Title : Assignment on Personality Test

Subject : ODHRM

Level / Semester : SEM 1

Program : GPBL (Global Program in Business Leadership)

Subject Tutor : Ms. Lalitha Jain

Name of Students : Alvin Kundukulam

Student’s Registration

Number : GPBL Feb-10/16

Date of Submission : 30th March, 2010

Word Count : 2400 approx.

Word Limit : 2500

Checklist

1
 Student’s Name Alvin Kundukulam

Registration number GPBLFeb10/16

Is the cover page in the correct format as indicated in

YES
the “Guidelines to Writing Assignments”?

Have I done a complete spell check of the

YES
Assignment?

Have I done a complete word count for the

YES
Assignment?

Does the Table of Contents include numbers? NO

Are the pages numbered correctly? YES

Is the reference in the text in the proper format as

indicated in the “Guidelines to Writing YES
Assignments?

Has a soft copy of the Assignment been enclosed? YES

Declaration:
All material written in the Assignment is my own. I have not used any material, content or
information of claiming them to be mine. Wherever materials have been used, proper citation has
been done in the text. I am fully aware of the rules and regulations governing plagiarism. Should
at any point of time my work to be suspected and established to have been plagiarized, I am
aware of the consequences. I have read the student’s hand book in detail.

Signature of Student Date: 30th March, 2010

TABLE OF CONTENTS

2
 Sl No Subject Page No

1. Cover Page 1

2. Checklist 2

3. Table of Contents 3

4. Introduction 4

5. Jane 5

6. Maria 7

7. Big Five Personality Tests 9

8. Results 9

9. Comparison 11

10. Managers with Personality Test 11

11. Conclusion 12

12. Reference 12

INTRODUCTION

3
Personality is a set of enduring traits and characteristics that relate to a person's emotions, motivations,
interpersonal interactions, and attitudes. Personality is different from ability. Whereas personality may
dictate attitudes towards situations or people, attitudes are transient and personality is enduring.

In this issue:

A Career Tale of Two Types: (Silvia & Maria )

Here are two interesting examples of people who have been able to find jobs that match their types and
their interests. Let's start with Silvia

Silvia always liked science, starting in junior high school. In college, she majored in biology. Upon
graduation, she was accepted into a Ph.D. program in molecular biology at a well-known university.
Things seemed to be going her way. She'd always wanted to be the first in her family to be a doctor.

Grad school turned out to be a far greater challenge than Silvia imagined. While her faculty advisor and
she frequently seemed to be at odds, her determination to finish her degree led her to press on in her
research. Silvia reported being annoyed at the lack of structure in scientific research, the lack of clear
deadlines, and the apparent drifting about she sensed in her department. Silvia reported disliking
coming into the lab every day and not knowing what she was going to do.

After eight frustrating years, Jane gave up. She never finished her Ph.D. She received a Master's degree
for her years of toil. She was disillusioned with academia and scientific research.

However, this story has a happy end. Silvia eventually wound up as Quality Assurance Manager for a
firm that produces bovine vaccines. Silvia's problem was not her interest in science, but in how she went
about it.

You may know that many Silvia’s enjoy being managers. They frequently enjoy the structure of large
organizations, adapt to rules, and like routine. Silvia was able to get all those things in her job, and stay
involved in science. In her position, Silvia has to follow strict rules and procedures to test vaccines for
purity. Without that testing, the product cannot be shipped. Jane is able to organize a group of people in
a planned, structured system to test vaccines according to a production schedule. She's good at her job
and enjoys it. It was not an easy path, nor was it a straight line.

4
Our second career tale concerns Maria, can have a hard time finding work that satisfies them. Like Silvia,
Maria needed a number of years to find a job that she enjoys and pays her a living wage.

In high school and college, Maria had two main interests: dance and mathematics. Sounds like an
unusual combination, but not surprising at all. Maria also had a great interest in art. She received a
bachelor's degree in math with honors.

After college, Maria decided to move to London to pursue dance full-time. While she loved dance,
injuries eventually forced her to quit. She tried art for a bit, but found the money insufficient to support
her. That's when she decided to try math again.

Maria wanted to go back to graduate school for math, but found out she needed some computer classes
before she could do so. While taking computer classes, she discovered she enjoyed computer work. She
found it hard to believe people could get paid to "play" with computers. The movie "Tron" was an eye-
opener because it combined computer graphics with human actors. This seemed to be a great
combination of dance, art, and mathematics.

Maria eventually worked on a Master's in computer science, with an emphasis in computer graphics.
She never completed her degree, yet found work in IT. At first she was heavily involved in graphics work.
She liked the problem solving and creative aspect of the work. However, the fast pace and constant
deadlines, combined with so many hours in front of a computer, made her change careers. Maria
eventually moved into training, still in the IT arena. She enjoyed the people part of the job, helping them
develop and better use the tools they need for their jobs.

Maria still enjoys training and has stayed in the field for several years now. She currently works as the
training manager for a design firm.

