They may are prone to the errors typical of managers who make decisions quickly and rely on biases and heuristics, but the stress level of the situation is less a factor. These managers are more stressed by having to spend long hours researching and carefully considering decisions. They will have made up their mind early in the process and not understand the point of progressing further.
Open managers are stressed most by routine decisions. Such decisions are viewed a tedious, and will therefore receive less attention. This leads to decision-making that fails to consider the full scope of information.
Agreeable managers are stressed by situations that are antagonistic in nature. Decisions that have a negative impact on others, such as layoffs, cause them the most stress. They are prone to delay on such decisions and may choose to mitigate the damage they cause rather than go through with the requested number of layoffs. They can become overly rational in situations where they may cause harm to others.
c) I have had experiences with many managerial types. Highly neurotic managers are a non-starter for me, having experienced that before. In my experience, I respond well to agreeable managers. These types of managers take the time to build a consensus with me and understand my perspective. This leads to a high level of cooperation.
Assertive managers are more difficult. They tend to be less conscientious than I, and less open. Their decisions can be puzzling at times, and ill-considered. Their communication styles do not always suit me either, but part of that is an association I have between extraversion and egotism.
I have little experience with open managers. My work experiences have not put me into contact with this type much. I believe that I would respond well to working under such a person, since I have a high openness score myself. The projects may take too long to complete and not be driven by objectives, but the experience would be pleasurable.
Having worked for conscientious managers before, I prefer not to in the future. I can be conscientious at times, but not to the satisfaction of this managerial type. Conflict results most often with this type, and they can be overly fussy about...
Personality The term personality can simply be defined as a person's unique image; what makes them different from other people in terms of attitudes, abilities, capacity, interests, behavioral modes, and individual structures, and determines how they interact with the environment. It is crucial for people to identify and understand their own personalities, because only then will they be able to uncover those things that are important to them and which require
Personality Different people possess different personality traits. In seeking to define individuals' core personalities, researchers have in the past outlined/identified several core personality dimensions. This text concerns itself with the 'Big 5' personality traits. The 'Big 5' Personality Traits Personality in the words of Griffin and Moorhead (2011) "is the relatively stable set of psychological attributes that distinguish one person from another." As the authors point out, there exists a need for managers
personality profiles considered to be part of my strengths. The paper identifies and discusses the specific dimensions that influence my personal strengths and weaknesses. My Personality Strengths Conscientiousness and openness to experience are the strengths in my personality traits, I am freshman undergraduate student with the following personality profiles. Openness to Experience: Openness is one of my strengths in personal profiles that involves active to the imagination, preferring different intellectual curiosity, attentive
The component traits are the weakest and most loosely related of any of the other four factors of personality and thus the weakest in replication studies (257). People who are considered to be "open" often express their creativity, intellectual curiosity, and their need for variety in characteristic ways across a variety of mediums (Leary & Hoyle 259). They are usually quite verbally fluent, humorous, and expressive in their interpersonal interactions
Topic: How different personalities work together to achieve organizational goals. Article: Bakker, A.B. (2015). Towards a multilevel approach of employee well-being. European Journal of Work and Organizational Psychology 24(6): 839-843. Link: https://doi.org/10.1080/1359432X.2015.1071423 Annotation: Employee wellbeing is strongly associated with collaboration in the workplace and the collective commitment to reaching organizational goals, according to prior literature. Bakker (2015) builds on prior literature in the areas of personality diversity and organizational objectives. This article first
Low emotion level - this is an area that will need improvement considering that a perspective employer may view me as an individual that is not overall enthusiastic in nature, this can also be perceived as a lack on enthusiasm in my work and corporate morale. Low trust level - Work is needed in this area in order to make interactions with others more fulfilling. If everyone is perceived
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