SOCIOCENTRIC DIMENSION is defined as the need, desire, want , drive & motive for compassion, togetherness, friendliness, empathy and building relationships.
Listing the positive attributes of personalityJonayed Rousan
This document discusses positive and negative attributes of personality. It begins by defining personality and listing several perspectives on what constitutes personality from various scholars. It then lists 20 positive character traits including integrity, honesty, loyalty, respectfulness, responsibility, humility, compassion, fairness, forgiveness, authenticity, courageousness, generosity, perseverance, politeness, kindness, lovingness, optimism, reliability, conscientiousness, and self-discipline. It notes that developing these traits can improve life quality but be difficult. The document then lists 10 negative attributes that in moderation may have benefits, such as laziness, pessimism, thin skin, neuroticism, cynicism, distractedness, shyness, ego, selfish
U 2.3 ob bba-ii big five personality traits modelRai University
This document discusses the Big Five personality traits model. It describes the five traits - extraversion, negative affectivity, agreeableness, conscientiousness, and openness to experience. For each trait, it explains how managers who are high or low on that trait tend to behave and their effectiveness as managers depending on situational factors. The document also briefly mentions self-esteem as another important personality trait.
The document discusses personality from several perspectives. It defines personality as relatively stable patterns of thoughts, feelings and behaviors that distinguish individuals. It describes several theories of personality, including trait theory which breaks down behaviors into observable traits, and psychoanalytic theory which emphasizes unconscious determinants of behavior. It also discusses the Big Five model of personality and Freud's psychoanalytic concepts of the id, ego and superego.
This document discusses personality in organizational behavior. It defines personality as relatively stable patterns of behavior and internal states that explain individual tendencies. Personality has both internal elements like thoughts and genetics, and external observable behaviors. It is shaped by both heredity and environment. Understanding personality can help predict behaviors and manage diversity in organizations. Several major personality attributes are discussed like locus of control, Machiavellianism, risk-taking, and types A and B. Determinants of personality include heredity, environment, and situational factors. Personality theories can contribute to understanding individuals in the workplace.
Personality is shaped by biological and environmental factors as well as situational influences. It encompasses traits such as self-esteem, self-efficacy, self-monitoring, and locus of control. Self-esteem refers to a person's overall self-worth, while self-efficacy is their belief in their ability to complete a task. Self-monitoring measures how aware someone is of their own behavior and ability to adapt to situations. Locus of control indicates whether people believe they control their own outcomes or external forces do. Additionally, some personalities are type A, driven to achieve more quickly, or type B, more relaxed and less focused on accomplishments. Risk-taking and Machiavellianism also factor
Each personality type has its strengths and each has its weaknesses. No one personality type is better than another, although some types are suited to certain jobs, roles and positions than others.
This document discusses the foundations of personality. It defines personality as the unique embodiment of feelings and behaviors that make each individual who they are. It then outlines the main components that make up personality, including habits, attitudes, interests, values, principles, and mental capacity. The document provides examples for each component. It also discusses the aspects that make up an individual's personality, such as their mental, emotional, social, physical, moral, and spiritual aspects. Finally, it poses discussion questions about the significance of personality in personal, social, and professional life.
Listing the positive attributes of personalityJonayed Rousan
This document discusses positive and negative attributes of personality. It begins by defining personality and listing several perspectives on what constitutes personality from various scholars. It then lists 20 positive character traits including integrity, honesty, loyalty, respectfulness, responsibility, humility, compassion, fairness, forgiveness, authenticity, courageousness, generosity, perseverance, politeness, kindness, lovingness, optimism, reliability, conscientiousness, and self-discipline. It notes that developing these traits can improve life quality but be difficult. The document then lists 10 negative attributes that in moderation may have benefits, such as laziness, pessimism, thin skin, neuroticism, cynicism, distractedness, shyness, ego, selfish
U 2.3 ob bba-ii big five personality traits modelRai University
This document discusses the Big Five personality traits model. It describes the five traits - extraversion, negative affectivity, agreeableness, conscientiousness, and openness to experience. For each trait, it explains how managers who are high or low on that trait tend to behave and their effectiveness as managers depending on situational factors. The document also briefly mentions self-esteem as another important personality trait.
The document discusses personality from several perspectives. It defines personality as relatively stable patterns of thoughts, feelings and behaviors that distinguish individuals. It describes several theories of personality, including trait theory which breaks down behaviors into observable traits, and psychoanalytic theory which emphasizes unconscious determinants of behavior. It also discusses the Big Five model of personality and Freud's psychoanalytic concepts of the id, ego and superego.
This document discusses personality in organizational behavior. It defines personality as relatively stable patterns of behavior and internal states that explain individual tendencies. Personality has both internal elements like thoughts and genetics, and external observable behaviors. It is shaped by both heredity and environment. Understanding personality can help predict behaviors and manage diversity in organizations. Several major personality attributes are discussed like locus of control, Machiavellianism, risk-taking, and types A and B. Determinants of personality include heredity, environment, and situational factors. Personality theories can contribute to understanding individuals in the workplace.
Personality is shaped by biological and environmental factors as well as situational influences. It encompasses traits such as self-esteem, self-efficacy, self-monitoring, and locus of control. Self-esteem refers to a person's overall self-worth, while self-efficacy is their belief in their ability to complete a task. Self-monitoring measures how aware someone is of their own behavior and ability to adapt to situations. Locus of control indicates whether people believe they control their own outcomes or external forces do. Additionally, some personalities are type A, driven to achieve more quickly, or type B, more relaxed and less focused on accomplishments. Risk-taking and Machiavellianism also factor
Each personality type has its strengths and each has its weaknesses. No one personality type is better than another, although some types are suited to certain jobs, roles and positions than others.
This document discusses the foundations of personality. It defines personality as the unique embodiment of feelings and behaviors that make each individual who they are. It then outlines the main components that make up personality, including habits, attitudes, interests, values, principles, and mental capacity. The document provides examples for each component. It also discusses the aspects that make up an individual's personality, such as their mental, emotional, social, physical, moral, and spiritual aspects. Finally, it poses discussion questions about the significance of personality in personal, social, and professional life.
