1.

How do your team members differ in relation to - task completion, flexibility at the workplace,
monitoring various functions, ideation, and many other dimensions of big 5?

What will you suggest to your team members for improvements?

Answer

Conscientious
Agreeablenes
Extraversion

Neuroticism

Openness
Roll No.

People
Name

Task
ness
s
383 BABIYA MOIRANGTHEM 3.34 4.16 4.37 2.58 3.83 5.8 5.8
387 ISHA GOYAL 3 4.55 3.44 2.97 4.1 7.2 6.2
392 KAUSTAV RITWIK 3.75 3.11 4.44 2.125 4.2 7.4 8.4
396 LOGESH RAJA MU 3.25 4.25 3.77 1.75 3.7 7.2 7.4
406 PRASOON AGRAWAL 3.6 4.2 4 2.25 4.1 6.2 6.2
410 RAHUL MALHOTRA 4.625 3.22 3.33 2.75 3.6

Trait for
Babiya Isha Kaustav Logesh Prasoon Rahul Evaluation
Ideal but on
the higher
Task side. He
Completion needs to
bring it Need Conscientiousnes
Ideal Ideal range lower Ideal ideal monitoring s
Flexibility Ideal Ideal range Ideal Ideal ideal Low range Openess
Monitoring Highly
Functions Ambivert Ambivert Extrovert Ambivert Extrovert extrovert Extraversion
Good -
Ideations Ideal
Good Range Ideal Ideal ideal Ideal range Agreableness
Emotional
stability and Ideal
Self Esteem Ideal Range Ideal Ideal Ideal Ideal range Neuroticism
The low Scored a He has a He has a Prasoon has high Socializing
General score on little low very low low score agreeableness comes
Observation extraversio on agreeablenes on and naturally to
s/ Scope for n extraversio s score; thus, neuroticis conscientiousnes him and it’s
Improvemen corroborate n aspect- he has issue m. He s, which means quite
t s the fact need to with might find that he is ready possible that
 that she has work on complying it diffcult to help people he knows
difficulty social and adhering to around him and everyone in
working skills. to mainatain also has a knack his place of
with people regulations and of keeping things work.
who she sometimes. emotional in order as well However,
does not Moreover, stability at as working hard this has its
like and he has an times. to meet his goals. caveats as
often average He has a well as in a
comes extraversion openness score managerial
across as score thus, of 4.1, which role, he
being shy. he needs to also implies that might find it
To improve work on that he is imaginative difficult to
the score, as well. and tries to do satisfy
she has his task in everyone.
been unique ways Thus, he
advised to possible. His should work
join a extraversion upon being
speaking score is average, comfortable
club, which implies with
gradually that he needs to disappointin
take leads work more on g a few
in group his public people.
discussions, speaking and
and refine social skills.
her
conversatio
n skills.

2. Choose any two arbitrary job situations (better if someone has prior job experience) and discuss
what individual characteristics (Big 5) are better matched to these situations.

Answer

1. Urban Development: Real estate and Infrastructure: This domain needs employees to
interact with various stakeholders, come up with creative solutions, have an analytical
approach to find the gap and come up with propositions, and to sell the idea to the
developers.

To survive in this sector, one needs to be

● Extraversion: for stakeholder consultation and presentation of the idea to various

beneficiaries. High score is required.
● Openness: To come up with solutions after analysing the situation. One needs to
remain open with his approach as, needs are distinct.
● Agreeableness: Have to conform to the regulations such as building bye-laws,
urban planning guidelines, government policies, etc thus, a high score is required.
● Conscientiousness: Need to be organized as these projects are long term, thus,
planning needs to be perfect
 2. Sales: This domain needs employees to have excellent persuasion skills and be bold and
friendly while dealing with customers. Also, employees must not be rigid and be open to
new ideas and practices, and constantly experiment with what works best for them and
their goals. The desirable Big 5 scores for this domain are
● Extraversion - To have a long-lasting relationship with the customers, a high
level of extraversion is required.
● Openness - A high score on openness and willingness to experiment is preferred
as sales agents constantly need to change tactics to get a competitive edge.
● Agreeableness - An average to a high score is preferred to exhibit customer-
oriented behavior
● Conscientiousness - Sales is a very goal-oriented domain, wherein employees are
expected to meet targets all the time. Hence, a high score on this trait is preferred.
● Neuroticism - A low score on this trait is preferred, salespeople invariably deal
with customers with different cultural values, believes, social orientation,
divergent needs, and extremely high level of variation in their level of
temperament.

3. Any correlation between a person’s particular trait and Leadership Grid (behavioral approach).
Could you see any relations between traits and behavior?

Answer

Babiya is found to be a very goal-oriented person and her scores on the conscientiousness trait
indicate likewise. She is determined to complete the tasks at hand but shows a little rigidity to
Babiya new approaches, and hence can be said to be less flexible. Since the intersection point lies at
the lower-left half of the team leader quadrant, she can improve her leadership style by being
more considerate of others’ approaches and being open to changes.
Isha has high agreeableness score which shows her concern for the team members. Since the
Isha intersection points lies in the lower half of grid, she can improve by being more of people's
persion by working on her social skills.
High conscientiousness and Openness scores support the claims that he puts great efforts in
completing tasks in hand, thus, attributing high score on the leadership grid assessment for
task section. Further, openness helps him in being flexible and dealing with people. However,
Kausta
he needs to work more on understanding people. A little push in his extraversion score could
v
help him to overcome his shortcomings. 9,9 being the perfect leadership score, Kaustav still
has a long way to go in order to make propitious environment for his peers to get the best out
of themselves.
Logesh
Prasoon Prasoon lies in the team leader quadrant but is in the lower half of the same. It implies that
there is still scope for improvement, which could be achieved by being more open to this
 team and putting in a little more effort to get his work done.
Rahul

1) Babiya

2) Isha

3) Kaustav
 4) Prasoon

4. How your team members are different when it comes to leading others. Could you see any
differences? What implication does this have on your career growth?

Answer:

Babiya is seen to be meticulous and punctual and expects the same out of her co-workers. She
puts a lot of emphasis on completing the task before the deadline. If her co-workers do not
Babiya perform well, she takes the burden upon herself, which sometimes leads to a lot more work.
She leads by example but does not do much to motivate her co-workers. Going forward, this
kind of behavior may lead to unreliable teams with sub-par productivity.
Isha is open to working on new ideas. When she takes responsibility of a task, she tries her
Isha best to finish it well on time. Isha is concerned about other people as seen from her
agreeableness score and she tries her best to work for the interest of the team.
As one could see, Kaustav focuses a lot on the process. Based on University of Michigan’s
Kausta
objective, Kaustav is a production-oriented leader. A high people rating further corroborates
v
considerate nature.
Logesh focus is lot more on clarity. Logesh helps his team all the time. He tries his best to come
Logesh
up with top-notch solution. He takes up responsibility and achieve any goal.
Prasoon is highly goal oriented as well as open to working on new ideas. He also tries to help
Prasoon his team in whatever way possible and tries to bring the best out of the people around him. He
is dependable and leads by example.
Rahul scored less on conscientiousness score, therefore he needs to be more careful and
Rahul organized while working for the team. At the same time, he can delegate tasks very well in the
team due to his extravert nature.