Team Management: Personality Analysis and Team Performance Report

This report provides a comprehensive analysis of team management, focusing on the impact of individual personality traits on team dynamics and performance. It begins with an introduction emphasizing the importance of understanding personality within a team context, citing relevant scholarly literature. The report then describes the Big Five Personality Model, outlining each trait and providing supporting literature. The author presents their own personality assessment results and analyzes their implications for teamwork, discussing strengths, weaknesses, and potential contributions to the team. The report also includes an analysis of other team members' personality profiles, a SWOT analysis of the team, and recommendations for improvement. The conclusion summarizes the key findings and offers insights into effective team management strategies.

Running head: TEAM MANAGEMENT: REFLECTION
TEAM MANAGEMENT: REFLECTION
Name of the student
Name of the university
Author Note

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Introduction
An individual is guided by his or her personality. Personality can also be termed as the
difference between characteristic traits and patterns of thinking, feeling, expressing and
behaving. The way a person socializes is a big factor in understanding the degree of personality
he or she has (Dweck 2013). In a team, personality of every team members, irrespective of
gender and other considerations, are considered to be important for team building. A proper and
correct personality of the leader, manager and coordinator of a team makes the team more
effective and efficient (Hart 2018). An enhanced personality of the other team members and
subordinates enhance communication and functions within a team, therefore, helping the team to
meet its objectives. I believe that since I am a member of the team, my personality would be an
important factor that might affect the team positively as well as negatively. As a team member, I
should be well aware of my role in the team and my personality (including strengths and
drawbacks) so that I could give my maximum potential to the team in order to make the team
successful and efficient.
Description of Personality
The Big Five Personality Model
The Big Five Personality Model is also called five factor model of OCEAN Model. The big
five model is instrumentally and intrinsically based on the pragmatic neuropsychological
experiences. The most unique part of the model is that it uses the description of the phases with
the help of common and colloquial language (Specht et al. 2014). The five factors of the model
are:

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1. Openness to experience: people who are open to new experiences tend to generally be
inventive and curious in their approach. Openness to experience is understood by
inventive/ curious Vs consistent/ cautious personality traits.
2. Contentiousness: the personality differences which are efficient/ organized Vs easygoing/
careless can be inculcated in determining the personality of a person.
3. Agreeableness: People who are agreeable are good natured, cooperative and trusting. The
characteristic differences are generous/ cooperative Vs unfriendly/ self- centered.
4. Extraversion: extraversion is a kind of behavior where an individual likes to stay with
people all around rather than in solitude. The characteristics can be differentiated as
outgoing/ energetic Vs solitary/ reserved.
5. Neuroticism: Neuroticism is a condition where people tend to feel more negative
emotions, such as, anger, anxiety and depression. People with high neuroticism tend to be
depressive, impulsive and anxious. On the other hand, people with low neuroticism tend
to be calm, even tempered and unemotional.
As I examined my personality with the help of the Big Five Personality Test, the result that came
out has been enumerated hereafter.
O- Openness to experience: 3
C- Contentiousness: 83
E- Extraversion: 36
A-Agreeableness: 72
N- Natural reactions: 21

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The most positive and important part of my personality is:
1. I have maximum traits of contentiousness
2. I have maximum traits of Agreeableness as I am a friendly, generous and helpful person.
3. I have maximum traits of extraversion as I am an extrovert and fond of socialization.
However, the negative parts of my personality are:
1. Neuroticism: I have traits of neuroticism in me which means that I get feelings of
negative emotions quite easily and frequently. It also indicates that such traits of
neuroticism might bring in negative outcomes such as lack of concentration in work and
inefficient output.
2. Openness: I lack the traits of openness, which means I might not be having the talent to
see the aspects at my surroundings with creative, imaginative and unconventional eyes. I
might lack in the creative, imaginative and artistic skills. I am less intellectual and do not
comprehend the significance of art, literature and philosophy, which means that I might
not be able to provide innovative ideas and thoughts to the team to make it more efficient.
The other parts of my personality are:
1. Contentiousness: I am highly contentious which means I am organized and self- regulated
as well as disciplined in my approach and code of conduct. Being disciplined would help
me enhance my capabilities and reduce wastage of time and resource.
Analysis and Implications
Analyzing my personality traits, I can hereby deduce that:

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1. I have minimum traits of Openness to new ideas and liberal thoughts. Openness is a
quality in an individual that tends to help the person think about abstract and intellectual
ideas and insights. As I am not a liberal or do not encourage free thinking and critical as
well as abstract thinking, I am too pragmatic and lack creative skills. Such traits have
made me a person who is intellectually not developed and only considers the practical,
pragmatic and established norms of life and environment. Such trait might not allow me
to contribute innovative ideas and perspectives in my team. People with highly
intellectual background and creative skills can provide the teams with innovative and
creative ideas in terms of execution of tasks, management and strategies. With the
acceptance of new ideas and thoughts, the team might be flexible and also be efficient in
their productivity and outcome. Therefore, the trait of lack of openness in me is
obnoxious and needs to be amended (Ng and Lucianetti 2016).
2. I have maximum traits of Agreeableness as I am a friendly, generous and helpful person.
Agreeableness describes a person’s tendency to put others’ needs ahead of their own, and
to cooperate rather than compete with others. As I am a friendly, generous and helpful
person, I tend to be altruist towards the society I belong to and therefore, the people
around me and associated with me tend to rely on me if they need any kind of help. In a
team, I can use my trait of agreeableness and cooperate with each other in the team to
enhance the efficiency and performance of the team, leading to the achievement of the
objectives or goals (Rusch 2013).
3. Neuroticism: I have traits of neuroticism in me which means that I get feelings of
negative emotions quite easily and frequently. It also indicates that such traits of

