University of Dhaka

Department of International Business

Report on
Personality and Values

Course Name: Organizational Behavior

Course Code: EIB 520/522

Submitted to:
Shamsun Arefin
Assistant Professor
Faculty of Business Studies
University of Dhaka

Prepared By
Name ID
HASAN MAHAMMUD NAYEEM 801827027
JAKIUL ISLAM 801825043
JAWAD AHMED 801825032
Md. FARHAN SHAHRIAR 801827029
JABEL RAHMAN 801621046
TOUKIR HASAN 801722032

Date of Submission: December 25, 2020

 Acknowledgement
At First, we would like to show my gratefulness to Almighty Allah for helping me to fulfill the
report in the right time frame. We would also like to thank my respected faculty Shamsun
Arefin, Assistance Professor, Dhaka University, for helping me to complete our report by
guiding us in every occurring problem. He provides us solutions to make our report as correct
as possible. Madam guidance and co-operation helped me a lot to earn our experience. And
we would like to say that we have tried heart and soul to prepare this report accurately.
However, there might be some errors and mistake so we seek your kind consideration as we
are in the process of learning. Last but not the least, we are grateful to Dhaka University which
is the reason we are learning this.

2|Page
 Table of Contents
Acknowledgement ................................................................................................................................. 2
Table of Contents ................................................................................................................................... 3
Chapter – 1 ............................................................................................................................................. 4
Introduction ........................................................................................................................................ 4
Origin of the study .......................................................................................................................... 5
Objective of the study ..................................................................................................................... 5
Significance of the study ................................................................................................................. 5
Methodology of the Study .............................................................................................................. 6
Limitations....................................................................................................................................... 6
Chapter – 2 ............................................................................................................................................. 7
Literature Review ............................................................................................................................... 7
Relationship between Personality traits ......................................................................................... 7
Difference aspects of employee personality traits and job performance: ..................................... 7
Personality Trait Model:.................................................................................................................. 9
Chapter – 3 ........................................................................................................................................... 11
Methodology .................................................................................................................................... 11
Research design ............................................................................................................................ 11
Data collection method: ............................................................................................................... 14
Data source: .................................................................................................................................. 14
Data analysis technique: ............................................................................................................... 14
Population and sample size selection: .......................................................................................... 16
Chapter – 4 ........................................................................................................................................... 17
Analysis & Findings........................................................................................................................... 17
Analysis on Myers-Briggs model ................................................................................................... 17
Analysis on Big five model ............................................................................................................ 19
Dark Triad model analysis with sampled data .............................................................................. 20
Chapter – 5 ........................................................................................................................................... 23
Conclusion and Recommendation ................................................................................................... 23
Conclusion ..................................................................................................................................... 23
Recommendation.......................................................................................................................... 23
Reference .............................................................................................................................................. 24
Appendix............................................................................................................................................... 25

3|Page
 Chapter – 1
Introduction
Here, the report is assigned to me as we are student of Dhaka University. We have done this
under the honorable faculty member Shamsun Arefin. We have completed it in. personalities
and values the duration of this program is from 10th Dec, 2020 to 25th Dec 2020.

Our personality shapes our behavior, so if we want to better understand the behavior of
someone in an organization, it helps if we know something about his other personality. In
the first half of this chapter, we review the research on personality and its relationship
to behavior. In the latter half, we look at how values shape many of our work-related
behaviors.

Why are some people quiet and passive, whereas others are loud and aggressive? Are certain
personality types better adapted for certain job types? Before we can answer these questions,
we must address a more basic one:

Personality can be thought of as the sum total of ways in which an individual reacts to and
interacts with others. It is most often described in terms of measurable traits that a person
exhibits. When we talk of personality, we don’t mean a person has charm, a positiveattitude
toward life, or a constantly smiling face. When psychologists talk of personality, they mean a
dynamic concept describing the growth and development of a person’s whole psychological
system.

Values refer to stable life goals that people have, reflecting what is most important to them.
Values are established throughout one’s life as a result of the accumulating life experiences
and tend to be relatively stable. The values that are important to people tend to affect the
types of decisions they make, how they perceive their environment, and their actual
behaviors.

Openness- Being curious, original, intellectual, creative, and open to new ideas

Conscientiousness- Being organized, systematic, punctual, achievement oriented, and

dependable

Extraversion- Being outgoing, talkative, sociable, and enjoying social situations.

4|Page
Agreeableness- Being affable, tolerant, sensitive, trusting, kind, and warm.

Neuroticism- Being anxious, irritable, temperamental, and moody.

