Like extroverts, introverts’ characteristics can vary some, but are seemingly similar: reflective, tend to keep mainly to themselves, and are seemingly misunderstood ("The Myers”). Introverts are Thoughtful Think of the soft spoken people you know, the one that usually observe rather than speak in a group discussion; and when they do have something to say, its pretty obvious they put thought into their opinion and come off as intelligent or clever. The reason they seem so, though, is because the less they say, the more they think. They tend to soak up everything that has been said, think on it, then share their opinion. Author and psychologist Marti Laney states "Extraverts think we have answers but just aren't giving them.
Open individuals are willing to entertain novel ideas and unconventional values and they experience both positive and negative emotions more keenly than do closed individuals. On the other hand, individuals low on this dimension are close-minded, routine-oriented, uninterested, conventional in behaviour and conservative in outlook. They do not prefer to entertain new ideas and their emotional responses are somewhat muted. (3) Agreeableness (A): The agreeable person is altruistic, empathic, warm, friendly, cooperative, trusting, courteous and tactful. While, disagreeable person is egocentric, unfriendly, competitive rather than cooperative, suspicious and
Next Conscientiousness, tend to be self-disciplined ,perseverant and careful. As workers, they tend to be responsible, achievement-oriented and task-focused. They may not work well in fluid situations where quick decisions and execution of work is needed / where spontaneity is important. They might be seen as overly concerned with unimportant details. Lastly, openness to experience.
Further, I am a very well organized and reliable individual. It perceives me as a fun-loving extravert, who enjoys the company of others. I am viewed as good natured, forgiving, sympathetic and courteous and one who is not particularly calm or nervous.
Article 1: Work engagement, performance, and active learning: The role of conscientiousness Conscientiousness is one of the Big Five Personality Traits. An individual considered to be conscientious is careful, hardworking, and goal oriented. A study by Bakker, Demerouti and ten Brummelhuis (2012) critically examined how work engagement, work performance and active learning could be meticulously moderated by an individual’s conscientiousness. The aim of this study was to qualify the extent to which conscientiousness moderates the relationship between work engagement and job performance. The researchers hypothesised that there is a positive relationship between engagement and performance when employees possess high conscientiousness.
Eysenck preferred to work with a broad three dimensional picture, whereas Cattell believed that working with a larger number of traits, a more accurate perception of personality is obtained (Hampson, 1988). Eysenck’s strategy of looking for broad themes to categorize groups of traits was admired by other psychologists, but it was also recognized that his dimensions didn 't exhaust the full range of personality characteristics (McCrae & John, 1992). Through investigation of the validity of Cattell and Eysenck’s structures of personality however, researchers made a monumental discovery in personality theory; the Five Factor model of Personality (Fehriinger,
Introverts despite all the misjudgment, is proving that introverts are also can be a great leader than extrovert in some way. Some characteristics that the introvert is possessing are in fact can be a great tool for them in becoming a great leader, such as a great listener, calm and assuring demeanor, focus, and also humility and modesty. These traits are what the extrovert is sometimes do not possess. In the end, each one have their own advantages and disadvantages, and with this indicate that introvert are equally as great leader as extrovert. And as quoted from Criss Jami “In an extroverted society, the difference between an introvert and an extrovert is that an introvert is often unconsciously deemed guilty until proven innocent.” (2012).
Conscientiousness is associated with being orderly, organized, productive and efficient. Conscientiousness people are goal-oriented and they plan well in striving toward their missions (Costa & McCrae as cited in Dollinger, 1995). Besides, high-conscientious individuals tend to trust more that they are doing well than they truly are (Colquitt & Simmering, 1998). People high in conscientiousness are talented, proficient, and thoughtful (Costa, McCrae & Dye, 1991). Therefore, a person who is highly competent and motivated towards excellence is more inclined to lead others and shows leadership qualities (Costa et al., 1991).
It is the personality trait, negatively related to Psychoticism and along with Conscientiousness is generally the major exponent of social behavior. e. Conscientiousness: Finally Conscientiousness is associated with responsibility and persistence. This factor is having the second order dimensions of competence, dutifulness, order, self-discipline, achievement striving and deliberation. Such individuals are best known for their characteristics such as efficiency, determination, organization and productivity. It is no wonder that subsequently this personality dimension has been reported to be much related with various types of performance.
Big Five Personality Big Five personality has very important in traits of predict behaviour at work. It has related about the relationship between job performance and personality of dimensions. As author Jopie van Rooyen review that the personality is evidence to show who are dependable, reliable, organized, hardworking, and persistent with achievement to tend a higher performance in all the jobs are given in any occupations. Well, the importance of Big Five personality model is traits for understanding organizational behaviour has not always been appreciated in the academic research. Guion and Goitier (1965) commented that the Big Five personality model has no validity as selection assessment methods.