Sobrevilla, Rod Stephen M.

Assignment 5
BSA 3-1 Human Behavior in Organization

IV. ACTIVITY / EXERCISES

Teamwork.
As individuals, search for “Free Holland Career Model Assessment” on the web and take one of the
assessments. Get the list of jobs you are most likely to enjoy doing and those you are least likely to enjoy.
Bring your results into the team.
The list of jobs I got from the assessment are as follows:
Airline or Commercial Pilot
Computer Network Architect
Electrical or Electronics Engineer
Information Security Analyst
Database Administrator
Statistician

I would mostly likely enjoy being a Computer Network Architect due to my affinity to technical stuff and
least likely enjoy being an Airline or Commercial Pilot due to my fear of failure in flying thousands of
souls.

As a team, find out which team members are currently in jobs (or if they are not working now, were in
jobs) that Holland’s assessment indicates they should enjoy and which are in jobs that the assessment says
they would not enjoy. Determine:
a. How accurately does the assessment match your own experiences? I have not experience
working already but the assessment pretty much match my interests. I am highly interested in
mechanical stuff and anything that has to do with science. Therefore my “Building” and
“Thinking” are on a high scale. My “Helping” is low due to the instances given. I am a big guy,
and I am aware of movements which may, at some point, cause harm to others. I am clumsy as
well that why I do not want to get near children, elders, and disabled. But my intention in helping
is indeed there. I just do not want to cause harm to others. My “Creating” is also low because I
am not that much artistic, but I do love doing such. My “Organizing” is high due to the course I
am taking which is Accountancy. Pretty much the instances given in this category is related to my
course which I really love and enjoy.

b. How well do your degree fields match the suggested careers?

The degree I am currently taking is Bachelor of Science in Accountancy (BSA). The career I after
is being a Certified Public Accountant. Due to the vast number of courses taken in BSA, these
three careers may be related: Information Security Analyst, Database Administrator, and
Statistician.

c. What is the group’s opinion of the personality field in which each person was placed? How
accurately does it describe each of you?
Compile your results and share them with the class.
Sobrevilla, Rod Stephen M. Assignment 5
BSA 3-1 Human Behavior in Organization

V. ASSESSMENT
1. Describe the two most common methods of assessing a personality. Which is likely to be the most
accurate? Why?
The two most common methods of assessing a personality is the Myers-Briggs Personality Type Indicator
and the Big Five personality test.
The Myers-Briggs Personality Type Indicator is a self-report inventory designed to identify a person's
personality type, strengths, and preferences. The questionnaire was developed by Isabel Myers and her
mother Katherine Briggs based on their work with Carl Jung's theory of personality types. Today, the
MBTI inventory is one of the most widely used psychological instruments in the world.
The Big Five Personality Test are the best accepted and most commonly used model of personality in
academic psychology. The big five come from the statistical study of responses to personality items.
Using a technique called factor analysis researchers can look at the responses of people to hundreds of
personality items and ask the question "what is the best was to summarize an individual?". This has been
done with many samples from all over the world and the general result is that, while there seem to be
unlimited personality variables, five stand out from the pack in terms of explaining a lot of a person’s
answers to questions about their personality: extraversion, neuroticism, agreeableness, conscientiousness
and openness to experience. The big-five are not associated with any particular test, a variety of measures
have been developed to measure them. This test uses the Big-Five Factor Markers from the International
Personality Item Pool, developed by Goldberg (1992).
I personally believe that the Big Five Personality Test is more accurate as compared to Myers-Briggs
Personality Type Indicator. The Big five personality traits is a trait-based model with decades of
empirical research and support and valid evidence.
In contrast, Myers-Briggs Personality Type Indicator was developed by a Mother-Daughter team who
were interested in Carl Jung’s depth psychology ideas on personality. Dr. Jung was a psychoanalyst by
training. Neither of the developers of the Myers-Briggs were trained in Dr. Jung’s depth psychology nor
were they trained in psychometrics. Hence, this instrument, while popular in corporate America, fails to
meet professional standards for a psychological instrument.

2. Describe the Myers-Briggs Type Indicator personality framework. Based on the framework, what
would you think was your personality type? Why?
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.
As I have observed, I think my personality type is an INTP (introverted, intuitive, thinking, perceiving).
Most, if not all, of the descriptions match my personality. As an introvert, I prefer to socialize with a
small group of close friends with whom I have common interests and connections. I tend to feel awkward
with people I have no or less common interests. I often value intellect over emotion as I think about the
theoretical concepts rather than being sensitive to people’s emotions. My decisions are often based on
logic and objective information rather than subjective feelings.
Sobrevilla, Rod Stephen M. Assignment 5
BSA 3-1 Human Behavior in Organization

3. Identify and describe the five traits of the Big Five personality model.
Openness - People who like to learn new things and enjoy new experiences usually score high in
openness. Openness includes traits like being insightful and imaginative and having a wide variety of
interests.
Conscientiousness - People that have a high degree of conscientiousness are reliable and prompt. Traits
include being organized, methodic, and thorough.
Extraversion - Extraverts get their energy from interacting with others, while introverts get their energy
from within themselves. Extraversion includes the traits of energetic, talkative, and assertive.
Agreeableness - These individuals are friendly, cooperative, and compassionate. People with low
agreeableness may be more distant. Traits include being kind, affectionate, and sympathetic.
Neuroticism - Neuroticism is also sometimes called Emotional Stability. This dimension relates to one’s
emotional stability and degree of negative emotions. People that score high on neuroticism often
experience emotional instability and negative emotions. Traits include being moody and tense.

4. What are two attributes of values? Why are values important in OB?
Values have two attributes-content and intensity. The content attribute stresses that a particular code of
conduct is important. The intensity attribute specifies how important that particulars code of conduct is.
Values are important to the study of organizational behavior because they lay the foundation for the
understanding of attitudes and motivation. Individuals enter an organization with preconceived notions of
what “ought” or what “ought not” to be. Of course, these notions are not value free. These are part of the
makeup of a person. They remind us as to what is important in our lives, such as success or family, but
also, by virtue of their presence, they provide contrast to what is not important.
5. Describe the relationship between terminal and instrumental values.
Rokeach divided values into two types: the Terminal Values and the Instrumental Values.
Terminal Value refer to desirable end-states of existence, the goals a person would like to achieve during
his or her lifetime. They include happiness, self-respect, recognition, inner harmony, leading a prosperous
life, and professional excellence.
Instrumental values deal with views on acceptable modes of conductor means of achieving the terminal
values. These include being honest, sincere, ethical, and being ambitious. These values are more focused
on personality traits and character.
Terminal Values are most desirable to humans and Instrumental values are views of how human desires
should be achieved. These are values that we think are most important or most desirable.