RENAISSANCE UNIVERSITY INDORE (M.

P)

SESSION :2022-2023

MAJOR RESEARCH PROJECT

On the TOPIC
Personality and Its Effect on Group Performance

SUBMITTED TO: SUBMITTED BY:

Dr Manisha Pandey Samriddhi Samuel
Rajdeep Kaur Gill
Khushi Gupta
Rajendra Dala Behera

BBA HONS (IPM) 6TH SEM

DECLARATION

We Samriddhi Samuel, Rajdeep Kaur Gill, Khushi Gupta,

Rajendra Dala Behera, hereby declare the project work done
titled “Personality and Its Effect on Group Performance” is the
original work done by us and submitted to
RENAISSANCE UNIVERSITY, Indore in a partial
fulfilment of requirement for the awards of Bachelor of
Business Administration under the supervision of our
mentor Dr Manisha Pandey of RU (Indore).

Further we hereby declare that the work done by us can be

used for academic purposes.

Roll No: Samriddhi Samuel - 1900210

Rajdeep Kaur Gill - 1900086

Khushi Gupta - 1900112

Rajendra Dala Behera - 1900470

Date: 04 July, 2022
 CERTIFICATE

This is to certify that Samriddhi Samuel, Rajdeep Kaur Gill,

Khushi Gupta, Rajendra Dal Behera, student of BBA VI semester
has undertaken a project entitled “Personality and Its Effect on
Group Performance”  under my guidance and supervision for the
partial fulfilment of requirement of the degree BBA Hons. (Full
Time) of Renaissance University, Indore for year 2019-22.

I further certify that the work completed by them is genuine and

has been arrived at their own. They are appreciated for their own
sincere efforts in collecting the relevant data. They have shown
tremendous potential in analysing the same.

-------------------------------                                                            

(Dr Manisha Pandey)                                                                                

PROJECT GUIDE                  
 ACKNOWLEDGEMENT

Exchange of ideas generates energy and will to work in a better way

whenever, it is helped and co-operated by others, and heart is bound
to pay his gratitude and obligations to them.

During this research work we have been indebted to a number of

individuals. We take this opportunity to express our sincere gratitude
towards all those who have been helpful to us directly and indirectly.
We are thankful to Dr Manisha Pandey for her guidance and for her
constant support.

We are very thankful to our Honourable Chancellor sir to provide us

such kind of academic environment in this university by which, we
got research insight.

We are also thankful to our Vice Chancellor and Registrar sir.

We are also thankful to our HOD Mr. Prateek Uppal, Ms. Manpreet
Kaur for their continuous support.

We are also thankful to Mr. Akshay Tiwari for his co-operation.

CHAPTER 1

1.1 INTRODUCTION

Personality is a collection of emotional, thought, and behaviour patterns unique to a

person that is consistent over time. The idea that we can understand ourselves and others
by categorizing the ways in which we experience, respond, and behave toward the
physical and social world has a long tradition. With the advent of psychology as an
academic discipline, theories of personality and techniques for measuring personality
characteristics and individual differences developed significantly. No single model has
been able to describe the totality of human personality. The inherent complexity of
human nature, and the infinite diversity among individuals may indeed preclude such a
possibility. Even so, those who work to advance our understanding of ourselves and
others enable us to build bridges and overcome barriers between people with different
personalities. Understanding and appreciating our differences allows us to become one
human family, where each person can full fill his or her own potential and contribute to
the whole, according to their unique nature.

Group performance in every organization is important as it depicts the overall

performance of the organization. If various individuals in an organization cannot work as
a group, then the organizations performance both financial and operational will never be
maximized. Group efforts and team work is the major ingredient in every successful
organization, hence the need to make sure that the personality of every member in the
group is okay for group/organizational goals to be achieved. Without good personalities
in a group, there can never be a good group. The desire to build a sound conducive
environment for an organization is the desire of every loyal employee of an organization.
Personality represents a process of change and it relates to the psychological growth and
development of individuals. Personality factors are extremely important in today's
competitive organizational settings. Often the 'wrong' kind of personality proves
disastrous and causes undesirable tensions and worries in organization. Personalities of
employee can take an organization to greater heights, above its competitors, and at the
same way bad personalities can bring down the organization. Intelligence and emotional
quotient which basically forms an employee's personality type must be balanced for the
employees act effectively and easily relate with his/her job other employees in a cordial
way. The human resources are the most important resources or asset an organization can
boast of in the 21st century workplace since organizations are run and steer by people. It
also deals with formal system for managing people at work. further stressed that it is
through people that goals are set and objectives attained. Thus, the performance of an
organization is dependent on the sum total of the performance of its members. In the
same vein, one of the most critical topical issues in the study of organizational behaviour
in the 21st century is the effects of workforce diversity such as personality on
organizational performance. In today's global and competitive environment, the general
consensus is that organizations that capitalize on diversity are likely to perform better
than organizations without the advantages that diversity brings. Workforce diversity
refers to employee's individual differences and similarities. It stands for individuality that
includes personality, gender, race, nationality, ethnicity, region, sexual orientation,
income, marital status, work experience and perceptions that uphold organizational core
values. Personality is about the way individual reacting, perception, thinking, perceiving,
attitude or behaviour as a person to their environment. Personality can be defined as a
dynamic or set of characteristics possessed by a person that influence on cognition,
motivation and behaviour in a variety of situation. The personality represents a stable set
of characteristics that are responsible for a person's identity. They further argued that
personality captures what people are like, in contrast to ability which captures what
people can do. Hogan, Hogan and Roberts (1996) opine that several events in the past 20
years have led to a resurgence of interest in the personality composition of work teams.
First, personality has increasingly been found to be a valid predictor of performance, in
part, because of the influence of the Big Five model of personality. Second, research on
group's performance has increased. Third, business and industry have demonstrated a
sustained increase in the use of work teams as well as a need for strategies designed to
select group members. Personality has been considered as an important factor on the
personality related to specifically for predicting the organizational performance.
Organizational performance is when an organization meets its set targets putting into
consideration all other personality, external and internal dimension that affected
performance. An organizational performance is accumulated end result of all the
organization work processes and activities. Personality of employees is important to
make sure the organization can accomplish the process and activities successfully. Group
efforts and team works is the major ingredients in every successful organization, hence
the need to make sure that the personality of every member of the group is passable for
group and organizational goals to be achieved. Without good personality in a group, there
can never be good group. Although the relationship between workforce diversity such as
personality and group performance in the corporate organizations has been fairly well
studied and documented especially in developed countries, the issue has not received
adequate attention in the case of tertiary institutions of higher learning, particularly those
located in the developing World. The university, just like all other organisations consists
of people from diverse background, culture, norms and tradition. Thus, employees would
exhibit different behaviours.

