems that will definitely turn out to be an organizational struggle. Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together (http://en.wikipedia.org/wiki/Organizational_conflict).In an organization conflicts are inevitable but in such way personal problems must be set aside to continue what the organization is all about. There are also conflicts that start with favoritism and Biases. Favoritism is when you like a particular person or group more than everyone else. Bias is when you dislike a particular group of people for some reason. To solve such conflict the parties must be fair enough when judging to resolve issues. (Personality that affects the organization) Cooperation is the process of working together to the same end. A familiar quote that says “"The problem with the future is that it does not resemble the present!". For an organization that could stand must foster its organizational teamwork. The International Handbook of Organizational Teamwork and Co-operative Working provide a clear focus on the psychological and social processes that can stimulate successful cooperation and teamwork. Michael West, Dean Tjosvold and Ken Smith have brought together the world's leading authorities from a range of social science disciplines to provide a contemporary review of established and emerging perspectives (http:// onlinelibrary .wiley.com/book/ 10.1002/ 9780470696712). However, an organization must otherwise be discipline to adapt. (The Cooperation of the Organization)
  • 14. Since student body organization are the once who handles situations that students at their department worries about such as uniform, population, and noisy. Students keep on discriminating the school uniform and think that it is time to change it. As to the College of Computer Science the population is not really growing and when actives are being conducted only a little or few will join. Most especially during class hour students and even the officer itself are making noise. This is a weakness that the department must have and the organization must also consider as against the rule of their goal. Aside from the Council of Student Organizations (CSO), there are special student organizations under the College of Computer Studies that promote research culture and collaboration among faculty members and students; conduct individualized (one-on-one) tutoring sessions for students; and develop well-rounded Lasallians working together for the total development of members by pursuing excellence in academics as well as extra-curricular activities. These organizations are: The Student Research Development Program (SRDP) is a student organization under the College of Computer Studies (CCS) Research Director. It is created to fulfill CCS' aim of promoting research culture and collaboration among faculty members and students. In this program, highly motivated and intellectually-gifted students are given an opportunity to work on research projects spearheaded by the Academic Area Chairs (AAC) of the college (Student Research and Development Program (SRDP) An organization is nothing without its leaders. In order for the student organization to continue operation, new members must come in and take over the roles of the outgoing and graduating students. There are several traits that are seen as important to being able to lead effectively, and it is very true that there are “natural” leaders, or those who possess those traits naturally, as part of their personality, however this is not true for most people. Therefore, in
  • 15. order for the club to ensure survival, it is often necessary for the group to actively work at preparing new leaders for the tasks involved in taking over the organization. One solution in achieving this are events specifically designed to help bring these traits out in those who otherwise wouldn’t have displayed them in order to prepare them for their future leadership roles. For example, in the Scottish Country Dance Club, during an interview with Rebecca, she said that before she was even considered a leader, she did things with new members before class to help them learn the steps. In turn, the new members grew to respect her and listen to her. As the groups respect for her grew, she naturally became a leader of the SCDC. As members and leaders come and go from these clubs, it is important that members continue to pass down their skills and attitudes to the new members. This way, the clubs will continue to grow in members, experience and knowledge. (http://en.wikibooks.org /wiki/Effective _Student _Organization/Leadership_and_Communication) Effective leadership is the backbone to any group or organization. The leader acts as a facilitator for the group and without it the group has little chance for success. A group’s communication is only as good as its leaders. There have been many groups that couldn't make it past the first six months because the leaders were not equipped to guide them through the trials that a young club encounters. Challenges can occur when there are no definitive rules or chain of command to follow. There can be a fall out if two or more individuals cannot work together for the betterment of the club. The leadership must put aside their egos in order to fully actualize what they hope their club to be. They must follow the words of Ghandi and "be the change they want to see". (Challenges of Leadership/Communication http://en.wikibooks.org /wiki/Effective _Student _Organization/Leadership_and_Communication)
  • 16. CHAPTER III RESEARCH METHODOLOGY Our research methodology requires gathering relevant data from the students of Capitol University especially the College of Computer Science. This research will utilize both quantitative and qualitative data collection tools; we used a qualitative method that recognizes the importance of locating the research within a particular personality, culture and cooperation. It also takes seriously the social construction of our research and the identities participants construct within them. We hope to shed light on the following question through our research: What are the undesirable problems that the organization encounter- uniform, population, earnings, personal problems, noise, favoritism, religion, forces and conflicts. RESEARCH LOCALE This study was conducted in the office of Student Body Organization College of Computer Science, Capitol University.
