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In the past decade, the Five-Factor Model of Personality (FFM) has gained significant ground toward replacing other widely used models of personality, such as the Myers-Briggs Type Indictor (MBTI), as the primary model of personality in professional circles.
During a typical week, while trying to get our jobs done, each of us runs head-first into personalities. Personalities at work are like cars in the city: they often can keep us from our destination. On the other hand, personalities can also make the job easier. Here are just a few examples of these two effects: An insensitive manager: Ellen was an award-winning architect and had been managing a team of a dozen architects and project managers for about two years. Everyone in her department, to a person, hated her and complained above her head about her unfair, insensitive management practices. Her boss didn't know how to get to the next level, short of firing her.
Table of Contents Introduction: The Owner's Manual for Using This Book The Authors Part 1: Getting to Know You: The Why and What of Personality at Work 1. Setting the Stage: Why Study Personality at Work? 2. Stress: Need for Stability/Negative Emotionality (N) 3. Sociability: Extraversion/Positive Emotionality (E) 4. Curiosity: Originality/Openness to Experience (O) 5. Negotiation: Accommodation/Agreeableness (A) 6. Focus: Consolidation/Conscientiousness (C) 7. Traits: Working Together to Create Personality Part 2: The Big Five at Work: Real-World Applications for Individual and Organizational Performance 8. Leadership: More Steak, Less Sizzle 9. Selling and Influencing: How to Build Rapport 10. Career Planning: If the Job Fits, Work It 11. One-on-One: Troubleshooting Partnerships and Relationships 12. Team Development: Roles, Phases, Needs, and All That 13. Selection: Reducing Risk in Hiring Decisions Part 3: Solomon as Manager: The Wisdom of Developing People 14. Nature Versus Nurture: What You Can Change, and What You Can't 15. The Right Stuff: The Raw Material for Performance Competencies 16. When Pigs Can't Fly: Human Resource Optimization 17. Learning Styles: Matching Training Methods with Individual Workers Part 4: Your Own Big Five: Personal Applications 18. The Big Five After Five: Family, Friends, Romance, Health, Hobbies, and Spirituality 19. At the End of the Day: Accepting Who You Are, But Not Bowing to Fate Appendix: Timeline for the History of the Big Five Bibliography Index About CentACS Pullout: Your Big Five Profile Estimate