This document discusses various personality traits that can benefit employees and organizations in a corporate environment. It describes traits such as locus of control (internal vs. external), Type A personality (ambitious, impatient), self-efficacy (belief in one's abilities), self-monitoring (ability to adapt behaviors to situations), Machiavellianism (cunning and manipulation), and provides examples of CEOs who demonstrate these traits through their leadership successes. The document aims to show how certain personality dimensions are well-suited for business and can contribute to both individual and organizational achievement.
The document presents findings from a study of personality traits among staff members at Hotel Himalayan Horizon. Personality was assessed based on the Big Five model, which examines Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness. Surveys of 15 staff found most to be emotionally stable yet some easily irritated. Those in roles requiring interaction scored high in Extraversion. Most staff showed Openness and Agreeableness. Conscientiousness levels varied, with managers and front-line staff scoring highest. The study provided insights but was limited by not assessing all traits. Suggestions focus on personality fit and developing traits like stability, creativity, and appreciation.
The document discusses factors that influence personality, including heredity, environment, particular experiences, and culture. It describes personality as being shaped by a combination of these four determinants. Specifically, it notes that heredity influences personality through genetic traits inherited from parents, environment refers to one's physical surroundings, particular experiences encompass daily events, and culture includes traditions and social standards learned from one's community.
This document presents a summary of personality types and the personality traits that best suit a manager. It defines personality as the characteristics that form an individual's character. It describes the four main personality types as dominant, expressive, introverts, and relational. It then provides more details about each type. Finally, it discusses the personality traits of empathy, fairness, positivity, and accountability that are well-suited for managers to effectively lead employees.
Personality comes from many factors including one's emotional, behavioral, and attitudinal traits. Two major theories discussed are Erikson's psychosocial development theory and Freud's psychoanalytic theory. Erikson's theory outlines 8 stages from birth to old age focused on developing trust, autonomy, identity, intimacy and integrity. Freud's theory discusses personality structure, psychosexual development through oral, anal, phallic, latency and genital stages, and psychodynamics of unconscious desires. Both theories emphasize the importance of early childhood experiences in shaping one's personality.
The document defines personality as characteristic patterns of behavior and modes of thinking that determine how a person adjusts to their environment. It discusses the different components of personality, including physical and mental skills/abilities, as well as the social, private, and unconscious aspects. The document also examines the biological, common experience, and unique experience influences on personality development and lists several approaches to understanding personality, such as the trait, social learning, psychoanalytic, and phenomenological approaches. Personality results from an interaction between individual characteristics and environmental conditions and can be internally or externally controlled.
The document defines personality as the pattern of thoughts, feelings, behaviors, and adjustments that characterize a person's interactions with others and their environment. It is shaped by innate and acquired tendencies as well as biological, psychological, and social/cultural determinants from birth through life experiences. Personality predicts how people will react in different situations and is a stable organization that allows for dynamic adjustment over time.
Personality and soft skills development unit 1saloni kalra
The document discusses definitions of personality from early psychology. It defines personality as the total picture of an individual's organized behavior that can be characterized consistently by others. Personality refers to both internal characteristics like thoughts as well as external behaviors. It is influenced by both heredity and environment. The personality pattern is determined by a person's concept of self and combination of traits. Development of personality is influenced by heredity, early family experiences, and events outside the home.
The document discusses the formation of personality according to a sociology presentation. It identifies four main aspects that shape personality: childhood experiences, the role of parents, schooling, and the role of religion. Childhood experiences are formative because they affect behavior and personality in adulthood. The relationship with parents also greatly impacts personality development since parents are usually a child's first teachers. Schooling plays a role in shaping personality through what is taught about right and wrong, and behaviors. Finally, one's religion can affect personality through the values and teachings acquired from it.
Personal And Professional Development boaraileeanne
The document discusses personality development and its relationship to human relations. It defines personality as a mask or characteristics that impress others. Personality development refers to sequential changes in physical, intellectual, character, temperament, social, and spiritual aspects of a person. It also discusses myths about personality, psychodynamics of personality involving the id, ego and superego, objectives of personality enhancement, and agents that influence development like family, school, peers and media. The theories of development include quantitative stages defined by age and qualitative stages defined by maturity levels. It outlines aspects of personality such as physical, intellectual, moral, temperamental, social and spiritual.
Personality development is essential to grow in career or business; this ppt depicts following topics
Personality definition
Traits
Good personality
Personality development
Hurdles in development
Good manager
Organisation culture
Earthsoft Foundation of Guidance (EFG) is working as an NGO/NPO for students - Education & Career
guidance and for Professionals for soft skills enhancements. I am working on speading , sharing
knowledge; experience globally.It has uploaded important presentations at http://myefg.in/downloads.aspx.
Also https://dl.dropbox.com/u/83265908/Links-events.xls has links for all ppt files.
Read http://tl.gd/jm1gh5
Be mentor using your education, knowledge & experience to contribute for a social cause & do conduct
free training/ workshop seeking help of existing platforms like rotary,etc
Kindly spread to your friends.Thank you!
- Earthsoft Foundation of Guidance
Let us make earth little softer..
This document discusses several personality traits relevant to organizational behavior:
1) Core self-evaluation refers to how positively or negatively one views themselves, with positive self-evaluation linked to better job performance and negative views linked to poorer performance.
2) Machiavellianism describes pragmatic, emotionally distant individuals who believe the ends justify the means and can be manipulative to achieve power and influence, flourishing with direct interaction and minimal rules.
3) Narcissism involves arrogance and entitlement where people need excessive admiration but are less effective in their jobs.
This document discusses mental health, personality types, and their characteristics. It defines mental health as a state of well-being where one can cope with stress and work productively. Good mental health includes positive self-esteem, sense of belonging, purpose, and outlook. Personality is influenced by heredity and environment and determines one's reactions. Type A personalities are urgent, competitive multitaskers prone to heart disease. Type B are patient and relaxed. Type C deny emotions and are overly nice while Type D are distressed with negative emotions and inhibition.
