Personality Flashcards
4 different parts of ability
- aptitudes
- leaned capabilities
- competencies
- person fit job
what is aptitudes in ability
natural talent that helps people learn and perform more efficiewntly
what is ability
the natural tendency and learned capabnilities needed to complete a task successfully
what is learned capabilities in ability
accomplished skills and knowledge
what is competency in ability
abilities, individual vales, personality traits and other features that result in superior performance
what is person fit job in ability
ways to match people with jobs
what is motivation
internal forces that impact the direction, intensity and endurance of a persons voluntary choice of behaviour
3 parts of motivation?
- direction: focussed by goals
- intensity: bulk of effort allocated
- persistence: amount of time taken for the effort to be exterted
what is role grasp?
this is how people understand their role to be. their beliefs about what behabiour is necessary to acheieve desired results and have a check that everyone is clear regarding their part.
4 types of role grasp
- understanding the tasks to be performed
- understanding the associated importance of tasks allotted
- understanding preferred behabiours to complete respective tasks
- clarifying role perceptions
what are the three approaches to personality
- The Big 5 - OCEAN - what are the elements of personality
- Myers Briggs Type - how can we distinguish the different ways peopel approach life
- emotional intelligence - what skills enable us to interact effectively with others
what are the big 5 persoality factors?
Openness Concientiousness extroversion agreeableness emotional stability
what is openess
the extent to which the individual is creative, curious and cultured versus practical with narrow interests
what is conscientiousness
the extent to which an indicidual prefers to make plans, is organised , dependable and preserving versus easy going and unreliable
what is extroversion
the extent to which someone is outgoing, assertive and postiively interacting with others
what is agreeableness
the extent to which the individual is warm and cooperative
what is emotional stability
the degree to which the individual is calm, self confident, and cool vs sensitive and nervous.
5 things about the big 5 factors approach
- they are stable over long periods
- heritable
- culturally universal
- factors are useful for understanding yourself and behabiours that you dont like
what is the myers briggs type indicator and the 4 approaches
people differ in how they approach life by
- perceiving and assimilating data
- making decisions
- solving problems
- relating to other people
what are the 4 pairs of attributes of myers briggs
- extraversion or introversion
- sensing or intuition
- thinking or feeling
judging or perceiving
what is sensing or intuition
how one absorbs information - via 5 senses vs reliing on less direct perceptions,patterns and relationships
what is extraversion or introversion
where you get your source of energy
- from others vs draw energy from yourself
- by doing or by reflecting
what is thinking or feeling?
how one makes decisions
- based on logic and objective criteria thinkers bs based on values ‘feelers’
what is judging or perceiving
speed of making decisions
- high need for closure and certainty vs keeping options open and ambiguous
what does MBTI not measure
ability intelligence courage integrity empathy how the situation interacts with personality
big 5 vs mbti
- big 5 is scientifically valid but MBTI is not very scientific
- big 5 is less complex and mbti is more complex so difficult to compare people
- big 5 looks at different aspects individually but mbti is more hollistic and looks at perosnality as a whole
what is emotional intelligence approach
the ability to be aware of and sensitive to your own and other emotions and to use that information to guide behaviour. this can be developed over time
4 parts of emotional intelligence
- self awareness
- self management
- social awareness
- relationship management
3 reasons organisations are drawn to personality tests
- affirms a rational approach to HR management
- by testing people, managers can deploy people to the best advantage of the organisation
- managers can justify the decisions they make about people
4 reasons for persoanlity tests
- they can help assess if a candidate will fit into a company culture
- they offer an oppertunity to capitalise on diversity (design optimal teams, fit persons to job and creative abrasion)
- can keep people motivated and engaged
- reduce chance of putting person in wrong role
4 reasons against personality tests
- personality in organisations is not fixed but emerges in interactions
- personality in organisations is not real but is an impression given off
- personality is not a sig factor in strong social situations such as work organisations
- personality varies across situations and across lives
