Describe the various personality traits that affect how managers think, feel and behave.

1. Describe the various personality traits that affect how managers think, feel and behave
Jordan Tabaranza Loberanes II-B
Personality traits bring a number of differences to work. It is also affect how managers
think, feel and behave.
According to Roberts, B. W., Walton, K. E., & Viechtbauer, W. (2006) that if personality
is stable, does this mean that it does not change? You probably remember how you have changed
and evolved as a result of your own life experiences, parenting style and attention you have
received in early childhood, successes and failures you experienced over the course of your life,
and other life events. In fact, personality does change over long periods of time whereas
openness to new experiences tends to decline as we age.
But in 1993 Barrick, M. R., & Mount, M. K. researched that at work, we have a job to do
and a role to perform. Therefore, our behavior may be more strongly affected by what is
expected of us, as opposed to how we want to behave. Especially in jobs that involve a lot of
autonomy, or freedom, personality tends to exert a strong influence on work behavior.
I agree to Roberts, B.W., K,E.e & Viechbaver that personality depends in our
experiences. I myself experienced to become a leader in an organization particularly in PYAP
organization or Pag-asa Youth Association of the Philippines and I am very thankful because
through this experience I boost my self confidence I am now confident to talk in front of many
people, I am now patient in many ways. I also agree to Barrick, M. R., & Mount, M. K.that a
behavior may be more strongly affected by what is expected of us. Yes indeed, I experienced to
facilitate an event I should perform or do the tasks that was given because many people who’s
involved to an event are counting in me. I was so pressured and nervous at the same time but I
have the eagerness to do my job well and thanks to God that I performed the task very well and
organized.
Barrick, M. R., & Mount, M. K. (1991) point out that openness is the degree to which a
person is curious, original, intellectual, creative, and open to new ideas. People high in openness
seem to thrive in situations that require flexibility and learning new things. They are highly
motivated to learn new skills, and they do well in training settings.
Wanberg, C. R., & Kammeyer-Mueller, J. D. (2000) explained that when you have the
quality or the Big Five Personality traits you also have an advantage when you enter into a new
organization. Your open-mindedness leads them to seek a lot of information and feedback about
how they are doing and to build relationships, which leads to quicker adjustment to the new job.
Barrick, M. R., & Mount, M. K. and Wanberg, C. R., & Kammeyer-Mueller, J. D. shared
the same idea about open-mindedness people. I am also an open minded person and I believed

2. that it is my advantage to others when I enter to a new organization or when I apply to a job
someday. Through this personality I have learned and appreciate a lot of things. When I
experienced to become a leader I really encourage my sub-ordinates to share their ideas because
I’m a type of leader who is open to new ideas, an ideas of others not just in my own ideas
because I know in myself that it can help to make our organization effectively.
According to Dunn,W.S.Mount, M. K. & Ones, D. S. (1995) that conscientiousness refers
to the degree to which a person is organized, systematic, punctual, achievement-oriented, and
dependable. Conscientiousness is the one personality trait that uniformly predicts how high a
person’s performance will be across a variety of occupations and jobs. In fact, conscientiousness
is the trait most desired by recruiters, and highly conscientious applicants tend to succeed in
interviews.
But in 2002 Judge, T. A., & Ilies, R that once they are hired, conscientious people not
only tend to perform well, but they also have higher levels of motivation to perform, lower levels
of turnover, lower levels of absenteeism, and higher levels of safety performance at work and
also highly conscientious people are more likely to start their own business compared with those
who are not conscientious, and their firms have longer survival rates.
Now I know that a conscientious personality can lead to a brighter tomorrow. As of now,
I know in myself that I’m not a type of person who is conscientious. I am very thankful to the
author because I have learned and realized that I should develop this kind of personality because
through this personality I can now have the confidence to the interviews someday.
Thus, personality is the unique, relatively stable pattern of feelings, thoughts, and
behavior that each managerial action displays.

3. References:
http://en.wikipedia.org/wiki/Image:Cup_or_faces_paradox.svg
Social cognition and social perception. Annual Review of Psychology, 38, 369–425;
Behaviour Research and Therapy, 33, 171.
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http://highered.mheducation.com/sites/007111548x/student_view0/chapter2/chapter_outline.
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