Definitions of Key Terms

Groups and Work Teams

“Wherever people work together or play together they do so as a team”. The notion of
“teams” has been loosely applied to dyads, small groups, organizations, and entire
enterprises. Collective behaviour takes place at the group, organizational, and societal
level. Within these three broad levels, groups consist of mutually responsive individuals,
organizations consist of mutually responsive groups, and societies consist of mutually
responsive organizations; therefore, organizations are composed of individuals who work
together. Additionally, Alderfer and Hackman defined a work group as a unit comprised
of individuals who: see themselves and, are seen by others, as a social entity; are
interdependent because of the tasks they perform as members of a group; are imbedded in
a larger social structure such as a university or corporation; and perform tasks that affect
others such as patients, customers, and co-workers. Furthermore, teams are sets of
individuals who interact interdependently to achieve a common objective and share
common histories and 6 anticipate the same futures. Lastly, work group and work team
are defined as interdependent collections of individuals who share responsibility for
specific outcomes for their organizations. This study will view a team as a small group of
two or more individuals who work together interdependently; perform tasks that affect
team objectives, goals, and others; and see themselves, and are seen by others, as a
“team.” There has been some debate in the literature regarding the meanings of “groups”
and “teams”. Although some researchers believe teams to be evolved work groups whose
members share commitment and strive for synergy, others believe that consistent modern
definitions of groups apply equally well to groups or teams and feel that team has
overtaken group in frequency of use, at least in organizational psychology. This
dissertation concurs with the latter views and will thus use the terms “group”, “work
group,” and “team” interchangeably.

Personality

Although many similar definitions abound, this research will build on personality as “the
complex organization of cognitions, affects, and behaviours that give direction and
pattern (coherence to the person’s life)” (Pervin, 1996, p.414); and further more asserts
that personality includes “the individual’s characteristics patterns of thought emotions
and behaviour together with the psychological mechanisms—hidden or not—behind
those patterns” (Funder, 1997, p.1). Important to the present research, personality
psychology’s central focus is examining all the ways in which individuals differ from one
another (Funder, 1997).

Personality Traits

Although reified in recent years, personality traits are neither real entities nor per se
observable. Rather, traits are descriptive frameworks and serve a needed structural
purpose by giving conceptual order to an otherwise complex psychological entity
(Dumont, 2010). Personality traits are fundamental and exist in all cultures (Galton,
1949) and can be found in the natural language of all human groups, a concept termed the
“fundamental lexical hypothesis.” A society creates words to identify and describe the
qualities of individuals in order to improve social interaction, enhance the general quality
of life, and assist humans in living and working in close proximity with each other
(Goldberg, 1990). Despite the past discussions and even heated debate on the subject,
there is no longer any question about the primacy of personality (Kehoe, 9 2012).
Additionally, further researcher consensus has emerged around the Five Factor Model
view of personality (McCrae and Costa, 1987) that is discussed in the following section.
Five Factor Model

The Five Factor Model (FFM) of personality traits evolved over much of the twentieth
century. From Thurstone (1934) to Fiske (1949), Tupes and Christal (1961), and Cattell
(1950), different terminology has been used by numerous researchers to describe similar
personality dispositions (Dumont, 2010). Costa and McCrae (1976, 1983) identified and
reported neuroticism, extraversion, and openness as derived from a cluster analysis and
later added conscientiousness and agreeableness (Pervin and John, 1999). The FFM is the
“latitude and longitude along which any new personality construct should be mapped”
(Funder, 2001; Goldberg, 1990; Ozer and Reise, 1994) and the personality psychology
field is approaching consensus on acknowledging the general FFM dimensions as its
accepted taxonomy (John and Srivastava, 1999). McCrae and Costa (1987) clarified the
five factor traits in the following manner. Extraversion (also termed surgency) includes
variables such as social, fun loving, affectionate, friendly, and talkative.
Conscientiousness describes adherence to socially prescribed rules and norms for impulse
control, in being task- and goal-directed, and in being able to delay gratification (John
and Srivastava, 1999) and discriminates between individuals who are orderly,
industrious, and plan-oriented and those who are undisciplined, lazy, and unreliable
(Hampson, 2012). Agreeableness is associated with kindness, unselfishness, generosity,
and fairness (Goldberg, 1992) and agreeable people strive more for cooperation rather
than competition (Costa and McCrae, 1992). Openness is one of the more recent broad
personality traits identified 10 (Costa and McCrae, 1983), the most difficult to identify
and interpret (Barrick and Mount, 1991), and is often the most difficult to grasp. The trait
is seen in “the breadth, depth, and permeability of consciousness” (McCrae and Costa,
1997). Neuroticism is the chronic tendency of an individual to experience more negative
thoughts and feelings than others, to be emotionally unstable, and to be insecure
(Hampson, 2012). In this study, the positive trait of emotional stability, the reciprocal of
neuroticism, will be used.

Group Personality Composition Based on the FFM (McCrae and Costa, 1987), Group
Personality Composition is measured by examining the group-level mean and variance as
well as the individual-level minimum or maximum of the personality scores of each
member of a particular work group (Barry and Stewart, 1997; Halfhill, Nielson,
Sundstrom, and Weilbaecher 2005; Halfhill, Nielson, and Sundstrom, 2008; Neuman and
Wright, 1999). The measurements do not convey any useful meaning until compared to
other similar teams and a meaningful dependent variable.

IMPORTANCE OF PERSONALITY DEVELOPMENT

 Personality development grooms an individual and helps him make a mark of

his/her own. Individuals need to have a style of their own for others to follow them. Do
not blindly copy others. You need to set an example for people around. Personality
development not only makes you look good and presentable but also helps you face the
world with a smile.

 Personality development goes a long way in reducing stress and conflicts. It

encourages individuals to look at the brighter sides of life. Face even the worst situations
with a smile. Trust me, flashing your trillion-dollar smile will not only melt half of your
problems but also evaporate your stress and worries. There is no point cribbing over
minor issues and problems.

 Personality development helps you develop a positive attitude in life. An

individual with a negative attitude finds a problem in every situation. Rather than
cribbing and criticizing people around, analyse the whole situation and try to find an
appropriate solution for the same. Remember, if there is a problem, there has to be a
solution as well. Never lose your cool. It would make the situation worse.

It is essential for individuals to behave well with people around. Being polite with others
will not only make you popular among other people but also earn you respect and pride.
You can’t demand respect by being rude with people around. Personality development
plays an important role in developing not only your outer but also inner self. Human
being is a social animal. One need people around. An individual needs to have that
magnetic power which attracts people towards him. You need to have that charisma of
yours. Personality development helps you gain recognition and acceptance from the
society as well as people around.