  • 17. THE RESPONDENTS The respondents of the study are the following officers of the Computer Studies Student Body Organization: President: Arnold B. Valenzuela Jr. V-President Internal: Rowena D. Tayor V-President External: Jaziel Joy B. Pajaron Secretary: Charlene J. Almuete Assistant Secretary: Bless Charisse Mae J. Alpez Auditor: Guiney J. Molawan Treasurer: Gellie Mae J. Hortilano Assistant Treasurer: Ma. Cristina S. Paetol Public Relations Officer: Brifford P. Soledad Assistant Pro: Angelica V. Luspo 4th year representative: Aiza M. Monceda 3rd year representative: Von Judy B. Abucejo 1st year representative: Sharry Jean Balane DATA GATHERING The researchers had observation and conducted interview to the following mentioned officers which are the respondents for this research. The researchers had prepared a set of survey questionnaire to the respondents in order to further contribute data for this research. THE RESEARCH INSTRUMENT The researchers had observation and conducted interview to the following mentioned officers which are the respondents for this research. The researchers had prepared a set of survey questionnaire to the respondents in order to further contribute data for this research.
  • 18. 20% 20% 40% 10% 10% Age of the CS-SBO Officers 17 years old 18 years old 19 years old 20 years old 29 years old CHAPTER 4 PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA This chapter presents the analysis and interpretation of data gathered out of the instruments used in the study, and is presented according to the specific problem cited in first chapter Does the personality of the officers affect the cooperative behavior in the organization? How personality does affect the cooperative skills of the officers? What kind of personality should a leader possess in order to build an effective student body Organization? The result of the study is presented using the tabular, graphical presentation, and textual presentations. GRAPH 1.0 The Age of the Respondents Graph 1.0 shows the age range of the Computer Studies Student Body Organization officers. There is a majority of 40% of the respondents that is 19 years old officers and 20% of officers, age’s 18 years old and 17 years old and only 10% of the percentage of the offices is 20 years old and 29 years old officers in Computer Studies Student Body Organization.
  • 19. GRAPH 2.0 The Gender of the Respondents Graph 2.0 shows the gender percentage of the Computer Studies Student Body Organization officers. Out of 10 respondent officers of the CS-SBO only 40% are males and 60% of the population is female. These data will also be applied, whether the domination of the female population also a central factor that influences of personality on leadership, communication and cooperative behavior of Computer Studies Student Body Organization officers. The gender of the CS-SBO officers possibly really doesn’t influence of the personality on leadership, communication and cooperative behavior of Computer Studies Student Body Organization officer for the reason that then there is no gender bias in their organization and equality is observed. 60% 40% Gender of the CS-SBO Officers Female Male
  • 20. GRAPH 3.0 The Course and Year Level of the Respondents Graph 3.0 shows the course and year level of the respondents of computer studies student body organization officers. The CS-SBO is composed of Computer Studies students and information Technology Students. As shown in the graph there is 50% of Computer Studies 2nd year officers in CS-SBO, and 30% of Computer Studies 3rd year officers of CS-SBO, and only 20% of Information Technology 3rd year students that are officers of CS-SBO. If we sum up all the Computer Studies officers in CS-SBO there will be 80% of them in all and only 20% of Information Technology officers. Even if they differ in course or bachelor’s degree there is only a minor fraction that it will likely influence their leadership, communication and cooperative behavior of Computer Studies Student Body Organization officers. 50% 20% 30% The Year Level and Course of Computer Studies Student Body Organization Computer Studies 2nd year Computer Studies 3rd year Information Technology 3rd year
  • 21. GRAPH 4.0 Does the personality as an officer affects their leadership, communication and cooperative behavior in your organization? In graph 4.0 is a question that has given to the respondents asking that “Do you think that your personality as an officer affects your leadership, communication and cooperative behavior in your organization?” A huge percentage of the respondents garnering 89% of the officers said that their personality does affect their leadership, communication and cooperative behavior in their organization as an officer of CS-SBO. Only 11% of the respondents said that as an officer personality does affect their leadership, communication and cooperative behavior in your organization somehow. No response was given to the choice I don’t think so and no idea. Perhaps the respondents have an idea that their personality may affect their performance as an officer in the organization that they are in. A huge percentage of them answered that they think that their personality does influence that way they act in the organization in terms of leadership, communication and cooperative behavior. Possibly the reason that a huge percent of them answered that it does have an effect because they themselves has the personal character that is really suited to be as an officer of Computer Studies Student Body Organization. 89% 0% 11% 0% Yes I don’t think so Somehow No idea