Origin of the study

According to the requirements of the university course guidelines, an assignment program

requires a student to fulfill it. For this program, we have analysis Personality and Values to
complete this report. In Personality and Values, Due to the requirement of the university, we
have prepared this report and it helps me a lot to know about the Personality and Value.

Objective of the study

The main purpose of this report is to research about the general activities of the person
Personality and Values and how they manage policies while doing this work. It is very
important to maintain policies otherwise it might create problem. The objectives are
described below:

➢ To know about identify the level of Personality and Values a person

➢ To know about the treatment of person impression
➢ To research about person satisfaction level
➢ To mark about behavior the person shows towards organization, they are satisfied of
performance citizenship, tenure.
➢ To mark about behavior the person shows towards they are dissatisfied of
performance citizenship, tenure.
➢ To mark about areas which will be needed to be changed by the Personality and Values
using Myers-Briggs Type Indicator.

Significance of the study

Generally, the main purpose of this report is to achieve practical corporate life Behavior. This
course is designed in such a way that they get to know about the Organization behavior.
Through this program, they ensure that students can apply their theoretical knowledge in real
life and to know how one should behave in corporate life. In corporate life, a student first
time gets the experience to work in a company. With the help of this program, a student also
gets to know about whether they are perfect for corporate job or not.

5|Page
Methodology of the Study

This study utilized the quantitative research methodology. In order to investigate the credit
policy, accounting information were derived from annual reports of the Personalities &
Values. It used synthesized information collected from below things.
Primary Sources:

• Taking to the verbal communication

• Direct Observation with team

• Myers-Briggs Type online checking

Secondary Sources:

• Personalities & Values book

• Personalities & Values online

• Myers-Briggs theory

Limitations

This report is conducted to know about the Personality and Values of a person while preparing
this report we face some limitations which are described below:

✓ To prepare the report, time is very limited.

✓ For this report, I need some data but it can’t be provided because of personal security.
✓ Sometimes, some useful data are so wide that it can’t be included on report.
✓ Along with this, this report is done on a very small scale.

Also, as due to covid-19 we can`t collect data face to face interview, may be gap some
information, we will collect all data via social media communication. Is so much rush in every
time even after the closing time of the communicate, it was so hard to collect information
from the other.

6|Page
 Chapter – 2
Literature Review
Relationship between Personality traits

Personality has to do with individual differences among people in behavior patterns, cognition
and emotion. Personality can be conceptualized using personality traits. Personality traits are
enduring personal characteristics that are revealed in a particular pattern of behavior in a
variety of situations. Personality has a significant impact on behavior so on performance of
individual in any domain. There are many organizational parameters like job performance,
job satisfaction, leadership qualities etc. where personality traits play a significant role. This
paper attempts to study the previous literature on association of personality traits to these
performance parameters and understand these relationships.

Most studies show that conscientiousness and emotional stability consistently predict job
performance for all job types. In addition, some researchers have suggested that personality
is useful for predicting other work-related criteria, like job satisfaction and job performance

Difference aspects of employee personality traits and job performance:

Personality traits and interview performance Although there is substantial evidence on how
personality constructs are predictors of job performance, there is less systematic evidence of
how personality characteristics relate to success in the interviewing process. According to a
research, Extraversion, Openness to Experience, and Conscientiousness were positively
related to the use of social sources (e.g., talking to others) to prepare for interviews.
Conscientiousness was positively related to the use of non-social preparation. Use of social
sources for preparation for initial interviews was positively related to the likelihood of
receiving follow-up interviews and job offers. The results suggest that personality is related
to interviewee's success in part through actions taken well before the interviewing process
begins and in part through the interviewers' inferences of the applicants' personality during
the interview. (CALDWELL and BURGER 1998) In another study, the authors developed and
tested a model of performance in job interviews that examines the mediating role of
interviewing self-efficacy (job applicants’ beliefs about their interviewing capabilities) in

7|Page
linking personality and biographical background with interview success. Extraversion,
Conscientiousness, and leadership experience influenced interview outcomes indirectly
through the more proximal effects of self-efficacy. (Tay et al, 2006) Personality traits and
earning differences Cognitive skills have a significant role in explaining earning differences.
However, variations in cognitive abilities fail to justify for the residual wage inequality.
Economists have now started to focus on the importance of non-cognitive skills in
determining earnings differences. Within the set of non-cognitive skills, personality traits are
one of the most relevant instruments in the study of differences in earnings. Mueller and
Plug (2006) show that the effect of personality traits on earnings is of similar magnitude to
the one of cognitive skills. In addition, these traits can help to account for the strong
intergenerational correlation in labor market outcomes that cannot be attributed to parental
education and wealth transmission.

