Organizational Behavior

This document discusses various aspects of organizational behavior, including the meaning of personality, the big five personality test, personality dimensions and score factors, and the importance of personality tests in HR. It provides insights into the field of organizational behavior and offers study material and solved assignments on the subject.

Running head: ORGANIZATIONAL BEHAVIOR
ORGANIZATIONAL BEHAVIOR
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOR
Table of Contents
Task 1...............................................................................................................................................2
Meaning of Personality................................................................................................................2
Relating to personality dimension...............................................................................................2
Task 2...............................................................................................................................................3
Big Five Personality Test.............................................................................................................3
Visual Summary of test...............................................................................................................3
Textual Summaries......................................................................................................................4
Task 3...............................................................................................................................................5
Personality dimension and score factors......................................................................................5
Task 4...............................................................................................................................................6
Big Five Personality score basis..................................................................................................6
Three most essential characters...................................................................................................6
Development of low scoring factors in future.............................................................................7
Task 5...............................................................................................................................................8
Personality test requirement as HR..............................................................................................8
References........................................................................................................................................9

2ORGANIZATIONAL BEHAVIOR
Task 1
Meaning of Personality
I think personality is the way in which a person presents himself/herself at all important
times. I think that it is a capability that governs the functional effectiveness of off other
capabilities of a human being. Personality is what a person is, what a person stands for and all
the attributes that define a person as a functional human being.
Relating to personality dimension
I believe that out of the big five personality factors I am more inclined towards
extraversion. This particular personality dimension controls the personality aspects that are
related to outgoing behavior, friendly, assertive and team work centric behaviors (Johnston,
Maggiori & Rossier, 2016). I think all of these aspects are within me and I am good at working
with people, I am friendly and helpful.

3ORGANIZATIONAL BEHAVIOR
Task 2
Big Five Personality Test
Visual Summary of test
Figure 1: Visual Summary of personality test
(Source- As created by the Author)

4ORGANIZATIONAL BEHAVIOR
Textual Summaries
Figure 2: Textual evidence of test
(Source- As created by the Author)

5ORGANIZATIONAL BEHAVIOR
Task 3
Personality dimension and score factors
My personality scores brought forward some important data that can help me to grow
further in life. I scored 49 with respect to openness to experience, 45 with regards to
conscientiousness, 58 on extraversion, 16 on agreeableness and 17 concerning my natural
reactions. It is clear from the personality test that I have good levels of qualities such as
outgoing, friendliness, open-mindedness and assertive nature and lower levels of qualities which
actually are positive outcomes. It is however, important to understand that I will require to
optimize all the significant aspect of my personality. According to the report summary, I scored
moderate in regards to openness to experience, conscientiousness and extraversion. However, my
agreeableness and natural reactions were significantly low.

6ORGANIZATIONAL BEHAVIOR
Task 4
Big Five Personality score basis
The most important qualities that I have been able to nurture are outgoingness, discipline,
imaginative and open-mindedness, compassion and hard headed skeptical approach. The two
highest scoring factors that were identified through the personality tests were extraversion and
openness to experience. I scored 58 and 49 respectively in these two categories. Openness to
experience means that I have moderate levels of imagination, open-minded thinking ability and
experimental way of approach. Extraversion refers to the qualities of outgoingness, assertiveness,
teamwork capability and ability to help others (Parks-Leduc, Feldman & Bardi, 2015). I have
scored moderately in regards to the same. It needs to be said that I have been able to be a
moderately efficient person with regards to the various essential qualities that I have been able to
nurture or I have as natural instinct.
Three most essential characters
The three main characteristics that can be identified are openness, extraversion and strong
natural reaction. Openness relates to the various free acceptance of ideas that might even be
experimental and subject to risks (Sims & Tao, 2017). Extraversion helps to work effectively
with a large number of people and coordinate with them at the same time. I have been able to
nurture many of these abilities through my past experiences. I have worked as an intern in a few
organizations and It was there that I have learned to work in group. More importantly, the real
time pressure situations that were endured by me at my past as well as the present have helped
me to develop strong nerves with regards to my natural reactions. I have been able to be an open
minded person when it comes to decision making at work. This development happened in me
due to the fact that rapid decision making is required at both my current and past workplaces.

7ORGANIZATIONAL BEHAVIOR
Development of low scoring factors in future
The low scoring factors that I can see from the above test are agreeableness and
conscientiousness. In order to nurture these ability in the future I need to improve my discipline
levels and skepticism. I will understand the organizational requirements and pay more attention
towards self-management to develop my essential skills (Azucar, Marengo & Settanni, 2018). I
believe working under effective leaderships can help me to reduce skepticism.

8ORGANIZATIONAL BEHAVIOR
Task 5
Personality test requirement as HR
Personality test is a very good process for recruiting people. As an HR I will definitely
recommend this test as this can help to gain the right kind of people for the organizations. These
people can perform effectively towards the growth of the organization. It is especially important
that this test is implemented when recruiting leaders for the organization.

9ORGANIZATIONAL BEHAVIOR
References
Azucar, D., Marengo, D., & Settanni, M. (2018). Predicting the Big 5 personality traits from
digital footprints on social media: A meta-analysis. Personality and Individual
Differences, 124, 150-159.
Johnston, C. S., Maggiori, C., & Rossier, J. (2016). Professional trajectories, individual
characteristics, and staying satisfied and healthy. Journal of Career Development, 43(1),
81-98.
Parks-Leduc, L., Feldman, G., & Bardi, A. (2015). Personality traits and personal values: A
meta-analysis. Personality and Social Psychology Review, 19(1), 3-29.
Sims, L., & Tao, J. (2017). What are the Best Practices for Measuring Learning Agility,
Cognitive Ability, and Personal Inventory and How are Companies Currently Using
Them?.