This document discusses personality development and defines personality. It provides definitions of personality from Munn and Allport. It outlines the factors that influence personality development, including heredity, environment, birth order, culture and situation. It also describes Sheldon's three body types (endomorphic, mesomorphic, ectomorphic) and their associated personality traits. Finally, it notes the role of nurses in personality development and tips to improve personality.
The document discusses personality from several perspectives:
1. It provides definitions of personality as patterns of behavior, thought, and adjustment to the environment.
2. It lists attributes of people with good personalities such as good manners, integrity, trustworthiness, and discipline.
3. It describes Freud's model of personality structure consisting of the id, ego, and superego that aim to balance desires, reality, and morality.
4. It also discusses trait theory involving common and personal traits, and Roger's self theory involving self-concept, image, and control in determining behavior.
Mahmood Qasim slides on Personality for Organizational Behavior studentsMahmood Qasim
This document discusses key concepts related to personality including:
- Personality is influenced by both nature (heredity) and nurture (environment/socialization).
- There are five major personality traits known as the "Big Five" - Conscientiousness, Emotional Stability, Agreeableness, Extraversion, and Openness to Experience.
- Attitudes are tendencies to respond positively or negatively to people, objects or ideas and consist of beliefs, values, and behaviors. Job satisfaction and organizational commitment are important attitudes.
- Factors like fairness, values, beliefs and disposition determine job satisfaction while commitment involves emotional, continuance, and normative components. Enhancing satisfaction and commitment can benefit employee
This document discusses various aspects of personality development and public relations. It provides an overview of personality development, noting that personality is shaped by both inherent and environmental factors from a young age. Several theories of personality and development are mentioned. Public relations is then discussed as focusing on enhancing an organization's image through various communication channels, rather than being an inherent part of one's personality. The document provides examples of how both personality development and public relations strategies are implemented.
This document discusses factors that shape personality, including heredity, environment, and culture. It describes how personality is influenced by biological factors like genetics, physical development, and hormone activity. Environmental factors like family, culture, social roles, and social interactions also impact personality development from a young age. Children learn behaviors and values from their family and culture that shape their sense of self and how they interact with others.
Personality is defined as the sum total of ways an individual reacts and interacts with others. It is influenced by factors such as age, heredity, family environment, and situational factors. Family, culture, and individual experiences shape personality through socialization processes like modeling behaviors from parents and others. Personality traits such as locus of control, self-esteem, risk-taking tendencies, and types A vs. B personalities further influence how individuals behave in organizations.
There are three components that make up self-concept: self-image, self-esteem, and ideal self. Self-image is influenced by parental influences, friends, and media, and can be investigated using tests like the Twenty Statements Test. Self-esteem involves self-evaluation and can be either positive or negative. An ideal self may not match a person's actual experiences, creating incongruence. Understanding all three components provides insight into a person.
This document discusses personality in three main sections:
1. It defines personality as individual differences in thinking, feeling, and behaving, and focuses on understanding both individual traits and how a person's traits combine.
2. It outlines several major theories of personality including trait theory, psychodynamic theory, humanistic theory, and an integrative approach. It also describes the "Big Five" personality traits.
3. It discusses several personality characteristics relevant to organizations, such as locus of control, self-efficacy, self-esteem, self-monitoring, positive/negative affect, and how situations can influence personality expression.
This document discusses various personality traits that can benefit employees and organizations in a corporate environment. It describes traits such as locus of control (internal vs. external), Type A personality (ambitious, impatient), self-efficacy (belief in one's abilities), self-monitoring (ability to adapt behaviors to situations), Machiavellianism (cunning and manipulation), and provides examples of CEOs who demonstrate these traits through their leadership successes. The document aims to show how certain personality dimensions are well-suited for business and can contribute to both individual and organizational achievement.
The document presents findings from a study of personality traits among staff members at Hotel Himalayan Horizon. Personality was assessed based on the Big Five model, which examines Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness. Surveys of 15 staff found most to be emotionally stable yet some easily irritated. Those in roles requiring interaction scored high in Extraversion. Most staff showed Openness and Agreeableness. Conscientiousness levels varied, with managers and front-line staff scoring highest. The study provided insights but was limited by not assessing all traits. Suggestions focus on personality fit and developing traits like stability, creativity, and appreciation.
The document discusses factors that influence personality, including heredity, environment, particular experiences, and culture. It describes personality as being shaped by a combination of these four determinants. Specifically, it notes that heredity influences personality through genetic traits inherited from parents, environment refers to one's physical surroundings, particular experiences encompass daily events, and culture includes traditions and social standards learned from one's community.
This document presents a summary of personality types and the personality traits that best suit a manager. It defines personality as the characteristics that form an individual's character. It describes the four main personality types as dominant, expressive, introverts, and relational. It then provides more details about each type. Finally, it discusses the personality traits of empathy, fairness, positivity, and accountability that are well-suited for managers to effectively lead employees.
Personality comes from many factors including one's emotional, behavioral, and attitudinal traits. Two major theories discussed are Erikson's psychosocial development theory and Freud's psychoanalytic theory. Erikson's theory outlines 8 stages from birth to old age focused on developing trust, autonomy, identity, intimacy and integrity. Freud's theory discusses personality structure, psychosexual development through oral, anal, phallic, latency and genital stages, and psychodynamics of unconscious desires. Both theories emphasize the importance of early childhood experiences in shaping one's personality.
The document defines personality as characteristic patterns of behavior and modes of thinking that determine how a person adjusts to their environment. It discusses the different components of personality, including physical and mental skills/abilities, as well as the social, private, and unconscious aspects. The document also examines the biological, common experience, and unique experience influences on personality development and lists several approaches to understanding personality, such as the trait, social learning, psychoanalytic, and phenomenological approaches. Personality results from an interaction between individual characteristics and environmental conditions and can be internally or externally controlled.
