Definition of personality:

1. Personality is defined as the characteristic sets of behaviours, cognitions

and emotional patterns that evolve from biological and environmental factors.
2. Personality refers to individual differences in characteristic patterns of thinking,
feeling and behaving. The study of personality focuses on two broad areas: One is
understanding individual differences in particular personality characteristics, such
as sociability or irritability. The other is understanding how the various parts of a
person come together as a whole
3. Sum total of the qualities and characteristics of a person as
shown in his/her manner of walking, talking, dressing, and his/her
attitudes, interests, and ways of reacting to other people
4. Personality refers to all the factors within the person that influence his
characteristic way of behaving, thinking, and feeling
5. Y o u r i m a g e o n   o t h e r s   a n d o t h e r s ’   i m a g e   o f y o u

THE COMPONENTS OF PERSONALITY

1. Physical
This includes the mode of dressing, manner of walking, posture, body
build, health, complexion, and facial expression.
2. Intellectual
How a person talks and what she talks about is what matters in the
intellectual component of personality. He must develop his intellect or
“brain.”
3. Social
Good manners, correct manners are included in this aspect of personality.
To do the right thing at the right time, to act in the proper manner, to get
along well with others – these are all parts of the social sphere or
personality.
4. Emotional
This component includes a person’s likes or dislikes, whether she is
outgoing or shy, whether she is calm or nervous, and whether she loses her
temper easily or “keeps her cool.” Personality problems, such as how to
stay mentally healthy or how to avoid mental disorders are some problems
that are emotional in nature.
 5. Values System (Character)
This includes a person’s attitudes, values, beliefs, and philosophy in life.
This aspect is referred to as character. It is shown in the way we judge
whether our actions and the actions of others are right or wrong.
 
How is personality revealed?

The typical step-by-step revelation of an individual’s personality:

1. Appearance
- physical stature, grooming, facial features, gait, poise, etc.
2. Intelligence
- kind of words used, interests, manner or expressing oneself
3. Emotions
- emotional stability/instability
4. Socialization Skills
- manners, finesse, etc
5. The Real Self (Other Aspects of Personality)
- Values, beliefs, attitudes, philosophy of life
Why do we need to study personality?

1. To be successful in our dealings with other people

2. To understand my fellowmen
3. To see the entire representation of the individual, not just the surface
4. To avoid mistakes in evaluating and judging personalities
5. To improve our own personality as well as to understand others so that we can
adjust to them and have harmonious relations with them

PERSONALITY DIFFERENCES

1. Our Heredity
We are born with a set of genes and chromosomes which we inherit from
our forefathers and our parents. These set the limits to our potential.
2. Our Environment
This consists of your family, school, church, social groups, and other
groups with whom we interact from the very beginning. Each group puts pressure
on us and we behave in certain ways as a result of being with these groups. Our
behavior changes with each situation and with the people we are with. We behave
differently when we are with our friends than we are with our parents, teachers,
and others older than us.
3. Our Experiences
 These consists of everything we do or get I touch with, everywhere we got,
in short, everything that we are exposed to in our lifetime, whether physical,
emotional, or social experiences.

Importance of personality in job performance:

For years, psychologists turned to cognitive ability as a predictor of job performance.

Smarter people were considered more likely to succeed on the job. But intelligence is
only part of the story

While working in a group one should try to identify the differences among personalities
so that we can allot a right job to the right person

The Big Five Personality Model:

The Big Five personality traits, also known as the five-factor model (FFM) and

the OCEAN model, is a taxonomy for personality traits.
There are many ways to measure personality, but psychologists have mostly given up on
trying to divide humanity neatly into types. Instead, they focus on personality traits. 

The most widely accepted of these traits are the Big Five:

 Openness
 Conscientiousness
 Extraversion
 Agreeableness
 Neuroticism
Conveniently, you can remember these traits with the handy OCEAN mnemonic

The Big Five were developed in the 1970s by two research teams.
The five factors are:
 Openness to experience (inventive/curious vs. consistent/cautious)
 Conscientiousness (efficient/organized vs. easy-going/careless)
 Extraversion (outgoing/energetic vs. solitary/reserved)
 Agreeableness (friendly/compassionate vs. challenging/detached)
 Neuroticism (sensitive/nervous vs. secure/confident)

The Big Five are the ingredients that make up each individual's personality. A person
might have a dash of openness, a lot of conscientiousness, an average amount of
extraversion, plenty of agreeableness and almost no neuroticism at all. Or someone could
be disagreeable, neurotic, introverted, conscientious and hardly open at all. Here's what
each trait entails:

Openness
Openness is shorthand for "openness to experience." People who are high in openness
enjoy adventure. They're curious and appreciate art, imagination and new things.
The motto of the open individual might be "Variety is the spice of life."