Recent studies have linked job performance and wages to the Big Five" personality traits:
openness, conscientiousness, extraversion, agreeableness, and neuroticism (Heckman et al.
2006). Using survey data, these papers report a strong relationship between some of these
personality traits and wages. Conscientiousness, and emotional stability (the inverse of
neuroticism) show a robust positive relationship with earnings. While agreeableness has a
strong negative relationship. There is also some evidence of a positive effect of extraversion
and openness to experience on wages. The MBAs whose personalities were more similar to
a template of the successful young manager received more job offers upon graduating and,
subsequently, earned higher salaries, were more likely to be working full-time, and had
changed jobs less often than did those who fit the managerial template less well. (Chatman,
Caldwell and O’Reilly 1999) Personality traits and labor productivity When we consider labor
productivity, more neurotic subjects perform worse, and more conscientious individuals
perform better (Maria et al. 2014). They studied this relation under a controlled laboratory
set-up. Using a gender neutral real-effort task, they analyses the impact of the Big Five
personality traits on performance. These findings that more neurotic subjects perform worse,
and that more conscientious individuals perform better are in line with previous survey
studies and suggest that at least part of the effect of personality on labor market outcomes
operates through productivity. There is robust negative correlation between neuroticism and
performance and some evidence supporting a positive correlation between

8|Page
conscientiousness and productivity. Personality traits and on job performance Psychologists
have profusely studied the link between personality and on job performance (Barrick and
Mount (1991), Tett, Jackson and Rothstein (1991). This literature shows a consistent strong
positive effect of conscientiousness and emotional stability on job performance, while the
effects of other personality traits are connected to certain occupations (extraversion has a
positive effect on occupations involving social interactions) or particular job aspects
(openness to experience is related to training proficiency). A long tradition of research in
psychology and organizational behavior has attempted to link personal characteristics,
particularly personality, to job success. In particular, two meta-analyses published in 1991
investigated the relations between Big Five personality dimensions and various aspects of job
performance (Barrick & Mount, 1991; Tett, Jackson, & Rothstein, 1991). Both papers reviewed
the existing literature and classified the specific personality measures used in the different
studies into one or more of the Big Five factors. The results of the two meta-analyses were
similar. Across different occupational groups and measures of job performance, the Big Five
markers, particularly conscientiousness, were related to job performance. The results of
these analysis have both strengthened industrial psychologists’ interest in using personality
measures to predict performance at work and have stimulated research that explains why
specific individual differences relate to job performance.

Personality Trait Model:

The Personality Insights service is based on the psychology of language in combination with
data analytics algorithms. The service analyzes the content that you send and returns a
personality profile for the author of the input. The service infers personality characteristics
based on three models:

Big Five personality characteristics represent the most widely used model for generally
describing how a person engages with the world. The model includes five primary dimensions:

➢ Agreeableness is a person's tendency to be compassionate and cooperative toward

others.

➢ Conscientiousness is a person's tendency to act in an organized or thoughtful way.

➢ Extraversion is a person's tendency to seek stimulation in the company of others.

9|Page
 ➢ Emotional range, also referred to as Neuroticism or Natural reactions, is the extent to
which a person's emotions are sensitive to the person's environment.

➢ Openness is the extent to which a person is open to experiencing different activities.

One of the most widely used personality frameworks is the Myers-Briggs Type Indicator
(MBTI).

Individuals are classified as:

Extroverted or Introverted (E or I)

Sensing or Intuitive (S or N)

Thinking or Feeling (T or F)

Perceiving or Judging (P or J)

INTJs are visionaries.

ESTJs are organizers.

ENTPs are conceptualizers.

10 | P a g e
 Chapter – 3
Methodology
Research design

“Personality is the dynamic organization within the individual of those psychological systems
that determine his unique adjustments to his environment”. – Gorden Allport

A comprehensive definition of personality is given by Fred Luthans. In his words, personality

means how a person affects others and how he understands and views himself as well as the
pattern of inner and outer measurable traits, and the person situation interaction. How a
person affects others depends upon his physical appearance (such as height, weight, facial
features, color etc.) Thus, personality represents the whole person concept. It in-cludes
perception, learning, motivation etc.

People are very complex. They have different abilities and interests. Most failures on job,
however, aren't due to a person’s amount of intelligence alone but also to certain personality
characteristics.