  • 22. GRAPH 5.0 What kind of personality does an officer of CS-SBO when they are with your co-officers? In graph 5.0 is a graphic presentation of the question that has given to the respondents asking that “What kind of personality do you have as an officer of CS-SBO when you are with your co-officers?” 57% percent of them said that they have an extraversion type of personality when they are with their co-officers meaning that majority of them are assertive and sociable. 22% of them also said that they are open to the in such as imagination and insight, whereas 14% of them has a prosaically behavior or agreeable. Only 7% of them have good impulse control and goal-directed behaviors of conscientiousness and 0% of them answer that they have a neuroticism personality or experience emotional instability towards their co-offers. It is a good thing that the officers have good traits like being extraversion that means that they are sociable and can easily be approach not just by their co-officers but also to the students that they are leading to. Being open and having an agreeable personality, especially conscientiousness will also contribute and will give a good aura in the organization and harmony will be in the organization as well. It’s a good thing also that none of the officers are negative thinker or neuroticism which will just promote bad vibes towards the officers of the Computer Studies Student Body Organization. Extraversion 57%Agreeableness 14% Conscientiousness 7% Neuroticism 0% Openness 22%
  • 23. GRAPH 6.0 Do the officers have any communication problems or are you having trouble in reaching up with your co-officers? In graph 6.0 is a graphic presentation of the question that has given to the respondents asking that “Do you have any communication problems or are you having trouble in reaching up with your co-officers?” A majority of them answered 59% that somehow they are having trouble in reaching up with your co-officers and only 41% of the respondents said no, they don’t have any trouble in in reaching up with your co-officers and 0% of them said yes, that they have communication problems towards their co-officers in CS-SBO. It is surprising that almost over half of the officers admitted that they are having a little trouble in reaching their co-officers. If we could recall the result in graph 5.0 a huge percentage of them are extrovert and open to their co-officers and yet still almost half of the population of the respondents of the CS-SBO still having trouble in coping and reaching to their co-officers. Internal and external factors might be the keys on these why some of them felt somehow that there is still a wall that might be hard to penetrate. Yet it is still a surprising result that the officers of CS-SBO are having a slight or somehow have any communication problems in having trouble in reaching up with their co-officers. Yes 0% Somehow 59% No 41%
  • 24. GRAPH 6.1 If YES, do they think that affects their cooperative behavior towards their co-officers in their organization? Graph 6.1 is a graphic presentation of the follow up question that has given to the respondents asking that “If YES they are having trouble in communicating with their co-officers, do you think that affects your cooperative behavior towards your co-officers in your organization?” No answer was given to this question because if we could recall the result in graph 6.0 that none of the respondents said YES and admitting that they have communication problems toward their CS-SBO officers. Despite of the absence of the answers in the question that was given to the respondents that “If YES they are having trouble in communicating with their co-officers, do you think that affects your cooperative behavior towards your co-officers in your organization?” this really doesn’t mean or guarantee that the officers of CS-SBO don’t have any trouble in reaching up. If we could recall almost half of the respondents said that they are somehow having troubles in reaching up with your co-officers despite that they have a good personality result in graph 4.0. This only means that there might still be other factors that can personality of the officers affect the cooperative behavior in the organization that they are in. 0% 0% 0% Yes Somehow No (No Anwers)
  • 25. GRAPH 7.0 What qualities and personality does a CS-SBO officer should have? Graph 7.0 is a graphic presentation of the question that has given to the respondents asking that “What qualities and personality do you think that an officer of CS-SBO should have?” The respondents are given a chance to have multiple answers to this question. On the top with 16% each is being initiative, respectful, organized and confident is what a CS-SBO officer are the qualities and personalities should have. With 14% being resourceful is also the key of trait that a CS-SBO officer should have. Next with 6% each is being proactive and flexible and with 4% each being enthusiastic and consistent. At the bottom is being open to change with only 2%. The result is yet another surprising because some of the officers in the CS-SBO might have an issue in being open to change. Even if they were not really quite particularly in change, CS-SBO officers are still having a great rate in being respectful and organized. It’s a good thing that they are also organized and confident because they are the role model of their college as an officer of the Computer Studies Student Body Organization. 16% 16% 16% 16% 14% 6% 6% 4% 4% 2% Initiative Respectful Organized Confident Resourceful Proactive Flexible Enthusiastic Consistent Open to change
