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Essay / Research Paper Abstract
5 pages in length. The workplace environment is teeming with a multitude of personality characteristics that are not always harmonious in their interaction; indeed, the extent to which individual traits reflect the employee's performance is both grand and far-reaching. Therefore, it has become a focal point of contemporary commerce to apply the Five Factor Model (FFM) within the context of organizational culture in order to create an atmosphere of teamwork and cohesion. Bibliography lists 8 sources.
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5 pages (~225 words per page)
File: LM1_TLCFiveFacMd.rtf
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grand and far-reaching. Therefore, it has become a focal point of contemporary commerce to apply the Five Factor Model (FFM) within the context of organizational culture in order to
create an atmosphere of teamwork and cohesion. The unique personality traits people bring to the work environment allows for a necessary blending of ideas, ideals and approaches that might otherwise
not exist in an environment of neutral participation. However, there are times when the aspect of individualism can overstep its boundaries within the context of organizational culture, which then
requires a re-evaluation of why certain personalities are not appropriate for certain jobs and how employers can better match the personality to ensure better performance. The five personality dimensions
of the Five Factor Model include openness to experience, conscientiousness, extraversion, agreeableness and neuroticism (OCEAN) (Bozionelos, 2004), however, it has been noted how individualism may be considered a sixth component,
inasmuch as it infuses a sense of independence that is not always looked upon as a negative personality feature (Waldman et al, 2004). The cohesive nature of this particular
model allows employers to assemble a group of workers whose personality characteristics lend themselves to improved performance and, ultimately, an environment of teamwork. "Personality measures are currently considered a
relevant procedure for personnel selection. In part, this is due to the fact that several meta-analyses of personality measures carried out in the last 12 years have confirmed that
they are valid predictors of job performance for various occupational groups. These findings have been found using studies carried out in both America and Europe. In part, the
findings are due to the use of the Five-Factor Model (FFM) of personality as a taxonomy for organizing scales from inventories. These meta-analyses have also shown that conscientiousness and
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