Team Personality TraitsPaper
PSY/250 – Psychology of Personality
Trait Aspects of Personality
When one contemplates the human personality in terms of theindividual personality; one usually ponders the uniquenessof that particular individual, and that, the individual personality has a prerequisite to beinconsistent in most situations. However, on the other hand, the same individual personality also demonstrates core consistencies with other individual’s based on culture, functional equivalence, common traits, and personal dispositions. Nonetheless, one would be remiss not to mention the complexity and distinctiveness of each human personality which varies according to situation.With this in mind, one approaches the subject of measuring the individual personality by means of capturing an individual’s personality traits through a factor analytic search and the idiographicmeasure of five dimensions of one’s personality.
In this paper, the team will use these measures to describe each member’s personality traits based on individual findings from a five dimension (i.e. Big Five) assessment tool. From these findings the team will then summarize the results, propose solutions for working together base off of one another’s personality, and lastly,evaluate the reliability and validity of the assessments that are made.
Summarizing Team Results
Keith, (who is team member number one) scored high in the categories of extroversion, conscientiousness, and openness. However, it is clear that the most dominant of the three personality traits named in the latter is no other than Keith’s conscientiousness trait which is the proprium and a cardinal disposition of his personality. In this category Keith scored very high with personality attributes as follows: cautious, dependable, persevering, and responsible. These traits are followed up by central dispositions of his personality such as: extroverted traits of being energetic, enthusiastic, dominate, and social; coupled with traits of openness that allows him openness to new experiences such as culture and intellect causing a part of his personality to be witty and original in certain situations.
For Jeff (team member number two) one finds that he scored high in the categories of conscientiousness, agreeableness, and openness. However, it is clear that the most dominant of the three personality traits named in the latter is no other than Jeff’s conscientiousness trait which is the proprium and a cardinal disposition of his personality. In this category Jeff scored very high with personality attributes as follows: Jeff is careful and orderly, a hard worker, and very reliable. However, these traits are followed up by central dispositions of his personality such as: agreeableness which reflects how much Jeff likes to please others and openness which reflects how much it pleases Jeff to seek out new experiences.
Antwon’s (team member number three)measurement indicated, that his dominate Big Five personality trait was in agreeableness; he scored in the 80’s. Antwon agreeableness trait, describe him as a person who values a friend relationship, cooperative, considerate, and willing to compromise. The results also indicate that, Antwon promotes harmony, believe that people are trustworthy and he has optimistic views. Similarly, Antwon considers himself as a compassionate, cooperative, and optimistic, warm individual. However he might highly disagree with the statement that, everyone is trustworthy. Antwon scored the lowest in extraversion and neuroticism. Both personality traits measured 33 percent. Antwon agrees with the results of extraversion. Meaning that he has an introvert personality trait, he is shy, quiet and reserved.
The Big Five test is a character assessment that classifies five main character behaviors such as Extraversion, Conscientiousness, Neuroticism, Agreeableness and Openness. Extraversion reflects how much you are oriented toward things outside of yourself and derive satisfaction from interacting with other people. Extroverts are usually good at social interactions due to lots of experience. Conscientiousness, reflects on how careful and orderly an individual is. These people are usually hard working and reliable, they could also be workaholics. Neuroticism is the tendency to experience negative emotions. These people will more likely experience such feelings as anxiety, anger, envy, guilt and depression. Agreeableness reflects on how much you like to try to please others. These people tend to believe that most people are honest, decent and trust worthy. Openness reflects on how much you seek out new experiences. The Big Five character test we took asked questions to manage compassion to these character traits and are scored on a number range from 1-5 and then on a percent of others from 1-100 percent. The Big Five character test is an approach to personality that is mostly research-driven, rather than theory-based. It is an inductive approach to personality, which means that the theory emerges from the data.
Reliability and validity of personality tests are important factors to consider before an individual or psychologist completes an assessment. According to chapter eight, the validity and consistency ranked high in the use of the Big Five test along with a high degree of agreement between colleagues in the psychology field (Friedman & Schustack, 2009). With each occurrence of taking a test different results can emerge, results are dependent on how a person thinks that particular day. Taking a personality test can have various outcomes; research suggests that individuals complete an investigation on the test and the results of the test to ensure the best consequences. “The big five personality test uses an inductive approach to personality, which means the theory emerges from the data,” (Friedman & Schustack, 2009, p. 269). The big five or the factors that make up the big five are the most widely used factors in psychology testing since the late 1980’s. Personality tests given to people seeking help in understanding themselves on a deeper level to learn grow, and lead better lives are excellent tools in determining underlying traits. Learning of these specifics traits hinder performance at work or relationships with others are available to assist in personal development. According to Psychological Testing (2011), no psychological test is ever completely valid or reliable because the human psyche is just too complicated to know anything about it with full confidence. Uncertainty stills exists in the psychology field even after extensive and ongoing testing.
Friedman, H. S., & Schustack, M. W. (2009). Personality: Classic Theories and Modern Research (4th ed.). Boston: Pearson: Allyn & Bacon.
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philosophicalpersonality.com. (2008). What sort of person are you? Retrieved from http://www.philosophicalpersonality.com
Big Five Personality Test, (2009) Retrieved from, http://www.outofservice.com/bigfive/
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