  • 26. GRAPH 7.1 Do the officers think that they possess the qualities that as a leader of their colleague and as one of the officers of the CS-SBO? Graph 7.1 is a graphic presentation and a follow up question that was given to the respondents asking that “Do you think that you possess some of the qualities that you tick (question #4 in the survey questioner) as a leader of your collage and as one of the officers of the CS-SBO?” At majority with 60% of the respondents said the YES, they possess qualities that as a leader of their collage and as one of the officers of the CS-SBO and 40% of the officers are not really quite sure or somehow think that they got what it takes to be an officer of the CS-SBO. The result tells us that almost half of the officers are really aware of their personal qualities that influence their leadership, communication and cooperative behavior as an officer of Computer Studies Student Body Organization. This is a good sign that the officers are really suited for the position that they have right now. Even if there are still 40% that doubt their selves that they might or might not possess the qualities and personalities to be an officer of CS-SBO it is still a decent result that none of the officers said that they don’t have the qualities to be an officer of the CS-SBO. Yes 60% Somehow 40% No 0%
  • 27. GRAPH 8.0 Do the officers think that there is a feeling of cooperation in their organization despite that they all have different personalities in their organization as a CS-SBO officer? Graph 8.0 is a graphic presentation of the question that has given to the respondents asking that “Do you think that there is a feeling of cooperation in your organization despite that you all have different personalities in your organization as a CS-SBO officer?” 60% of the respondents said that SOMEHOW there is a feeling of cooperation in their CS-SBO and 40% are positive and said YES there is a feeling of cooperation within their organization. None of the respondents said that I DON’T THINK SO and NO IDEA if there is cooperation in their organization. It is really a good sign that CS-SBO officers are cooperating in their assigned tasks and projects and working together as a team even if they differ in some personality traits. In the result of graph 7.0 the officers show that they are organized and respectful of their co-officers and the people that a rounds them. This just supports this data that the CS-SBO officers are cooperative despite they differ in individual personalities. Yes 40% I don’t think so 0% Somehow 60% No idea 0%
  • 28. GRAPH 9.0 As an officer of CS-SBO: Graph 9.0 is a series of question that was given to the respondent and each question is will be answered by strongly agree, agree, neutral, disagree and strongly disagree. The first result of the question given to the respondent is “as an officer, I view myself as a hands-on”. 6 of the respondents said that they agree and 3 of them said that they agree and only 1 is neutral. This result just states that CS-SBO officers do really are in their position and really hands-on. The second question is “As an officer of CS-SBO, I think that I demonstrate high levels of initiative”. 8 of the respondents said that they agree to that and most likely and 2 said that they strongly agree. This is a good sign that the officers show a high level of initiative in their duty as officers of CS-SBO. The third question is “As an officer of CS-SBO, I think that I am more task oriented than people oriented” the results revealed that the number of officers that said that they agree on that statement is equal to those officers said that they are neutral and only one officer said that he strongly agree on that statement. These results just states that they are divided accordingly to their task as an officer and it is a good thing that the other half of the officers are task oriented and the other half of the officers are people oriented because there is an equilibrium in the CS- SBO. I view myself as a hands- on I think that I demonstrate high levels of initiative I think that I am more task oriented than people oriented Strongly Agree 3 2 1 Agree 6 8 4 Neutral 1 0 4 Disagree 0 0 0 Strongly Disagree 0 0 0 0 1 2 3 4 5 6 7 8 9
  • 29. My own personal points of view and beliefs are less important than those of co-officers It is important that co- officers trusts and respects me at all times I need to feel as though I belong Strongly Agree 1 2 0 Agree 2 6 2 Neutral 7 1 6 Disagree 0 1 2 Strongly Disagree 0 0 0 0 1 2 3 4 5 6 7 8 GRAPH 9.1 As an officer of CS-SBO: Graph 9.1 is a continuation of the series of questions that was asked to the respondent. The first question was “As an officer of CS-SBO my own personal points of view and beliefs are less important than those of co-officers”. 7 of the respondents are neutral about this matter and only 2 of them agree and 1 who strongly agrees. The reason might be that they do respect what one hears of one officer to say rather than just arguing that matter. The next question is “As an officer of CS-SBO it is important that co-officers trusts and respects me at all times” majority of the respondents agrees and only one who is in neutral and strongly agrees and disagrees with this statement. In the third question “As an officer of CS-SBO, I need to feel as though I belong” the results shows that 6 of the respondents are neutral about this and 2 respondents each said that they agree and disagree to the statement. Respect is the key for a harmonious organization and the majority of the respondents are practicing that as an officer of CS-SBO.
