Analysis of Personality and Values: McDonalds Canada Recruitment

This report analyzes the personality traits and personal values essential for a Service Operations Manager role at McDonald's Canada. It begins with an introduction highlighting the importance of aligning personality with job requirements. The five-factor model (openness, conscientiousness, extraversion, agreeableness, and neuroticism) is examined in relation to the job description, emphasizing traits like creativity, organization, and emotional stability. The report then contrasts personality with personal values, explaining how values influence beliefs and behaviors. It identifies relevant value categories from Schwartz's value circumplex, such as universalism, self-direction, conformity, and achievement, and connects them to the identified personality traits. The conclusion emphasizes the importance of these factors in the hiring process and overall organizational success. The report uses academic sources to support its analysis.

Running head: ANALYSIS OF PERSONALITY AND VALUES
ANALYSIS OF PERSONALITY AND VALUES
Name of the Student
Name of the University
Author Note

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ANALYSIS OF PERSONALITY AND VALUES
Introduction
The personality and personal values of a person plays an important role in the type of
job that they are supposed to join. The organizations therefore need to judge the prospective
employees based on their personalities and the alignment with the goals. The organization
that is taken into consideration is McDonalds Restaurants of Canada, Limited. This is an
organization that operates in the fast food industry of Canada and the master franchise in the
Canadian food industry (Anusic & Schimmack, 2016). The company is owned by the parent
of McDonald’s which is McDonald’s Corporation. McDonald’s is considered to be one of the
largest food restaurant chain in Canada which sells food products like, chicken, hamburgers,
soft drinks and French fries. The job position for which the recruitment is being done is
restaurant Service Operations Manager of all the major outlets in Canada. The personality
traits will be analysed based on the alignment with the job position (McDonalds.com., 2018).
Important personality traits for Service Operations Manager
The five factor model is related to the Big Five personality traits which is a model
related to the ways of describing personality of an individual. The five factor model is based
on the survey of the personality of any individual and the aspects that are used to describe the
various traits. The five major factors of the model are openness to some experience,
conscientiousness, agreeableness, extraversion and neuroticism (Barnett et al., 2015).
Openness to experience – The first major factor is the openness to experience which
is related to the ability of the individual or his quality to be open towards any type of
experience. The degree of openness is related to the level of the intellectual curiosity of that
person. The person normally does not prefer any strict routine and is more attracted towards
many types of activities. The high openness of these individuals can sometimes be detected
as the unpredictability and the lack of focus (Fischer & Boer, 2015).

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Conscientiousness – The tendency of the individual to be dependable and organized
is related to the second factor of the model. This quality shows high levels of discipline and
aiming for achievement as well. The high levels of this quality of an individual can also be
taken as obsession and stubbornness. Low levels of conscientiousness is related to
spontaneity and the flexibility.
Extraversion – The third factor of this model is based on the high levels of energy,
emotions, assertiveness and sociability. This trait is sometimes treated as domineering and
attention-seeking as well. Low levels of this trait can be perceived as reserved and self-
absorbed (Judge & Zapata, 2015).
Agreeableness – The tendency of an individual to be cooperative and compassionate
and not suspicious is related to the fourth factor of this model. The nature of this type of
individual is considered to be helpful and trusting and the temper levels of the person also
plays an important role in this factor. The high level of agreeableness is related to submissive
or naive personality of an individual. Low level of this quality in an individual makes the
person challenging or competitive in nature.
Neuroticism – The fifth factor of the model is related to the traits of an individual
which relates to his or her tendency to experience spiteful emotions like anger, depression,
anxiety and vulnerability. The level of the emotional stability of the individual is an
important part of the five factor model. The high requirement of stability is related to a calm
and stable personality and on the other hand the low requirement is related to an excitable and
reactive personality (Leutner et al., 2014).
I, as the HR manager of McDonalds Canada have analysed the five personality traits
with respect to the job position that has been offered. The job position for which the
recruitment process is conducted is Service Operations Manager. All the five personality

