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This document discusses personality types and introduces the "Big Five" model of personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. It encourages the reader to reflect on their own personality by taking a 30-minute test that assesses these five dimensions. After taking the test, the reader is prompted to consider what they learned about themselves, whether anything surprised them, and what they need to feel comfortable in their environment.
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Edit goalsetting yourpersonality
This document discusses personality types and encourages the reader to take a personality test. It begins by noting that personality can influence how others perceive us. It then outlines the five broad dimensions that make up personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Each dimension is defined. The document concludes by asking the reader to take an online personality test and reflect on what they learn about themselves from the results.
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Personality is shaped by heredity, environment, and situation. It can be understood by analyzing one's behaviors, personality traits, attitudes, and perceptions. Developing self-awareness provides many benefits and allows one to understand themselves and how they relate to others. Gaining self-awareness involves self-analysis, seeking feedback from others, self-disclosure, having diverse experiences, and increasing emotional intelligence. Lack of self-awareness can lead to poor decisions and issues in personal and professional life.
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This document discusses personality types and encourages the reader to take a personality test. It begins by noting that personality can influence how others perceive us. It then outlines the five broad dimensions that make up personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism. Each dimension is defined. The document concludes by asking the reader to take an online personality test and reflect on what they learn about themselves from the results.
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Personality is shaped by heredity, environment, and situation. It can be understood by analyzing one's behaviors, personality traits, attitudes, and perceptions. Developing self-awareness provides many benefits and allows one to understand themselves and how they relate to others. Gaining self-awareness involves self-analysis, seeking feedback from others, self-disclosure, having diverse experiences, and increasing emotional intelligence. Lack of self-awareness can lead to poor decisions and issues in personal and professional life.
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Personality is defined as the unique characteristics that make up an individual, including thoughts, feelings, and behaviors. An individual's personality is determined by heredity, environment, and situations. Self-awareness involves understanding one's own personality traits, motivations, and how these impact interactions with others. Gaining self-awareness can be achieved through self-analysis, self-disclosure, and experiencing diverse situations. Core personality traits include extraversion, agreeableness, emotional stability, conscientiousness, and openness. Developing a positive personality involves traits like accepting responsibility, choosing words carefully, and practicing empathy. Generating good ideas is important, and ideas should be treated with care, respect, and protected
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We can describe the personality as follows.If it‘s simply defined Personality is the comparatively permanent set of psychological attributes that tell the difference one person from another
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Physiological determinant
Psychological determinant
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This document discusses personality and individual differences. It defines personality as relatively enduring patterns of thinking, feeling and behaving. The key determinants of personality are nature (biological factors like genes) and nurture (environmental influences like parenting). Research has identified five major personality factors called the Big Five: emotional stability, agreeableness, extraversion, conscientiousness and openness. These factors influence behaviors in work settings. Other traits like locus of control, self-monitoring and self-esteem also impact work performance and satisfaction. The document contrasts Type A and Type B personalities, noting Type A's competitiveness can help productivity but hinder relationships.
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This document provides an individual's Emergenetics profile, which analyzes their behavioral and thinking attributes.
The behavioral attributes bar chart shows the individual scores in the 45th percentile for Expressiveness, 44th percentile for Assertiveness, and 75th percentile for Flexibility compared to their gender.
The thinking attributes pie chart indicates the individual's preferences are 23% Conceptual, 30% Analytical, 25% Structural, and 23% Social.
The profile provides insight into the individual's natural strengths and preferences to help them understand themselves and how they can best operate and interact with others.
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The document discusses Carl Jung's theory of personality types, which proposes that people can be categorized into 16 types based on their preferences in four dimensions: extroversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. It provides an overview of each of the 16 types, describing their key traits and strengths/weaknesses. While personality types are usually referred to by their dominant preferences, the document notes that people exhibit traits from multiple types and no one is defined entirely by their type.
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This document discusses the concept of personality development. It defines personality development as the process of developing and enhancing one's personality traits over time. Some key points made are:
- Personality development helps individuals gain confidence and improves communication skills.
- Both internal factors like heredity and hormones, and external factors like family, school, and media influence personality.
- The "Big Five" model describes the main personality traits as openness, conscientiousness, extraversion vs introversion, agreeableness, and neuroticism.
- Myers-Briggs Type Indicator (MBTI) is a common tool that assesses preferences in how people perceive information and make decisions.
Section I Your Dimension ResultsThis section will explain how y.docx
Section I: Your Dimension Results
This section will explain how you scored on each of the four dimensions of personality.
You May Be an Extravert or an Introvert
Your score was right on the borderline for the Extraversion vs. Introversion dimension. We can't say for sure what your style is for this dimension of personality.
This dimension describes how you manage your energy. Have a look at both styles below, and see if you can get a sense of which is a better fit for you.