The document defines personality as the pattern of thoughts, feelings, behaviors, and adjustments that characterize a person's interactions with others and their environment. It is shaped by innate and acquired tendencies as well as biological, psychological, and social/cultural determinants from birth through life experiences. Personality predicts how people will react in different situations and is a stable organization that allows for dynamic adjustment over time.
Personality and soft skills development unit 1saloni kalra
The document discusses definitions of personality from early psychology. It defines personality as the total picture of an individual's organized behavior that can be characterized consistently by others. Personality refers to both internal characteristics like thoughts as well as external behaviors. It is influenced by both heredity and environment. The personality pattern is determined by a person's concept of self and combination of traits. Development of personality is influenced by heredity, early family experiences, and events outside the home.
The document discusses the formation of personality according to a sociology presentation. It identifies four main aspects that shape personality: childhood experiences, the role of parents, schooling, and the role of religion. Childhood experiences are formative because they affect behavior and personality in adulthood. The relationship with parents also greatly impacts personality development since parents are usually a child's first teachers. Schooling plays a role in shaping personality through what is taught about right and wrong, and behaviors. Finally, one's religion can affect personality through the values and teachings acquired from it.
Personal And Professional Development boaraileeanne
The document discusses personality development and its relationship to human relations. It defines personality as a mask or characteristics that impress others. Personality development refers to sequential changes in physical, intellectual, character, temperament, social, and spiritual aspects of a person. It also discusses myths about personality, psychodynamics of personality involving the id, ego and superego, objectives of personality enhancement, and agents that influence development like family, school, peers and media. The theories of development include quantitative stages defined by age and qualitative stages defined by maturity levels. It outlines aspects of personality such as physical, intellectual, moral, temperamental, social and spiritual.
Personality development is essential to grow in career or business; this ppt depicts following topics
Personality definition
Traits
Good personality
Personality development
Hurdles in development
Good manager
Organisation culture
Earthsoft Foundation of Guidance (EFG) is working as an NGO/NPO for students - Education & Career
guidance and for Professionals for soft skills enhancements. I am working on speading , sharing
knowledge; experience globally.It has uploaded important presentations at http://myefg.in/downloads.aspx.
Also https://dl.dropbox.com/u/83265908/Links-events.xls has links for all ppt files.
Read http://tl.gd/jm1gh5
Be mentor using your education, knowledge & experience to contribute for a social cause & do conduct
free training/ workshop seeking help of existing platforms like rotary,etc
Kindly spread to your friends.Thank you!
- Earthsoft Foundation of Guidance
Let us make earth little softer..
This document discusses several personality traits relevant to organizational behavior:
1) Core self-evaluation refers to how positively or negatively one views themselves, with positive self-evaluation linked to better job performance and negative views linked to poorer performance.
2) Machiavellianism describes pragmatic, emotionally distant individuals who believe the ends justify the means and can be manipulative to achieve power and influence, flourishing with direct interaction and minimal rules.
3) Narcissism involves arrogance and entitlement where people need excessive admiration but are less effective in their jobs.
This document discusses mental health, personality types, and their characteristics. It defines mental health as a state of well-being where one can cope with stress and work productively. Good mental health includes positive self-esteem, sense of belonging, purpose, and outlook. Personality is influenced by heredity and environment and determines one's reactions. Type A personalities are urgent, competitive multitaskers prone to heart disease. Type B are patient and relaxed. Type C deny emotions and are overly nice while Type D are distressed with negative emotions and inhibition.
This document discusses personality development and defines personality. It provides definitions of personality from Munn and Allport. It outlines the factors that influence personality development, including heredity, environment, birth order, culture and situation. It also describes Sheldon's three body types (endomorphic, mesomorphic, ectomorphic) and their associated personality traits. Finally, it notes the role of nurses in personality development and tips to improve personality.
The document discusses personality from several perspectives:
1. It provides definitions of personality as patterns of behavior, thought, and adjustment to the environment.
2. It lists attributes of people with good personalities such as good manners, integrity, trustworthiness, and discipline.
3. It describes Freud's model of personality structure consisting of the id, ego, and superego that aim to balance desires, reality, and morality.
4. It also discusses trait theory involving common and personal traits, and Roger's self theory involving self-concept, image, and control in determining behavior.
Mahmood Qasim slides on Personality for Organizational Behavior studentsMahmood Qasim
This document discusses key concepts related to personality including:
- Personality is influenced by both nature (heredity) and nurture (environment/socialization).
- There are five major personality traits known as the "Big Five" - Conscientiousness, Emotional Stability, Agreeableness, Extraversion, and Openness to Experience.
- Attitudes are tendencies to respond positively or negatively to people, objects or ideas and consist of beliefs, values, and behaviors. Job satisfaction and organizational commitment are important attitudes.
- Factors like fairness, values, beliefs and disposition determine job satisfaction while commitment involves emotional, continuance, and normative components. Enhancing satisfaction and commitment can benefit employee
This document discusses various aspects of personality development and public relations. It provides an overview of personality development, noting that personality is shaped by both inherent and environmental factors from a young age. Several theories of personality and development are mentioned. Public relations is then discussed as focusing on enhancing an organization's image through various communication channels, rather than being an inherent part of one's personality. The document provides examples of how both personality development and public relations strategies are implemented.
This document discusses factors that shape personality, including heredity, environment, and culture. It describes how personality is influenced by biological factors like genetics, physical development, and hormone activity. Environmental factors like family, culture, social roles, and social interactions also impact personality development from a young age. Children learn behaviors and values from their family and culture that shape their sense of self and how they interact with others.
Personality is defined as the sum total of ways an individual reacts and interacts with others. It is influenced by factors such as age, heredity, family environment, and situational factors. Family, culture, and individual experiences shape personality through socialization processes like modeling behaviors from parents and others. Personality traits such as locus of control, self-esteem, risk-taking tendencies, and types A vs. B personalities further influence how individuals behave in organizations.
There are three components that make up self-concept: self-image, self-esteem, and ideal self. Self-image is influenced by parental influences, friends, and media, and can be investigated using tests like the Twenty Statements Test. Self-esteem involves self-evaluation and can be either positive or negative. An ideal self may not match a person's actual experiences, creating incongruence. Understanding all three components provides insight into a person.