Personality development plays an essential role not only in an individual’s professional

but also personal lives. It makes an individual disciplined, punctual and an asset for
his/her organization. An in-disciplined individual finds it difficult to survive in the long
run. Personality development teaches you to respect not only your Boss and fellow
workers but also family members, friends, neighbours, relatives and so on. Never make
fun of anyone at the workplace. Avoid criticizing and making fun of your fellow workers.

One should never carry his/her attitude or personal grudges to work. Office is not a place
where you can be rude to others just because you had a fight with your friend last night.
Personality development sessions help you differentiate between your personal as well as
professional life. It is really essential to keep a balance between both the lives to lead a
peaceful and stress-free life.

 Personality development helps an individual to inculcate positive qualities like

punctuality, flexible attitude, willingness to learn, friendly nature, eagerness to help
others and so on. Never hesitate to share information with others. Always reach office
on time. Some people have a tendency to work till late. Late sittings not only increase
your stress levels but also spoil your personal life. Sitting till late at the office indicates
that an individual is extremely poor in time management skills.

Factors that Influence Our Personality

There are several factors that influence the shaping of our personality. By observing the
behaviour of a person, we can understand which behaviour has what influence on the
personality characteristics of an individual.

Here we have briefly reviewed such personality characteristics:

1. Heredity: Some characteristics of our behaviour are genetic, which we inherit. Some
of the traits like physical height, slimness, dexterity, intellectual capacity, ability to learn,
logical power, etc. are also inherited. All these have a significant influence on our
behavioural patterns.

2. Family background: The socio-economic status of the family, education of the

parents, and other family members shape the personality of an individual to a
considerable extent. In fact, family members themselves try to influence the behaviour of
children in a desperate attempt to personify their own values, roles, etc.

3. Nature of people with whom we interact: People influence each other and such
influences shape the personality. For this reason, we often say that one’s personality is
constantly evolving and is shaped throughout one’s life.
 4. Culture:

Culture shapes our personal values and predispositions. It is the unique characteristic of a
social group. The values and norms shared by its member’s sets it apart from other social
groups. The essence of culture is the collective programming of the mind.

According to anthropological concepts, culture relates to a shared system of beliefs,

attitudes, possessions, attributes, customs, and values that define group behaviour. Values
are assumptions about ‘how things ought to be’ in the group. Thus, culture plays a
significant role in influencing the behaviour of an individual.

UNDERSTANDING THE 4 PERSONALITY TYPES:

A, B, C, AND D

Each person is a unique combination of four personality types. Over the centuries, these
basic categories have gone by several names and designations, but for our purposes, they
are known as the director, the socializer, the thinker, and the supporter. As shorthand,
though, we refer to those personality types as A, B, C, and D, respectively. Learning how to
identify people by personality type can bring a higher level of understanding to
interpersonal relationships and team building, especially for employers looking for ways
to improve employee hiring and reduce turnover. Indeed, a good personality test may be the
most valuable tool in a hiring manager’s toolbox.

What is a Type A personality?

A Type A personality likes to be in charge and be in control of their environment and

their lives. They’re normally not very detail-oriented, choosing to delegate details to
others. They’re usually very goal-oriented and practical in their solutions. And arriving at
their solutions and goals will entail a no-nonsense, bottom-line approach.
What are Type A personality strengths?

 Embraces change

 Take-charge

 Fast-paced

 Entrepreneurial

 Direct management style

 Ambitious

 Works well independently

 Passionate

 Demands maximum freedom

 Dominant

 Good administrative skills

 Highly competitive

 Good delegation skills

 Multitasking

What are Type A personality weaknesses?

 Stubborn

 Workaholic

 Impatient
 Abrupt

 Tough

 Easily angered

 Insensitive

 Ill-tempered (short fuse)

 Intolerant

 Domineering

What motivates a Type A personality?

 Money

 Opportunity

 Freedom/independence

 Favourable risk-reward ratio

 Challenges

 Urgency

 Success

 Leadership

What are some common words or phrases that motivate or grab the
attention of the Type A personality?

 “Let’s get it done.”

 Fast

 Results

 Immediate/today/now

 The bottom line

 “What do you think about ___?”

 “The best (newest, cutting-edge, etc.)”

 Take the challenge

 Great return on investment

 What are the turnoffs, dislikes, and fears of the Type A personality?

 Touchy-feely things

 Long explanations or descriptions

 Explaining things in emotional terms or more than once to the same person

 Looking soft or vulnerable

 Falling into routines

 Being taken advantage of

 Losing

Which jobs attract a Type A personality?

 President/CEO

 General contractor

 Salesperson or sales manager

 Business owner

 Politician

 Entrepreneur

 Police/military officer

 Manager

 Executive

What do Type A personality traits look like at work?

 People with Type A personalities can typically be identified by the following traits:

 Goal-oriented

 Risk-taking

 Good under stress

Type A personalities don't like a lot of restraints or restrictions placed on them. Instead,
they prefer to work independently and set their own schedules. Since they often tend to
be workaholics, it’s not unusual to see them put in whatever time and effort it takes to
accomplish their goals. They may seem impatient at times, especially if they believe
someone is spending too much time going over details with them or impeding the
successful completion of whatever goal or project they’re focusing on at the moment.

Don't be surprised to see this personality type in a supervisory position or management.

Having an entrepreneurial streak, they may be a business owner or strive to own their
own business someday. The Type A personality is not easily discouraged and will
normally exude confidence.
 If a Type A personality sees their day-to-day job as routine or repetitive, they’ll get bored
easily and won’t enjoy the work. They’ll want others to view them as tough in these
situations, but internally they may be miserable if the job is too routine. In keeping with
their dominant traits, Type A personalities will do whatever is necessary to prevent
themselves from falling into patterns or routines and seek freedom and independence
instead. They’ll also be very dissatisfied if they believe someone is trying to take
advantage of them or hold them back.

A Type A personality may not be very good at recognizing co-worker’s feelings and
needs. It’s not necessarily because they don't care; rather, they’re extremely focused on
achieving their goals and may not notice. If you're looking for someone who works well
under pressure and seems to excel in high-stress situations, the Type A personality is
probably what you're looking for.

What is a Type B personality?

The Type B personality is a very outgoing, energetic, and fast-paced individual who likes
to be around people and enjoys being the centre of attention. They’re good relationship
builders, and most people like them right away. Their driving need is for approval, so they
try to like everyone in hopes everyone will like them too. Compliments, acknowledgement
of their achievements, words of admiration, and even applause from groups will be the most
important thing you can do for them.

