The Five Factor Personality Test - 949 Words

The purpose of the Five Factor Personality Test is to reveal what my personality is like through the feedback at the end, given in 5 small paragraphs, breaking down what each factor means. This also reveals how my interaction with people is like and how I am emotionally and mentally. The test will give me an idea how I am actually like and comparing my scores with other people to see how different everyone is to each other. The 1st Factor is Extraversion (AKA Surgency) and the score I received for this factor is 31 which is above average. With the score I got, it says that I am peppy and that I need or want to talk and hang out with people. Although part of the report is true about being peppy, I do not see myself as always needing others around because most of the time, I like being by myself. I do not agree with the score I got because I actually do not like people that well. I am a rude person that judges people easily. For example, if I were to meet someone new in a class, the first thing I will do is recognize a feature that is very noticeable and I will not say anything about it. Also, if mistakes were made constantly, it would be really obvious and it would bother me a lot even though I would not say anything about it out loud. But I will say what I think is wrong or bad about the person to someone else, even though I know that sounds really messed up and it is. The 2nd Factor is Agreeableness (A KA Friendliness) and my score is 23 which is relatively low. The scoreShow MoreRelatedThe Five Factor Personality Test Essay1082 Words   |  5 Pages 1. I have taken the initiative to, as the textbook suggested, go online to http://www.personalitytest.org.uk/ and take the five-factor personality test. The assessment scored my personality as follows: Extraversion – (21) relatively low Agreeableness – (16) relatively low Conscientiousness – (36) about average Neuroticism – (16) relatively low Openness – (29) relatively high The website clarifies that, â€Å"†¦ relatively low means your score was in the bottom 30%, relatively high in the topRead MoreFive Factor Personality Test Scores775 Words   |  4 PagesFive Factor Personality Test Scores I was excited to take The Five Factor Personality Test, since I have taken it before and would like to see if there were any significant changes within my personality traits. After finding my results, it concluded no significant change. My extraversion score was a 42, which is relatively high. My agreeableness score was a high of 33. My conscientiousness score was 35, which is an average score. My neuroticism score was a 30 and my openness score was a 29, bothRead MoreThe Five Factor Model Of A Personality Test1621 Words   |  7 PagesFive Factor Model Individuals are often confronted with situations in which they only have very little information about the persons they have to interact with; to handle such situations, have been shown to spontaneously form first impressions in an extremely fast manner (Walker Vetter, 2016, p. 609). Personality allows an individual to obtain a specific amount of information about the person as a whole. Within this paper, one will discuss each trait originated under the five factor modelRead MoreFive Factor Model Of Personality Test Essay784 Words   |  4 PagesFive Factor Model of Personality Test Everyone we meet in life will have a different personality. Understanding personality traits can be useful for counselors. Counselors can use personality assessments to learn what influences a person’s development. I took Buchanan’s personality test to discover my personality style. Buchanan’s quiz uses the Five Factor Model of Personality Test (FFPT). Buchanan’s questionnaire covered topics of extraversion, agreeableness, conscientiousness, neuroticism, andRead MoreThe Keirsey Temperament Sorter And The Big Five Personality Test1200 Words   |  5 Pages Personality is defined as the unique way in which each individual thinks, acts, and feels throughout life (Ciccarelli, 2014). Numerous individuals are curious in regards to their actions and how their mind works, thus leading companies to create personality tests, in order to provide individuals with some perspective on their personality. While individuals can take personality tests for leisure, personality tests are often utilized in situations such as job interviews, diagnosing mental disordersRead MoreThe Literacy And Understanding Of The Inuit Children1492 Words   |  6 PagesThe hypotheses will be to test whether d ifferent personalities can be or cannot be observed in a group of pre-teens from the Inuit children from northern Canada who will be fluent in the Inuktitut language. The questionnaire will be prepared based on the level of literacy and understanding of the Inuit children. The SPSS software will be used to assess the Big Five (Five Factor Model) Personality Factors (Costa McCrae, 1995). The questionnaires will be translated in the Inuit language and willRead MoreStrengths And Weaknesses Of A Team1198 Words   |  5 PagesTeam Personality Traits Personalities can vary in groups of people from different areas of the country. University of Phoenix Learning Team B reflects similar personalities in which may