Extraverts are energized by interacting and engaging with other people. They approach the outside world enthusiastically and look for opportunities to experience the thrills and excitement of life. They enjoy:
· Interacting with people
· Being in busy surroundings
· Engaging with the outside world
· Expressing thoughts and feelings
· Being noticed by others
· Stimulation and activity
Introverts are energized by being quiet, reflective, and calm. They maintain a distance from the outside world and prefer to conserve their energy rather than expend a lot of effort seeking excitement. They enjoy:
· Contemplating ideas and experiences
· Being in calm surroundings
· Exploring a subject in depth
· Reflecting on thoughts or feelings
· Maintaining distance and privacy
· Quiet and solitude
You May Be an Intuitive or a Sensor
Your score was right on the borderline for the Intuition vs. Sensing dimension. We can't say for sure what your style is for this dimension of personality.
This dimension describes how you process information. Have a look at both styles below, and see if you can get a sense of which describes you best.
Sensors process information in a concrete, realistic way. They focus on observing and recalling facts, experiences, and details. They like to focus on:
· Observing sights, sounds, sensations
· Noticing details
· Experiencing the present moment
· Concrete, provable facts
· Realism and practicality
· Knowledge from past experience
Intuitives process information in an abstract, imaginative way. They focus on ideas and concepts that cannot be directly observed. They like to focus on:
· Observing patterns and connections
· Interpreting meaning
· Imagining potential
· Ideas and concepts
· Innovation and creativity
· Possibilities for the future
You Are a Feeler
Your values style is Feeling (in contrast with Thinking). This dimension describes your orientation to personal values.
Feelers value empathy, cooperation and compassion. They believe that everyone has a responsibility to take care of those around them. They are concerned with:
· Acting out their ideals
· Engaging their emotions
· Considering the impact on people
· Seeking harmony and appreciation
· Serving others
· Making authentic decisions
You Are a Judger
Your self-management style is Judging (in contrast with Perceiving). This dimension describes how you organize your life.
Judgers like structure and order. They keep organized and plan ahead, resist distractions, and.
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Personality development study material by mr zeeshan nicks
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0 edit realistic_expectations
The document provides information and advice for someone going abroad for an exchange project with AIESEC, including that they will live in various accommodations depending on location, should put in effort at their project while respecting local rules and conditions, and may need to adjust expectations as changes can occur but the experience depends on being open-minded, flexible and cooperative. AIESEC will do their best to help with situations and the individual should know where to get help during their unique experience abroad.
Edit goalsetting start_values
This document provides instructions for a self-reflection exercise to help individuals identify their core values. The exercise involves identifying three key domains of one's life, listing nine values for each domain, prioritizing the values from most to least important, and consolidating the top values from each domain to determine five overall core values. Completing this process of self-reflection on values helps provide self-awareness and set goals.
Edit goalsetting goalsetting
This document provides guidance on setting goals for an exchange abroad experience. It instructs the reader to write a letter to themselves answering questions about their feelings around departing for their exchange, their motivations and expectations, how they hope to impact others during their stay, any insecurities they have, and how to overcome those insecurities to make the most of their experience abroad. The purpose is to help the reader gain self-knowledge and identify clear goals at the start of their journey.
Edit goalsetting applyyourknowledge
The document discusses the Johari window model and how it can help someone during a stay abroad. It prompts the reader to reflect on their core values and how they influence daily life. It also encourages thinking about what is known and unknown to others. The reader is asked to fill out the Johari window graphic and consider behaviors or values in each area, including past feedback that revealed blind spots. The document suggests using the model to improve communication effectiveness while abroad.
Edit flexibility and ambiguity tolerance
This document discusses the comfort zone model and how stepping outside one's comfort zone can increase intercultural competencies. It defines the comfort zone, stress zone, and panic zone and provides scenarios involving cultural situations that may induce stress or panic, such as a marriage proposal in Egypt, slaughtering an animal in Tanzania, or sharing living quarters with strangers in Romania. The goal is to have participants reflect on how comfortable or stressed they would feel in each scenario to illustrate how tolerance for ambiguity can be developed by experiencing other cultures.
Culture clashs
Culture clashes occur when two different cultures interact and their values and customs conflict, often resulting in misunderstandings and conflicts. It is important to understand one's own comfort zones and values to recognize why certain intercultural situations cause stress or panic. While stepping out of one's comfort zone into a new culture can be difficult, it is worthwhile to gain cultural understanding and learn more about oneself.
Comfort zone model
The document describes the comfort zone model, which identifies three psychological zones: the comfort zone, where a person feels familiar and in control; the stressing zone, where actions have uncertain outcomes and one is learning new things; and the panic zone, where one experiences total unfamiliarity and the instinct is to escape. It notes that stepping out of one's comfort zone allows one to learn and increase intercultural competencies by facing new situations.
Flexibility and ambiguity tolerance
This document discusses flexibility and ambiguity tolerance. It aims to help people understand the comfort zone model and what it means to be flexible. The agenda includes exploring the comfort zone model and discussing culture clashes.
Flexibility and ambiguity tolerance
This document discusses flexibility and ambiguity tolerance. It aims to help people understand their comfort zone and what it means to be flexible. The agenda includes exploring the comfort zone model and discussing culture clashes.