What are Type B personality strengths?

 Enthusiasm

 Fun-loving

 Persuasiveness

 Easily liked by most people

 Friendliness
 Charismatic

 Idea person

 motivator

 Dreamer

 Light hearted

 People-oriented

 Spontaneous

 Faster-paced

 Self-confident

What are Type B personality weaknesses?

 Too self-involved

 May try to do too much at once

 Impatient

 Sometimes unrealistic

 Trouble being alone

 Doesn’t finish what was started

 Short attention span

 Arrogant or cocky

 Easily bored

 Self-indulgent
 Prone to sweeping generalizations

 Impulsive

 Procrastination

 Whimsical

What motivates a Type B personality?

 Public recognition

 Awards, plaques, certificates

 Having picture taken with celebrities

 Succeeding, especially beyond peers

 Being the centre of attention, public speaker, director, etc.

 Acceptance

 The latest styles and/or trends

What are some common words or phrases that motivate or grab the
attention of the Type B personality?

 “You look great.”

 “You’re the best ____.”

 “People love you.”

 “This will be fun.”

 Entertaining
What are the turnoffs, dislikes, and fears of the Type B personality?

 Public humiliation

 Being unappreciated

 Appearing uninvolved

 Non-social types

 Appearing unattractive

 People and things that distract attention

 Appearing unsuccessful

 Appearing unacceptable

Which jobs attract a Type B personality?

 Public relations

 Salesperson

 Entertainment

 Personnel interviewer

 Professional host

 Politician

 Recreation director

 Party planner

 Customer service/relations
What do Type B personality traits look like at work?

 People with Type B personalities can typically be identified by the following traits:

 Relationship-oriented

 Outgoing

 Enthusiastic

Type B personalities love to talk about themselves. Some may view that as self-centred,
but a Type B’s real motivation is to be liked. For an extreme (and funny) example, think
of the character played by Bette Midler in the movie Beaches, when she invited an old
friend up to see her lavish apartment and told her about her great success. Then she said
to the friend: "Enough about me. Let's talk about you. So, what do you think of me?"

The Type B personality’s biggest fear is being humiliated in public, since that might
make many people disapprove of them, and the thought of that would be devastating. The
B personality doesn't want to appear unattractive or unsuccessful either, so they’ll make
sure their appearance is impeccable and will always give the impression of being very
successful at whatever they do, whether they are or not.

Some of the strengths you can count on from the Type B personality are their enthusiasm,
outgoing behaviour, friendliness toward others, and their ability to persuade even the
most sceptical of people. They tend to be dreamers and can often turn those dreams into
very practical ideas in the workplace. Type B personalities are normally spontaneous and
use their quick wit and humour to make people like them. They aren't very good about
hiding their own feelings either, so if they’re hurt or disappointed, you'll probably be able
to read it in their mannerisms and overall disposition.

Some of the natural weaknesses that are associated with the Type B personality include
being impatient, having a relatively short attention span, and not being very detail-
oriented. In business, Type B personalities may tend to over socialize and not spend as
much time doing their work because they strive for the social interaction. During the
hiring process, they may be inclined toward unstructured, rambling interviews rather than
structured ones, and bad interviews can lead to bad hires. Despite their natural tendency,
many Type B personalities have learned to keep their counterproductive impulses in
check while benefiting from the positives of having a social nature.

What is a Type C personality?

The Type C personality is a very detail-oriented individual who likes to be involved in

things that are controlled and stable. They’re interested in accuracy, rationality, and logic.
People who can't seem to control their emotions will bother them because Type C
personalities believe being emotional makes objectivity difficult or perhaps impossible.
They also dislike being around people who are full of hype, since they desire facts,
accuracy, and logic. Other people's emotions may not be a priority for them, as they tend
to strive for the facts and let the chips fall where they may.

What are Type C personality strengths?

 Accuracy

 Creative

 Dependable

 Imaginative

 Independent

 Detailed

 Follow-through

 Plays by the rules

 Organized
 Intelligent

 Analytical

 Critical thinker

 Quality control

 Thoughtful

What are Type C personality weaknesses?

 Worry about progress

 Can appear unsocial

 Critical behaviour

 Likes to do things their own way

 Detached behaviour

 Can see the glass half empty

 Sceptical, disbelieving

 May never have personal expectations met

 Disengagement

What motivates a Type C personality?

 Control

 Opportunities to be independent and analytical

 Challenges
 Problem-solving

 What are some common words or phrases that motivate or grab the attention of the
Type C personality?

 Perfection

 “How does that work?”

 Quiet, solitude

 “Tell me more about ____.”

What are the turnoffs, dislikes, and fears of the Type C personality?

 Uncontrolled emotions

 Irrational acts

 Indecision

 People who are self-centred, or self-aggrandizement

 Loss of control

 Being subject to control or supervision by people they don’t trust or respect

 Distractions or distracting people

 Which jobs attract a Type C personality?

 Forecaster

 Trouble-shooter

 Critic

 Investigator (police, crime scene, private, etc.)

 Engineer

 Technical support

 Research scientist

 Game designer

 Data analyst

 Pilot

 Programmer/analyst

 Artist

 Actuary

 Musician

 Accountant/auditor

 Inventor

What do Type C personality traits look like at work?

People with Type C personalities can typically be identified by the following traits:

 Detail-oriented

 Logical

 Prepared

Type C personalities tend to be quite controlling, both of themselves and others. They
don't like things to get out of hand and may not appear very expressive at times because
they don't really want themselves to display a lot of emotion. They’re very outcome-
driven and will be sticklers for following procedures and protocol in getting the job done.

They’re careful, resourceful, and, above all, excellent thinkers who will look at all
aspects of an issue before taking a stand. Once they take a stand on an issue, though,
they’ll have the facts to back it up, so anyone who challenges them better be prepared. If
you have a Type C personality on your job candidate shortlist, you’ll want to prepare
some thoughtful interview questions if you don’t want a carefully rehearsed response.

They like their jobs to be clearly defined and want to know exactly what’s expected of
them. Knowing those facts, they will be able to prioritize their tasks and see them
through to completion.

When in decision-making roles, they’re cautious and logical, requiring many details and
facts before they make a decision. People who try to sell them something by trying to get
them emotionally involved usually fail; the Type C personality would consider such an
effort to be hype and would wonder what facts the other person is trying to hide.

In more public roles, the Type C personality will strive for originality, cleverness, and
uniqueness in all things. Because of their detail orientation, they’re meticulously
prepared to defend their decisions against any possible objections. Many accountants and
lawyers, for example, are Type C personalities. They’re excellent for any job that
requires creative thinking based on patience, facts, and accuracy.

