Personality
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Personality dimension # 1: Need for stability. Personality dimension # 2: Extraversion. Personality dimension # 3: Openness. Personality dimension # 4: Agreeableness. Personality dimension # 5: ...

Personality dimension # 1: Need for stability. Personality dimension # 2: Extraversion. Personality dimension # 3: Openness. Personality dimension # 4: Agreeableness. Personality dimension # 5: Conscientiousness. Part # 6: How large a part of your personality is learned?

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Personality Personality Presentation Transcript

  • Personality
  • Personality dimension # 1Need for stabilityPersonality dimension # 2ExtraversionPersonality dimension # 3OpennessPersonality dimension # 4AgreeablenessPersonality dimension # 5ConscientiousnessPart # 6How large a part of your personality is learned?
  • Personalitydimension # 1Need for stability View slide
  • Personality with high score on need for stabilityPersonality traits Can be perceived as Excitable.  Easily irritated.  Short-tempered.  Has difficulty coping with stress.  Overreacting.  Unstable.  Insecure. View slide
  • Self development tips for people withhigh score on need for stability  Communicate emotions.  Drain the ”anger container.”Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personality with low score on need for stabilityPersonality traits Can be perceived as Calm.  Unconcerned. Emotionally stable.  Uninspiring. Not easily irritated.  Laid back. Copes well with stress.
  • Self development tips for people withlow score on need for stability Create a mental spreadsheet to highlight why something will work, and why it may not work.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personalitydimension # 2 Extraversion
  • Personality with high score on extraversionPersonality traits Can be perceived as Sociable.  Dominant. Gains energy by  Crushing debate. working / being with  Attention seeking. other people.  Too energetic. Prefers to talk and act.
  • Extraverted people don’t mind being the center of attention.Source: http://ipip.ori.org/newBigFive5broadKey.htm
  • Extraverted people tend to smile and wave.Sourcehttp://academicearth.org/lectures/personality-and-social-interaction-2-b, minute 5.
  • There is strong correlation between extraversion and individualism.SourcesHofstede, Geert: Cultures and Organizations, p. 114.http://www.psy.ed.ac.uk/people/awei/courses/folder.2008-11-03.1677181083/hofstede%20mccrae%20cros, p. 68-69, 73.
  • Extraversion relates to qualities of self confidence in social settings, assertiveness, and social involvement.Quelle: http://books.google.com/books?id=Fy9gXBgREtQC&pg=PA324&lpg=PA324&dq=social+competence+%22five+factor+model%22&source=bl&ots=lppSqReGKy&sig=JtFPbGY0N9QQRRi-YfvGPh31cBI&hl=en&ei=FgfXTMO2G4zvsgbG2-GPCA&sa=X&oi=book_result&ct=result&resnum=8&ved=0CEcQ6AEwBw#v=onepage&q=social%20competence%20%22five%20factor%20model%22&f=false
  • There is zero correlation between being the best talker and having the best ideas.SourceThe power of quiet.http://youtu.be/rUaj7rj6MI8
  • Sales revenue by levels of extraversionSourceAdam Grant, University of Pennsylvania.Pink, Daniel: To sell is human: The surprising truth about moving others, location 1108.http://www.amazon.de/Sell-Human-Surprising-Influencing-ebook/dp/B00AO3K05S/
  • Self development tips for people withhigh score on extraversion  Listen and show you have listened.  When talking, limit yourself to 4 sentences.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personality with low score on extraversionPersonality traits Can be perceived as Reserved.  Self absorbed. Gains energy by  Too introspective. being / working independently / alone. Prefers to be quiet, think / reflect, read, listen, watch, write, draw.
  • Self development tips for people with low score on extraversion  Create time-outs to recharge.  Find an object that reminds you to relax your face.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personalitydimension # 3 Openness
  • Personality with high score on opennessPersonality traits Can be perceived as Curious.  Unfocused. Creative.  Too complex. Preferring variety,  Too innovative. doing what is new.  Easily bored.