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traits are important for the job position for which my organization is conducting recruitment
functions. The person who will join in the post needs to be open to a variety of experiences
and they also need to creative by nature. The candidate needs to be imaginative so that he or
she can take the organization forward and run the operations in a fruitful manner.
Conscientiousness is another major trait for the candidate as they need to be organized and
ambitious so that they can achieve their goals and the goals of the organization. The
candidate should also be energetic and full of emotions so that they can work in a proactive
manner to fulfil their objectives. The level of agreeableness should also be high within the
individuals so that they can cooperate with the employees of the different branches of the fast
food chain. Emotional stability is also an important personality trait for the individual so that
he or she can take practical decisions.
Comparison of personality and personal values
The personality of an individual is different from the personal values in many ways.
Personality mainly defines the ways by which a person feels and thinks and values are related
to the belief of what is right and what is wrong. Values of a person affect the personality of
that individual up to high levels. The interaction of personality and values is done in an
interactive manner and there is a correlation between the five personality traits and the values
of a person. The achievement of goals is influenced by the personality and the values of an
individual (Mitsopoulou & Giovazolias, 2015).
Identification of value categories related to Schwartz’s value circumplex
The Schwartz’s value circumplex consists of ten types of values including,
benevolence, universalism, self-direction, security, conformity, hedonism, achievement,
tradition, stimulation and power. The values that are closely related to the personality traits
that have been identified previously are, universalism which is related to the levels of

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tolerance of the individual and protecting the interests of the employees. Self-direction is
important for the personality traits as the individual has the capability to choose their own
goals and become independent as well (Mõttus et al., 2017). The value of conformity is also
essential for the individuals which is related to the actions that are taken to harm any other
individual and violate the norms or the expectations. The value of achievement is important
for the individuals with the five personality traits so that they can demonstrate their
competence levels.

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References
Anusic, I., & Schimmack, U. (2016). Personality Processes and Individual Differences:
Stability and change of personality traits, self-esteem, and well-being: Introducing the
meta-analytic stability and change model of retest correlations. Journal of Personality
and Social Psychology, 110(5), 766-781.
Barnett, T., Pearson, A. W., Pearson, R., & Kellermanns, F. W. (2015). Five-factor model
personality traits as predictors of perceived and actual usage of technology. European
Journal of Information Systems, 24(4), 374-390.
Fischer, R., & Boer, D. (2015). Motivational Basis of Personality Traits: A Meta‐Analysis of
Value‐Personality Correlations. Journal of personality, 83(5), 491-510.
Judge, T. A., & Zapata, C. P. (2015). The person–situation debate revisited: Effect of
situation strength and trait activation on the validity of the Big Five personality traits
in predicting job performance. Academy of Management Journal, 58(4), 1149-1179.
Leutner, F., Ahmetoglu, G., Akhtar, R., & Chamorro-Premuzic, T. (2014). The relationship
between the entrepreneurial personality and the Big Five personality
traits. Personality and individual differences, 63, 58-63.
McDonalds.com. (2018). Your Favourite Burgers, Fries & More | McDonald’s
Canada. Mcdonalds.com. Retrieved 3 February 2018, from
https://www.mcdonalds.com/ca/en-ca.html
Mitsopoulou, E., & Giovazolias, T. (2015). Personality traits, empathy and bullying behavior:
A meta-analytic approach. Aggression and Violent Behavior, 21, 61-72.

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Mõttus, R., Kandler, C., Bleidorn, W., Riemann, R., & McCrae, R. R. (2017). Personality
traits below facets: The consensual validity, longitudinal stability, heritability, and
utility of personality nuances. Journal of Personality and Social Psychology, 112(3),
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Parks-Leduc, L., Feldman, G., & Bardi, A. (2015). Personality traits and personal values: A
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