not be a common aspect in most team environments. The Learn team B truthfully assessed the Big Five Personality test to understand strengths and weaknesses within the team. However, each member has displayed a high regard for team goals and participation. According to each team member the results of the test wouldRead MoreDispositional, Evolutionary And Evolutionary Theory1283 Words   |  6 Pagesattempt to clarify the structures that influence personality, for example dispositional, and Evolutionary theory. This paper will discuss the differences that are among dispositional and evolutionary personality theories, as well as, strengths and limitations of dispositional and evolutionary and biological personality theories their bearing on human behavior. Furthermore, the Big Five personality test and what technique is used t o study personality. Difference Facets relating Dispositional, andRead MoreThe Big Five Personality Constructs1654 Words   |  7 PagesPersonality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the Big Five personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essayRead MoreThe Big Five Personality Traits Essay1617 Words   |  7 PagesIntroduction: The â€Å"Big Five personality traits† is also called as the FFM or five factor model which is a model formed on general language descriptors of personality. These descriptors are formed jointly utilizing a statistical method known as factor analysis which is stated as this model is not formed on the tests/experiments†. This broadly observed hypothesis recommended 5 wide dimensions, utilized by few psychologists to explain the psyche the personality of the human. These 5 elements are explained

Information, Network And Cyber Security - 1455 Words

CANDIDATE NAME: NAZIFI IDRIS KHALID STUDENT NUMBER: C1473542 MODULE CODE: CMT 104 MODULE TITLE: INFORMATION, NETWORK AND CYBER SECURITY SEMINAR TUTOR: DR. PETE BURNAP ESSAY TITLE / COURSEWORK: COURSEWORK WORD COUNT: 1500 Review of Existing Literature: The most important goal of any access control model is to provide a verifiable system that guarantees the protection of any information from being accessed by an unauthorised party; in line with some defined security policies (Ausanka-crues 2006). Many access control models have evolved over time that manage access to resources in the organisation. With each one leveraging on a particular element of security. The Bell- Lapadula model for example focuses on Confidentiality; while the Biba†¦show more content†¦The User does not have any privilege to change or modify his setting or access level to any party. On the other end, Discretionary Access Control Model gives the User all the rights and privileges over any object on his profile including all the programs associated with it. This means that the User can be able to modify security settings and privileges for others. This of course is very flexible at the expense of security rigidity. Which in turn may lead to misuse or ab use of privilege which is a major setback for this model. Rule Based Access Control is administered based on some predefined rules set by the Systems Administrator for each User. This means that there are as equal the rules set as the number of Users in the Organisation. This eventually becomes cumbersome as the number of Users gets larger.(Anon n.d.). The Role Based Access Control is based on the user’s role or job functions. Permissions are granted to the role and not the individual. For example if the user performs role of a Deputy Manager, he is mapped to the role of a Deputy Manager. And thus He shares a common role with any other User of the same position in the same Organisation. This access control model offers more flexibility and ease of Management to the Administrator from a central location; as there are fewer roles to manage as compared to the number of Users. Context Aware Access Control takes into consideration the context information of

Cultural Diversity and Economic Performance

Question: Discuss about the Cultural Diversity and Economic Performance. Answer: Introduction Cultural diversity among the employees is a major issue for an organization. In many workplaces, the workers come from different countries carrying with them different language, cast, religion, and lifestyle. Cultural diversity has both positive and negative aspects. Whereas diversity can enhance creativity of the employees, it can also create a situation of conflict. Therefore, the leaders of the organization are required to take effective measures to handle cultural diversities. According to McInnes (2013), in many instances, the leaders face resistance from the employees. Those employees belonging to culturally diverse background often suffer from insecurities. Vance Paik (2015) explained that they feel that the organization would show discrimination towards them. However, it might not be the issue. In such a situation, even the leaders could not communicate with them effectively. It is primary to understand where the problem lies, and if the leaders fail to interact properly wit h the employees, measuring the situation becomes difficult. Again, the organization could not make them realize that cultural diversity conflict is harmful for the