  • Openness is highly related to creativitySource:William Maddux. Living abroad makes you more creative. http://www.youtube.com/watch?v=aKcu_ztYCtk
  • Research has found links between multiculturalism and creativity. One broad theme in this emerging body of work is that exposure to different cultures offers access to diverse ideas, promotes openness to new perspectives, and helps people link apparently disparate ideas to generate new ones.Sourceshttp://www.hbs.edu/research/pdf/11-085.pdfAntonio, Chang, Hakuta, Kenny, Levin, & Milem, 2004.Cheng, Sanchez-Burks, & Lee, 2008. Leung & Chiu, 2008.Leung, Maddux, Galinsky, & Chiu, 2008. Maddux & Galinsky, 2009.
  • Study shows that people, who simultaneously identifiedwith their home and host cultures while abroad cameup with more ideas, and more unique ideas, than didtheir counterparts who identified with just one culture.Sourcehttp://blogs.wsj.com/atwork/2012/08/29/taking-a-job-overseas-do-it-right/
  • Various forms of multicultural exposure have been found to promote creativity. Maddux and Galinsky (2009) found evidence that living abroad and being immersed in a culture different from one’s own promotes creative problem solving.Source: http://www.hbs.edu/research/pdf/11-085.pdf
  • We expect that openness to experience will be a valid predictor of one of the performance criteria, training proficiency. We believe that such individuals are more likely to be motivated to learn upon entry into the training program and, consequently, are more likely to benefit from the training.Source:Barrick, Murray R. & Mount, Michael K.:The big five personality dimensions and job performance: A meta-analysis.http://areadocenti.eco.unicas.it/virili/old/ApprofondimentiCO/BarrickMount%20PP91%20The%20Big%20Five%20
  • Bloggers are open n = 89SourceGuadagno, R. E. et al. ”Who blogs? Personality predictors of blogging.” Computers in Human Behaviour, 2007.
  • Bloggers are open n = 278SourceGuadagno, R. E. et al. ”Who blogs? Personality predictors of blogging.” Computers in Human Behaviour, 2007.
  • Open Open Open Open Open OpenSourceFlorida, Richard: Who’s your city, p. 196.
  • Respondents in low power distance countries tended to score higher on openness to experience than in high power distance countries.Sourcehttp://www.psy.ed.ac.uk/people/awei/courses/folder.2008-11-03.1677181083/hofstede%20mccrae%20cross, p. 73.
  • Self development tips for people with high score on openness Regulate your bouts of creativity.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personality with low score on opennessPersonality traits Can be perceived as Pragmatic.  Closed-minded. Data driven.  Conventional.  Uncertainty avoidant.  Preferring routine.  Holding on to status quo.
  • Self development tips for people withlow score on openness Challenge yourself.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personalitydimension # 4Agreeableness
  • Personality with high score on agreeablenessPersonality traits Can be perceived as Collaboration minded.  Naïve. Compassionate.  Easy to manipulate. Interested in others’  Too considerate. needs.  Submissive. Trusts others.
  • In those occupations that involve frequent interaction or cooperation with others, we expect that two personality dimensions, extraversion and agreeableness, will be valid predictors.Source:Barrick, Murray R. & Mount, Michael K.:The big five personality dimensions and job performance: A meta-analysis.http://areadocenti.eco.unicas.it/virili/old/ApprofondimentiCO/BarrickMount%20PP91%20The%20Big%20Five%20personality%20dimensions%20and%20job%20performance%20-%20a%20meta-analysis.pdf
  • Study finds that agreeable workers earn significantly lower incomes than less agreeable ones. The gap is especially wide for men. Men who measured below average on agreeableness earned about 18% more - or USD 9,772 more annually in their sample - than nicer guys.Source:http://nd.edu/~cba/Nice--JPSPInPress.pdfhttp://online.wsj.com/article/SB10001424053111904823804576502763895892974.htmlThe researchers analyzed data collected over nearly 20 years from three different surveys, whichsampled roughly 10,000 workers comprising a wide range of professions, salaries and ages.
  • Self development tips for people withhigh score on agreeableness Change your mindset from ”I want to be liked” to ”I want to be perceived as fair”.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personality with low score on agreeablenessPersonality traits Can be perceived as Competition minded.  only interested in Challenging. own needs.  Self promoting.  Aggressive.  Uncaring.  Suspicious.  Untrustworthy.