People low in openness are just the opposite: They prefer to stick to their habits, avoid
new experiences and probably aren't the most adventurous eaters.

Conscientiousness

People who are conscientious are organized and have a strong sense of duty. They're
dependable, disciplined and achievement-focused.

People low in conscientiousness are more spontaneous and freewheeling. They may
tend toward carelessness. Conscientiousness is a helpful trait to have, as it has been
linked to achievement in school and on the job.

Extraversion

Extraversion versus introversion is possibly the most recognizable personality trait of the
Big Five. The more of an extravert someone is, the more of a social butterfly they are.
Extraverts are chatty, sociable and draw energy from crowds. They tend to be
assertive and cheerful in their social interactions.

Introverts, on the other hand, need plenty of alone time, perhaps because their
brains process social interaction differently. Introversion is often confused with shyness,
but the two aren't the same. Shyness implies a fear of social interactions or an inability to
function socially. Introverts can be perfectly charming at parties — they just prefer
solo or small-group activities.

Agreeableness
Agreeableness measures the extent of a person's warmth and kindness. The more
agreeable someone is, the more likely they are to be trusting, helpful and
compassionate. Disagreeable people are cold and suspicious of others, and they're less
likely to cooperate.

Neuroticism

People high in neuroticism worry frequently and easily slip into anxiety and
depression. If all is going well, neurotic people tend to find things to worry about.
In contrast, people who are low in neuroticism tend to be emotionally stable and even-
keeled. Unsurprisingly, neuroticism is linked with plenty of bad health outcomes.
Neurotic people die younger than the emotionally stable, possibly because they turn to
tobacco and alcohol to ease their nerves.

The Myers – Briggs type indicator:

The Myers-Briggs system is rounded out with the judging/perception dichotomy, which
describes how people choose to interact with the world. Judging types like decisive
action, while perceiving types prefer open options. The system further identifies 16
personality types based on a combination of four of the categories, leading to descriptions
such as ISTP, ENFP, ESFJ, etc.

The use of the Myers-Briggs is controversial, as research suggests that types don't
correlate well with job satisfaction or abilities. 

The Development of the Myers-Briggs Test

Both Myers and Briggs were fascinated by Jung's theory of psychological types and
recognized that the theory could have real-world applications. During World War II, they
began researching and developing an indicator that could be utilized to help understand
individual differences.

By helping people understand themselves, Myers and Briggs believed that they could
help people select occupations that were best suited to their personality types and lead
healthier, happier lives.

Myers created the first pen-and-pencil version of the inventory during the 1940s, and the
two women began testing the assessment on friends and family. They continued to fully
develop the instrument over the next two decades.

An Overview of the Test

Based on the answers to the questions on the inventory, people are identified as having
one of 16 personality types. The goal of the MBTI is to allow respondents to further
explore and understand their own personalities including their likes, dislikes, strengths,
weaknesses, possible career preferences, and compatibility with other people.

No one personality type is "best" or "better" than another. It isn't a tool designed to look
for dysfunction or abnormality. Instead, its goal is simply to help you learn more about
yourself. The questionnaire itself is made up of four different scales.

Extraversion (E) – Introversion (I)

The extraversion-introversion dichotomy was first explored by Jung in his theory of
personality types as a way to describe how people respond and interact with the world
around them. While these terms are familiar to most people, the way in which they are
used in the MBTI differs somewhat from their popular usage.

Extraverts (also often spelled extroverts) are "outward-turning" and tend to be action-
oriented, enjoy more frequent social interaction, and feel energized after spending time
with other people. Introverts are "inward-turning" and tend to be thought-oriented, enjoy
deep and meaningful social interactions, and feel recharged after spending time alone.

We all exhibit extraversion and introversion to some degree, but most of us tend to have
an overall preference for one or the other.
Sensing (S) – Intuition (N)

This scale involves looking at how people gather information from the world around
them. Just like with extraversion and introversion, all people spend some time sensing
and intuiting depending on the situation. According to the MBTI, people tend to be
dominant in one area or the other.

People who prefer sensing tend to pay a great deal of attention to reality, particularly to
what they can learn from their own senses. They tend to focus on facts and details and
enjoy getting hands-on experience. Those who prefer intuition pay more attention to
things like patterns and impressions. They enjoy thinking about possibilities,
imagining the future, and abstract theories.

Thinking (T) – Feeling (F)

This scale focuses on how people make decisions based on the information that they
gathered from their sensing or intuition functions. People who prefer thinking place a
greater emphasis on facts and objective data. They tend to be consistent, logical, and
impersonal when weighing a decision. Those who prefer feeling are more likely to
consider people and emotions when arriving at a conclusion.

Judging (J) – Perceiving (P)

The final scale involves how people tend to deal with the outside world. Those who
lean toward judging prefer structure and firm decisions. People who lean toward
perceiving are more open, flexible, and adaptable. These two tendencies interact with the
other scales.