This document discusses personality in three main sections:
1. It defines personality as individual differences in thinking, feeling, and behaving, and focuses on understanding both individual traits and how a person's traits combine.
2. It outlines several major theories of personality including trait theory, psychodynamic theory, humanistic theory, and an integrative approach. It also describes the "Big Five" personality traits.
3. It discusses several personality characteristics relevant to organizations, such as locus of control, self-efficacy, self-esteem, self-monitoring, positive/negative affect, and how situations can influence personality expression.
The document discusses various topics related to gender, sexuality, and relationships. It begins by defining key terms like gender, sexuality, and psychosocial. It then discusses three psychological domains - affective, behavior, and cognition. It explores concepts like self-awareness, intimacy, socialization, and different types of love. Specifically, it outlines Sternberg's triangular theory of love and describes the primary types (eros, ludus, storge) and secondary types (agape, mania, pragma) of love. It also discusses Chapman's five love languages - words of affirmation, quality time, physical touch, acts of service, and receiving gifts.
What is Personality, Basics of Personalityanilbhatt49
Personality is an important topic as it enables us to understand what might work best for our personality type and can give us new ideas to solve problems and face challenges in life by dealing with stress, coping with conflict, and managing our work.
Person to person relationship in contextSasi Vignesh
This document discusses relationships and emotions. It defines relationships and emotional intelligence, and explains how effective communication is important for successful relationships. It then describes different types of relationships like friendships, romantic relationships, and dysfunctional relationships. It also discusses emotions in relationships, expressing and suppressing feelings, and resolving conflicts in relationships. Finally, it provides tips for handling feelings effectively in relationships through assertive communication.
Personality is defined as a relatively stable set of characteristics that influence behavior and interactions with others. It is determined by heredity, environment, situation, culture, and family background. Major theories of personality include trait theory, psychodynamic theory, humanistic theory, and the integrative approach. The Myers-Briggs Type Indicator assesses four traits to classify individuals into one of 16 personality types. The Big Five model describes five broad personality traits: extroversion, agreeableness, conscientiousness, emotional stability, and openness to experience. Trait theories posit that personality traits are stable over time and across situations and can be used to predict behavior.
Personality is defined as an individual's characteristic patterns of thought, emotion, and behavior. It is determined by heredity, culture, social factors, and family background. The structure of personality includes the id, ego, and superego. Self-esteem is one's feelings about oneself and is portrayed through behavior, confidence, and flexibility. There are many personality traits that can be positive like helpfulness or negative like arrogance. The Big Five model categorizes major personality traits as openness, conscientiousness, extraversion, agreeableness, and neuroticism.
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined in terms of its characteristics and sub-traits. The Big Five aims to capture differences between individuals and was originally derived in 1970 through analyzing data from personality surveys. It is now widely accepted in the scientific community for studying how personality changes over time and relates to other variables.
This document discusses various aspects of self and personality. It defines self as the totality of an individual's conscious experiences, thoughts, and feelings about themselves. Self has two identities - personal identity involving personal qualities and social identity linking a person to social or cultural groups. Cognitive aspects of self like self-esteem, self-efficacy, and self-regulation are explained. Culture also influences aspects of self, with individualistic Western cultures versus more collectivistic Indian cultures. Personality is defined as characteristic ways of responding across situations over time. Approaches to studying personality like types, traits, and psychodynamic are summarized along with various theories in each approach.
1) The document discusses several theories of personality including traits, psychodynamic, and social learning theories. It also discusses types of personalities such as introverted vs extroverted.
2) Common personality characteristics and traits are discussed, including those identified by Cattell and Eysenck. Methods for measuring personality include structured tests and projective tests.
3) Individual differences in personality are important to consider because they can affect job performance, teamwork, training needs, and conflict. Understanding personality types and traits can help manage people effectively.
The document discusses personality models, focusing on the Big Five personality model. It describes the Big Five dimensions as openness to experience, conscientiousness, agreeableness, extraversion, and neuroticism. Each dimension is defined and its characteristics are outlined, including traits associated with high and low levels. The history of the Big Five model is reviewed, noting it was originally derived in the 1970s by analyzing data from personality surveys.
This document discusses personality and values. It defines personality as the sum total of ways an individual reacts and interacts with others, including their traits, moods, attitudes, and style of thinking. Personality is shaped by heredity, environment, and situation. There are several methods of measuring personality, including self-reporting surveys, observer ratings, and projective tests like the Rorschach inkblot test and Thematic Apperception Test. Values represent what is desirable to an individual and influence behavior. Values are classified using the Rokeach Value Survey into terminal and instrumental values. Personality and values impact workplace behaviors and should be considered for person-organization fit.
This document discusses personality, intelligence, and leadership. It defines personality as distinct qualities possessed by an individual that are relatively stable. Intelligence is defined as the ability to learn, adapt to new environments, and think abstractly. Gardner's theory of multiple intelligences identifies nine types including linguistic, logical-mathematical, spatial, bodily-kinetic, musical, interpersonal, intrapersonal, naturalist, and existential. Leadership qualities include identification with the group, superiority over others in the group, and knowledge of group psychology. Effective leaders are dynamic, flexible, plan well and foster the development of leadership in others through education.
Ob ppt-personality-henry-ford-case-f-g-section-8-9-augPooja Sakhla
The document discusses personality from several perspectives. It defines personality and describes key theories about its determinants including heredity, environment, and situation. It also summarizes major approaches to understanding personality like the psychoanalytic, trait, humanistic, and social-cognitive perspectives. Specific concepts discussed include defense mechanisms, the Big Five model of traits, locus of control, Machiavellianism, self-esteem, self-monitoring, and risk-taking.
