Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Essay:
Extroverted managers enjoy most high-stress decision-making situations. They may are prone to the errors typical of managers who make decisions quickly and rely on biases and heuristics, but the stress level of the situation is less a factor. These managers are more stressed by having to spend long hours researching and carefully considering decisions. They will have made up their mind early in the process and not understand the point of progressing further.
Open managers are stressed most by routine decisions. Such decisions are viewed a tedious, and will therefore receive less attention. This leads to decision-making that fails to consider the full scope of information.
Agreeable managers are stressed by situations that are antagonistic in nature. Decisions that have a negative impact on others, such as layoffs, cause them the most stress. They are prone to delay on such decisions and may choose to mitigate the damage they cause rather than go through with the requested number of layoffs. They can become overly rational in situations where they may cause harm to others.
c) I have had experiences with many managerial types. Highly neurotic managers are a non-starter for me, having experienced that before. In my experience, I respond well to agreeable managers. These types of managers take the time to build a consensus with me and understand my perspective. This leads to a high level of cooperation.
Assertive managers are more difficult. They tend to be less conscientious than I, and less open. Their decisions can be puzzling at times, and ill-considered. Their communication styles do not always suit me either, but part of that is an association I have between extraversion and egotism.
I have little experience with open managers. My work experiences have not put me into contact with this type much. I believe that I would respond well to working under such a person, since I have a high openness score myself. The projects may take too long to complete and not be driven by objectives, but the experience would be pleasurable.
Having worked for conscientious managers before, I prefer not to in the future. I can be conscientious at times, but not to the satisfaction of this managerial type. Conflict results most often with this type, and they can be overly fussy about details to the extent that the end objective is ignored. I find any degree of conscientiousness above my own to border to perfectionism, something that has been shown to be highly detrimental to effective decision-making.
I definitely change my own decision-making style when presented with different managers. I find myself being more conscientious when working for an extroverted manager, since I end up taking on the role as the voice of reason. That said, for decisions that are less interesting to me on a personal level, I am more than happy to lean on their rules of thumb.
I change the least for a conscientious manager. I find that style of decision-making overly at odds with my own, and hold tightly to my own style. I view the conscientious managers for whom I have worked as being overly detail-oriented and become more aggressive in placing emphasis on the end result than the process.
I tend to match agreeable managers with an increase in my own agreeableness. If they are willing to understand my perspective, I am more than willing to make an effort to that effect myself.
Cox, B., Borger, S., Taylor, S., Fuentes, K., Ross, L. (1999). Anxiety sensitivity and the five-factor model of personality. Behavior Research and Therapy. Vol. 37, 7, 633-641.
Hartman, R. & Betz, N. (2007). The five factor model and career self-efficacy: General and domain-specific relationships. Journal of Career Assessment. Vol. 15, 2, 145-161.
Matthews, G., Emo, A., Funke, G., Zeidner, M., Roberts, R., Costa, P. & Schulze, R. (2006). Emotional intelligence, personality and task-induced stress. Journal of Exp Psychol Appl. Vol.12, 2, 96-107.
Page, J., Bruch, M. & Haase, R. (2008). Role of perfectionism and five-factor model traits in career indecision. Personality and Individual Differences. Vol. 45, 8, 811-815.
Tversky, A. & Kahneman, D. (1974). Judgment under uncertainty: Heuristics and biases. Science. Vol. 185, 4157, 1124-1131.
Whiteside, S. & Lynam, D. (2001). The…[continue]
"Personality Traits A The Conscientious" (2009, November 08) Retrieved December 10, 2016, from http://www.paperdue.com/essay/personality-traits-a-the-conscientious-17750
"Personality Traits A The Conscientious" 08 November 2009. Web.10 December. 2016. <http://www.paperdue.com/essay/personality-traits-a-the-conscientious-17750>
"Personality Traits A The Conscientious", 08 November 2009, Accessed.10 December. 2016, http://www.paperdue.com/essay/personality-traits-a-the-conscientious-17750
Personality Different people possess different personality traits. In seeking to define individuals' core personalities, researchers have in the past outlined/identified several core personality dimensions. This text concerns itself with the 'Big 5' personality traits. The 'Big 5' Personality Traits Personality in the words of Griffin and Moorhead (2011) "is the relatively stable set of psychological attributes that distinguish one person from another." As the authors point out, there exists a need for managers
Personality The term personality can simply be defined as a person's unique image; what makes them different from other people in terms of attitudes, abilities, capacity, interests, behavioral modes, and individual structures, and determines how they interact with the environment. It is crucial for people to identify and understand their own personalities, because only then will they be able to uncover those things that are important to them and which require
The component traits are the weakest and most loosely related of any of the other four factors of personality and thus the weakest in replication studies (257). People who are considered to be "open" often express their creativity, intellectual curiosity, and their need for variety in characteristic ways across a variety of mediums (Leary & Hoyle 259). They are usually quite verbally fluent, humorous, and expressive in their interpersonal interactions
Personality Psychological Approaches to Understanding Personality Personality is one part of psychology where there are many conflicting ideas. It is fair to say that there is not one single approach to personality that is considered as accepted. Instead, there are a range of ways that personality can be considered. This paper will describe three of these ways: the psychodynamic approach, the trait approach, and the behavioral approach. After each approach is described
Personality Analysis Life History Like most people, I have experienced ups and downs, highs and lows. The major upheavals in my life have revealed some of the core personality traits that have been with me since childhood. I believe that crisis and stress challenge us, and also bring to light our true selves. However, I also believe strongly in the power of each person to change. I used to have anger management
Five Factor Personality Test (http://www.personalitytest.org.uk/) was developed for use in online psychological research. It consists of forty-one questions and is based on the "Big Five" model that states that there are five main dimensions necessary to broadly describe human personality. The five factors are extraversion, agreeableness, conscientiousness, neuroticism, and openness. After taking the test and reading the results, I was surprised at the accuracy of the test in profiling me
Personality and Personality Disorders Causal Factors and Influences in the Development of Personality Personality Development Personality refers to the characteristic pattern or behavioral style of a person as manifested by his external and internal properties (IGNOU, 2012). These properties are distinct and unique to every person. His external properties are directly and outwardly observed, such as his dress, speech, actions, postures, habits and gestures. His internal properties are overt, such as motives, beliefs,