  • 30. If I am experiencing personal problems, then I will share these with co-officers I find it difficult to understand anyone who puts in minimal effort and doesn't seem to want to develop their skills I am happier if I am seen as the expert as far as my co-officers are concerned Strongly Agree 0 1 0 Agree 3 4 5 Neutral 3 3 1 Disagree 4 1 3 Strongly Disagree 0 1 0 0 1 2 3 4 5 6 GRAPH 9.2 As an officer of CS-SBO: Graph 9.2 is a continuation of the series of questions that was asked to the respondent. The first question was “As an officer of CS-SBO if I am experiencing personal problems, and then I will share these with co-officers” the respondents are somehow divided 3 of each respondents said that they agree and neutral about that statement and 4 of the respondents would like to keep their problem to themselves. This is one example of the diversification of the personalities of the CS-SBO officers. The next question was “As an officer of CS-SBO, I find it difficult to understand anyone who puts in minimal effort and doesn't seem to want to develop their skills I am happier if I am seen as the expert as far as my co-officers are concerned” 4 respondents said that they agree and 3 respondents are neutral and one of each respondents said he strongly agree, disagree and strongly disagree. The third question was “As an officer of CS-SBO, I am happier if I am seen as the expert as far as my co-officers are concerned” majority of the respondents said that they agree and three of them said that they disagree and one is neutral. Perhaps some of the officers take pride in their expertise when they get praised by their co-officers.
  • 31. I find it easy to empathize with the people that I lead Explaining myself to my co-officers is a waste of time I rarely offer feedback to my co-officers on how they can develop their skills Strongly Agree 0 0 0 Agree 4 2 3 Neutral 4 3 4 Disagree 1 3 2 Strongly Disagree 1 2 1 0 0.5 1 1.5 2 2.5 3 3.5 4 4.5 GRAPH 9.3 As an officer of CS-SBO: Graph 9.3 is a continuation of the series of questions that was asked to the respondent. The first question was “As an officer of CS-SBO, I find it easy to empathize with the people that I lead” again the respondents are divided, 4 of them said that they agree and the other 4 said they are neutral and only one of them each said disagree and strongly disagree. Some of them just can’t figure it out on how to empathize with the people that they lead. The next question was “As an officer of CS-SBO explaining myself to my co-officers are a waste of time” the respondents are once again divided, 3 each said that they disagree and neutral and the other 2 are agreed and strongly disagree. Perhaps the officers have their own way to express and explain themselves, others might like to talk others just can’t bother to say a single word. The last question is “As an officer of CS-SBO, I rarely offer feedback to my co-officers on how they can develop their skills” 4 of the respondents are neutral about this matter and 3 agrees and 2 other respondents disagrees while only 1 respondent strongly disagrees. Perhaps that the CS-SBO officers do have individual ways to give feedback to their co-officers maybe their focus on other things that is worth doing for rather than rubbing each backs.
  • 32. I find it difficult to praise my co- officers for a job well done Transparency is extremely important to me and I feel frustrated if I feel that information is being withheld from me Strongly Agree 1 0 Agree 4 5 Neutral 0 3 Disagree 2 1 Strongly Disagree 3 1 0 1 2 3 4 5 6 GRAPH 9.4 As an officer of CS-SBO: Graph 9.4 is a continuation of the series of questions that was asked to the respondent. The first question was “As an officer of CS-SBO, I find it difficult to praise my co-officers for a job well done” 4 of the respondents that they agree which mean they are having a hard time in praising a co-officer. While 3 respondents totally disagree and 2 disagree and lastly 1 respondent says that he strongly agrees. This result just shows that there are more officers who are having time to praise a co-officer for a job well done this just shows how personalities of the officers of CS-SBO differs for each other’s. The next question was “As an officer of CS-SBO Transparency is extremely important to me and I feel frustrated if I feel that information is being withheld from me” 5 respondent officers agrees and 3 are neutral and only 1 disagrees and strongly disagrees. There are more officers that is more transparent to their works and only a few of the officers conceal maybe they have a private personality and doesn’t like the idea of transparency in their organization.
