Personality Development

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Personality Development
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A training material prepared by Senior Professor, Dr. HHDNP Opatha, BSc Bus Adm (Special) (USJ); MSc Bus Adm
(HRM) (USJ); MBA (Birmingham); Dip PM&IR (CTC); Dip Eng (CPM);PhD (HRM) (UUM); Doc HRM (IIU); HMIPM (SL); CDBA (OXIM)
http://staff.sjp.ac.lk/opatha/
Personality Development
Definition
The term Personality has not been defined in a congruent way. According to Dunham (1984,
p.221), “Personality distinguishes you from other people and defines your general nature. Your overall
personality is composed of a collection of psychological characteristics or traits which determines your personal
preferences and individual style of behaviour.” This writing suggests that different people have
different personalities and a person’s personality consists of a set of psychological
characteristics which is the determinant of his/her personal preferences and his/her
individual behaviour style. Mathis and Jackson (2000, p. 294) define “Personality is a unique
blend of individual characteristics that affect interaction with the environment and help define a person”. It is
personality that defines a person. It is likely that personality of a person differs from that of
other persons. Parkinson (2002, p.6) defines “Personality as the characteristic way in which someone
responds to situations, or their preferred way of behaving towards particular circumstances and other people.”
Further, according to him, personality stems from person as an individual; it predicts his/her
behaviour over a range of situations; it does not alter dramatically over time; and it
distinguishes one person in meaningful ways from other people.
Personality development is a systematic and continuous attempt to create and

promote key work-related personality traits within you so that you become an
effective and efficient university administrative officer.
Determinants
Determinants of personality are factors which contribute to form personality of individuals.
Two major factors which influence personality are heredity and environment.
Personality Traits
Locus of Control
An individual’s generalized belief about internal (self) versus external (situation or others)
control is called locus of control (Nelson and Quick, 1997). It is the extent to which an
individual believes that his or her actions determine his or her outcomes (success, job
performance, achievement of a qualification, getting promoted etc.) obtained in life. It is
possible to classify individuals into two main categories, i.e., internals (individuals with
internal locus of control) and externals (individuals with external locus of control). Internal
locus of control is possessed by an individual who believes that he or she controls his or her
destiny (what happens to him or her in life). External locus of control is possessed by an
individual who believes that other factors (other people, situations, luck etc.) determine his
or her destiny. If you believe that your behaviour determines everything that happens to you,
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you are an internal. If you believe that my behaviour has no impact on what happens to me
but other people and luck determine your fate, you are an external.
There is empirical research evidence that internals had higher job satisfaction, to be more
likely to assume managerial positions, and to prefer participative management styles
(Mitchell, Smyser and Weed, 1975). According to research done by Spector (1982) internals
had higher work motivation, a strong belief that effort leads to performance (higher
instrumentality as per the Expectancy Theory), receiving high salaries, and displaying less
anxiety compared with externals.
Type A and Type B Personalities

Type A personality is a personality trait that involves working competitively under pressure.
Type B personality is a personality trait that involves working calmly without pressure. A
Type A personality works aggressively under pressure at an intense level with an impatient
and competitive approach to others; and Type B personality chooses and prefers a low-
pressure life and is a more relaxed, easy-going, sociable person (Dunham, 1984).
Type As are less effective performers in policy-making top management positions which
have long-term planning as a major component (Dunham, 1984). Surveys reveal that most
top executives are Type Bs rather than Type As because of the reasons that Type As simply
do not last long enough to rise to the highest management levels (due to high stress and
deteriorated health); the irritability or hostility often shown by Type As has negative effects
on their careers preventing them from rising to the top of their organizations; and
impatience is often incompatible with the deliberate, carefully considered decisions required
of top-level managers (Greenberg and Baron, 2007).
Self-Esteem
Self-esteem is a personality trait that is concerned with the extent to which one has a feeling
of self-worth. It is an individual’s general feeling of self-worth (Nelson and Quick, 1997).
You are a human being and you have a relatively stable perception about you. Who are you?
Your view about yourself can be called self-concept. Your self-concept reflects how you
view yourself (Catt and Miller, 1991). What is your evaluation about your self-concept? Your
evaluation about your self-concept can be called your self-esteem.
A person with a high self-esteem exhibits the following characteristics:
1. Has a positive feeling about self.

