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HR PSDA 2 Final
HR PSDA 2 Final
• Openness - People who like to learn new things and enjoy new
experiences usually score high in openness. Openness includes
traits like being insightful and imaginative and having a wide
variety of interests.
• Conscientiousness - People that have a high degree of
conscientiousness are reliable and prompt. Traits include being
organized, methodic, and thorough.
Extraversion and Introversion - The first pair of styles is concerned with the
direction of your energy. If you prefer to direct your energy to deal with people,
things, situations, or "the outer world", then your preference is for
Extraversion. If you prefer to direct your energy to deal with ideas,
information, explanations or beliefs, or "the inner world", then your preference
is for Introversion.
Sensing and Intuition - The second pair concerns the type of information/
things that you process. If you prefer to deal with facts, what you know, to have
clarity, or to describe what you see, then your preference is for Sensing. If you
prefer to deal with ideas, look into the unknown, to generate new possibilities
or to anticipate what isn't obvious, then your preference is for Intuition. The
letter N is used for intuition because I has already been allocated to
Introversion.
Thinking and Feeling - The third pair reflects your style of decision-making.
If you prefer to decide on the basis of objective logic, using an analytic and
detached approach, then your preference is for Thinking. If you prefer to decide
using values - i.e. on the basis of what or who you believe is important - then
your preference is for Feeling.
Judgment and Perception - The final pair describes the type of lifestyle you
adopt. If you prefer your life to be plannedand well-structured then your
preference is for Judging. This is not to be confused with 'Judgmental', which is
quite different. If you prefer to go with the flow, to maintain flexibility and
respond to things as they arise, then your preference is for Perception.
CATTELL’S MODEL
Raymond Cattell analyzed Allport's list and whittled it down to 171
characteristics, mostly by eliminating terms that were redundant or
uncommon. He then used a statistical technique known as factor
analysis to identify traits that are related to one another. With this
method, he was able to whittle his list to 16 key personality factors.
By giving a rating to all the factors from 0-5 we can tell about their
personality
1.Openness- 3
2.Conscietiousness- 5
3.Extroversion- 4
4.Agreeableness- 3
5 Neuroticism- 4
MIDDLE LEVEL MANAGEMENT
Middle management is the intermediate leadership level of a hierarchical
organization, being subordinate to the senior management but above the lowest
levels of operational staff. For example, operational supervisors may be
considered middle management. Their main duty is to supervise the work of the
lower management and report all the happenings of the company to the top
management.
CATTELL’S MODEL
This shows that middle level managers are more sensitive to their employees and are
always ready to listen to them even when taking decisions.They don’t have trust
issues and believe in their subordinates.However, they remain more stressed than the
top level managers considering the work and hence are not much spontaneous. They
are more flexible to change within the organization. They tend to follow the policies
religiously and hence are high in perfectionism
By giving a rating to all the factors from 0-5 we can tell about their personality
1.Openness- 3
2.Conscietiousness- 4
3.Extroversion- 2
4 Agreeableness- 4
5 Neuroticism- 3
LOWER LEVEL MANAGEMENT
They handle all aspects of the day-to-day work of a catering business. The job
entails everything from interacting with clients, to preparing menus, to
overseeing the presentation and serving the food.
MBTI MODEL
They are more organized and make decision quickly without much
brainstorming.They strive to finish their work and achieve targets
quickly.However they are not much spontaneous.They care for their
employees safety as they communicate properly and guide them about the
work to be done and hence are sensitive towards them.They are not much
social as they do not like to express themselves other than a manager .They
work on facts and are specific in work targets.
Extraversion: it concerns where an individual draws their energy from and how they
interact with others. They are usually high here too as they are the ones who interact
with the customers on a daily basis.
Aggreableness :This factor concerns how well people get along with others. The
study concluded that supervisors were high in agreeableness and thus tend tobe well-
liked, respected, and sensitive to the needs of others.
1.Openness- 3 4 Agreeableness- 4
2. Conscietiousness- 3 3.Extroversion- 2
5 Neuroticism- 2
CONCLUSION
CONSCIENTIOUS
YES YES YES
NESS
NEUROTISM YES NO NO
People at the Top Management are usually goal oriented and are mostly
concerned with the brand image. They are usually high on openness,
conscientiousness, extraversion and neuroticism Whereas they are Low on
agreeableness.
People in the Middle Management usually maintain the gaps between the
Lower Management and Top Management. They are high on openness,
conscientiousness, extroversion and agreeableness and are low on
neuroticism.
People in the lower management are concerned with the day to day work.
They are high in openness, conscientiousness, extroversion and
agreeableness as compare to top and middle management.