  • Uncertainty avoidance is associated with lower subjective well-being and higher xenophobia suggesting less agreeable mindsets.Sourcehttp://www.psy.ed.ac.uk/people/awei/courses/folder.2008-11-03.1677181083/hofstede%20mccrae%20cross, p. 74.
  • Disagreeable people are not really interested in others and/or other people’s problems.Source: http://ipip.ori.org/newBigFive5broadKey.htm
  • Study found that customers who scored lower in agreeableness and lower in emotional stability were more influenced by the positive emotion of the staff.Sourcehttp://bps-research-digest.blogspot.ch/2012/09/when-sales-staff-smile-everyone-wins.html
  • Self development tips for people withlow score on agreeableness  Articulate what’s in it for others.  Use humor.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personalitydimension # 5 Conscien- tiousness
  • Personality with high score on conscientiousneesPersonality traits Can be perceived as Persistent.  Stubborn. Self disciplined.  Obsessive. Systematic.  Losing sight of the Thorough. big picture. Careful.  Risking to get a Orderly. burn-out.
  • Conscientuous people are always prepared.Source: http://ipip.ori.org/newBigFive5broadKey.htm
  • Examples of conscientious behaviour Arrive early or on time for meetings. Double check papers for spelling.Sourcehttp://www.ocf.berkeley.edu/~johnlab/pdfs/2008chapter.pdf p. 120.
  • Conscientiousness is associated with high power distance. Respondents from poor countries tended to describe themselves as more conscientious than those from wealthier countries.Sourcehttp://www.psy.ed.ac.uk/people/awei/courses/folder.2008-11-03.1677181083/hofstede%20mccrae%20cros, p. 74 and 80.
  • Conscientiuous people tend to be happier with themselves and do what they think is right according to the cultural context.Source: http://hbr.org/2011/07/the-unselfish-gene/ar/4
  • Self development tips for people withhigh score on conscientiousness Ask questions.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Personality with low score on conscientiousnessPersonality traits Can be perceived as Flexible.  Careless. Spontaneous.  Disorderly.  Sloppy.  Unreliable.
  • Self development tips for people withlow score on conscientiousness  Sleep on it before making a decision.  Consult a ”devil’s advocate”.Sourcehttp://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/
  • Part # 6How large a part ofyour personality is learned?
  • How large a part ofyour personality is learned? _____%How large a part ofyour personality is inherited? _____%
  • Personality traits are on average between 42% and 57% heritable.Source:Studies by Thomas Bouchard and Matt McGue.http://hbr.org/2011/07/the-unselfish-gene/ar/4
  • 6 creativity studies of identical twins show that 25% to 40% of what we do innovatively stems from genetics. That means that roughly 2/3 of our innovation skills come through learning.SourceDyer, Jeff; Gregersen, Hal & Christensen, Clayton M:“The Innovator’s DNA: Mastering the Five Skills of Disruptive Innovators.” Location 311.
  • Other sources related to the five factor model http://ipip.ori.org/newBigFive5broadKey.htm http://pages.uoregon.edu/sanjay/bigfive.html http://www.ocf.berkeley.edu/~johnlab/pdfs/2008chapter.pdf http://blogs.hbr.org/cs/2012/02/are_successful_people_nice.html http://sloanreview.mit.edu/the-magazine/2012-spring/53312/how-to-become-a-better-leader/ http://www.outofservice.com/bigfive/ http://www.123test.com/personality-test/ http://test.personality-project.org/survey/consentform.html http://drphil.com/shows/bigfivepersonalityquiz http://youtu.be/Ar1kEN_ZPNMhttp://books.google.com/books?id=Fy9gXBgREtQC&pg=PA324&lpg=PA324&dq=social+competence+%22five+factor+model%22&source=bl&ots=lppSqReGKy&sig=JtFPbGY0N9QQRRi-YfvGPh31cBI&hl=en&ei=FgfXTMO2G4zvsgbG2-GPCA&sa=X&oi=book_result&ct=result&resnum=8&ved=0CEcQ6AEwBw#v=onepage&q=social%20competence%20%22five%20factor%20model%22&f=false