The personality is influenced by four major factors as:

Cultural Factors:

Culture largely determines what an individual is and what an individual will learn. The culture
within an individual is mentioned, is extremely important determinant of behavior of an
individual. Culture is that the complex of these beliefs, values and techniques for handling the
environment which are shared among contemporaries and transmitted by one generation to
subsequent. Culture requires both conformity and acceptance from its members.

According to Mussen, each culture expects and trains its members to behave in the ways that
are acceptable to the group inspire of the importance of the culture on personality,
researchers are unable to establish linear relationship between these two concepts
‘personality and culture’.

Family and Social Factors:

Family and social factors are important in creating personality of an individual. The impact of
these factors on personality can be understood by socialization and identification process.

11 | P a g e
Socialization Process:

The contribution of family and social group in combination with the culture is known as
socialization. It initially starts with the contact with the mother and later on the other
members of the family (father, brother, sister, co-relatives). The social group plays influential
role in enhancing an individual’s personality.

Identification Process:

Identification starts when an individual begins to spot himself with other members of the
family. Normally child tries to behave as their parents. He tries to copy certain actions of his
parents. Personality of an individual is also be influenced by the home environment. There is
a considerable evidence to point that the general environment reception is made by parents
is critical to personality development. Family background apart, class also influences a
person’s perception, perception of self and others, and selection of job, authority and money
etc.

Situational Factors:

The effect of environment is quite strong. Knowledge, skill and language are acquired and
represent important modifications of the behavior. Learned modifications in behavior aren't
passed on to the young, they need to be acquired by them through their own personal
experience, through interaction with the environment. According to Milgram, Situation exerts
a crucial continue the individual. It exercises constraints and may provide push.

Biological Factors:

These can be discussed into three broad heads:

Physical Features: Physical stature is that the most vital factor that contributes to personality.
An individual’s external appearance is proved to be having an incredible effect on his
personality. For instance, the very fact that person is brief or tall, fat or skinny, handsome or
ugly, black or whitish will undoubtedly influence the person’s effect on others and in turn, will
affect the self-concept.

12 | P a g e
Brain: It is another biological factor that influences the personality. Researches in this field
have given indication that better understanding of human personality and behavior might
come from the study of the brain.

Heredity: Certain characteristics primarily physical in nature are inherited from one’s parents,
transmitted by genes within the chromosomes contributed by each parent. The heredity plays
a crucial role in one’s personality. The importance of heredity varies from one personality trait
to a different. For instance, heredity is usually more important in determining a person’s
temperament than values and concepts.

Researchers have identified five traits that are especially relevant to organizations.

They are:

1. Agreeableness:

This means person’s ability to get along with others. These people are better at developing
good working relationship with fellow- workers, subordinates and superiors.

2. Conscientiousness:

Means number of goals on which a person focuses. People who focus on relatively few goals
at one time are more likely to be organized, systematic, careful, though, responsible and self-
disciplined.

3. Negative Emotionality:

People with personality are relatively poised, calm, resilient and more secure. They are
expected to handle job stress, pressure and tension in a better way.

4. Extroversion:

This reflects a person’s comfort level with relationships. They are sociable, talkative, assertive
and open to establishing new relationships. They are good job performers and they are likely
to be attracted to jobs based on personal relationships.

5. Openness:

This refers the capacity to entertain new ideas and to effect changes wherever necessary.
They will listen to new ideas, beliefs and attitudes in response to new information.

13 | P a g e
The personality and value analysis are not an easy job because a lot of other components are
related with the personality and values. We have analysis the personality by assessing the
components whish are discussed above. We have built a questionnaire and then according to
the answer of the attendees we have analyze their personality by following Myers & Briggs'
16 Types.

Data collection method:

As the current situation is not in controlled because of the pandemic we have share the
questionnaire to the assesses through online and after their submission we have gathered
the data and analyze the data using different techniques.

Data source:

To establish the questionnaire, we have followed our text book and different web site for
personality test analysis and also from group discussion.

Data analysis technique:

Psychologists have devised a number of tests to measure the various aspects of person-ality,
these are,

Projective Techniques

These techniques are supported assumptions that responses to unstructured stimuli are likely
to point an individual’s underlying motives, attitudes and aspirations. These include ink blots,
incomplete sentences, ambiguous pictures, etc. It is called projective techniques because the
individual attributes his own traits or feelings to other persons or to inanimate objects. They
reveal the crucial aspects of personality,

The two widely used projective tests are:

(a) Thematic Apperception Test:

It assumes that the meaning which a individual see during a picture indicates something of
his past experience, feelings, attitudes and motives.