This document provides an overview of personality and personality disorders. It defines personality as consisting of habitual behaviors and qualities that distinguish individuals. Personality is influenced by both inherited temperament and environmental experiences. The document discusses the "Big Five" personality traits and defines personality disorders as inflexible and maladaptive variations of these traits. It describes the three clusters of personality disorders in the DSM-IV (clusters A, B and C) and provides examples of disorders within each cluster such as paranoid, antisocial, and dependent personality disorders. Biological and psychodynamic theories of the development of personality and disorders are also summarized.
Personality can be defined as the sum total of ways in which an individual interacts with others and reacts to situations. It accounts for consistent patterns of behavior and stability over time. Personality is influenced by biological, family, social, and situational factors and can be understood through traits, types, and theories. Key personality types include introvert/extrovert and theories include psychoanalytic, trait, social learning, and self-concept approaches.
Organizational Behaviour: Different types of PersonalityIfthikar Ahmed
Personality can be understood from several perspectives. Freud's psychoanalytic perspective views personality as being influenced by unconscious motivations from the id, ego, and superego. Trait theories see personality consisting of stable dimensions or traits. The Big Five model identifies the key traits of extraversion, agreeableness, conscientiousness, neuroticism, and openness. Myers-Briggs Type Indicator assesses preferences on scales of extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. Environmental and social factors also influence personality based on social learning and cognitive theories. Personality can be assessed through self-report measures and influences behaviors in organizations and career choices.
Ob ppt personality & henry ford case f & g section, 8 & 9 aug (1)Pooja Sakhla
Personality can be summarized in 3 sentences:
Personality is defined as the unique psychological qualities of an individual that influence behaviors and interactions with others. There are several theories that seek to describe personality, including trait theory which describes personality in terms of stable dimensions or traits, and psychoanalytic theory which emphasizes unconscious motivations and drives. Understanding personality can provide insight into how individuals are likely to behave in different situations.
Similar to Kykology sociocentric dimension of the integrated model of personality (20)
This document discusses the positive and negative aspects of human personality. It states that personality is made up of a "goodself" consisting of positive behaviors, and a "lesser self" consisting of negative behaviors. The ratio of these aspects can vary between individuals and even identical twins due to genetic differences and environmental influences. Knowing one's natural strengths and weaknesses as well as how one's personality has been shaped by experiences allows for personal growth and self-actualization.
Premises and dimensions of kykology personality profilingBernard Ah Thau Tan
The document presents the KYKO model, a unified grand theory of personality. It was named to honor Lao Tze and Sun Tzu. The model consists of 5 premises that describe how human personality lies on continuums of assertiveness/passiveness, sociability/asociality, conventionalism/liberalism, and complexity/simplicity. Based on these premises, a five dimensional model was established to measure self-actualization, egocentric, social, conventional/realistic, and complexity traits. The goal of the KYKO model is to provide a scientific framework called KYKOLOGY to understand personality and ensure successful interactions and achievements.
The fable of the six blind men of Hindustani inspired the development of the Unified Grand Theory of Personality based on multiple theoretical constructs to predict human differences more accurately.
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Coronavirus infection occurs when virus-containing droplets land on and enter the mouth, nose, eyes, ears, or skin, attacking organs. To protect oneself, wear a mask to cover the nose and mouth, goggles and ear plugs to protect the eyes and ears, and spray sanitizer on exposed skin and clothes. Maintain social distancing and boost the immune system.
The technology of knowing your innate and nurture self to enable you to see your true self more accurately and to help you to grow your potentials and self-actualize to become a fully functioning person.
Contemporary personality assessment tests are useful for predicting simple people's personalities whose behaviour patterns are constant and persistent in various situations and from time to time. They will experience problems in reading complex humans whose behaviour patterns vary or fluctuate with different people, situations and times.
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The document discusses how matching employees' work styles and personalities to the right jobs can improve work satisfaction, reduce turnover, increase productivity and boost company profits. It introduces different work styles like conceptual, directive, altruistic, practical/hands-on, cognitive, creative, administrative and enterprising. Each work style is further defined based on preferences and levels from high to low. Examples are also given on how to match work styles to career fields like business management, education, hospitality, marketing and STEM. The overall aim is to assist organizations in fitting employees to suitable roles.
Limitations of contemporarily personality profile assessment and how kyko add...Bernard Ah Thau Tan
Content:
Limitation1 –Designing Personality Profiling instruments based on one or two theoretical constructs
Limitation 2: Predictability is limited to observable behavior
Limitation 3 – It is not inclusive of all Psychological Traits and Characteristics
Limitation 4 - Putting a number on the typology of personality
Limitation 5 – Assuming that our behavior patterns are constant and unaffected by the environment
Limitation 6 – Inaccuracy in Interpretation of Personality
Limitation 7 -To limit the interpretation of personality to positive traits only
Limitation 8 – To assume that human beings are simple and their behavioral patterns are recognizable, predictable and are consistently persistent between situations and across time
Limitation 9 – the use of polar traits, type nouns and adjectival descriptor
Limitation 10 – Limited Usage of personality profile.
Teori-teori perilaku mengklasifikasikan sifat-sifat manusia menggunakan analisis faktor untuk mengenal pasti dimensi asas keperibadian. Ia menyediakan kaedah saintifik untuk mengkategorikan sifat tetapi tidak dapat menjelaskan penyesuaian tingkah laku atau proses psikologi di sebaliknya.
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This document discusses how KYKO assesses candidates for self-actualization, which includes their achievement, growth, fulfillment, ethics, and reasonableness. Candidates are given a Likert scale assessment in these areas and categorized as having high, fairly high, average, below average, or low self-actualization. Those with high or fairly high scores are strongly or generally recommended for hiring, while those with low scores are not recommended. By hiring candidates with high self-actualization, it will create a favorable work environment that motivates employees and leads to organizational success.
The document discusses different leadership styles including achievement-oriented, autocratic, bureaucratic, democratic, laissez-faire, servant, situational, transactional, and transformational. Each style has pros and cons depending on the situation and type of followers. An effective leader adapts their style to the specific people and circumstances rather than relying on only one rigid approach.