  • 33. I believe that most of the time I can complete a task faster and to a higher standard than anyone in the organization I value every co-officers contribution equally Strongly Agree 0 3 Agree 6 6 Neutral 2 0 Disagree 1 1 Strongly Disagree 1 0 0 1 2 3 4 5 6 7 GRAPH 9.5 As an officer of CS-SBO: Graph 9.5 is a continuation of the series of questions that was asked to the respondent. The first question was “As an officer of CS-SBO, I believe that most of the time I can complete a task faster and to a higher standard than anyone in the organization” majority of the respondents agrees 6 of them saying that they can do things better without the help of others. While 2 of the respondents are neutral and 1 disagrees and strongly disagrees. Those officers that can do better without the others help might have a conceited personality or they really are good with those staff that they can do it better alone compared to those who can’t. The last question was “As an officer of CS-SBO, I value every co-officers contribution equally” majority of the officers said that they agree with it 6 respondents and 3 respondents saying that they strongly agree on that they are not biased and treat each other equally. Only 1 respondent officer said that he disagrees. The majority of the responding officers is really respect and gives credit to the efforts to their co-officers work for their organization the Computer Steadies Student Body Organization.
  • 34. Chapter 5 Summary, Conclusion and Recommendations This chapter deals of the summary, conclusion and implication of the findings. Recommendations are also presented as related to the focus. Summary This study has attempted to determine the influence of personality on leadership, communication and cooperative behavior of Computer Studies Student Body Organization in Capitol University. Specifically it seeks to answer the following problems 1. Does the personality of the officers affect the cooperative behavior in the organization? 2. How does personality affects the cooperative skills of the officers? 3. What kind of personality should a leader possess in order to build an effective Student Body Organization? It became necessary to reach an understanding about the nature of the organization. To provide for the possibility of distinguishing the key solution for the stated problems and perceived and measured as a viable component for the better understanding of each conflicts. ` There is only one version of a survey instrument were developed and answered by the respondents of the College of Computer Studies throughout the institution of Capitol University. All the respondents were asked to answer the questionnaire with what they think is the truth and belief. They were to identify their tendency to value each leadership, proper communication and each cooperative skill. In which if it does exist in the organization, the advisor were also asked to provide information about the organizations main problems. Through the use of the survey instrument developed for this study, data were collected which addressed the research problems posed in the first chapter of the research.
  • 35. Conclusion Based on the findings, the following conclusion and implication were drawn: Problem 1 “Does the personality of the officers affect the cooperative behavior in the organization?”  It is important to feel the cooperation, if unless gives a minimal participation that definitely affects each cooperation in the organization. Personality play the rule of pursuing themselves, since 60% answered “somehow” they felt a little bit uneasy of participating because they differ towards personality.  The respondents agree that personality must be joined with responsibility to perform.  The respondents never thought that explaining themselves could be a waste of time, but in some other ways not in all time they should and may rather even be the start of conflicts. Problem 2 “How personality does affects the cooperative skills of the officers?”  Through cooperation, distinguishing themselves that they are people oriented helps them fulfill the set goals and objective of the organization.  There are set of personality that affects trust and respect and the respondents thought about this as one important ability.  Even then, different personality affects cooperation especially when completing the assigned task.  The personality affects communication, leadership skills, personal opinion, belongingness, empathy, and rendering value to co-officers.
  • 36. Problem 3 “What kind of personality should a leader possess in order to build an effective Student Body Organization?”  They must possess extraversion, openness, agreeableness and conscientious when interacting within the department and organization.  A leader must have initiative, respectfulness, organized and confident when leading.  Must also be happier and tries to reach for each co-officer.  Do not find difficultness when praising co-officers for a job well done.  Transparency is also one factor to perform for better understanding.
  • 37. Recommendation Based on the conclusion gathered, the following recommendations are addressed:  The respondents should gain self-confident for the exertion of cooperation.  The respondents must not just agree for respectfulness but must be able to show it for less conflict, especially when explaining themselves.  The respondents must not compete with other co-officer, since they are in one organization with one goal and objective, instead they help one another.  The respondents must develop transparency for each personality that affects communication, leadership skills, personal opinion, belongingness, empathy, and rendering value to co-officers.  The respondents, as a leader must then possess extraversion, initiative, organized, openness, agreeableness and conscientious.
  • 38. APPENDICES SURVEY QUESTIONNAIRE CAPITOL UNIVERSITY Human Resource in Organization Age: __________ Course & Year: __________ Gender: _______ Date of Evaluation: _______ Dear respondents, This is a survey of the influence of personality on leadership, communication and cooperative behavior of computer studies student body organization. Your honest responses are highly appreciated for the reliability for our research. I. Instruction: Tick (✓) the best choice that best suits your answer. 1. Do you think that your personality as an officer affects your leadership, communication and cooperative behavior in your organization? YES SOMEHOW NO IDEA I DON’THINK SO 2. What kind of personality do you have as an officer of CS-SBO when you are with your co- officers? Extraversion: This trait includes characteristics such as excitability, sociability, talkativeness, assertiveness and high amounts of emotional expressiveness Agreeableness: This personality dimension includes attributes such as trust, altruism, kindness, affection, and other prosaically behaviors. Conscientiousness: Common features of this dimension include high levels of thoughtfulness, with good impulse control and goal-directed behaviors. Neuroticism: Individuals high in this trait tend to experience emotional instability, anxiety, moodiness, irritability, and sadness. Openness: This trait features characteristics such as imagination and insight.