What is a Type D personality?

A Type D personality takes a slower, easier pace toward their work and life in general.
They seek security and longevity on the job and are very happy doing a repetitive task,
day in and day out. The repetition allows them to become very skilled in what they do.
Likewise, they won't like it if the rules change a lot, as that’s contrary to their desire to
minimize change and stick with what they know works. For the Type D personality, even
though the current way may be unpleasant, they worry that the unknown may be even
worse.
What are Type D personality strengths?

 Low-key

 Caring

 Sincere

 Compassionate

 Stable

 Fair and equitable

 Calm

 Unimposing

 Looks approachable

 Dependable

 Appearance of strength

 Trusting

 Minimal mood swings

 Self-confident

 Reliable

 Consistent

 Observant

 Good at routines or repetitive tasks

What are Type D personality weaknesses?

 Not speaking up

 Easily used by others

 Going along when they don’t agree

 Uncomfortable with constant change

 Going along to avoid confrontation

 Less assertive

 Gets hurt feelings

 Shy

 Resistant to change

What motivates a Type D personality?

 Stability

 Benefits

 Security

 Low risk

 Routine

 Team/group opportunities
 Calm work atmosphere

What are some common words or phrases that motivate or grab the
attention of the Type D personality?

 “Help others in need.”

 Relaxed atmosphere

 Logical

 Rational

What are the turnoffs, dislikes, and fears of the Type D personality?

 Risks

 Pushy people

 Change (especially frequent change)

 Instability

 Disorganization

 Aggressive behaviour

 Disruption in routine

 Surprises

 The unknown

 Conflict
Which jobs attract a Type D personality?

 Secure team position

 Administrator

 Financial services

 HR manager

 Social worker

 Bureaucrat

 Family doctor/nurse

 Assembly line worker

 Residential/community services

 Mechanic

 Teacher

 Counsellor

 Personal assistant/secretary

 Minister

 Insurance agent

 Supervisor

 Librarian

 Security guard

 Customer service representative

What do Type D personality traits look like at work?

People with Type D personalities can typically be identified by the following traits:

 Task-oriented

 Stabilizing

 Cautious

They seek the respect, sincere admiration, and acceptance of others. The Type D
personality will gladly work hard to please the people they work for as long as they feel
appreciated and receive plenty of reassurance that they’re needed. They need that sense
of security. Type D personalities often think the Type A personality is crazy for taking so
many risks and not showing much concern for security and longevity.

Type D personalities are usually very organized; being around a messy environment or
disorganization will bother them. They’re also good at playing a very supportive role
with others and are normally very caring, thoughtful, and compassionate. They are
patient, tend to be good listeners, and will persevere when all others have given up. They
especially like working in a group or on a team and will be a stabilizing force in these
scenarios.

Although they may not be as fast as others, they’re accurate and thorough. They’ll
usually keep their feelings to themselves and are reluctant to express themselves, even if
a more assertive type seems to be taking advantage of them. They tend to go along to get
along.

To attract the Type D personality in a job ad, be sure to talk about the company benefits
package and the long-term growth potential within the company. Having a secure, stable
environment will be very important to the Type D personality.

How to use the 4 basic personality types: A, B, C, and D

The descriptions above are the same, or similar, to what you will see printed on the Hire
Success Overview Report. Each applicant is instructed to respond to the Hire
Success Personality Profile form based on how they are at work, and the results will
indicate which of the four personality types they draw from most, and to what degree.
The system automatically provides a description of the primary personality at the
beginning of the Overview Report. Variations of the above will be printed if the test taker
is a combination of more than one personality type, or a Type X. You can compare the
results against the baseline you developed to help speed up your hiring process.

In the Summary Report, a bar chart is provided along with a percentage, or strength, of

each of the four personality types. The higher the percentage, the more dominant that
personality type. When two or more personality types are close, or the same, in strength,
the applicant may be characteristic of both types equally.

These Type A, B, C, and D personality descriptions are classic descriptions designed to

provide you with some background information about a particular personality. The Hire
Success system uses these descriptions for contrast to the specific descriptions and values
found in the traits section of the report. In many cases, the applicant's individual traits
may differ, at least to some degree, from what you may see described in the overall
personality description.

The Hire Success system determines traits independently of the personality calculation

and doesn’t base trait information on what might be expected from a particular
personality type. The inclusion of these expanded traits is one of the ways the Hire
Success® system differs from other systems, like Myers-Briggs, and opens the door to
highlight those differences that make the applicant a unique individual — not one
squeezed into one of four boxes. If and when you see a trait differ from what might be
described in the personality overview, it’s not a mistake. Quite the contrary, it’s most
likely the true trait you can expect to see from the applicant on a day-to-day basis and not
just an expectation based on a traditional Type A, B, C, or D personality description.

1.2 RATIONALE
Performance within teams is of vital importance for organization. The influence of
personality in general and traits on particular team is evident. However, it is not clear
how the relationship between personality and team cohesiveness works that leads to team
performance. This study helps to find a better insight of that relationship by exhibiting
that certain personality traits can change team environment. To this end, an
understanding of how

personality impacts team setting in organization will help team leaders and managers to
facilitate and improve team success. Herein, we describe the four personality traits
(competitiveness, openness to experience, conscientiousness, agreeableness) and identify
which of these are critical to team cohesiveness and performance.

CHAPTER 2

2.1 REVIEW OF LITERATURE

Murray, Rushton (1990) conducted a study on teacher personality traits and student
instructional ratings in six types of university courses, where colleague ratings of 29
personality traits were studied in relation to student ratings of teaching effectiveness in a
sample of 46 psychology teachers. Instructors were evaluated in six different types of
university courses, ranging from freshman lecture classes to graduate research seminars.
Major findings were listed as follows: (I) Rated teaching effectiveness varied
substantially across different types of courses for a given instructor; (2) teaching
effectiveness in each type of course could be predicted with considerable accuracy from
colleague ratings of personality; and (3) the specific personality traits contributing to
effective teaching differed markedly for different course types. It was concluded that
psychology instructors tend to be differentially suited to different types of courses and
furthermore that the compatibility of instructors to courses is determined in part by
personality characteristics.