How different personality theories explain human differences Bernard Ah Thau Tan
The document discusses how six personality theories - psychodynamic, behaviorism, humanism, biological, traits, and social cognitive - can help explain the different reactions of Ali, Shawn, and Peter to seeing a snake in a garden. Ali panicked, Shawn played with the snake, and Peter killed it. Each theory offers explanations for their behaviors, such as psychodynamic theories pointing to past experiences, behaviorsit theories to learned responses, and biological theories to inherited traits. The document concludes by saying an integrated approach using all six theories can help interpret human differences more comprehensively.
Aggression - Applied Social Psychology - Psychology SuperNotesPsychoTech Services
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Covey says most people look for quick fixes. They see a big success and want to know how he did it, believing (and hoping) they can do the same following a quick bullet list.
But real change, the author says, comes not from the outside in, but from the inside out. And the most fundamental way of changing yourself is through a paradigm shift.
That paradigm shift is a new way of looking at the world. The 7 Habits of Highly Effective People presents an approach to effectiveness based on character and principles.
The first three habits indeed deal with yourself because it all starts with you. The first three habits move you from dependence from the world to the independence of making your own world.
Habits 4, 5 and 6 are about people and relationships. The will move you from independence to interdependence. Such, cooperating to achieve more than you could have by yourself.
The last habit, habit number 7, focuses on continuous growth and improvement.
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Stealth attraction for mens gets her with your wordsichettrisagar95
My article gives a set of techniques used by men to subtly and effectively attract women without overtly displaying their intentions. It involves using non-verbal cues, body language, and subtle psychological tactics to create intrigue and build attraction. The goal is to appear confident, mysterious, and charismatic while maintaining an air of mystery that piques the interest of the person you are trying to attract. This approach emphasizes subtlety and finesse in communication and interaction to create a powerful and lasting impression.
This presentation delves into the core principles of personality development as taught by Tim Han. Understand the importance of self-awareness, goal setting, and maintaining a positive attitude. Gain valuable tips on improving communication skills and developing emotional intelligence. Tim Han’s practical advice and holistic approach will help you embark on a transformative journey towards becoming your best self.
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6. Overt/Observable Vs Covert/Hidden Behavior
Observable/Overt behaviors are actions performed by human beings
that can be seen and measured.
Hidden/Covert behaviors are inner states/mental processes such as
needs, wants ,desires, motives which cannot be observed.
7. KYKOLOGY Personality Assessment Tools measure the Overt and
Covert Behavior of the Integrated Five Dimensional Model of
Personality
9. KYKOLOGY is inclusive of all character/psychological traits of the
Sociocentric Personality
10. SOCIOCENTRIC DIMENSION
Defined as the need, desire, want , drive &
motive for
Compassion
Togetherness
Friendliness
Empathy
Relationships
HIGH SOCIOCENTRIC TRAITS LOW SOCIOCENTRIC TRAITS
• Teamwork
• Affectionate
• Concern about others’
well being
• Friendly
• Relationship oriented
• Enjoy talking with
others
• Prefer working alone
• Shallow well for feelings
• Lack empathy
• Unconcern about
others’ welfare
• Guarded
• Reserved
12. Personality Factors of the Low Sociocentric Dimension
Uncompassionate Aloof Unfriendly
Low Empathy
Fragile
Relationship
13. Interpreting the Traits and Types of the High and Low of
the sub-dimensions of Sociocentric Personality
This presentation explains the traits and types of the high and low of
the sub-dimensions of Sociocentric Personality .
Note that the types and traits of the Fairly High, Moderate, and Fairly
Low Sociocentric Personality will not be touched.
14. Personality Factor 1 of High Sociocentric – Compassion
Compassion - Feelings of pity, sympathy, understanding, and concern for
someone who is suffering.
15. Human Personality lies in the continuum of relatively
compassionate and uncompassionate
Compassionate Uncompassionate
Magnitude/Intensity
Compassionate - Fairly Compassionate - Moderate Compassionate
Fairly Uncompassionate - Uncompassionate
16. Types and Traits of Compassionate Personality
Types:
The Altruist – The Affectionate – The Caregiver – The Kind Soul
TraitsSelfless
Love
Charitable
Humane
Care
17. Types and Traits of Uncompassionate Personality
Types:
Self-Centered – The Unaffectionate – Couldn’t Care Less Pitiless
TraitsThoughtless
Detached
Uncharitable
Pitiless
Uncaring
18. Personality Factor 2 of High Sociocentric –
Togetherness
Togetherness- The spirit of belongingness, companionship, affinity and
affiliation to a group of people
Image
19. Human Personality lies in the continuum of relatively
togetherness and individualistic
Togetherness Individualistic
Magnitude/Intensity
Good team spirit - Fairly good team spirit - Moderate team spirit
Fairly Individualistic - Individualistic
20. Types and Traits of Togetherness Personality
Types:
Collaborator– Team Player – Associate – Colleague
TraitsSharing
Cooperating
Group Work
Belongingness
Synergy
21. Types and Traits of Individualistic Personality
TraitsSecluded
Detached
Aloof
Reserved
Privacy
Types:
Solitary Impersonal Inhibited Lonely
22. Personality Factor 3 of High Sociocentric -
Friendliness
Friendliness – The quality or state of being friendly, warm, kind and
pleasant to others
23. Human Personality lies in the continuum of relatively
Friendly and Unfriendly
Friendly Unfriendly
Magnitude/Intensity
Friendly - Fairly Friendly - Moderately Friendly - Fairly Unfriendly - Unfriendly
24. Types and Traits of Friendly Personality
Types:
Buddy– Partner–– Companion Pal
TraitsLikable
Amiable
Intimate
Warm -
hearted
Affable
25. Types and Traits of Unfriendly Personality
Types:
Hostile Forbidding Irritable Cold-Hearted
TraitsAppalling
Unpleasant
Exasperating
Annoying
Loathsome
26. Personality Factor 4 of High Sociocentric -
Empathy
Empathy – The ability to share someone else's feelings or experiences
by imagining what it would be like to be in that person's situation.