  • 39. 3. Do you have any communication problems or are you having trouble in reaching up with your co-officers? YES SOMEHOW NO 3.1 If YES, do you think that affects your cooperative behavior towards your co-officers in your organization? YES SOMEHOW NO 4. What qualities and personality do you think that an officer of CS-SBO should have? Tick (✓) as many as you like Proactive Flexible Respectful Confident Enthusiastic Resourceful Organized Consistent Initiative Open to change 4.1 Do you think that you possess some of the qualities that you tick (question #4) as a leader of your collage and as one of the officers of the CS-SBO? YES SOMEHOW NO 5. Do you think that there is a feeling of cooperation in your organization despite that you all have different personalities in your organization as a CS-SBO officer? YES SOMEHOW NO IDEA I DON’THINK SO
  • 40. II. Instruction: Tick (✓) the box that best choice that best suits your answer. As an officer of CS-SBO: Strongly Agree Agree Neutral Disagree Strongly Disagree I view myself as a hands-on I think that I demonstrate high levels of initiative I think that I am more task oriented than people oriented My own personal points of view and beliefs are less important than those of co-officers It is important that co-officers trusts and respects me at all times I need to feel as though I belong If I am experiencing personal problems then I will share these with co-officers I find it difficult to understand anyone who puts in minimal effort and doesn't seem to want to develop their skills I am happier if I am seen as the expert as far as my co-officers are concerned I find it easy to empathize with the people that I lead Explaining myself to my co-officers is a waste of time I rarely offer feedback to my co officers on how they can develop their skills I find it difficult to praise my co-officers for a job well done Transparency is extremely important to me and I feel frustrated if I feel that information is being withheld from me I believe that most of the time I can complete a task faster and to a higher standard than anyone in the organization I value every co-officers contribution equally “Thank you for the time and effort for answering this survey questioner
  • 41. CURRICULUM VITAE Name: Augelyn C. Nacalaban Contact Number: 856-9256 Email Address: naugelynnatsume@yahoo.com Address: Corrales Ext. Brgy. Puntod, Cagayan de Oro City Age: 21 years old Date of Birth: November 6, 1992 Place of Birth: Cebu City Civil Status: Single Religion: Roman Catholic Educational Background Tertiary: Capitol University (SY: 2010-Present) Secondary: Misamis Oriental General Comprehensive High School (SY: 2006-2009) Elementary: City Central School (SY: 1999-2005) Motto: “You will never be happy unless not contented, with what you have and what you are. Be proud for you are the son of God.”
  • 42. CURRICULUM VITAE Name: Bryan Agustin B. Oculam Contact Number: +639363351718 Email Address: ryn.oculam@gmail.com Address: Brygy. 24, Osmeña Street, Cagayan de Oro City Age: 21 years old Date of Birth: August 25, 1992 Place of Birth: Cagayan de Oro City Civil Status: Single Religion: Roman Catholic Educational Background Tertiary: Capitol University (SY: 2013-2014) Secondary: Misamis Oriental General Comprehensive High School (SY: 2006-2009) Elementary: City Central School (SY: 1999-2005) Motto: "It is better to take the hardship of education than to taste the bitterness of ignorance."
  • 43. CURRICULUM VITAE Name: Prince O. Popera Contact Number: +639069002749 Email Address: ckprinzz67@yahoo.com Address: 1195 Barra, Macabalan Cagayan de Oro City Age: 20 years old Date of Birth: June 22, 1993 Place of Birth: Macabalan, Cagayan de Oro City Civil Status: Single Religion: Seventh Day Adventist Educational Background Tertiary: Capitol University (SY: 2011-Present) Secondary: Macabalan Nationa High School (SY: 2006-2010) Elementary: Macabalan National High School (SY: 2000-2006) Motto: “Well done is better than well said”
  • 44. CURRICULUM VITAE Name: Michelle Mae A. Pescalia Contact Number: +639066733226 Email Address: ba99.pescaliamichelle@gmail.com Address: Zone 1 Punta, Bonbon, Cagayan de Oro City Age: 23 years old Date of Birth: June 7, 1990 Place of Birth: Agora, Lapasan, Cagayan de Oro City Civil Status: Single Religion: Catholic Christian Educational Background Tertiary: Capitol University (SY: 2011-Present) Secondary: Misamis Oriental General Comprehensive High School (SY: 2003-2007) Elementary: Corrales Elementary School (SY: 1997-2003) Motto: “If you will never TRY the answer will always be NO.”