Walker, Mehl & Moore (2007) investigated on the use of linguistic cues for the
automatic recognition of personality in conversation and text. The researchers stressed on
the well-known fact that utterances convey a great deal of information about the speaker
dimension of variation between humans. Recent work had explored the automatic
detection as well as identification of other types of pragmatic variation in text and
conversation, such as emotion, deception, speaker charisma, dominance, point of view,
subjectivity, opinion and sentiment. Personality also affects these other aspects of
linguistic production. This article reports an experimental result for recognition of all
Big Five personality traits, in both conversation and text, utilizing both self and observer
ratings of personality. For each model, we analyse the effect of different feature sets on
accuracy. Results showed that for some traits, any type of statistical model performs
significantly better than the baseline, but ranking models perform best overall. An
experiment was also suggesting that ranking models are more accurate than multi-class
classifiers for modelling - personality. In addition, recognition models trained on
observed personality perform better than models trained using self-reports, and the
optimal feature set depends on the personality trait. A qualitative analysis of the learned
models confirmed previous findings linking language and personality, while revealing
many new linguistic markers also.

Decker & Kaufman (2008) had reported a study entitled “Personality Characteristics and
Teacher Beliefs among Pre-Service Teachers” that added to current knowledge
concerning pre-service teacher beliefs and personality characteristics and suggested the
usefulness of personality as a potential intervening variable in assessing the relation
between teacher preparation and teacher effectiveness.

Ham, Wells (2009) attempted to find out whether occupational choice is being influenced
by the personality traits. This attaining a white-collar occupation over the baseline
category of a blue-collar occupation; controlling for human capital and other factors.

The paper uses data from the Household Income and Labour Dynamics in Australia
(HILDA) survey to estimate a random effect prohibited model to capture the effects on
the probability of being in a white-collar occupation. The results were then examined
using the average marginal effects of the different conditioning variables over the entire
sample. The analysis finds that personality and parental status also have significant
effects on occupational outcomes. The results of the study also suggested that the
magnitude of the average marginal effect estimates of separate models for males and
females indicate that effects differ between the genders for key variables, with
personality traits in females having a relatively larger effect on their occupational
outcomes due to the diminished effects of education.

The study focused on the characteristics of teachers as can be gathered from the
experiences of pupils. Major aim was to explore the situation the former teachers. It was
assumed that, on the basis of the pupils’ experiences, we would be able to identify in
these bad teachers the personality traits, cognitive and emotional elements, mistaken
interpretations of their situation and role, competence deficits and other patterns of
behaviour that led to the negative attitudes of their pupils. The researcher carried out the
survey with the involvement of secondary school pupils, engineer teacher trainees and
engineering teachers who graduated in the past five years. Respondents were asked to
remember their secondary school teacher they deemed the worst and identify up to three
characteristics that made them think of that person as a bad teacher. Using experiences
from earlier research projects and preliminary studies, the researcher used semantic
analysis to place the responses into five categories and were able to classify more than
90% of the responses into these categories. The traits thus gathered were then divided
into two groups on the basis of whether they are personality dependant or acquirable. It
can be shown that the evaluations. Criticism concerning areas that are more easily
acquirable (pedagogical shortcomings and knowledge of the subject) was also significant,
but clearly less so than in case of personality dependant flaws. Through this study it was
also attempted to analyse the forms of Gustafson (2010) investigated the effect of birth
order on personality. Through the literature review 25 such empirical articles were found
regarding the effects of birth order on personality to determine whether this research
supports Alfred Adler’s birth order theory. The present research work had focused on a
broad range of topics covering the complete lifespan and included such topics as
relationships, executive functioning and mental health. Overall, the research also found
that there was a significant effect on many aspects of personality which is directly
associated to the birth order.

Hamilton (2010) conducted a study primarily to explore the relationship between

teachers’ personality traits and teachers’ attitudes and practices towards family-school
partnerships. There were a few secondary purposes of the study also, such as - to explore
how various teacher demographic impacted attitudes and practices towards partnership,
to examine if a cultural match between teachers’ and students’ Five Factor Model (FFM)
to that of the general population. The sample group comprised of 243 practicing teachers
in the state of Illinois who had completed an on-line survey that contained two
partnership measures based on Epstein and Salina’s School and Family Partnerships:
Survey of Teachers of Elementary and Middle Grades (1993), a FFM personality
inventory (Costa & McCrae’s (1992) NEO Five Factor Inventory), and demographic
information. Results of the study revealed many significant findings that are mentioned
below: Second, certain teacher demographic variables were found significantly impact
teachers’ attitudes and practices. Third, a cultural match personality profile of teachers
differs significantly from the general population.

Ahmed, Nawaz, Shaukat & Usman (2010) aimed to examine relationship between
personality traits and preferred conflict handling style.

Big five traits model was selected for personality assessment and those big five
personality factors were extroversion, conscientiousness, openness to experience,
emotional stability and agreeableness. Conflict handling styles are compromising,
competing, avoiding, accommodating and collaborating. This paper also includes two
personality traits Extraversion and Openness to experience and only two conflict
handling styles i.e., avoiding and competing. Sample group comprised of total of 300
students who were randomly selected for data collection. Description and correlation had
been used for analysis. Results and findings suggested that there is a significant
relationship between personality type and conflict handling style adopted by individuals.

Ibukun, Oyewole & Abe (2011) investigated personality characteristics and principal
leadership effectiveness in Ekiti State, Nigeria. A descriptive survey research design was
adopted to carry out this study. The population of the study consisted of all the principals
and teachers of public secondary schools in Ekiti State, Nigeria. The investigators
utilized two sets of research instruments designated as respectively. Data were analysed
which indicated a significant difference between principals’ years of experience and their
leadership existed between the leadership effectiveness of male and female principals.
Based on the results and findings, it was concluded that Ekiti State Teaching Service
Commission could place high emphasis on the use of experience in the appointment of
principals, while gender factor could be de-emphasized, as there is no significant
difference existed between male and female principals.

Kai-Wen (2011) conducted a study to find out the relationship between personality traits
and employment factors of college students. The goal of vocational education is to
enhance students’ professional knowledge, technical skills, and professional ethics to
make them readily available for employment and capable of satisfying the needs of
economic constructions.

students’ employment. This paper used students attend their employment factors. The
results revealed that male students demonstrated.

Lau (2012) examined the impact of personality traits and goal commitment on
employees’ job satisfaction and to see the impact, the researcher investigated the effect of
personality traits, such as self-efficacy and locus of control, on job satisfaction. It also
tried to examine the mediating impact of goal commitment on relationships between the
personality and job satisfaction. The results and findings of the study reflected that both
self-efficacy and locus of control are positively associated with goal commitment. In
addition, locus of control is found to be positively related to job satisfaction also and self-
efficacy does not have the same positive relationship with job-satisfaction.