organization. Here in this case study, the focus will be on the Australian organizations and their leadership practices that emphasize on managing cultural diversities because Australia is a culturally diverse country. According to Bellini et al (2013), cultural diversity, if maintained properly, can become advantageous to the companies as it helps the leaders to take better decisions. On the other hand, diversities can be a reason of decreased productivity due to various reasons. People of different cultural background not always get along with each other well. As discussed by Trax et al (2015), they indulge into heated debates and try to dominate the other person. If diversity exists in a large scale, the differences in opinions make the situation worse. Again, the minority people may feel that their sentiments are not considered by the organization. Turnovers and absenteeism are two serious results of diversity conflict. It is the responsibility of the leaders to remove the barriers. Otherwise, the conflicts may damage the reputation of the organization. According to Barak (2013), the AHRC (2016), Leading for change publication has identified that the leaders should find out the cultural diversity within the organization. The success of the leaders depends not only on the productivity of the organization but also on the reputation of the organization as a place of work. Conflict arises when the leaders do not pay attention to empowering the employees and understanding their sentiments. Australia is among worlds most culturally diverse countries. However, it is found that many workplaces still does not practice inclusive leadership that should consider the contribution of all employees. It is also found that most of the senior leaders do not fall into this culturally diverse section. Walsh (2014) explained that cultural diversity is not found in large numbers among the members of the ministry. Therefore, in many instances the leaders are unaware of cultural diversity management. Inclusiveness and belongingness are the two methods through which diversity can help the leaders and the employees to work under the same roof cooperatively. According to D'Netto (2014), under-representation of diversity found in leadership can encourage discrimination and bias. Favoring someone over others within a same workplace is often found because the leaders do not belong to the culturally diverse group. As a result, the company has to face financial crisis. It is found in a large scale within the workplace. According to Forrest Dunn (2013), two most important elements of the process to incorporate diversity within the organization are the inclusiveness and belongingness. Harvey Allard (2015) opined that the employees should feel they are integral parts of the organization. Leaders should practice inclusive leadership that encourages such an inclusion. According to Zaballero Kim (2014) Tesltra, the practice of inclusiveness is found. It actually improved their productivity. Many other companies can follow the practices done by Testra to manage cultural diversity. According to Dobbin Kalev (2013), the leaders can remove such barriers through training programs. However, they should have an effective strategy that respects sentiments and perspectives of all the employees. Al Ariss et al (2014) opined that the training program should also encourage the employees to communicate and share with the culturally diverse colleagues. Cultural diversity is a serious issue and it is mainly the duty of the organization to manage them. Inclusiveness ensures an improved workplace environment. All the employees start to feel that they are part of that organization. The keep their faith on the leaders and happily give their best performance for the organizational development. According to Singal Gerde (2015), employees often face racism within the companies by the leaders and they dont gather the courage to stand against their employers. Martn Alczar et al (2013) opined that the company does not understand the diversity situation. According to Peretz (2015), the leaders, instead of encouraging the employees, they judge them according to their races. They inherit negative perceptions about the minorities and incorporate the notions into their decision-making. Guillaume et al (2013) opined that people bore some stereotype notions about people of Asian background. Griffin (2013) said that many Australians feel that they are submissive and quite. Leaders often misjudge the employees merits and demerits because their subjective beliefs about any particular race. According to Wrench (2016), the organizations should employ more culturally diverse people in the senior positions of the company. Marfelt Muhr (2016) discussed that it cannot be denied that if the leaders themselves belong to the culturally diverse community, they try to understand the perception of the minorities present in the organization. Even the employees can feel the urge to communicate with them. Kirton Greene (2015), once CEO of German America Andrea Jung, shared her experience about how much her employees considered her unable to become a leader and she proved them wrong through her work. One can say that such practices give immense