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neuroticism might bring in negative outcomes such as lack of concentration in work and
inefficient output within the team.
4. Extraversion: I have maximum traits of extraversion, which means I am extrovert,
socially active or outgoing. It also means that being extraverted might lead to
communicating with the members of the teams freely and frankly apart from being active
inwardly as well as outwardly in the team which can lead to better understanding and
efficiency within the team.
5. Contentiousness: I am highly contentious and I am in a dire need to get organized and
self- regulated as well as disciplined in my approach and code of conduct. Being
disciplined would help me enhance my capabilities and reduce wastage of time and
resource within the team.
Individual roles in the team
Serial Number Expertise Commentary
1. Providing the team with
practical solutions to
certain issues.
As I am not a free thinker and rather a
conventional, disciplined and a pragmatic
person who is fond of routine and practical
aspects of life, I can provide the team with
practical solutions in the cases of emergency.
2. Helping the members
working as a help desk=
80%
As I am a generous person having the maximum
traits of Agreeableness, I have the capability of
helping the members of the team in any kind of
distress with my complete potential.

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3. Coordinating = 85% As I am highly contentious, I have certain basic
as well as secondary skills of organization and
coordination, so I have the capability of
coordinating the team with maximum potential.
Team Role Profile
Traits Chantelle Adam Zheng Krystal Commentary
Openness to
experience
11 5 5 63 Adam and Zheng have
scored poorly in the
examination of
openness to experience
even though they are
good at organizing and
coordinating. They
should be provided
with provisions and
encouragement to
think out of the box.
Contentiousness 77 94 74 83 Chantelle has less

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marks in
contentiousness even
though he is good in
other traits. He needs
to be more organized.
Extraversion 38 45 52 41 Chantelle and Crystal
are less extraverted
than the others. They
should be encouraged
to socialize.
Agreeableness 79 65 64 72 Adam and Zheng are
less Agreeable than the
others even though
they have scored good
in other areas. They
need to be more
altruist and helpful
towards others.
Natural
reactions
38 19 64 16 Zheng is more prone
to natural reactions
than that of the others.
Therefore, he might be
provided with proper
counseling sessions in

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order to make him
more calm, composed
and emotionally
balanced.

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SWOT analysis of the team
Strengths
1. The team has highly creative and
imaginative members who can
contribute the team with a plethora of
new and innovative ideas. With the
help of creativity, critical bent of mind
and intelligentsia, the team members
can provide the team with valuable
ideas and strategies.
2. The team is highly efficient as the
members are competent and have
capabilities in different dimensions.
Weaknesses
1. The team has few members. With such
less number of members in the team,
there can be shortage of manpower
which can lead to inefficient outcome.
2. The team has members with majority of
neuroticism which can adversely affect
the psychosocial behavior of the
members.
3. Women members of the team are
introverts.
Opportunities
1. The team has opportunities of
innovation and efficiency as the
members are creative and have talent in
different dimensions.
Threats
1. Neuroticism is a major threat to the
team apart from the less number of
members.

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Qualities for solution
1. Openness: Adam and Zhing, who are efficient team members, need to be given proper
training and enthusiasm to think out of the box and in an unconventional way.
2. Extroversion: Chandelle and Crystal, being women, seems to be less extroverted. They
should be encouraged to socialize and take charge of the situations when in demand.
3. Agreeableness: Adam and Zheng are less agreeable as well as less open. Therefore, they
need solemn training in such dimensions and areas.
4. More members are to be included to build the strength of the team.
Conclusion
The respective paper concludes to be a personality analysis of a team having 6 members. The
respective paper has provided a brief discussion about personality, the Big Five Personality
Model along with my personality test survey where I have also analyzed my personality results
along with the other team members I tabular and graphic form. The paper concludes by
providing suggestions and recommendations.

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References:
Dweck, C.S., 2013. Self-theories: Their role in motivation, personality, and development.
Psychology press.
Hart, S., 2018. Brain, attachment, personality: An introduction to neuroaffective development.
Routledge.
Ng, T.W. and Lucianetti, L., 2016. Within-individual increases in innovative behavior and
creative, persuasion, and change self-efficacy over time: A social–cognitive theory perspective.
Journal of Applied Psychology, 101(1), p.14.
Rusch, H., 2013. Asymmetries in altruistic behavior during violent intergroup conflict.
Evolutionary Psychology, 11(5), p.147470491301100504.
Specht, J., Bleidorn, W., Denissen, J.J., Hennecke, M., Hutteman, R., Kandler, C., Luhmann, M.,
Orth, U., Reitz, A.K. and Zimmermann, J., 2014. What drives adult personality development? A
comparison of theoretical perspectives and empirical evidence. European Journal of Personality,
28(3), pp.216-230.