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Conscientiousness And Extraversion

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Questions:

1.What is Conscientiousness?

2.What is Extraversion?
 
 

Answers:

Introduction

As per Ahmed, et al. (2010), in an organisation, people have to face different situations where conflicts are one of the indispensable parts. The personality traits of a person assist in handling the conflicts as well as other situations and make a person a better manager. There are Big Five Personality traits as per the model which helps in assessing the personality of an individual at a workplace. This report discusses two of my top scored personality traits which are Conscientiousness (61) and Extraversion (50). In the report, several articles and journals are analysed to find out how these traits help me in being a good manager and how these are linked to being a good employee in the organisation.

My Name: _______________________________My Student Number: ______________

As per the IPIP report, my top most personality strengths are Conscientiousness and Extraversion. The scores of these two personality strengths were 61 and 50 for Conscientiousness and Extraversion respectively. These strengths helps in making me a good manager as these are linked with my performance and traits.

Conscientiousness

According to Roberts, et al. (2012), Conscientiousness is a Personality trait. It defines the patterns of thoughts, feelings, and behaviour of people which shows different between different individuals. It shows how an individual control and regulates its impulses. It determines how the decisions are taken and how the trait can benefit or harm an individual.

As per Fayombo (2010), there are many benefits of a high score in Conscientiousness. One such benefit is that the people who score high in Conscientiousness are found much organised and are able to control their impulses. Conscientiousness is the best predictor of workplace performance for an employee. The employees who are conscious are generally found more reliable and empowered than others.  They know how to avoid trouble and are good in planning. But there are some drawbacks as well. The people high on Conscientiousness are generally those who need perfection in everything. They are boring and workaholics (Kozako, Safin & Rahim, 2013).  Individuals with the high score on this have high professional goals. The performance improves with the higher score on this personality trait.

 


The score of Conscientiousness is 61 and this is a significant indicator of the success. As per the IPIP report, the facets of this trait include Self-efficacy, Orderliness, and Dutifulness, self-discipline, Cautiousness and more. The overall score is 61, it is an average score which shows that I have clear goals and I need to make an improvement for showing more determination. I can add more value to my work and be hard working.

Conscientiousness makes a good employee

Baer (2014) presents his views on Conscientiousness that it the major personality trait which predicts success of an individual. In his article he suggests that as per National Institute of Mental Health, the workers with high Conscientiousness earn higher salaries. Also, the National Institute on Aging found that this trait is linked to the salaries and satisfaction among employees. It also helps in retaining the employees for a longer term in the job. This clearly shows how high score on Conscientiousness makes a good employee (Hogan & Kaiser, 2012). A high score on Conscientiousness also shows efficient leadership quality in the workers.

Conscientiousness makes a good manager

Baer (2014) suggests that the conscious people are more planned, responsible and are much organised. They take challenges and have qualities to work in the tough situations. These qualities are often found in good and successful managers. These people follow rules and have the wider vision. As per the study conducted in 2003 on 111 businessmen shows that people with high Conscientiousness can lead well and can bring success to their business or company in which they work. This trait gives long term success to the employee. Conscientious people are proved themselves as good managers. They make sure that the work is done in the best possible way. The teams under these managers generally are on track and perform well. These people are star performers with other skills like communication, expertise in technology, innovative skills, and other interpersonal skills. It is very important to recognize these skills in a person which can be done through a personality test (Markman, 2012). A research conducted on 249 workers who were employed in Fortune 500 organisations and the results shows that there is a strong relationship between Conscientiousness and leadership qualities in employees. It supports developing the managers in the organisations (Marinova, Moon & Kamdar, 2013).

 

Extraversion

According to Leutner (2013), Extraversion is the degree of engagement of a person in the outside world. Extraversion is one of the Five Big Personality traits which determines the productivity and performance of an employee at the workplace. The people who score high on Extraversion are those who are joyful, talkative and can easily involve with the external world. Extraversion helps in predicting the performance of an employee in those kinds of professions which involves social interactions with others.  These people are good in energy and are enthusiastic. On the contrary, people who are introverts avoid people and crowd. They generally avoid interactions with others. They do not interact with the social world.

As per Hosseinkhanzadeh & Taher (2013), Extraversion can also be understood as social adaptability. There are multiple facets of Extraversion which includes Friendliness, Assertiveness, excitement seeking, cheerfulness and more. These dimensions make up the total score of Extraversion. The score of Extraversion is 50 which is average. It shows that neither I am a loner nor highly extrovert. It shows the neutral behaviour of an individual at a workplace. As per the IPIP report, Extroverts make friends easily and they can easily form good relationships with others. The people who are introverts are reserved who have lesser number of friends. The people scoring high in Extraversion are normally the ones who speak out more and they are good in directing others. These people take high risks and are high on excitement. On the other hand, people with lower scores are not so energetic and generally have low spirits.

Extraversion makes a good employee

According to Inceoglu & Warr (2012), Extraversion is an important personality trait which shows greater job engagement of an individual as an employee.  These workers are socially active, emotionally stable and have higher chances of achievement.  The score of Extraversion is 50 which is average. It shows that as an employee I am neither an extrovert nor an introvert. I enjoy the company of others as well as my own company. The people with high extraversion show good performance at their job and prove themselves as a good employee at work. It is seen that people who make good social contacts perform better (Awadh & Alyahya, 2012). They get involve more in jobs and shows high commitment. The study conducted by Kappagod (2012), shows that there is a positive relationship between Extraversion and satisfaction in Job. He people who score higher in job satisfaction are positive with the job.