Apperceiving relates to perception of a situation largely in terms of past experience instead

of the immediate present. Here, the individual is exposed to ambiguous pictures and

14 | P a g e
requested to form up a story for everyone. The themes in these stories may involve conflict,
affection, fear, contentment or achievements.

(b) Rorschach Test:

It involves ten cards containing ink blots. These ink blots are shown to the individual at a time,
during a prescribed way, with an invitation to state whatever he sees in them or whatever
involves his mind in response to them. It is assumed that individual tends to project the
predominating aspects of his personality through these cards.

For example, one response to the cardboard made by a teenager girl whose parents were
separated was “This seems like an individual here and another there and that they are
carrying something; they're fighting over an equivalent thing; they're both trying to tug it
towards themselves”.

Situational Tests

These tests involve studying the individual in daily situations when he is interacting with
others, solving a problem or exploring a new environment. The purpose of this study is to
watch the individual during a context which is analogous to the one that he's under review.
This facilitates the prediction on how he will regret during a specific situation.

When it's impossible to rearrange things, the individuals are often observed in their daily
environment consciously or at certain times during a day. For example, if the target is to
assess their interpersonal skills, the examiner will observe them once they are working with
other persons.

Personality Inventories

These inventories are printed forms containing questions, adjectives or statements about
human behavior. They can be used to evaluate both normal and psychiatric characteristics.
The individual is required to point his reactions to different items. The inventories are scored
and assessed in terms of percentiles or statistical norms.

Initially, they involve merely single trait like introversion-extroversion, subsequently, they
need been replaced by multiple trait inventories. Relatively the inventories are less time

15 | P a g e
consuming and straightforward to administer. However, in certain cases, the individuals can
give misunderstanding about themselves if they desire to try to do so.

To identify the personalities, we have prepared a detailed questionnaire to analyze. To

develop the questionnaire, we have followed Myers & Briggs' 16 type.

Population and sample size selection:

We are assuming that all the students of our course are the population of the study. Among
them we said to study five members’ personality. So, to explain the different personalities we
have sample size is five. Though it will not provide us the perfect results because personalities
are very changeable among the people. There are various kinds of behavior and it will not
give us appropriate results every time. So, there are many limitations on the study. By
considering these terms we have prepared the study.

16 | P a g e
 Chapter – 4
Analysis & Findings
Analysis on Myers-Briggs model

According to our collected data from another group we can see different person have
different thoughts and feelings.

Person Extroverted Introverted Sensing Intuitive Thinking Feeling Judging Perceiving Remarks
% % % % % % % %

1 51 49 53 47 42 58 63 37 ESFJ

2 65 35 74 26 28 72 60 40 ESFJ

3 53 47 59 41 44 56 49 51 ESFP

4 49 51 49 51 47 53 43 57 INFP

5 58 42 42 58 49 51 57 43 ENFJ

ESFJ is person 1’s characteristics which indicates this person as a warmhearted, conscientious,
cooperative, loyal, provide for others. Warmhearted, conscientious, and cooperative. Want
harmony in their environment, work with determination to establish it. Like to work with
others to complete tasks accurately and on time. Loyal, follow through even in small matters.
Notice what others need in their day-by-day lives and try to provide it. Want to be appreciated
for who they are and for what they contribute.

Person 2 belongs to the same character as person 1.

Person 3 is Outgoing, friendly, and accepting. Exuberant lovers of life, people, and material
comforts. Enjoy working with others to make things happen. Bring common sense and a
realistic approach to their work, and make work fun. Flexible and spontaneous, adapt readily
to new people and environments. Learn best by trying a new skill with other people.

Person 4 is Idealistic, loyal to their values and to people who are important to them. Want an
external life that is congruent with their values. Curious, quick to see possibilities, can be
catalysts for implementing ideas. Seek to understand people and to help them fulfill their
potential. Adaptable, flexible, and accepting unless a value is threatened.

17 | P a g e
Person 5 is Warm, empathetic, responsive, and responsible. Highly attuned to the emotions,
needs, and motivations of others. Find potential in everyone, want to help others fulfill their
potential. May act as catalysts for individual and group growth. Loyal, responsive to praise
and criticism. Sociable, facilitate others in a group, and provide inspiring leadership.

80% people here are extrovert, 20% are introvert, that means 80% people, they like getting
their energy from active involvement in events and having a lot of different activities. They’re
excited when they’re around people and they like to energize other people. They like moving
into action and making things happen. They generally feel at home in the world. While for
20% who are introvert, they like getting their energy from dealing with the ideas, pictures,
memories, and reactions that are inside their head, in their inner world. They often prefer
doing things alone or with one or two people they feel comfortable with. They take time to
reflect so that they have a clear idea of what they'll be doing when they decide to act. Ideas
are almost solid things for them. Sometimes they like the idea of something better than the
real thing.