These scales are commonly alternatively represented by the OCEAN acronym

and descriptions

Openness to experience (equates to Creative, opposite Conforming above)

5
Conscientiousness (equates to Detail-conscious above)

Extraversion/Introversion (same as above)

Agreeableness (equates to Agreeable, opposite Tough-minded above)

Neuroticism (equates to Sensitive, opposite Confidence above)

It is generally more helpful to use the Big Five terms as detailed in the grid, which tend to present the
scales as 'one or the other' rather than 'good or bad'.

For the sake of reference however, here is the correlation between the OCEAN Big Five factor names
and the more user-friendly names. See above for the precise description correlations.

Recommended Big Five Common 'OCEAN'

Factor terms equivalents
Extraversion - Introversion Extraversion/Introversion
Confidence - Sensitive  Neuroticism/Stability
Detail-conscious -
Conscientiousness
Unstructured
Tough-minded - Agreeable Agreeableness
Conforming - Creative Openness to experience

How people refer to the Big Five Factors.

The following tables show the typical behaviors within this model.

Psychologists and psychometrics practitioners use the term 'Factor' to describe each of these five 'large
traits' or scales. In turn, each of the Big Five Factors contains several behaviors, which are clustered
under the five main Factor headings Of course each main Factor can be further broken down into 'sub
traits' or 'facets', for example, Extraversion could have sub-traits such as Sociable, Competitive, Energetic
and Seeking Recognition. Each factor is named according to the 'high scoring' end of each scale. Low
scores logically indicate behaviors at the opposite side of the scale. High scores are not good or bad. Low
scores are not good or bad. The majority of us actually tend to score close to the middle (the 'norm').

6
The higher a person scores for the behavioral elements shown within each of the five factors, the more
(logically) they will exhibit these behaviors, and be less able to sustain the tendencies of the low scorer.
And vice versa.

Again, there is no good or bad. It's simply a measure of what we are.

Factor I: Extraversion (AKA Surgency)

This trait reflects preference for, and behavior in, social situations. People high in extraversion
are energetic and seek out the company of others. Low scorers (introverts) tend to be more quiet
and reserved. Compared to other people who have taken this test?
Jane is about low & Maria is about relatively high

Factor II: Agreeableness (AKA Friendliness)

This trait reflects how we tend to interact with others. People high in agreeableness tend to be
trusting, friendly and cooperative. Low scorers tend to be more aggressive and less cooperative.
Compared to other people who have taken this test?

Jane is about low & Maria is about relatively high

Factor III: Conscientiousness (AKA Will or Dependability)

This trait reflects how organized and persistent we are in pursuing our goals. High scorers are
methodical, well organized and dutiful. Low scorers are less careful, less focused and more
likely to be distracted from tasks. Compared to other people who have taken this test?
Maria is about relatively high. & Jane is about relatively high

7
 Factor IV: Neuroticism (AKA Emotional Stability)

This trait reflects the tendency to experience negative thoughts and feelings. High scorers are
prone to insecurity and emotional distress. Low scorers tend to be more relaxed, less emotional
and less prone to distress. Compared to other people who have taken this test?
Maria is about low & Jane is about relatively high
Factor V: Openness (AKA Culture or Intellect)

This trait reflects 'open-mindedness' and interest in culture. High scorers tend to be imaginative,
creative, and to seek out cultural and educational experiences. Low scorers are more down-to-
earth, less interested in art and more practical in nature. Compared to other people who have
taken this test?

Maria is about low & Jane is about relatively high

These scales are commonly alternatively represented by the OCEAN
acronym and descriptions
Openness to experience (equates to Creative, opposite Conforming above)

Conscientiousness (equates to Detail-conscious above)

Extraversion/Introversion (same as above)

Agreeableness (equates to Agreeable, opposite Tough-minded above)

Neuroticism (equates to Sensitive, opposite Confidence above)

It is generally more helpful to use the Big Five terms as detailed in the grid, which tend to present the
scales as 'one or the other' rather than 'good or bad'.

For the sake of reference however, here is the correlation between the OCEAN Big Five factor names
and the more user-friendly names. See above for the precise description correlations.

8
Recommended Big Five Common 'OCEAN'
Factor terms equivalents
Extraversion - Introversion Extraversion/Introversion
Confidence - Sensitive  Neuroticism/Stability
Detail-conscious -
Conscientiousness
Unstructured
Tough-minded - Agreeable Agreeableness
Conforming - Creative Openness to experience

How people refer to the Big Five Factors.

The following tables show the typical behaviors within this model.

Psychologists and psychometrics practitioners use the term 'Factor' to describe each of these five 'large
traits' or scales. In turn, each of the Big Five Factors contains several behaviors, which are clustered
under the five main Factor headings Of course each main Factor can be further broken down into 'sub
traits' or 'facets', for example, Extraversion could have sub-traits such as Sociable, Competitive, Energetic
and Seeking Recognition. Each factor is named according to the 'high scoring' end of each scale. Low
scores logically indicate behaviors at the opposite side of the scale. High scores are not good or bad. Low
scores are not good or bad. The majority of us actually tend to score close to the middle (the 'norm').

