Improving Personality and Major Personal Factors

This article discusses self-monitoring and personality differences. It explains the advantages and disadvantages of low self-monitoring personality factor and how to improve it. It also describes the five major dimensional methodology for identifying personality differences. The article is relevant for students studying psychology and human resource management.

Running head: INTERPERSONAL SKILLS 1
Improving Personality and Major Personal Factors
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INTERPERSONAL SKILLS 2
Question one
Self- monitoring is the ability to regulate and tailor the behavior of oneself to fit and
accommodate societal situations. According to (Paredes, Stavraki, Díaz, Gandarillas, and
Briñol, 2015) Self-monitoring is a cognitive behavioral intervention mechanism. Self-
monitoring is one of the chief traits that are required by most first line managers in the bid to
good execution of duties since a business has to accommodate the society at large. In how
case the after further assessment it is identified that the employee as a low self-monitoring
personality. Low self-monitors express themselves in the same way regardless of the situation
they lack accommodative cues and prefer portraying their inner them (Wilmot, DeYoung,
Stillwell, and Kosinski, 2016). Low self-monitoring personality factor has both its advantages
and disadvantages.
One of the most notable advantage of employees with a low self-monitoring factor is
that their attitude and behaviors are consistent. Thus this translates that low self-monitors
siting in the first line management level are able to cultivate a positive business culture in the
organization. This business culture usually correlates with his viewpoints on business and
action plan to a successful business. Due to this all the subordinates in the organization would
be motivated to drive the organization in one direction. However low self-monitors are prone
to predictability. Hence low self-monitors in the first line level of management will exposes
the organization to competitors in the industry since they are the ones mandated to make key
influential decisions. The current business is environment is highly competitive and thus
there is need of unpredictability in terms of decision making. Due to predictability there is
need of improving the level of the employee. This can be successfully achieved by
employment of judgment of learning (JOLs). According to (Baars, 2014) judgment of
learning mainly aims at enabling participants predict their future by use of a future test. To

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properly assess the human resource department can make use of the 25 item self-monitoring
scale developed by Snyder in 1979.
Question two
Personality of a person encompasses behavioral traits and behavioral patterns of one
self. Accessing and understanding personality and cognitive styles of a person is primarily
essential in building relationships with others. One of the most effective ways of describing
personality, cognitive and social differences is by the use of five major dimensional
methodology. The five factor dimension encompasses factors such as extraversion, openness
to experience, conscientiousness and neuroticism (Barakat and Othman, 2015). The
differences is achieved by grouping each individual to the most relevant group in regards to
correlation of the individual traits to group personality needs. This method of identifying
personality differences is important since the five factor dimension methodology factors in
cognitive styles. Actually scientists have argued on hoe personality of an individual correlates
to their cognitive styles. Personality entails behavioral traits, patterns and self-monitoring.
This justifies that personality is correlated to cognitive styles since most of this traits are
mentally controlled. Moreover one method of identifying personality differences is by
employing personality type’s style introduced by the famed psychologist Carl G. Jung. This
style groups individuals into four personality groupings: sensing, thinking, feeling and
intuition. However the personality style has been criticized by modern day psychologist of
being too reductive.

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References
Baars, M. (2014). Instructional Strategies for Improving Self-Monitoring of Learning to
Solve Problems. Interuniversity Center for Educational Research. Retrieved from:
https://www.nro.nl/wp-content/uploads/2014/05/Proefschrift-Martine-Baars-
Instructional-Strategies-for-Improving-Self-monitoring-of-Learning-to-Solve-
Problems.pdf
Barakat, A., & Othman, A. (2015). The Five-Factor Model of Personality and Its
Relationship to Cognitive Style (Rush and Prudence) and Academic Achievement
among a Sample of Students. Journal of Education and Practice, 6(35), 156-165.
Retrieved from: ttps://files.eric.ed.gov/fulltext/EJ1086318.pdf
Paredes, B., Stavraki, M., Díaz, D., Gandarillas, B., & Briñol, P. (2015). Validity and
reliability of the Spanish version of the Revised Self-Monitoring Scale. The
Spanish journal of psychology. Retrieved from: https://pablobrinol.com/wp-
content/uploads/papers/2015%20SJP-%20Self-monitoring.pdf
Wilmot, M. P., DeYoung, C. G., Stillwell, D., & Kosinski, M. (2016). Self‐monitoring and
the metatraits. Journal of personality, 84(3), 335-347. Retrieved from:
https://pdfs.semanticscholar.org/2e24/e29e5cc769181ffef3a574b13a14634c0f3f.p
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