Questions for you
The document discusses the culture of the Albatrosians and what can be learned from it. It notes that in their culture, women have a higher position than men and are more closely connected to the earth. Only women are allowed to remove their shoes and kneel on the earth. When eating, men must wash themselves first and eat/drink first to ensure the food is safe. The Albatrosian society appreciates silence, seriousness, and is peaceful, open to foreigners and tolerant. Their ceremonies stem from tradition and are considered very normal within their culture. The document encourages understanding that one's own culture influences observations and that what is normal differs across cultures.
Quality Case Guidelines
This document outlines the 6 phase emergency guideline for AIESEC members facing issues while abroad. It instructs members to first try resolving small issues with local project leaders, then involving AIESEC representatives in both home and host countries. If still unresolved, the home country committee lead will communicate with national support teams, who may contact the member for more details. As a last resort, complex issues are escalated to AIESEC International. Members are advised to stick to this guideline and involve their buddy for clarification, first trying to solve issues locally before broader escalation. Cultural differences between countries are noted.
Standards & Satisfaction
The document outlines the support system for AIESEC interns, including responsibilities of the hosting and home entities. The hosting entity is responsible for logistics like assisting with visas, airport pickup, and departure. They also provide details on the job placement, including duration, location, and requirements. The hosting entity helps find accommodation and provides information on basic living costs. The home entity assists with insurance and explains the purpose and expectations of the program to help prepare interns for their experience.
XPP
This document outlines the responsibilities of various parties in an international internship exchange program organized by AIESEC. It discusses the responsibilities of the exchange participant, as well as the local committees that will host and send the participant. The hosting local committee agrees to support the participant by assisting with housing, banking, registration, and checking on their safety and integration. Reasons for ending a match or realization are also described, such as failure to submit documents on time or dangerous situations. The participant is advised to inform themselves of visa requirements, costs of living, and working conditions in the host country.
LCP - Basics - Functional Knowledge - 06 hr operations output
The document discusses the key aspects of HR Operations for an organization, including:
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2) Preselection and Selection involving clear criteria, interviews, setting expectations and matching candidates to jobs.
3) Allocation which is the process of matching members to open jobs.
4) Induction including activities like NICos and kickoffs to onboard new members.
5) Talent Development focusing on functions, soft skills training, and continued education.
LCP - Basics - Functional Knowledge - 05 outgoing exchange operations output
This document discusses operations related to outgoing exchange programs and setting expectations for participants. It addresses the need to consider all relevant points and arguments when preparing participants. The document also mentions human resources operations and members.
LCP - Basics - Functional Knowledge - 04 incoming exchange operations output
The document discusses various aspects of exchange operations including market segmentation, trainee sales matching, delivery, reception, raising trainees, and partner management. It provides details on activities like market analysis, clustering analysis, knowing customers and products, fulfilling requirements, communications, and collecting feedback. The overall document seems to outline the different processes involved in managing an international exchange program from start to finish.
LCP - Basics - Functional Knowledge - 03 general timeline output
The document outlines a general timeline for various activities from September through August, including member recruitment and selection, exchange program (EP) recruitment and matching, raising funds for an international grant initiative (iGIP), and producing management reports. Key months involve preparing for and conducting member recruitment in the fall, matching EPs and allocating members in the winter, and facilitating transitions in the summer and fall.
LCP - Basics - Functional Knowledge - 02 why and what output
Basic functional knowledge for LCPs is relevant for several reasons:
1) It helps in developing an LC strategy, participating in discussions, and providing an external perspective.
2) It increases credibility when tracking projects properly.
3) It defines areas like finance, exchange programs, recruitment, projects, branding, processes, and infrastructure that LCPs are involved with.
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Edit goalsetting yourpersonality
- 1. Your Personality You already thought about your values and traits that may have an influence on other people’s perception of you. We would like to encourage you to now think more deeply about your personality: What you like, how you act and behave etc.
- 2. The Big Five Personality traits can be boiled down to five broad dimensions of personality, regardless of language or culture. The five dimensions were derived by asking thousands of people hundreds of questions and then analysing the data. The dimensions are: openness, conscientiousness, extraversion, agreeableness and neuroticism.
- 3. Definition Openness: (inventive/curious vs. consistent/cautious). Openness reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety a person has. It is also described as the extent to which a person is imaginative or independent, and depicts a personal preference for a variety of activities over a strict routine. Conscientiousness: (efficient/organized vs. easy-going/careless). A tendency to be organized and dependable, show self-discipline, act dutifully, aim for achievement, and prefer planned rather than spontaneous behaviour. Extraversion: (outgoing/energetic vs. solitary/reserved). Energy, positive emotions, assertiveness, sociability and the tendency to seek stimulation in the company of others, and talkativeness. Agreeableness: (friendly/compassionate vs. analytical/detached). A tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. It is also a measure of one's trusting and helpful nature, and whether a person is generally well tempered or not. Neuroticism: (sensitive/nervous vs. secure/confident). The tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, and vulnerability. Neuroticism also refers to the degree of emotional stability and impulse control.
- 4. The Test We would kindly ask you now to open a new window/tab and visit the link which is shown under this presentation. It is important that you read the starting page and agree to the written statements. The test will take around 30 minutes.
- 5. Ask yourself after reading the results What did you become more aware of? What did surprise you? What do you need to feel well in your environment?