encouragement to the employees and the leaders belonging from different cultural background. According to Janssens Zanoni (2014), it also improves performance. Faems Subramanian (2013) opined that the employees do not feel alienated in such a situation. Cultural diversity should be seen a natural phenomena. It should not be correlated with anyones merits and capabilities. In workplaces too, the employees should feel that they are not judged according to their races, instead the organization is capable of considering their performance. This is the main reason of conflicts among the employees. They start believing that the organization is biased toward the majority. The culturally diverse people, therefore, try to justify their own points. They see everything in a negative light. Organization should understand the situation before extends further. It is difficult for a company to measure cultural diversity. According to Lauring (2013), the more improved the data is, the better the assessment can be done. Leadership commitment plays an important role here. Sabharwal (2014) opined that the leaders cannot analyze the situation and understand the diversity related issues without data. As discussed by Richard et al (2013), however, it is a fact that diversity is not always possible to measure through quantifiable data. Therefore, it is difficult for the leaders to measure the progress or deterioration on cultural diversity. Ashikali Groeneveld (2015) opined that again, measuring the cultural diversity is a complex issue. It is more complex than measuring gender diversity because someones perceptions about culture might be a result of more than one feature. According to Christiansen Sezerel (2013), for example, a person might be an inhabitant of Australia and bore the sense of identity of an Australian, yet he might have a backgro und of Italian culture. The setting of targets is an effective solution rather than the quotas that is found in the workplace. Through target setting, the capable employees will get a chance to prove their works. Ortlieb Sieben (2013) discussed that the setting of target should be guided by various policies for maintaining the performance level and also the targets should be achievable so that the employees do not feel the organization forces them. According to Kramar (2012), again, the wrongly set targets might send wrong perception about the leadership and the organization. Nica (2013) opined that target setting is a useful method although it is found that many organizations do not feel the need and they do not understand how to implement it. Therefore, the companies do not implement such policies. According to Chrobot-Mason Aramovich (2013), Australian Human Rights Commission propounded the cultural diversity tool. The tools help the employees and leaders to monitor the progress on cultural diversity. Sultana et al (2013) opined that it sends a message to the employees that the organization is concerned about their employees. The employees also feel that cultural diversity is a concern. Many companies are not legally approved to conduct such a research through collecting data. Still, some companies feel that measurement of cultural diversity is important to evaluate the situation. The leaders should understand the cultural diversities first before influencing the employees. However, it is important to motivate the employees to care about the company. They should be encouraged to perform. This is what the leaders can do by effective tools. Step 5: Recommendations: There are multiple problems regarding cultural diversity within the organization. However, these could be eradicated if the organization plans the diversity management. Some recommendations for diversity management are as follows: The organizations can initiate inclusive leadership. By doing this the leaders will get to know and understand the employee background and cultural diversities. It will help them grow as a leader and solve crisis situations. The organizations can make bias interrupted programs. Through this, they can explore various perspectives about otherness. It can be done through recruitment, leading the team, and talent identification. Through effective training sessions, professional skills of the employees can be increased. The employees from different cultural background can be offered various types of scholarships as a token of encouragement. The leaders can stand and talk against the racial discrimination. The leaders belonging to different cultural background should be recognized by the organization as an integral part of the organization. Communication networks can develop interactivity among the employees. If the employees start respecting each others perspectives, the situation of conflict will not arise. It is the duty of the organization to establish such network groups. Employee action groups can also give effective results. However, it is a part of inclusive leadership. Such groups promote and celebrate the diversities in the workplace. Through websites and serious videos, the knowledge of diversity can be imparted to the employees. The leaders should encourage the employees to practice emotional intelligence that develops self-control among