60% pay more attention to information that comes in through their five senses (Sensing), and
40% pay more attention to the patterns and possibilities that they see in the information they
receive (Intuition).

100% here put more weight on personal concerns and the people involved (Feeling). Don't
confuse Feeling with emotion. Everyone has emotions about the decisions they make. Also
do not confuse Thinking with intelligence. Everyone uses Thinking for some decisions and
Feeling for others.

60% prefer a more structured and decided lifestyle (Judging) and 40% flexible and adaptable
lifestyle (Perceiving) This preference may also be thought of as their orientation to the outer
world. Sometimes people feel they have both. That is true. The J or P preference only tells
which preference the person extraverts. One person may feel very orderly/structured (J) on
the inside, yet their outer life looks spontaneous and adaptable (P). Another person may feel
very curious and open-ended (P) in their inner world, yet their outer life looks more structured
or decided (J).

18 | P a g e
Analysis on Big five model
Person Openness Conscientiousness Extraversion Agreeableness Neuroticism
% % % % %

1 54 71 77 85 56

2 52 72 60 60 71

3 55 78 71 67 59

4 58 57 72 71 55

5 59 75 73 77 51

Openness has corr. With intuition here from our survey we found: Openness to Experience
this trait is often referred to as the depth of someone’s mental experiences, or imagination.
It encompasses someone’s desire to try new things, be open and think creatively. Here more
than 50% people are generally artistic and curious, while another 50% tend to be conventional
and stay in their comfort zones.

Conscientiousness has corr. With Judging, this trait measures a person’s reliability and
dependability. Some people score higher in this area and they are more goal-oriented, tends
to control impulses and is usually very organized. They are likely to see success in school and
excel as a leader. Very few scored lower in this area are more likely to be impulsive and
procrastinate on assignments.

The extroversion trait indicates how social and talkative a person may be. Here almost
everyone has high in extroversion are generally more assertive, socially confident and
recharge from interacting with people, while almost none at this similar aged group score
lower are more likely to seek solitude and introspection. Almost everyone from our data are
extrovert.

Agreeableness shows how well someone can get along with other people. 100% people from
our sampling scored high in this trait are usually well-liked, sympathetic and affectionate, and
none scored lower, if any one scored, he/she might be perceived as blunt, rude and sarcastic.

19 | P a g e
The last OCEAN trait is also known as emotional stability. It measures how well a person can
control emotions like anxiety and sadness. Only 20% have high score which indicates that
sthey may be prone to those emotions and may also have low self-esteem. While 80% has a
low score are probably more confident and adventurous.

Dark Triad model analysis with sampled data

We have received data from 3 person on dark triad model. Below they are:

Person Narcissism (0-4) Machiavellianism (0-4) Psychopathy (0-4)

1 3.6 3.6 2.6

2 2.6 3.1 2.4

3 2.8 3.2 2.7

1st person has higher Narcissism level which indicates that he will appear charming often but
his Narcissism will later lead to extreme difficulty in developing close relationships. We can
see from the result everyone has tendency to be manipulative and deceitful. The dark triad
personality traits are three closely related yet independent personality traits that all have a
somewhat malevolent connotation. The three traits are Machiavellianism (a manipulative
attitude), narcissism (excessive self-love), and psychopathy (lack of empathy). The dark triad
has traditionally been assessed with three tests different tests, each of which had been
developed individually. Most commonly, the Narcissistic Personality Inventory (NPI) was used
as the measure of narcissism, the MACH-IV for Machiavellianism and the Self-Report
Psychopathy Scale (SRP) for psychopathy. Format differences between these (multiple choice
versus scale rating) complicated administration and analysis. The Short Dark Triad was
developed in 2011 by Delroy Paulhus and Daniel Jones to provide a more uniform assessment
and also to trim down the total length.

However, The Big Five Personality Traits or the OCEAN Model is one of the most popular
models to define and measure someone’s personality.

20 | P a g e
These are all common factors that can influence our choices and behavior. But they’re not
necessarily conducive to happiness or fulfilment. That’s because they won’t always match up
to our personal values.

Your values are about what’s important to you; how you want to live your life, including your
career, your relationships, and the impact you want to have. Identifying personal values and
the blockers that prevent them from being fully expressed is an important goal for many of
the people I coach.

