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Team Personality Traits
Dawn Borden , Gracie Reed
Johanna Guedea, Megan Miller
PSY/250
December 02, 2013
Anney Snyder

Team Personality Traits
Team Personality Traits can be easily captured by five dimensions. These dimensions are called the Big Five. The Big Five consists of Extroversion, Agreeableness, Conscientiousness, Emotional Instability, and Openness. A combination of questions and answers provides information that determines which characteristics are associated with each other. If teams were handpicked with specific goals in mind, these characteristics could determine whether the team succeeds or not. For example, a team made up of aggressive, deceptive, passive and destructive personalities would probably not agree on anything. The Big Five have been gathered through the result of decades’ worth of psychological research into personality. While they don’t capture the idiosyncrasies of everyone’s personality, it is a theoretical framework in which to understand general components of our personality that seem to be the most important in our social and interpersonal interactions with others (psychcentral.com/blog/archives/2009). Everyone took the same test and the results came out very different from each other results. Johanna is a very well organized and can be relied upon, extremely outgoing, social and energetic. Agreeableness, finds it easy to express irritation with others. But also is generally relaxed most of the time. Gracie is reclusive, quite, unassertive, and private; overly organized, neat, structured, and retrained at the expense too often of flexibility, variety, spontaneity and fun. Gracie is relaxed, calm, secure, and optimistic in life. Moderately kind natured, trusting and helpful while still maintaining own interests. At times can be suggested overly small minded, traditional, and conventional at the expense of intellectual curiosity, possibility, and progress.
Megan does not typically seek out new experiences, very well organized and can be relied upon. Extremely outgoing, socially, and energetic, good natured, courteous, and supportive. Generally relaxed at the most times in life and in most situations. Dawn is at times overall talkative, outgoing, sociable, and interacting at the expense of developing own individual interests and internally based identity. Overly organized, neat, structured and restrained at the expense too often of flexibility, variety, calm, secure, and optimistic. Is very relaxed, calm, secure and optimistic in life at most times. Is overly kind natured, trusting, and helpful at the expense too often of your own individual development. Is intellectual, curious, imaginative, but possibly not very practical in life.
Working together is a great asset once we learn how to utilize everyone’s skills. Being on a team allows for much more perspective rather than just our own. Looking at the Big Five Assessment results we can determine who is the most organized and works best under pressure. We can also tell who has a creative personality and is open to trying new things. These are all excellent traits to have for a team completing an assignment. When breaking down the team assignments it would be in our best interest to choose someone who pays close attention to detail, is organized, as well as dependable to be our leader. If we chose a procrastinator and someone who is easily anxious we may wind up with a late or unprepared assignment which would cost us points. Knowing what everyone’s strengths and weaknesses are allows us to really know who we are working with and how to handle our assignments. Looking at the Big Five assessment we can easily determine who has which traits.

According to the results we all got, the Big 5 Personality Test is not the most reliable test to describe an individual’s personality. There are various factors that define someone’s personality, but if an answer is need instantly then the test is big help. For example for a job interview, the Big 5 Personality Test is an extremely good way to somewhat let the employer know if that person is a good candidate for that certain position. According to each other’s result we did not exactly came to an agreement for the accuracy of this test. In my opinion it was accurate, for myself. But I would not use the test to define who I am. Dawn’s results were indeed not accurate one-hundred percent. Due to the fact that it said he was more of an extrovert than an introvert, when in fact he is the opposite. The Big Five test is perfect for online schools because it lets everyone know which person works well under pressure, who procrastinates, and who is an over achiever, and more. With this, each team can be prepared for what it is in stores within their team. The Big Five is a valid test for certain things, but it indeed does not define who an individual is. It is a very good help, to begin working with others but we each will get to know each other as we all work together. “The weakness of the Big Five Theory is that there is some debate among researchers as to what makes up the core of each element” ( Booker, Kitchen, Rebman. 2007). It is clear that we all have different opinions of what makes up each of the components that the test is divided into, but we all have some similarities therefore the test is not that much inaccurate. Different definitions but same key points, which makes the Big Five Test a good method for online school and other things such as job interviews.
The various personality tests can give a synopsis of a person’s likely hood of working well within a group setting. It cannot however take into consideration all the various situations that may take place during this period. A person can start out with the best of intentions and fail. There may be a lack of communication among the group, prior personal commitments, technical issues, or just not understanding the assignment. You have people that adjust to any situation and their only goal is basically to just get the job done. There are people that only want to work by themselves because they do not trust others to do their share. The Big Five can be a useful way of helping an individual to understand themselves and others. You normally don’t get to see the results of your teammate or coworker, so you are both working in the dark. Seeing the results can also lead to mistaken profiling. In most team assignments, you really don’t get to know the people that you are assigned to work with due to time limitations. Walter Lippmann, an influential American writer, journalist and political commentator, once said “For the most part we do not first see, and then define; we define first, and then we see.”

References
Big Five Personality Test . (N.D. ). Retrieved from http://personality-testing.info/tests/BIG5.php.
Booker, Q.E. (2007). EVALUATING THE BIG FIVE PERSONALITY TEST AS A FOUNDATION FOR AN ONLINE STUDENT COURSE RECOMMENDATION SYSTEM. Retrieved from http://www.swdsi.org/swdsi07/2007_proceedings/papers/287.pdf
Lippmann, Walter. 1955. Essays in the Public Philosophy
Boston: Little, Brown.
The Big 5 Model of Personality | World of Psychology - Psych Central psychcentral.com/blog/archives/2009/.../the-big-5-model-of-personality/

References: Big Five Personality Test . (N.D. ). Retrieved from http://personality-testing.info/tests/BIG5.php. Booker, Q.E. (2007). EVALUATING THE BIG FIVE PERSONALITY TEST AS A FOUNDATION FOR AN ONLINE STUDENT COURSE RECOMMENDATION SYSTEM. Retrieved from http://www.swdsi.org/swdsi07/2007_proceedings/papers/287.pdf Lippmann, Walter. 1955. Essays in the Public Philosophy Boston: Little, Brown. The Big 5 Model of Personality | World of Psychology - Psych Central psychcentral.com/blog/archives/2009/.../the-big-5-model-of-personality/

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