 

Extraversion makes a good manager

The people, who are engaged more in outside activities are more likely to start their own business, become entrepreneurs and run the business well. They are ready to help others and prove themselves as good managers. As per the study conducted by Mkoji & Sikalieh (2012), it is found that extraversion is positively correlated with the qualities and abilities of leadership. Managers who are highly extroverts have the power of guiding and directing their teammates. They are friendly and have a better sense of socialising with others. High scores on Extraversion makes better managers as they have qualities of being friendly with others, being bold and brave to take decisions, passionate and have the zeal to work with others and are very much outgoing which opens them up for newer opportunities. These people enjoy being with everyone and have the desire to hold the power.  The study also showed that extroverts are curious, creative and bold which shows that they can run their own business well. It is not necessary that Extroverts have higher job performance always but as per the study, most of the extroverts do better than introverts (Mkoji & Sikalieh, 2012). Scoring an average score of 50 makes a room for improvement for me to be more extroverts so that I can become a better manager in an organisation.

Integration of Results

As per the analysis and research done on various journals and articles, it is found that I could make the best use of both the personality traits I have.  Conscientiousness and Extraversion are two important personality traits which are the part of Big Five Personality traits model.  In Conscientiousness, I scored 61 which I an average score and same is with Extraversion. I could make the best use of these traits in being the good employee in my organisation. There is a scope for improvement for me to be better in opening up with people in the organisation. This will help me in building up better relationships with people so that the information can be shared easily. The improvement in the trait of Conscientiousness will make me more responsible and regular in work.

 


Making improvement in Conscientiousness will make my activities more controlled and regulated. It will help me in fulfilling my long term goals. Things will be more organised and self-discipline will improve. It shows that my managerial skills will be improved and my relationships with other team mates will be better. This will increase and enhance the overall performance of my team and will increase job satisfaction while working together.

Making improvement in the scores of Extraversion will help me in communicating in a better way with the other team members. This will energize the whole team and the performance at work will improve considerably. The research findings showed that being Extraversion is positive for being the good employee or manager but it can lead to negative results as well if the extraversion is not utilised effectively.

Conclusion

It can be concluded that in the 21st century, it is very important to score high on the personality traits which are been discussed above. Personality Traits are the set of specific characteristics which makes up the identity of people. The two top most personality traits are considered here which are Conscientiousness and Extraversion. These traits are explained and the scores in these traits are discussed by referring to various journals and articles. Different research and their findings are studied in order to know what impact these traits have on being the good employee in the organisation and in improving the managerial skills. The report concludes that improvement is needed in Conscientiousness as well as Extraversion so that I could perform better in the organisation.

 

References

Ahmed, I, Nawaz, M M, Shaukat, M Z & Usman, A 2010, ‘Personality Does Affect Conflict Handling Style: Study of Future Managers’, International Journal of Trade, Economics and Finance, Vol.1, No.3.
Awadh, A M & Alyahya, M S 2012, ‘A Conceptual Study on Effect of Personality Traits and self-efficacy in Saudi Arabia Organizations’,Asian Journal of Business and Management Sciences, 1(11), pp.109-115.
 
Baer, D 2014, ‘This Is the Personality Trait That Most Often Predicts Success’, Business Insider.
 
Fayombo, G 2010, ‘The Relationship between Personality Traits and Psychological Resilience among the Caribbean Adolescents’, International Journal of Psychological Studies, Vol. 2, No. 2.
 
Hogan, J. & Kaiser, R 2012, ‘Personality Leader Behavior &Overdoing It’, Consulting Psychology Journal: Practice and Research, Vol. 63, No. 4, 219–242.
Hosseinkhanzadeh, A A & Taher, M 2013, ‘The Relationship between Personality Traits with Life Satisfaction’, Sociology Mind, 3, No.1, 99-105.
 
Inceoglu, I & Warr, P 2012, ‘Personality and Job Engagement’, Journal of Personnel Psychology.
 
Kappagod, S 2012, ‘The Impact of Five Factor Model or Personality on Job Satisfaction of Non- Academic Employees in Sri Lankan Universities’, South East Asian Journal of Contemporary Business, Economics and Law, 1.
 
Kozako, I N M F, Safin, S Z & Rahim, R A 2013, ‘The Relationship of Big Five Personality Traits on Counterproductive Work Behaviour among Hotel Employees: An Exploratory Study’, International Conference on Economics and Business Research, Volume 7, Pages 181-187.
 
Leutner, F, Ahmetoglu, G, Akhtar, R, Chamorro-Premuzic, T 2013, ‘The relationship between the entrepreneurial personality and the Big Five personality traits’, Personality and Individual Differences, 63 (2014), 58-63.
 
Marinova, S V, Moon, H & Kamdar, D 2013, ‘Getting ahead or getting along? The two-facet conceptualization of conscientiousness and leadership emergence’ Organization Science, 24(4), pp.1257-1276.
 
Markman, A 2012, ‘The Hidden Skills in Your Most Reliable People’, Harvard Business Review.
 
Mkoji, D & Sikalieh, D 2012, ‘The Influence of Personality Dimensions on Organizational Performance’, International Journal of Humanities and Social Science, 2 No. 17.
 
Roberts, B W, Krueger, R F, Hill, P L, Lejuez, C, Richard, J M 2012, ‘What Is Conscientiousness and How Can It Be Assessed?’, American Psychological Association.
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