How Hiriyappa Defines Personality - Essay Example

Organizations attach a lot of importance to identifying individuals’ personalities. Hiriyappa (2010) advises managers to take the least time possible to understand the personality characteristics of all new employees. In addition, managers should mostly engage staff with proactive personalities. Workers with this type of personality look for opportunities and act on them. They exhibit initiative and stop at nothing until the opportunity affects a change in the organization,
In Personality psychology, Burger, Jerry (2010) identifies five broad dimensions or domains of personality. These domains are broadly referred to as the Five Big traits of personality. Personality experts and scholars broadly support the theory known as the five-factor model on which the Five Big traits of personality derive their base. The five big traits of personality, according to the theory, include openness (O), extraversion (E), conscientiousness (C), neuroticism (N), and agreeableness (A). Burger, Jerry (2011) suggests the use of acronyms such as OCEAN and CANOE to identify the five traits collectively. The chief purpose of the theory is to give an account of different characteristics and traits in personality. Empirical research on the Big Five personality characteristics has shown, to a large extent, consistency in observations, interviews, and self-description. The research, therefore, indicates that the personality tests are very accurate and reliable.

Burger, Jerry (2011) defines openness as the appreciation for emotions, art, imagination, unusual ideas, curiosity, and other experiences. They reckon that staffs that are open to new experiences are willing to try new ventures, intellectually curious, and sensitive to changes in the organization. Unlike closed people, open people are very creative and more conscious of their feelings. Burger, Jerry (2011) adds that open people are not likely to hold conventional beliefs. Open people prefer novelty to familiarity, and they do not resist change. A conscientious person acts dutifully, is self-disciplined, and achieves above expectations. Conscientiousness prefers planned behavior to spontaneous behavior. Young adults exhibit an average level of Conscientiousness that declines when they become older adults, Burger, Jerry (2011). Extraversion is symptomized by large-scale activities (as opposed to depth). Extroverts are perceived to be full of energy and show a lot of engagement with other people. Burger, Jerry (2011) describes extroverts as enthusiastic, social, and action-oriented people who possess maximum group visibility. However, extroverts require stimulation and do not have intrinsic motivation. Though they exhibit both target solution characteristics, they work well under supervision because they can spend most of their time engaging in unproductive talks.
Agreeableness is a social trait that reflects an individual’s concern for harmony in society. Agreeable individuals can easily get along with each other. Burger, Jerry (2011) describes agreeable individuals as kind, considerate, trustworthy, generous, and helpful. In the social perception, they are always willing to compromise their interests to accommodate other people’s interests. On the other hand, individuals who show neuroticism experience anger, negative emotions, anxiety, or depression. Burger, Jerry (2011) argues that individuals with neuroticism are vulnerable to stress and are emotionally reactive.

Taking a personality test
The following table represents my scorecard after I took a personality test:
Accuracy of the results with my personality
The results reflected by my scorecard are to a large extent not accurate. According to my understanding of the qualities that I possess, I expected to score highly on agreeableness. In my case, I always seek to make peace with the individuals around me. Comparatively, I scored very highly in extraversion. On the contrary, I am not an extrovert. Equally, I do not believe that I am judgmental, nor I do not think a lot.
Application of test results in my current job
For the test results to be applicable, it is important to assume that they are accurate. In each aspect of the test, I would take it as a channel to help me build on weak areas. I will apply the results in improving my performance and enable myself to grow into a strong leader. The test will help me to improve my communication strategy to avoid conflicts in management.
Advantages of personality tests
Personality tests help in narrowing the process of selecting employees. When human resource managers profile the personality of potential employees, they make it easier to identify possible candidates from the pool of applicants. In addition, personality tests reduce business expenditure during the hiring process.
Disadvantages of personality tests
Analysts and personality experts have to a large extent applied the personality test to help human resource managers in hiring staff. Personality test, however, has their drawbacks
Lessons from the personality test
Through the personality test that I have taken, I have discovered the most favorable career that I can pursue. I have also discovered some of the famous personalities in the world with whom we share similar personalities. The tests will hem me to improve on some of those traits that are undesirable in my career.