The majority of the team members scored high on this trait Though the fifth

The majority of the team members scored high on this

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The majority of the team members scored high on this trait. Though the fifth member disagreed with the result, her score reflected that of one who doesn't seek out new experiences. This team's scores represent a high level of competence in the abilities to function in a team setting, thereby demonstrating that we have a team that has a higher possibility for successful team collaboration. Explain how this information could impact the work of a team. Each of the Big Five personality factors impacts a team by explaining the attributes of each personality. According to Anderson (2010), those who score high in extraversion are enthusiastic and energetic people while those who score low are more quiet and reserved. He states that scoring high in agreeableness indicates an individual is more likely to be compassionate and cooperative while those who score lower tends to be more unkind and suspicious towards others. A person who scores high in conscientiousness is more organized and planned, while someone who scores low is carefree and easygoing (Anderson, 2010 ). Those who score higher in emotional stability tend to be well balance and have a calm, cool, and
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4 collected temperament (Anderson, 2010 ). Those who score lower in emotional stability tend to suffer from depression, anxiety, and nervousness. Finally, high-scorers in openness to experience are inventive, creative, and hold unconventional values while low-scorers hold conventional values, are more conservative, and have a tendency to be cautious and consistent (Anderson, 2010 ). Understanding the Big Five model has led to research on how personality traits affect work in teams. Explain the impact of personality and abilities on an organization's performance Personality and ability both have the potential to play a major role in an employee’s performance. Organizational performance is directly impacted by the people that are hired by management. According to Munroe (2016), an individual’s personality including their extraversion, work ethic, eye for detail, and motivational markers all have a profound effect on their performance (Munroe, 2016). Management can use those traits to predict the behavior of individuals and determine whether or not to select them for a job or use them for a particular assignment. Understanding a person’s personality and correctly positioning them within an organization can increase workflow and productivity. Individuals who are placed in positions where they have the ability succeed often have positive impact on the environment of an organization. All individuals have different strengths and weaknesses. These abilities can affect how they perform in their capacity within an organization. Managers must pay as much attention to these abilities as they do to individuals’ personalities in order to find the best fit for the employees. Each job within an organization requires the employee to have specific
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5 competencies. If an employee lacks in a specific competency that is required for their assignment it will create a decrease in workflow and productivity.
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