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Personality
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What is Personality?

Personality sits at the intersection of psychology, human development, and communication, making it a central subject in courses ranging from introductory psychology to counseling theory and organizational behavior. The topic asks students to grapple with fundamental questions about what shapes individual identity, why people behave consistently across situations, and how internal traits interact with environment and experience. Frameworks drawn from dispositional theories, psychoanalytic assessment, and developmental models such as Erikson's stages and Freud's foundational concepts all give students rigorous vocabulary for analyzing human behavior. Work by theorists like Adler, whose ideas about style of life and birth order connect individual development to social context, and Carol Dweck's research on whether personality can change, further enrich the academic conversation.

The papers in this collection approach personality from several distinct angles. Some are theoretical, comparing competing frameworks or tracing how dispositional and psychoanalytic models explain individual differences. Others are applied, examining personality in professional contexts such as workplace communication styles, human resource management, and criminal profiling. A third group is reflective and case-based, asking students to assess their own strengths and challenges as emerging therapists, conduct self-assessments, or engage in immersive activities designed to deepen empathy and perspective-taking.

A strong essay on personality establishes a clear theoretical anchor early — committing to one or two frameworks rather than surveying every theory superficially. Evidence drawn from developmental research, clinical assessment methods, or well-documented behavioral observations carries more weight than broad generalizations. The most common pitfall is conflating different theoretical traditions without acknowledging their incompatible assumptions, so carefully distinguishing how each theory defines personality and its causes will keep an argument coherent and persuasive.

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Essay Doctorate
Juvenile Delinquency: Causes and Preventive Strategies
Juvenile delinquency defines negative behavior in young teens and children which result in serious and severe crimes. With the passage of time crimes committed by adolescents and young children have risen alarmingly. Several economic, social and family related issues are the core reasons behind the rise in juvenile delinquency. This paper discusses the core reason due to which young teens and children sought towards severe and intense crimes. It also discusses the preventive strategies which can easily be adopted in minimizing delinquent acts committed by young people.
Paper Undergraduate
Minority Stereotypes in the Media: African-American, Italian, and Jewish Portrayals
The media has an influential presence in society. The images that are seen through the media are often not an accurate reflection of the true nature of people from various ethnic and/or religious minorities.
Paper Undergraduate
A Clockwork Orange: Juvenile Delinquency Theories Analyzed
¶ … Clockwork Orange is one of the cult movies of the 1970s, but also one where satire mixes with philosophy and where the director often appeals to psychological theories to support the action of the movie.
Paper Undergraduate
Peter Weibel's "Lines of Crimes": Art, Money, and Addiction
The work was observed at the 2009 FIAC exhibition in Paris. The title is "Lines of Crimes: The Real Dope is Virtual Money" by artist Peter Weibel. It is a mixed media installation, created during 2009.
Essay Doctorate
The Body Shop's Marketing Strategy and Brand Identity
Since its inception, the Body Shop has developed to become an evolving retail identity whose business strategy is based on the personality of its founder. This paper critically analyzes the extent with which this organization has grown to become a truly marketing-oriented company in its three decades of operations. The other section provides an analysis of the basic lessons on marketing that the company adopted in its initial years to promote long-term success.
Paper Undergraduate
Cool Hand Luke: Leadership, Rebellion, and the Human Condition
Cool Hand Luke" is both a movie about resistance against authority and disobedience, as well as a movie about leadership. However, all these particular segments can be expanded to include other secondary themes, such as…
Paper Doctorate
Gifted Hands: Overcoming Obstacles to Achieve Dreams
Thomas Carter's 2009 film Gifted Hands is based on the life of neurosurgeon Ben Carson. In the movie, Cuba Gooding, Jr. stars as Ben Carson. The film is not about neurosurgery; although it does show how tremendously…
Paper High School
Urban Outfitters Retail Strategy: Counterculture and Exclusivity
Sears or Wal-Mart can never had a trendy, counterculture image because they are the mainstream culture. Counterculture is defined against those companies that operate in the mainstream.
Paper Undergraduate
Manager Likeability and Its Impact on Leadership Success
The likeability of a manager will determine how effective they are on transactionally-oriented tasks while also being a very accurate predicator of hwo effective they will be in more transformational roles in an organization. The intent of this analysis is to define likeability from a leadership standpoint, illustrating how this aspect of a leader's personality must be authentic, transparent in approach and genuine in how a leader earns and keeps the trust of subordinates, peers and superiors. A likeable person is by definition one that is known for their friendliness or the ability to create an ongoing dialogue that includes a significant level of self-disclosure and ability to communicate with accuracy, clarity and honesty (George, 1995). A likeable leader is one that has the ability to combine friendliness, relevance of communication to others, empathy or the capacity to feel what others are also feeling ands enunciate those emotions, all unified by a very strong level of authenticity, integrity and realness (Gabriel, Griffiths, 2002). All of these factors together define a likeable person, and add in the willingness of a leader to self-sacrifice, create and stay consistent with roles in an organization that capitalize on the unique strengths of an associate, and a strong foundation of transformational leadership begins to emerge. One of the key findings of this study is that to the extent a manager has the ability to create and sustain a high level of trust with subordinates is the extent to which they are able to also sustain transformational leadership in a team. While leaders have varying levels and depths of skills that contribute to their ability to be transformational in the scope of their work, those with demonstrated high levels of emotional intelligence (EI) combined with the four foundational aspects of transformational leadership skills consistently have a higher level of likeability than their more transaction-oriented counterparts (Gabriel, Griffiths, 2002). In evaluating if likeability leads to greater leadership performance, a model of proposed Likeability and Organizational Transformation has been created and is presented in this analysis. The existing body of research indicates that likeability is one of the foundational elements of effective transformational leadership, yet it does not exist in isolation. The accumulated research completed for this study indicates that likeability of a leader is highly correlated to their level of EI. The dimensions of EI have a direct, predictive effect on how likeable and effective a leader will be. Another finding from this analysis is that likeability by itself does not guarantee a leader will be effective; it is only their ability to translate EI-based skills in conjunction with a very strong foundation of transformational skills that they are able to accomplish challenging goals and propel an organization to fulfill its shared vision. This study also concludes that likeability is also not essential for success either, as the many examples from leaders and CEOs renowned for being very difficult to work with who have propelled their organizations to leadership positions in their industries. Larry Ellison of Oracle, known for being exceptionally demanding and for creating a culture of mistrust and intense internal competition is not likeable according to the dimensions of the research completed for this study. He is however exceptionally effective in driving his organization to attain its vision and mission. What this study has found is that when the triad factors of Emotional Intelligence (EI), trust and transformational leadership are combined, leaders increase the propensity of being liked. These three factors combined provide leaders with a solid foundation of being effective in their roles as well. Likeability does not assure results however. Figure 1, Analysis of Key Factors of Likeability, shows how these three factors must be balanced and in proportion to each other in a leader's management style to be effective. Deficiencies in EI for example could lead to a very collegial work environment yet the leader would not know how and when to define tasks and key strategies to accomplish objectives over time. All three must be balanced in order for a catalyst of continued progress to be formed and stabilized within an organization.
Paper Doctorate
Employee Motivation in the Workplace: Research Perspectives
Motivation in the Workplace: New Perspectives