27. Human Personality lies in the continuum of High
Empathy and Low Empathy
High Empathy Low Empathy
Magnitude/Intensity
High Empathy - Fairly High Empathy - Moderate Empathy
Fairly Low Empathy - Low Empathy
28. Types and Traits of High Empathy Personality
Types:
Empath Emotional Discern Understanding
TraitsRecognize
Concerns
Insightful
Perceive
Detect
29. Types and Traits of Low Empathy Personality
Types:
Insensitive Unemotional Unbothered Heartless
TraitsRuthless
Stone-hearted
Unconcerned
Insensitive
Unaffected
30. Personality Factor 5 of High Sociocentric -
Building Relationship
Building Relationship- The ability to connect, establish, develop a strong
and lasting relationship with others
31. Human Personality lies in the continuum of relatively
Capable of Building Relationship and Incapable of
Building Relationships
Strong Relationships Weak Relationship
Magnitude/Intensity
Strong Relationship – Fairly Strong Relationship – Moderate Relationship-
Fairly Weak Relationship – Weak Relationship
32. Types and Traits of Strong Relationship Personality
Types: Close Solid Deep Everlasting
TraitsDeep
Everlasting
Build
Relationship
Close
Solid
33. Types and Traits of Weak Relationship Personality
Types: Distance Fragile Shallow Detached
TraitsDistance
Shallow
Detached
Superficial
Fragile
34. Measurement of Sociocentric Dimension
KYKOLOGY measures the magnitude of the sub-dimensions of
Sociocentricity on the Likert Scale of “Very much Like me” to “Not Like
me” It is impossible for two people to get the same score for five
dimensions its factors. By classifying the typology based on the scores
on the Likert Scale, the typology of personality is infinite.
35. Table of Typology of Sociocentric Personality
Sociocentric Sub-Dimensions
High
Sociocentric
(HSO)
Fairly High
Sociocentric
(FSO)
Average
Sociocentric
(ESO)
Fairly Low
Sociocentric (BSO)
Low
Sociocentric
(LSO)
Compassionate Sympathetic Fairly
Sympathetic
Averagely
Sympathetic
Fairly
Unsympathetic
Unsympatheti
Togetherness Team Player Fairly Good
Team Player
Average Team
Player
Fairly Weak Team
Player
Weak Team
Player
Friendliness
Warm Hearted
Fairly Warm
Hearted
Moderately
Warm Hearted
Fairly Cold-
Hearted Cold-Hearted
Empathy Sensitive Quite Sensitive Averagely
Sensitive
Fairly Insensitive Insensitive
Building Relationships Strong
Relationships
Fairly Strong
Relationships
Average in
Building
Relationships
Fairly Fragile
Relationships
Fragile
Relationships
36. Methodology
The same methodology can be used to interpret the following
personality and its factors:
Self-Actualization Egocentric Security Complexity
37. To find out more about KYKOLOGY contact us at
KYKO Profiling Solutions Sdn. Bhd.
Email: mrcsbt@gmail.com.
Editor's Notes
Ladies and Gentlemen. Welcome to my presentation on the interpretation of Sociocentric Personality
Premise: Human Personality lies in the continuum of relatively social and asocial
Sociocentric is defined as the needs, wants and desire for love, care, affiliation, belongingness, warm, empathy relationship, social interactions and acceptance.
The personality factors are derived from the definition of the Sococentric Dimension
This presentation explains the traits and types of the high and low of the sub-dimensions of Sociocentric Personality
Note that the types and traits of the Fairly High, Moderate, and Fairly Low Sociocentric Personality will not be touched.
Personality Factors/Sub-Dimensions of High Egocentric 1 – Self-Confidence defined as the belief in the powers and abilities of oneself to face the challenges, obstacles, difficulties and odds along their way
KYKOLOGY measures the magnitude of Sociocentric personality on the Likert Scale of “Very much Like me” to “Not Like me”
From its score , the magnitude is identified. They are High Sociocentric, , Fairly High Sociocentric, , Moderate Sociocentric,
, Fairly - Low Sociocentric, and Low Sociocentric
.
Let’s start with a description of a caring personality. They are like Mother Theresa, kind, loving, and unselfish. They dedicate their lives to the well-being of the poor and the unfortunate. Such a personality is known as a caregiver, altruist or the compassionate type.
KYKOLOGY measures the magnitude of Sociocentric personality on the Likert Scale of “Very much Like me” to “Not Like me”
From its score , the magnitude is identified. They are High Sociocentric, , Fairly High Sociocentric, , Moderate Sociocentric,
, Fairly - Low Sociocentric, and Low Sociocentric
.
Let’s start with a description of a caring personality. They are like Mother Theresa, kind, loving, and unselfish. They dedicate their lives to the well-being of the poor and the unfortunate. Such a personality is known as a caregiver, altruist or the compassionate type.
KYKOLOGY measures the magnitude of Sociocentric personality on the Likert Scale of “Very much Like me” to “Not Like me”
From its score , the magnitude is identified. They are High Sociocentric, , Fairly High Sociocentric, , Moderate Sociocentric,
, Fairly - Low Sociocentric, and Low Sociocentric
.
KYKOLOGY measures the magnitude of Sociocentric personality on the Likert Scale of “Very much Like me” to “Not Like me”
From its score , the magnitude is identified. They are High Sociocentric, , Fairly High Sociocentric, , Moderate Sociocentric,
, Fairly - Low Sociocentric, and Low Sociocentric
.
Here is an example of the interpretation of the traits of Sociocentric and its sub-dimensions. Notice the codes of the magnitude of Sociocentricity (HSO, FSO , ESO, BSO, LSO). Its interpretation is the conversion of codes into of text as seen in the diagram.
KYKOLOGY measures the magnitude of Sociocentric personality on the Likert Scale of “Very much Like me” to “Not Like me”
From its score , the magnitude is identified. They are High Sociocentric, , Fairly High Sociocentric, , Moderate Sociocentric,
, Fairly - Low Sociocentric, and Low Sociocentric
.
To find out more about KYKOLOGY contact
KYKO Profiling Solutions Sdn. Bhd.
Email: mrcsbt@gmail.com.