Arif, Rashid, Tahira & Akhter (2012) conducted a study to measure and compare the Big
five personality traits of prospective teachers at teacher education institutes of Punjab,
Pakistan. To fulfil the purpose of the study, a sample of 100 B.Ed. level prospective
teachers (60 Female & 40 Male) was taken from four public sector universities of Punjab,
Pakistan. Twenty-Five prospective teachers from each university were selected by using
convenient sampling technique. The big five inventory (BFI) originally developed by
Oliver P. John, (1999) with little modification was distributed among the selected
prospective teachers. This inventory comprised of twenty-five statements about Big-five
personality traits (five statements about each personality trait). Big five personality traits
are Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness.
Collected data was analysed by using simple descriptive and inferential statistical
techniques such as mean and t-test.
2.2 OBJECTIVES

The main aim of this study is

• To identify personality traits of people in a group and its impact on team performance.

• To identify the positive and negative personality traits and its impact on group
performance in an organisation.

CHAPTER 3

3.1 RESEARCH METHODOLOGY

Research Methodology Used: Qualitative Research methodology appeared the most

suitable research philosophy to use in this research. Type Of Data Used: Keeping in view
the advantages and disadvantages of both positive and secondary data, I have chosen
secondary data method in collecting data in my research work. I think for this study
secondary data is the most suitable one. This might be a secondary study as I would now
not be able to collect raw facts from all growing countries. Secondary studies have been
finished to analyse data from present magazine articles and publications on the topic.
Also, there's no need for primary studies as there has been lots of research and
publication on this topic.

With an abundance of research and information on personality traits, it is critical to

review some of these personality studies to determine how useful personality can be as a
team selection tool. Construction professionals' behaviours are the result of various
events that have shaped their character into the person they are at present. These
behaviours are manifested in the social environment, and they coexist as interactions of
personal and professional opinions or beliefs. It is these interactions in social settings that
have been analysed by many researchers to understand why humans behave differently
from each other, which could assist in predicting who is successful and who is not. In the
construction industry, a considerable amount of technology and funds are available to
complete a project. However, there is a need to determine a better way of selecting team
members to increase the project's success.

METHODOLOGY

With an abundance of research and information on personality traits, it is critical to

review some of these personality studies to determine how useful personality can be as a
team selection tool. Construction professionals' behaviours are the result of various
events that have shaped their character into the person they are at present. These
behaviours are manifested in the social environment, and they coexist as interactions of
personal and professional opinions or beliefs. It is these interactions in social settings that
have been analysed by many researchers to understand why humans behave differently
from each other, which could assist in predicting who is successful and who is not. In the
construction industry, a considerable amount of technology and funds are available to
complete a project. However, there is a need to determine a better way of selecting team
members to increase the project's success.

Chapter Overview

This chapter explains the research methodology used to test the nine hypotheses
regarding the relationship between group personality composition and team performance
proposed in Chapter 2. The chapter is organized into four sections. Following this
overview, the research sample participants are described in detail, along with the
procedures used to collect the data. The personality measure is introduced, described and
justified, followed by descriptions of the group personality composition aggregation
operationalizations. The application of hierarchical regression is then introduced and its
use in this research is explained and justified. The chapter ends with a summary of the
methodology.

Size of Team

The number of team members can affect team performance (Wiersema and Bantel; 1992;
Guzzo and Dickson, 1996). In this particular simulation, teams normally have five
members but can operate successfully with as few as three or as many as six. (Teams
sizes may vary based on the number of students per course section and late student drops
from the course.) Team performance may deteriorate with smaller teams due to overwork
and with larger teams due to social loafing, thus team size was included as a control
variable (Mohammed and Angell, 2003).

Course Sections

This study proposed that course section would correlate with team performance in an
unknown direction due to the active facilitation of the business coach in the simulation.
Business coaches were recruited into the simulation by the lead faculty, came from
different industry backgrounds, and had differing levels of experience with the
simulation.

CHAPTER 4

ANALYSIS & RESULTS

GROUP 1

Study found that in this group some member has the characteristics of Ambitiousness,
Dominant and Multitasking which reflect in their performance. There are some other
kinds of characteristics the members owned like they are Fun Loving, Charismatic and
Self- Confident too. They are detailed in their vision, creative in their strategy and
thoughtful with their objectives which reflect in their timely work accomplishment. They
are dependable, calm in their discussion and also, they take sincerely their discussion.

GROUP 2

Study found that in this group some member has the characteristics of passionate, take –
charge and highly competitive which reflect in their performance. There are some other
kinds of characteristics the members owned like they are Motivator, People Oriented and
self-confident too. They are detailed in their vision, creative in their strategy and
thoughtful with their objectives which reflect in their timely work accomplishment. They
are dependable, calm in their discussion and also, they take sincerely their discussion.

GROUP 3

Study found that in this group some member has the characteristics of Persuasiveness,
Dreamer, Light hearted which reflect in their performance. There are some other kinds of
characteristics the members owned like they are Works Well Independently, Direct
Management Style, Embraces Change. They are detailed in their vision, creative in their
strategy and thoughtful with their objectives which reflect in their timely work
accomplishment. They are dependable, calm in their discussion and also, they take
sincerely their discussion.

GROUP 4
Study found that in this group some member has the characteristics of Quality Control,
Dependable, Plays by The Rules which reflect in their performance. There are some other
kinds of characteristics the members owned like they are Entrepreneurial, Good
Administrative Skills, Demands Maximum Freedom. They are detailed in their vision,
creative in their strategy and thoughtful with their objectives which reflect in their timely
work accomplishment. They are dependable, calm in their discussion and also, they take
sincerely their discussion.

GROUP 7

Study found that in this group some member has the characteristics of Independent,
Follow-Through, Imaginative. which reflect in their performance. There are some other
kinds of characteristics the members owned like they are Good Delegation Skills,
Dominant, Fast-Paced. They are detailed in their vision, creative in their strategy and
thoughtful with their objectives which reflect in their timely work accomplishment. They
are dependable, calm in their discussion and also, they take sincerely their discussion.

GROUP 8

Study found that in this group some member has the characteristics of Light hearted,
Charismatic, Take-Charge. which reflect in their performance. There are some other
kinds of characteristics the members owned like they are Highly Competitive, Ambitious,
Demands Maximum Freedom. They are detailed in their vision, creative in their strategy
and thoughtful with their objectives which reflect in their timely work accomplishment.
They are dependable, calm in their discussion and also, they take sincerely their
discussion.

GROUP 9

Study found that in this group some member has the characteristics of Spontaneous, Self-
Confident, Enthusiasm which reflect in their performance. There are some other kinds of
characteristics the members owned like they are Embraces Change, Multitasking,
Passionate. They are detailed in their vision, creative in their strategy and thoughtful with
their objectives which reflect in their timely work accomplishment. They are dependable,
calm in their discussion and also, they take sincerely their discussion.