If your decisions, choices and actions don’t align with these values, you may feel a niggle of
dissatisfaction and unease. You may be struggling with an internal conflict between your
values and the day-to-day reality of your life. Making decisions and living life in line with your
values means you’re more likely to feel a sense of purpose, fulfilment and happiness.

Personal values are important for students as it will indicates their goal, their motivational
strategy, their focus, their attitudes. Here in our survey, we have seen a flash of it.

Correlational analysis was used in this study to analyze the relationship between the five main
independent variables, neuroticism; extroversion; openness to experience;
conscientiousness; agreeableness and employee job performance as dependent variable.

H1 is rejected since it does not have significant relationship between neuroticism and
employee job performance with r=-.113, p=.169 that indicates no relationship between
variables. This is in concurrent with Judge et al., (2002) contention that leader with high
neuroticism experience adverse feelings in life and Niehoff (2006) has stated that neuroticism
leader appears consistent negatively correlated with leadership emergence and effectiveness
that will affect employee job performance.

Conversely, H2, H3, H4and H5are accepted and have significant relationship with moderate
correlated between the extraversion, openness to experience, conscientiousness and
agreeableness towards employee job performance. Relationship between openness to
experience represent r=0.499, extraversion represent r=0.504, conscientiousness represent
r=0.546 and agreeableness represent highest value of correlation with r=0.594. All these four
variables were significant with p<0.01. This finding consistent with Hogan and Holland (2003)

21 | P a g e
which stated that extraversion, agreeableness and openness to experience are important, as
it is contingent predictors that easy to get along with others like facilitating peer and team
performance. Referring to Hurtz and Donovan (2000), conscientiousness personality trait is
the most predictive to employee job performance.

Based on the analysis and findings discussed, it is confirmed that there are four variables of
leaders’ personality traits that have significant and positive relationship with employee job
performance. The four variables are extroversion, openness to experience, conscientiousness
and agreeableness and agreeableness has shown the highest significant correlation with
employee job performance. Conversely, neuroticism found negatively related with employee
job performance. Moreover, employee job performance considered crucial in all
organizations since it will affect the production and reputation of an organization. As for the
employee job performance, it was found that the leaders personality plays an important role
since it influence job performance between the employee and it consistent with the study
conducted by Barrick, Parks and Mount (2005).

22 | P a g e
 Chapter – 5
Conclusion and Recommendation
Conclusion

Personality reflects individual differences. Because the inner inherent characteristics which
constitute an individual’s personality are a complex combination of factors, no two individuals
are identical or exactly alike. But fortunately, many individuals may be similar on the basis of
a single personality trait, but not others. Like for examples, introvert, extrovert etc. So, it has
become easier for organizations to group or categories people into different groups based on
different models.

Recommendation

Based on this assignment we can suggest that we should use as much as possible
questionaries for precise results.

23 | P a g e
Reference
1. www.myersbriggs.org
2. www.floridatechonline.com/blog/business/how-the-big-five-personality-traits-
influence-work-behavior/
3. www.ckju.net/en/dossier/personality-predictor-job-performance-how-measure-
personality-and-select-right-employees
4. Askarian, N. & Eslami, H., (2012). “The Relationship between Personality Traits And Job
Performance (Case Study: Employees Of The Ministry,” Interdisciplinary Journal Of
Contemporary Research In Business,
5. Bell, E., & Bryman, A. (2007). The ethics of management research: an exploratory content
analysis. British Journal of Management,
6. I., Kozako, A., Safin, S., & Abdul Rahim, A. (2013). “The Relationship of Big Five
Personality Traits on Counterproductive Work Behavior among Hotel Employees: An
Exploratory Study,” Procedia Economics and Finance.
7. Leader’s Personality Traits and Employees Job Performance in Public Sector,
PutrajayaNadiah Maisarah Abdul Ghania*, Nor Sara Nadia Muhamad Yunusb, Norliza
Saiful Bahry
8. The role of personal values in enhancing student experience and satisfaction among
International postgraduate students: an exploratory study Rodney Arambewelaa, John
Hall
9. http://business.tutsplus.com/tutorials/what-are-personal-values--cms-31561
10. Judge Timothy A., Joyce E. Bono, Remus Ilies, Megan W. Gerhardt (2002) “Personality and
Leadership: A Qualitative and Quantitative Review”Journal of Applied Psychology Vol. 87,
No. 4, 765–780
11. Barrick, Murray R and Michael K Mount (1991) “The big five personality dimensions and
job performance: a meta-analysis," Personnel Psychology, Vol. 44, No. 1, pp. 1{26.
12. Rothmann S & Coetzer E P (2003) “The Big Five Personality Dimensions And Job
Performance” SA Journal of Industrial Psychology, 2003, 29 (1), 68-74
13. Caldwell, D. F., & Burger, J. M. (1998). Personality characteristics of job applicants and
success in screening interviews. Personnel Psychology, 51, 119–136.

