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It turns out that according to research [1], low levels of conscientiousness in the OCEAN model are associated with procrastination, among other things. [1] Higgins, D.M.; Peterson, J.B.; Lee, A.; Pihl, R.O. (2007). Prefrontal cognitive ability, intelligence, Big Five personality and the prediction of advanced academic and workplace performance. Journal of Personality and Social Psychology.
It turns out that there is a correlation of cultural factors indicated by Geert Hofstede, namely individualism, distance to power, masculinity and avoidance of uncertainty, with the average results of the big five (McCrae, Terracciano, 2005). For example, individualism correlates with extraversion, and conscientiousness correlates with high hierarchy.
A 2021 study (Bottlenose Dolphin Personality Structure; Morton, Robinson, Brando, Weiss) shows that dolphins share similar personality traits to humans despite having evolved separately over millions of years.
Research by Markey and Tinsley in 2004 shows that personality traits are relatively stable from preschool to adulthood. However, with age, agreeableness and conscientiousness increase, and neuroticism decreases.
According to research, we inherit a lot of personality traits. And so it is believed that 54% of us inherit extraversion, 49% conscientiousness, 48% neuroticism, and 42% agreeableness. The research dates back to 2003 and was performed on twins.
The debate over what is temperament and what is personality is still ongoing. However, one can risk saying that “temperament is a non-verbalized personality”, i.e. temperament and personality describe similar or the very same features. Temperament is anchored in the biochemical system of the brain, and personality is a socio-cultural product built on temperament.
Features of the so-called big five correlate with different skills. For example, a high level agreeableness is a trait of transformational leaders. They are leaders who try to sell the vision to the rest of the team and thus create commitment and readiness for change, rather than buy or force this readiness.
The first model of the big five, i.e. describing personality with five factors, was created in 1961. Its authors were Ernest Tupes and Raymond Cristal. Unfortunately, few people were interested in it until the 1980s. OCEAN, the big five, is now a full grown adult 🙂
It is believed that a valid psychometric test is one that meets three standards: content validity, criterion validity, and theoretical validity. In a nutshell, content validity is the answer to the question of whether the questions correspond to the behavior that describes the feature we want to measure. In the case of a sense of […]
In a nutshell, the reliability of a psychometric test is that its results are consistent over time for a given person. If the results of the test differ after repeated tests, the test is not reliable.
That which is soft requires hard measurements. That’s why, when measuring human characteristics, it’s necessary to be as rigorous as possible in order to obtain a reliable result. Thus, the vast majority of pop-psychology tests are just fun, not psychology. For a psychological test to be credible, it must be valid, reliable, standardized, normalized, and […]
Culture shock is a concept related to the emotions we experience when interacting with another culture. This process is typically divided into several stages: honeymoon, negotiation, adjustment. The names are self-descriptive enough to understand their essence. Culture shock in business increases business risk. It’s easy to commit a faux pas, even (or maybe especially) when […]
Since the 1970s, empathy has been declining in the US and narcissism has been on the rise. It is believed that the source of this trend is the development of the Internet and the increasing use of social media, which encourages self-promotion and focuses on the self. At the same time, the increased number of […]
Artificial emotional intelligence, also known as affective computing, is the coding in devices or software of the ability to read emotions and adapt them to the needs of the user. Usually, it’s about recognizing emotions and translating them to the other side. A good example is interpreting very minor changes in the facial expression or […]
Measuring cross-cultural differences requires defining the various dimensions of a culture. A similar process is needed to measure personality differences. Describing the dimensions of a culture in the business context has been going on since the 1960s. Let us list, in turn, distinguishing the dimensions of high-context and low-context cultures according to E.T.Hall’s model, the […]
Since business stopped being local and became global, cross-cultural problems are much more difficult to overcome than, for example, language barriers. Although initially they are less visible, it soon turns out that their impact on everyday functioning is huge. While language conveys information, culture carries language like the ocean carries a boat. It is sometimes […]
IDEA is an acronym for inclusion, diversity, equity, access. It is a concept that supports diversity and prevents disadvantages that exclude people from a community. Inclusion means that any person or group should be respected and made to feel welcome. Diversity includes all the differences between people, including the various characteristics that distinguish one person […]
I&D stands for inclusion and diversity. Diversity prevents disadvantages that exclude people from a community. Inclusion means that any person or group should be respected and made to feel welcome. Implementation of I&D is a complex process that is based on leadership. According to ABSL, a contemporary leader must be empathetic, open and transparent in […]
As humans, we attribute human characteristics to robots. We add, as it were, features that we think are correlated. So, if a robot “smiles,” we attribute emotions to it, even though we know that a robot cannot feel emotions. The release of automatism in us in the form of a reaction, e.g. to a smile, […]
Robots and programs can behave empathetically, recognizing emotions and responding to them automatically. As humans, we are also influenced by automatisms. We react to what the robot does and ascribe certain human characteristics to it – we anthropomorphize it. Experience has shown that if a robot shaped like a small dinosaur (Pleo) is held by […]
While empathy is the ability to identify and empathize with another person’s emotions, in the case of a narcissist, the ability to recognize emotions may still exist, but there is no stage of empathizing with the other person; therefore knowledge about emotions is not a strong driver for behavioral changes. It’s a myth that narcissistic […]
The “Nature of Human Behavior” monthly conducted research in which the authors found that by examining the number of messages exchanged between people, the transition to remote work for all employees resulted in communication network silos. In short: we talk more within our team than between teams. This negatively affects the company’s organizational culture and […]
Assertiveness is in Costa and McCrae’s big five sub-dimension of extroversion. People with high scores on this scale are dominant, effective, direct, and often take the initiative to lead a group.
The tendency towards order is in Costa and McCrae’s big five sub-dimension of conscientiousness. People who score high on the tendency towards order sub-dimension are well organized. They like to live according to routines and schedules. They keep lists and make plans. They avoid distraction and clutter.
Altruism is in Costa and McCrae’s big five sub-dimension of agreeableness. People with high scores in the altruism sub-dimension are considerate to others, generous and they are willing to help other people.
Imagination is in Costa and McCrae’s big five sub-dimension of openness. People who score high in this sub-dimension have a very vivid imagination and often fantasize. This is one of their ways to enrich their lives. It also makes them very creative.
Sociability is in Costa and McCrae’s big five sub-dimension describing extroversion. People who achieve high scores in sociability feel great among people, they are happy to be with them, they prefer events where there are a lot of people coming together.
Cordiality is in the so-called Costa and McCrae’s big five sub-dimension describing extroversion. People who score high in cordiality tests are warm and kind-hearted people who feel sympathy for others and easily become attached to other people.
Depression is in Costa and McCrae’s big five sub-dimension describing neuroticism. People who score high in depressiveness feel intense sadness, loneliness and guilt. They are easily discouraged and often resign from actions they’ve taken.
Angry hostility (or irritability) is in Costa and McCrae’s big five sub-dimension describing neuroticism. High scorers in angry hostility are easily angered, tend to be impatient, and experience frustration quite often.
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