Personality and Learning

Question 1

How to become an entrepreneur

Answer 1

If there is no job for you, make your own
Having “the right stuff” - The right personality

Question 2

Entrepreneurial Personality

Answer 2

Experience, mentoring and local social enviroyenmt can support entrepreneurial tendencies
-> However, entrepreneurial personality type is more important
high extraversion
low agreeableness
risk-taking
openness
neuroticism
self-empowerment
conscientiousness
high need to achieve

Question 3

Measuring personality

Answer 3

When people know their personality score will be used for hiring decisions, they tend to rate themselves higher in conscientiousness and more emotionally stable then if they were taking a test to learn more about themselves

Question 4

Culture influences the way we rate ourselves

Answer 4

Individualistic countries: Trends more towards self-enhancement
Collectivistic countries: Humility is values, self-diminishment

Question 5

Meyers-Briggs-Type Indicator

Answer 5

Forces people into one type
Difficult to interpret

Question 6

Big Five Approach

Answer 6

Conscientiousness: Reliable, responsible, organised
Openness to experience: Range of interest, fascination with novelty
Agreeableness: Propensity to defer to others, cooperative, warm
Emotionally Stable: Ability to withstand stress
Extraversion: Comfortableness in social environments

Question 7

The Dark Triad

Answer 7

Machiavellinism: believe ends justify means, very pragmatic, likely aggressive, might be successful in short-term but not long.term because not well likes
Narcism: arrogant, require excessive admiration, exploit people and situations
Psychopathy: Lack of concern for others, guilt and remorse

Question 8

Other socially undesirable traits

Answer 8

Obsessive compulsive, antisocial, borderline, schizotypical, avoidant

Question 9

Linking an individuals personality and values to the workplace

Answer 9

Person-Job-Fit: Effort to match job requirements to personalty
Proposes that fit between job and personality determines turnover and job satisfaction
Person-Organisation-Fit: For organisations with rapidly changing environments
Employee’s personalities need to fit more with organisation’s overall culture than with specific tasks
-> Leave company when there is no compatibility