  • 45. CURRICULUM VITAE Name: Miraflor L. Reyes Contact Number: +639266092379 Email Address: aira_raken@yahoo.com Address: Camaman-an, Cagayan de Oro City Age: 19 years old Date of Birth: August 26, 1994 Place of Birth: Mambajao, Camiguin Civil Status: Single Religion: Roman Catholic Educational Background Tertiary: Capitol University (SY: 2011-Present) Secondary: Fatima College of Camiguin (SY: 2006-2010) Elementary: Fatima College of Camiguin (SY: 2000-2006) Motto: “All truly great thoughts are conceived by walking.”
  • 46. CURRICULUM VITAE Name: Trixia D. Quinquino Contact Number: +639068744338 Email Address: mexhia_26_4evr@yahoo.com Address: Casinglot Tagoloan, Misamis Oriental Age: 19 years old Date of Birth: February 13, 1995 Place of Birth: Casinglot Tagoloan, Misamis Oriental Civil Status: Single Religion: Roman Catholic Educational Background Tertiary: Capitol University (SY: 2011-Present) Secondary: Sacread Heart Academy, Bugo Cagayan de Oro City (SY: 2006-2010) Elementary: Bugo Central School Cagayan de Oro City (SY: 2000-2006) Motto: “Attempt the impossible in order to improve your work”
  • 47. CURRICULUM VITAE Name: Elsie A. Panisan Contact Number: +639168415656 Email Address: elsiepanisan24@gmail.com Address: Zone 4, Sarat Agusan Cagayan de Oro City Age: 25 years old Date of Birth: September 18, 1988 Place of Birth: Sarat Agusan, Cagayan de Oro City Civil Status: Single Religion: Catholic Christian Educational Background Tertiary: Capitol University (SY: 2011-Present) Secondary: Misamis Oriental General Comprehensive High School (SY: 2000-2004) Elementary: Agusan Elem School (SY: 1997-2000) Motto: “If others can do, why can’t I?”
  • 48. CURRICULUM VITAE Name: Annalee T. Sumile Contact Number: +639163148752 Email Address: annaleesumile@yahoo.com Address: Scions, Kauswagan, Cagayan De Oro City Age: 26 years old Date of Birth: December 21, 1987 Place of Birth: Naasag Mambajao, Camiguin Civil Status: Single Religion: Roman Catholic Educational Background Tertiary: Capitol University (2011-Present) Secondary: Fatima College of Camiguin (SY: 2000-2004) Elementary: Naasag Elementary School (SY: 1997-2000) Motto: “Contented with little, yet wishing for more”
  • 49. CURRICULUM VITAE Name: Marvie L. Quiem Contact Number: +639175487514 Email Address: marvie_quiem@yahoo.com Address: Camaman, Cagayan De Oro City Age: 20 years old Date of Birth: September 23, 1993 Place of Birth: Brgy. Indahag, Cagayan de Oro City Civil Status: Single Religion: Roman Catholic Educational Background Tertiary: Capitol University (2011-Present) Secondary: Indahag National High School (SY: 2006-2010) Elementary: Pualas Elementary School (SY: 2000-2006) Motto: “Don’t waste time”
  • 50. Bibliography (en.wikipedia.orgwiki/students_union) (http://www.wisegeek.org/what-is-the-role-of-personality-in-organizational-behavior.htm) (http://smallbusiness.chron.com/importance-personality-organization-14502.html) (http://www.dynamicfoundations.com/culture.htm) (http://www.ask.com/question/international-cooperation-definition) (http://en.wikipedia.org/wiki/Cooperation#Cooperative_systems) (http://en.wikipedia.org/wiki/Organizational_conflict) (http:// onlinelibrary .wiley.com/book/ 10.1002/ 9780470696712) (http://en.wikipedia.org/wiki/Religion#cite_note-5) (http://berkleycenter.georgetown.edu/resources/classroom/religion-and-conflict-case-studies) (http://www.deccanherald.com/content/102304/F) (http://www.colorado.edu/conflict/peace/example/sampson.htm)