24 | P a g e
Appendix
The Questionaries’ used for this assignment are below.
Answer was in below patterns.
Agree.
Partially Agree.
Neutral.
Partially Disagree.
Disagree.

For each question individual can mark only one as their opinion.

1. You enjoy vibrant social events with lots of people.

2. You often spend time exploring unrealistic yet intriguing ideas.
3. Your travel plans are more likely to look like a rough list of ideas than a detailed
itinerary.
4. You often think about what you should have said in a conversation long after it has
taken place.
5. If your friend is sad about something, your first instinct is to support them emotionally,
not try to solve their problem.
6. People can rarely upset you
7. You often rely on other people to be the ones to start a conversation and keep it going
8. If you have to temporarily put your plans on hold, you make sure it is your top priority to
get back on track as soon as possible.
9. You rarely worry if you made a good impression on someone you met.
10. It would be a challenge for you to spend the whole weekend all by yourself without
feeling bored
11. You are more of a detail-oriented than a big picture person
12. You are very affectionate with people you care about.
13. You have a careful and methodical approach to life
14. You are still bothered by the mistakes you made a long time ago
15. At parties and similar events, you can mostly be found farther away from the action
16. You often find it difficult to relate to people who let their emotions guide them.

25 | P a g e
17. When looking for a movie to watch, you can spend ages browsing the catalog.
18. You can stay calm under a lot of pressure.
19. When in a group of people you do not know, you have no problem jumping right into
their conversation.
20. When you sleep, your dreams tend to be bizarre and fantastical.
21. In your opinion, it is sometimes OK to step on others to get ahead in life.
22. You are dedicated and focused on your goals, only rarely getting sidetracked.
23. If you make a mistake, you tend to start doubting yourself, your abilities, or your
knowledge.
24. When at a social event, you rarely try to introduce yourself to new people and mostly
talk to the ones you already know.
25. You usually lose interest in a discussion when it gets philosophical.
26. You would never let yourself cry in front of others.
27. You feel more drawn to places with a bustling and busy atmosphere than to more quiet
and intimate ones.
28. You like discussing different views and theories on what the world could look like in the
future.
29. When it comes to making life-changing choices, you mostly listen to your heart rather
than your head.
30. You cannot imagine yourself dedicating your life to the study of something that you
cannot see, touch, or experience.
31. You usually prefer to get your revenge rather than forgive.
32. You often make decisions on a whim.
33. The time you spend by yourself often ends up being more interesting and satisfying than
the time you spend with other people.
34. You often put special effort into interpreting the real meaning or the message of a song
or a movie.
35. You always know exactly what you want.
36. You rarely think back on the choices you made and wonder what you could have done
differently.
37. When in a public place, you usually stick to quieter and less crowded areas.
38. You tend to focus on present realities rather than future possibilities.

26 | P a g e
39. You often have a hard time understanding other people’s feelings.
40. When starting to work on a project, you prefer to make as many decisions upfront as
possible.
41. When you know someone thinks highly of you, you also wonder how long it will be until
they become disappointed in you.
42. You feel comfortable just walking up to someone you find interesting and striking up a
conversation.
43. You often drift away into daydreaming about various ideas or scenarios.
44. You look after yourself first, and others come in second.
45. Even when you have planned a particular daily routine, you usually just end up doing
what you feel like at any given moment.
46. Your mood can change very quickly.
47. You often contemplate the reasons for human existence or the meaning of life.
48. You often talk about your own feelings and emotions.
49. You have got detailed education or career development plans stretching several years
into the future.
50. You rarely dwell on your regrets.
51. Spending time in a dynamic atmosphere with lots of people around quickly makes you
feel drained and in need of a getaway.
52. You see yourself as more of a realist than a visionary.
53. You find it easy to empathize with a person who has gone through something you never
have.
54. Your personal work style is closer to spontaneous bursts of energy than to organized and
consistent efforts.
55. Your emotions control you more than you control them.
56. After a long and exhausting week, a fun party is just what you need.
57. You frequently find yourself wondering how technological advancement could change
everyday life.
58. You always consider how your actions might affect other people before doing
something.
59. You still honor the commitments you have made even if you have a change of heart.
60. You rarely feel insecure.

27 | P a g e
Thank you

28 | P a g e