GROUP 10

Study found that in this group some member has the characteristics of Faster-Paced,
Persuasiveness, People Oriented which reflect in their performance. There are some other
kinds of characteristics the members owned like they are Dominant, Highly Competitive,
Good Administrative Skills. They are detailed in their vision, creative in their strategy
and thoughtful with their objectives which reflect in their timely work accomplishment.
They are dependable, calm in their discussion and also, they take sincerely their
discussion.

GROUP 11

Study found that in this group some member has the characteristics of Calm, Observant,
Appearance of Strength which reflect in their performance. There are some other kinds of
characteristics the members owned like they are Entrepreneurial, Good Delegation Skills,
Ambitious. They are detailed in their vision, creative in their strategy and thoughtful with
their objectives which reflect in their timely work accomplishment. They are dependable,
calm in their discussion and also, they take sincerely their discussion.

GROUP 13

Study found that in this group some member has the characteristics of Dependable,
Imaginative, Follow-Through which reflect in their performance. There are some other
kinds of characteristics the members owned like they are Demands Maximum Freedom,
Works Well Independently, Dominant. They are detailed in their vision, creative in their
strategy and thoughtful with their objectives which reflect in their timely work
accomplishment. They are dependable, calm in their discussion and also, they take
sincerely their discussion.

GROUP 15

Study found that in this group some member has the characteristics of Independent,
Creative, Analytical which reflect in their performance. There are some other kinds of
characteristics the members owned like they are Light hearted, People Oriented, Idea
Person. They are detailed in their vision, creative in their strategy and thoughtful with
their objectives which reflect in their timely work accomplishment. They are dependable,
calm in their discussion and also, they take sincerely their discussion.

GROUP 16

Study found that in this group some member has the characteristics of Charismatic,
Motivator, Faster-Paced which reflect in their performance. There are some other kinds
of characteristics the members owned like they are Passionate, Highly Competitive,
Ambitious. They are detailed in their vision, creative in their strategy and thoughtful with
their objectives which reflect in their timely work accomplishment. They are dependable,
calm in their discussion and also, they take sincerely their discussion.

GROUP 17

Study found that in this group some member has the characteristics of Easily Liked by
Most People, Spontaneous, Friendliness which reflect in their performance. There are
some other kinds of characteristics the members owned like they are Take-Charge,
Entrepreneurial, Embraces Change. They are detailed in their vision, creative in their
strategy and thoughtful with their objectives which reflect in their timely work
accomplishment. They are dependable, calm in their discussion and also, they take
sincerely their discussion.

GROUP 20

Study found that in this group some member has the characteristics of Creative, Follow-
Through, Quality Control. which reflect in their performance. There are some other kinds
of characteristics the members owned like they are Dominant, Good Administrative
Skills, Passionate. They are detailed in their vision, creative in their strategy and
thoughtful with their objectives which reflect in their timely work accomplishment. They
are dependable, calm in their discussion and also, they take sincerely their discussion.

GROUP 22

Study found that in this group some member has the characteristics of Imaginative,
Critical Thinker, Accuracy which reflect in their performance. There are some other
kinds of characteristics the members owned like they are Demands Maximum Freedom,
Good Delegation Skills, Fast-Paced. They are detailed in their vision, creative in their
strategy and thoughtful with these objectives which reflect in their timely work
accomplishment. They are dependable, calm in their discussion and also, they take
sincerely their discussion.

GROUP 26

Study found that in this group some member has the characteristics of Self-Confident,
Friendliness, Motivator. which reflect in their performance. There are some other kinds
of characteristics the members owned like they are Highly Competitive, Entrepreneurial,
Works Well Independently. They are detailed in their vision, creative in their strategy
and thoughtful with their objectives which reflect in their timely work accomplishment.
They are dependable, calm in their discussion and also, they take sincerely their
discussion.
CHAPTER 5

CONCLUSION

Individual differences in personality are universal in that they are found in all human
populations. The roots of individual differences are no doubt bedded in evolutionary
history, selected because of their improved adaptiveness to conditions in the
environment. The specific personality qualities of an individual, which lead to individual
differences between people, are not based so much in evolution, however, but are the
product of many developmental factors.

The developmental study of individual differences in personality provides a rich source

of data for the researcher and practitioner alike to use in understanding and predicting
behaviour. Without the study of individual differences, there could be no detailed
analysis or explanation of why people often behave or develop very differently under
seemingly equivalent environmental conditions. Understanding these differences and the
development of these differences is fundamental not only to psychologists' understanding
of behaviour but also to parents, schoolteachers, social workers, policymakers, and
anyone else working with other people. Because of its universality and its implications
for understanding behaviour, the study of individual differences is an essential part of any
complete scientific study of behaviour.
SOURCES OF LINKS

 https://www.newworldencyclopedia.org/entry/Personality

 https://www.managementstudyguide.com/importance-of-personality-
development.htm

 https://www.verywellmind.com/personality-psychology-study-guide-2795699

 https://www.yourarticlelibrary.com/personality/factors-that-influence-our-
personality/44953

 http://personality-project.org/revelle/publications/economics.personality/
personalityismore.key/pg_0042.pdf

 https://social.jrank.org/pages/476/Personality-Development-Conclusion.html

 https://www.britannica.com/summary/personality

 http://aquinaspe.weebly.com/uploads/2/0/9/6/20969006/personality.pdf

 https://www.scoophealth.com/blog/the-disadvantages-of-personality-testing/

 https://www.truity.com/test/type-finder-personality-test-new

 https://www.hiresuccess.com/help/understanding-the-4-personality-types

 https://www.projecttopics.org/personality-and-its-effect-on-group-performance.html

 https://www.jcepm.org/articles/xml/7YvJ/#self

QUESTIONNAIRE

1. Who in your group is a workaholic?

2. Who in your group is pro-active?

3. Who in your group is easy going?

4. Who in your group does work according to logic?

5. Who in your group has a fear of rejection?

6. Who in your group has Accuracy?

7. Who in your group has Team Spirit?

8. Who in your group has Good Coordination?

9. Who in your group you think is careless?

10. Who among your group Takes Charge?

11. Who in your group is enthusiastic?

12. Who in your group is creative?

13. Who in your group is Dependable?

14. Who among your group is Ambitious?

15. Who in your group is Fun-Loving?

16. Who among your group is Organized?

17. Who in your group is Trustworthy?

18. Who in your group Works well Independently?

19. Who among your group is a motivator?

20. Who in your group is Self-Confident?

21. Who among your group is a Critical Thinker?

22. Who in your group is Disorganized?