The higher a person scores for the behavioral elements shown within each of the five factors, the more
(logically) they will exhibit these behaviors, and be less able to sustain the tendencies of the low scorer.
And vice versa.

Again, there is no good or bad. It's simply a measure of what we are.

The big five factors including behavioral elements

Other commonly used factor names (notably OCEAN) for the Big Five Factors are shown in Green.

Extraversion Confidence
Silvia Maria Silvia Maria

9
 high score
low score low score (sensitive, high score
(confidence,
(introversion) aka neuroticism) (extraversion)
aka stability)

Reserved and Unsure of self,

shy in hesitant, checks with
company superiors Relaxed, calm
under Open and talkative
Able to Prone to anxiety
pressure Competitive,
concentrate under pressure
on long tasks High self enthusiastic and
Dislikes making persuasive
esteem
Prefers a calm big/important
environment decisions Decisive, Enjoys a fast pace
asserts and variety at work
Dislikes the Not ambitious,
him/herself Gregarious
limelight and somewhat
attention pessimistic Optimistic, Socially active and
enjoys taking energetic
Inhibited and Concerned by
lead
somewhat change or the Can be impulsive or
reluctant in unexpected Resilient to indiscreet
teams pressure
May be Needs praise -
Not a natural temperamental, low Copes with enjoys attention
communicator emotional control the
unexpected Can lack
Deliberate, Nervous presenting concentration in
and reflects on self or own ideas Enjoys routine or long
things autonomy, tasks
ambitious
Lacks
spontaneity

 Detail-conscious Tough-minded
Maria
Silvia Maria Silvia
high score (detail-
low score low score high score (tough-
conscious aka
(unstructured) (agreeableness) minded)
conscientiousness)

Flexible and Empathetic and Self reliant and Structured

informal approach consensus oriented independent - approach to work
to work pushy

10
 Multi-tasker Enjoys team Not a natural team
participation player - dominant
Not detail
conscious - Tolerant of others Goal oriented - Quality-conscious
expedient tough and and detailed
Seen as kind and
determined Plans and
Prefers 'big picture' generous
- strategic Capable of dealing forecasts -
Patient and organized
with 'office politics'
Less committed to democratic with
formal tasks others Drives through Reliable and
obstacles efficient
Works well in a Can find disciplining
chaotic others difficult Somewhat Persevering and
environment impatient with dutiful
Can be seen as too weaker colleagues Committed to the
Dislikes paper work soft or submissive
- unstructured Able to make job - striving
Naturally democratic
unpopular Keen to achieve
management style
decisions goals
Autocratic
management style

Conforming

Silvia Maria

low score (creative, aka high score (conforming)

openness/openness to
experience)

Finds routines and Follow rules and

systems constricting procedures

Enjoys challenging the Risk-averse and cautious

status quo of change

11
 Champions change - Adapts rather than creates
accepts risks new approaches

Idealistic, with a variety of Conservative and serious

interests
Obedient to corporate
Creative thinker and methodology
problem solver
Practical and down to
Unconventional and earth
intellectual
Adheres to guidelines and
Thinks on feet, improvises systems

Usage of the big five factor model

The Big Five is a very useful model for assessing non-managerial staff, but it lacks some of the rigor
required for assessing people in or destined for managerial and executive roles. The Big Five model gives
us an accurate and fast way of assessing the main drivers of someone's personality. But the model
by itself is not able to drill down into complex management capabilities or competencies. For this we must
refer more to work-related behaviors rather than 'pure' personality.

Below are the Big Five correlations with the Belbin team role types.

Belbin 'team role' type Big Five correlating scale score/emphasis

Coordinator/Chairman
Extraversion, Confidence
(CO)*
Shaper (SH)* Extraversion, Tough-minded, Creative

Plant (PL)* Extraversion, Confidence, Tough-minded, Creative

12
 No strong correlations with the Big Five, probably
because this Belbin team type is not high or low on any
scale, ie., they are sober, detached, able to look at
Monitor-Evaluator
things objectively. They are most likely people with
(ME)
'middle scores' across most of the Big Five scales,
suggesting a balanced profile with little emphasis on
any specific scale, quite a rare Big Five profile.

Implementer/Co
Detail-conscious, Agreeable, Conforming
Worker (IMP)
Resource Investigator
Extraversion, Confidence, Creative
(RI)*

Team Worker (TW) Introversion, Sensitive, Detail-conscious, Conforming

Completer-Finisher
Sensitive, Detail-conscious, Agreeable, Conforming
(CF)
Not correlated with the Big Five. This recently added
Belbin type is based less on personality and describes
Specialist (SP)
a technical specialism, thus linked to specialist
knowledge/ability rather than temperament.

Index: Personality Theories, Types and Tests

Reference: http://users.wmin.ac.uk/~buchant/wwwffi/

(http://www.odportal.com/personality/big-five.htm

13