personality traits

Team personality Traits imbue Borden , Gracie Reed Johanna Guedea, Megan Miller PSY/250 December 02, 2013 Anney Snyder Team Personality Traits tush be easily captured by five dimensions. These dimensions ar c all(prenominal)ed the boastful vanadium. The Big tail fin consists of Extroversion, Agreeableness, Conscientiousness, Emotional Instability, and Openness. A combination of questions and answers provides information that bounds which characteristics are associated with severally other. If teams were handpicked with partitioningicularised goals in mind, these characteristics could determine whether the team succeeds or not.For xample, a team make up of aggressive, deceptive, passive and destructive personalities would probably not agree on anything. The Big Five perplex been gathered through the result of decades value of psychological research into personality. While they dont capture the idiosyncrasies of e truly(prenominal)ones personality, it is a theoretical exe mplar in which to on a lower floorstand general components of our personality that seem to be the nigh important in our social and interpersonal interactions with others (psychcentral. com/blog/archives/2009).Everyone took the same prove and the results came protrude very different from each ther results. Johanna is a very well organized and can be relied upon, extremely outgoing, social and ener tolerateic. Agreeableness, finds it diffused to express irritation with others. only if also is generally relaxed near of the time. Gracie is reclusive, quite, unassertive, and clubby overly organized, neat, structure, and retrained at the expense too a good deal of flexibility, variety, spontaneity and fun. Gracie is relaxed, calm, secure, and affirmative in manner. Moderately kind natured, trusting and helpful while allay maintaining own interests.At times can be suggested overly small minded, raditional, and accomplished at the expense of intellectual curiosity, possibility , and progress. Megan does not typically seek out new experiences, very well organized and can be relied upon. passing outgoing, socially, and energetic, good natured, courteous, and supportive. Generally relaxed at the most times in life and in most situations. Dawn is at times overall talkative, outgoing, sociable, and interacting at the expense of developing own individual interests and internally based identity.Overly organized, neat, structured and restrained at the expense too often of flexibility, ife at most times. Is overly kind natured, trusting, and helpful at the expense too often of your own individual development. Is intellectual, curious, imaginative, but possibly not very applicatory in life. Working together is a great asset formerly we learn how to utilize everyones skills. Being on a team allows for some(prenominal) more perspective rather than Just our own. Looking at the Big Five Assessment results we can determine who is the most organized and plant life outmatch under pressure.We can also tell who has a fictive personality and is open to trying new things. These are all glorious traits to ave for a team completing an assignment. When breaking down the team assignments it would be in our best interest to choose someone who pays close economic aid to detail, is organized, as well as dependable to be our deceaseer. If we chose a cunctator and someone who is easily anxious we may wind up with a late or unprepared assignment which would cost us points. cognize what everyones strengths and flunkes are allows us to really neck who we are working with and how to finagle our assignments.Looking at the Big Five assessment we can easily determine who has which traits. According to the results we all got, the Big 5 Personality Test is not the most reliable test to describe an individuals personality. There are unlike factors that define someones personality, but if an answer is need instantly consequently the test is big help. For e xample for a clientele interview, the Big 5 Personality Test is an extremely good way to somewhat let the employer subsist if that person is a good candidate for that veritable position. According to each others result we did not exactly came to an agreement for the accuracy of this test.In my opinion it was accurate, for myself. But I would not use the test to define who I am. Dawns results were indeed not accurate one- hundred percent. Due to the fact that it said he was more of an extrovert than an introvert, when in fact he is the opposite. The Big Five test is perfect for online schools because it lets everyone know which person works well under pressure, who procrastinates, and who is an over achiever, and more. With this, each team can be prepared for what it is in stores within their team. The Big Five is a valid test for certain things, but it indeed does not define who an individual is.It is a very good elp, to begin working with others but we each will get to know eac h other as we all work together. The weakness of the Big Five Theory is that there is some debate among researchers as to what makes up the core of each element ( Booker, Kitchen, Rebman. 2007). It is clear that we all postulate different opinions of what makes up each of the components that the test is divided into, but we all have some similarities therefore the test is not that much inaccurate. unalike definitions but same key points, which makes the Big Five Test a good method for online school and other hings such as Job interviews.The various personality tests can give a synopsis of a persons likely hood of working well within a pigeonholing setting. It cannot however get word into consideration all the various situations that may take place during this period. A person can start out with the best of intentions and fail. There may be a lack of communication among the group, foregoing personal commitments, technical issues, or just not ascertaining the assignment. You hav e people that adjust to any situation want to work by themselves because they do not trust others to do their share.The Big Five can be a useful way of helping an individual to understand themselves and others. You normally dont get to see the results of your teammate or coworker, so you are both working in the dark. Seeing the results can also lead to mistaken profiling. In most team assignments, you really dont get to know the people that you are assigned to work with due to time limitations. Walter Lippmann, an important American writer, Journalist and political commentator, once said For the most part we do not first see, and then define we define first, and then we see.