them. The leaders should practice it themselves too. The organization should not neglect any minor issues related to diversity conflict. They should gather knowledge about it through collection of data. Diversity should not be promoted negatively. It should be encouraged by the organization. Conclusion: It can be said that cultural diversity is not a negative aspect rather the organizations should see it in a positive light. Identifying the racial discrimination is not an easy task. It is a fact that some prejudices are deliberately practiced by people rather they are inherited from the age-old traditional beliefs. It may also be that those who feel the biasness are feeling it in multiple dimensions. For example, the women of culturally diverse background may feel the discrimination from double aspects. Therefore, identification becomes complexMany organizations such as Facebook, Tesltra, Mastercard are seen implementing diversity management initiatives. Those have given positive results too, which is the increased productivity. Inclusive leadership is such a step. However, it has a wide connotation and includes multiple steps. It should be remembered that organizational success depends on its stakeholders. Therefore, the leaders should encourage and motivate them for the developmen t of the company. Through the problems, solutions and recommendations these issues are tried to highlighted. References: Bellini, E., Ottaviano, G. I., Pinelli, D., Prarolo, G. (2013). Cultural diversity and economic performance: evidence from European regions. In Geography, institutions and regional economic performance (pp. 121-141). Springer Berlin Heidelberg. Trax, M., Brunow, S., Suedekum, J. (2015). Cultural diversity and plant-level productivity. Regional Science and Urban Economics, 53, 85-96. Barak, M. E. M. (2013). Managing diversity: Toward a globally inclusive workplace. Sage Publications. D'Netto, B., Shen, J., Chelliah, J., Monga, M. (2014). Human resource diversity management practices in the Australian manufacturing sector. The International Journal of Human Resource Management, 25(9), 1243-1266. Walsh, J. P. (2014). The marketization of multiculturalism: Neoliberal restructuring and cultural difference in Australia. Ethnic and Racial Studies, 37(2), 280-301. Forrest, J., Dunn, K. (2013). Cultural diversity, racialisation and the experience of racism in rural Australia: the South Australian case. Journal of Rural Studies, 30, 1-9. Harvey, C. P., Allard, M. (2015). Understanding and managing diversity. Pearson. Singal, M., Gerde, V. W. (2015). Is diversity management related to financial performance in family firms?. Family Business Review, 28(3), 243-259. Martn Alczar, F., Miguel Romero Fernndez, P., Snchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal, 20(1), 39-49. Jonsen, K., Tatli, A., zbilgin, M. F., Bell, M. P. (2013). The tragedy of the uncommons: Reframing workforce diversity. Human Relations, 66(2), 271-294 Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Routledge. Marfelt, M. M., Muhr, S. L. (2016). Managing protean diversity An empirical analysis of how organizational contextual dynamics derailed and dissolved global workforce diversity. International Journal of Cross Cultural Management, 16(2), 231-251 Kirton, G., Greene, A. M. (2015). The dynamics of managing diversity: A critical approach. Routledge. Lauring, J. (2013). International diversity management: Global ideals and local responses. British Journal of Management, 24(2), 211-224. Sabharwal, M. (2014). Is diversity management sufficient? Organizational inclusion to further performance. Public Personnel Management, 0091026014522202. Richard, O. C., Roh, H., Pieper, J. R. (2013). The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter?. Human Resource Management, 52(2), 215-242. Ashikali, T., Groeneveld, S. (2015). Diversity Management in Public Organizations and Its Effect on Employees Affective Commitment The Role of Transformational Leadership and the Inclusiveness of the Organizational Culture. Review of Public Personnel Administration, 35(2), 146-168 Christiansen, B., Sezerel, H. (2013). Diversity management in transcultural organizations. Global Business Perspectives, 1(2), 132-143. Nica, E. (2013). Organizational culture in the public sector. Economics, Management and Financial Markets, 8(2), 179. Srinivasan, M. S. (2015). Integrating Workforce Diversity in Global Business: A Psycho-spiritual Perspective. Journal of Human Values, 21(1), 1-10. Peretz, H., Levi, A., Fried, Y. (2015). Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation. The International Journal of Human Resource Management, 26(6), 875-903. Guillaume, Y. R., Dawson, J. F., Woods, S. A., Sacramento, C. A., West, M. A. (2013). Getting diversity at work to work: What we know and what we still don't know. Journal of occupational and organizational psychology, 86(2), 123-141 Griffin, R. W. (2013). Fundamentals of management. Cengage Learning. Ewoh, A. I. (2013). Managing and valuing diversity challenges to public managers in the 21st century. Public Personnel Management, 42(2), 107-122. Zaballero, A. G., Kim, Y. (2014). Theoretical Frameworks and Models Supporting the Practice of Leveraging Workforce Diversity. Cross-Cultural Interaction: Concepts, Methodologies, Tools, and Applications: Concepts, Methodologies, Tools, and Applications, 266. Janssens, M., Zanoni, P. (2014). Alternative diversity management: Organizational practices fostering ethnic equality at work. Scandinavian Journal of Management, 30(3), 317-331. Faems, D., Subramanian, A. M. (2013). RD manpower and technological performance: The impact of demographic and task-related diversity. Research Policy, 42(9), 1624-1633. Ortlieb, R., Sieben, B. (2013). Diversity strategies and business logic: why do companies employ ethnic minorities?. Group Organization Management, 1059601113497094. Kramar, R. (2012). Diversity management in Australia: a mosaic of concepts, practice and rhetoric. Asia Pacific Journal of Human Resources, 50(2), 245-261. Chrobot-Mason, D., Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity. Group Organization Management, 38(6), 659-689. 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The Obesity Impact on a Community

Table of Contents Assessment Policy Development Assurance References Assessment Various measures have been used to assess obesity and its health impact on a community. In the same regard, various measures are used to describe the status and needs of a community in assessing the dangers of obesity. One basic measure of assessment is the prevalence levels across different age groups, to determine which section of the population needs the most attention in the reduction of obesity (WellnessProposals, 2011, p. 1).Advertising We will write a custom essay sample on The Obesity Impact on a Community specifically for you for only $16.05 $11/page Learn More In this type of measure, the number of people suffering from the condition, across a given population sample is noted. The second measure of assessment is the lifestyle of a majority of the people in the community (which predisposes them to obesity). This measure is used because obesity is often caused by a sedentary lifestyle, and when a community is identified to live such a lifestyle, it is highly likely that, the prevalence of obesity will be high. The incidence of the disease is also another assessment tool used because it establishes the number of obesity cases within a given population group, and at a given time period. This measure is however not the same as the disease prevalence rate within the community, because it is only specific to the number of new cases observed within the community (assuming a specific population group is sampled at a specific period of time). Policy Development Since obesity has quickly become a communal and national problem in America, there are many policies which have been developed (or are being developed) at a communal or national level. So far, the policies developed at the communal level include the banning of the sale of sodas and candy in public schools because it has been established that, schools are ripe grounds for the thriving of obesi ty, because many cases of obesity are currently being registered in schools as opposed to other social places (Longley, 2011, p. 2). Out of the school context, there is a requirement established for fast food restaurants operating within the community to show the level of fat and calories in the foods they produce. These measures are directly aimed at reducing the rate of obesity within the community because medically, the consumption of fast foods, sodas and candies have been identified as some of the leading causes of obesity. These policies have been adopted by the state government because they have legislative control over public institutions and businesses. In future, the same policies should be implemented at a national level. Assurance In curbing obesity, several programs should be developed to curb excess calorie intake, encourage the consumption of healthy foods and encourage the undertaking of physical activities.Advertising Looking for essay on health medicine? Let' s see if we can help you! Get your first paper with 15% OFF Learn More For instance, there should be a health promotion and physical activity program and a healthy choice and dietary program to ensure people undertake exercises, at least one hour a day, and strictly observe the consumption of healthy foods. The standards and regulations to be upheld in these health programs should be enforced by the state governments, and upheld in schools to impart proper eating behavior to students at a young age. Teachers should therefore be the enforcers of such programs, but they should be subject to state authority and supervision. The state authorities should therefore be the custodians of the program standards. In further upholding the standards and effectiveness of the above mentioned programs, the observance of these programs should be made a licensure issue, before schools and other learning institutions are registered by the state (Longley, 2011, p. 2). References Longley, R. (2 011). Can Legislation Prevent Obesity in America? Web. WellnessProposals. (2011). Health Promotion and Wellness Programs: Top Health  Risks. Web. This essay on The Obesity Impact on a Community was written and submitted by user Alonzo Madden to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.