Remember, all people at least spend some time extraverting. The judging-perceiving
scale helps describe whether you extravert when you are taking in new information
(sensing and intuiting) or when you are making decisions (thinking and feeling).

The MBTI Types

Each type is then listed by its four-letter code:

 ISTJ - The Inspector

 ISTP - The Crafter
 ISFJ - The Protector
 ISFP - The Artist
 INFJ - The Advocate
 INFP - The Mediator
 INTJ - The Architect
 INTP - The Thinker
 ESTP - The Persuader
 ESTJ - The Director
 ESFP - The Performer
 ESFJ - The Caregiver
 ENFP - The Champion
 ENFJ - The Giver
 ENTP - The Debater
 ENTJ - The Commander

Taking the Myers-Briggs Type Indicator can provide a lot of insight into your
personality, which is probably why the instrument has become so enormously popular.
Even without taking the formal questionnaire, you can probably immediately recognize
some of these tendencies in yourself.

According to the Myers & Briggs Foundation, it is important to remember that all types
are equal and that every type has value.

When working in group situations in school or at work, for example, recognizing your
own strengths and understanding the strengths of others can be very helpful. When you
are working toward completing a project with other members of a group, you might
realize that certain members of the group are skilled and talented at performing particular
actions. By recognizing these differences, the group can better assign tasks and work
together on achieving their goals.
Johari Window:

Starting: one should know about him/her self clearly means we

should have self awareness otherwise we cannot be a good
communicator, good personality and a successful personality in the
society.

Tell me about you… what you are….. what is your likes, dislikes,
attitude, believes, capabilities, plusses, minuses, strengths,
weaknesses, hobbies, personal characteristics,

What it is?

The Johari window is a technique that helps people better understand their relationship

with themselves and others. It is a communication model/theory by which one can obtain
or improve self awareness/ perception and can improve relationships while working in a
group.

History
It is necessary to improve self-awareness and personal development among individuals
when they are in a group. The ‘Johari’ window model is a convenient method used to
achieve this task of understanding and enhancing communication between the members
in a group. American psychologists Joseph Luft and Harry Ingham developed this model
in 1955. The idea was derived as the upshot of the group dynamics in University of
California and was later improved by Joseph Luft. The name ‘Johari’ came from joining
their first two names. This model is also denoted as feedback/disclosure model of self-
awareness.

Introduction
The Johari window model is used to enhance the individual’s perception on others. This
model is based on two ideas- trust can be acquired by revealing information about you to
others and learning yourselves from their feedbacks. Each person is represented by the
Johari model through four quadrants or window pane. Each four window panes signifies
personal information, feelings, motivation and whether that information is known or
unknown to oneself or others in four viewpoints.

The Johari Window Model

The philosopher  Charles Handy  calls this concept the  Johari House with four
rooms.  Room one is the part of ourselves that we and others see. Room two contains
aspects that others see but we are unaware of. Room three is the private space we know
but hide from others. Room four is the   unconscious  part of us that neither ourselves nor
others see.

I Know I don’t Know

You Know But you Know

I Know I don’t Know

But you don’t You don’t
Know Know
The method of conveying and accepting feedback is interpreted in this model. A Johari is
represented as a common window with four panes. Two of these panes represent self and
the other two represent the part unknown to self but to others. The information transfers
from one pane to the other as the result of mutual trust which can be achieved through
socializing and the feedback got from other members of the group.

1. Open/self-area or arena – Here the information about the person his attitudes,
behaviour, emotions, feelings, skills and views will be known by the person as well as by
others. This is mainly the area where all the communications occur and the larger the
arena becomes the more effectual and dynamic the relationship will be. ‘Feedback
solicitation’ is a process which occurs by understanding and listening to the feedback
from another person. Through this way the open area can be increased horizontally
decreasing the blind spot. The size of the arena can also be increased downwards and
thus by reducing the hidden and unknown areas through revealing one’s feelings to
other person.
2. Blind self or blind spot – Information about yourselves that others know in a group
but you will be unaware of it. Others may interpret yourselves differently than you
expect. The blind spot is reduced for an efficient communication through seeking
feedback from others.
3. Hidden area or façade – Information that is known to you but will be kept unknown
from others. This can be any personal information which you feel reluctant to reveal.
This includes feelings, past experiences, fears, secrets etc. we keep some of our
feelings and information as private as it affects the relationships and thus the hidden area
must be reduced by moving the information to the open areas.
4. Unknown area – The Information which are unaware to yourselves as well as others.
This includes the information, feelings, capabilities, talents etc. This can be due to
traumatic past experiences or events which can be unknown for a lifetime. The person
will be unaware till he discovers his hidden qualities and capabilities or through
observation of others. Open communication is also an effective way to decrease the
unknown area and thus to communicate effectively.