2. Understands that there are self strengths and self weaknesses.
3. Believes to have a higher number of strengths than a number of weaknesses.
4. Believes that strengths are more important than weaknesses.
5. Believes that he or she is an important person.
6. Seeks responsibility.
7. Inspires others to have confidence in him or her.
What are the implications of self-esteem for organizations? According to research done by
Tharenou and Harker (1984), those who have high self-esteem are better performers and
more satisfied ones compared with people with low self-esteem.
Self-Efficacy
Self-efficacy is defined by Bandura (1977, as in Nelson and Quick, 1997) as an individual’s
beliefs and expectations about his or her ability to accomplish a specific task effectively. It is
the degree to which you believe that you can perform a certain task successfully.
A person with a high self-efficacy exhibits the following characteristics:
1. Has a belief that he or she possesses the knowledge and skills needed to get the
things done successfully.
2. Has the capability to exert the needed effort to accomplish the task.
3. Can overcome any obstacles which may arise in achieving successful performance.
4. Has no doubt about reaching success on the task.
5. Has self-esteem.
As a matter of fact some employees have more self-efficacy than others in organizations.
Below are several sources which can shape self-efficacy:
1. Past mastery experience

2. Observation (vicarious experience)
3. Persuasion
4. Assessment
5. Availability of help
There is strong research evidence that self-efficacy leads to high performance on a wide
variety of physical and mental tasks and has also led to success in breaking addictions,
increasing pain tolerance, and recovering from illness (Nelson and Quick, 1997).
Self-Monitoring
Self-monitoring is a personality trait that has a great potential to affect behaviour of a person
at work. It is defined as the process of observing and controlling how we are perceived by
others (DuBrin, 1997). It is the extent to which an individual adjusts his or her behaviour
according to signals or hints from other people or situations. It is the tendency of a person
to do modifying his or her behaviour to the requirements or demands of specific situations
so that others will have a good impression about him or her.
High self-monitors tend to do better than low self-monitors in jobs requiring what are
known as boundary-spanning activities which involve communicating and interacting
with people from contrasting professional or occupational groups (Greenberg and Baron,
2007).
Positive/Negative Affect
Positive affect is an individual tendency to accentuate the positive aspects of himself or
herself, other people, and the world in general and Negative affect is an individual’s tendency
to accentuate the negative aspects of himself or herself, other people, and the world in
general (Nelson and Quick, 1997). Alternatively positive affect is called positive affectivity
and negative affect is called negative affectivity. If you have positive affect, you emphasize
or make positive aspects of yourself, people and the world noticeable. You have the
tendency of experiencing positive moods in a wide range of situations and under different
conditions. Your dominant psychological inclination or persistent mood disposition is being
optimistic. A person who is high in negative affect tends to have an overall sense of ill-being,
considers people and events in a pessimistic light, and tends to experience negative
emotional states.
Negators have certain common characteristics (Pincus, 2004):
1. They usually keep to themselves having no want to participate in group activities.

2. They often act selfishly.
3. They never think a project will succeed, even if they are in charge.
4. They have an “I can’t” attitude instead of an “I can” attitude.
5. They spend much of their time for criticizing their employer and every business
decision made.
6. They might have a dysfunctional personal life and prefer that co-workers are
miserable along with them.
7. They shy away from taking risks.
8. They focus on the negatives, when everyone else looks on the bright side.
9. They seek out ‘lose-lose’ situations, instead of ‘win-win’ situations.
10. They tend to be secretive and avoid communicating with people whenever they can.
Machiavellianism
Machiavellianism is a personality characteristic which determines the degree to which a
person focuses on obtaining and using power to further his or her own ends, regardless of
the impact on others (Dunham, 1984). It is a personality trait that involves willingness to
manipulate others for one’s own purposes (Greenberg and Baron, 1997). Greenberg and
Baron (1997, pp.92-93) write:
“In 1513, the Italian philosopher Niccolo Machiavelli published a book entitled The prince. In it, he
outlined a ruthless strategy for seizing and holding political power. The essence of his approach was
expediency: do whatever is required to get ahead of another. Among the guiding principles he recommended
were the following:
• Newer show humility; arrogance is far more effective when dealing with others.
• Morality and ethics are for the weak; powerful people feel free to lie, cheat, and deceive whenever it
suits their purpose.
• It is much better to be feared than loved.”
Those who are very high on Machiavellianism are more difficult to be influenced by others.
They do influencing others to achieve their personal goals by using lying, fake praise, or any
other tools available. They have little or no guilt over harming others. They are not
remorseful and have no fear and shame to do sins. Indeed these people do not have good
personal character. Their presence will create a lot of potentially dangerous political activity.
The Big Five Dimensions

The big five dimensions of personality represent most fundamental traits of personality.
Exhibit 1 presents definition of the dimensions and their sub-dimensions (elements).
Exhibit 1: The Big Five Dimensions and Their Sub-Dimensions

Big Dimension Definition Associated Traits (Sub-
Dimensions)
Conscientiousness The extent to which an Being responsible,
individual is very careful and hardworking, achievement-
thorough to do his or her oriented, persevering, and
work properly. painstaking.
Extraversion The degree to which an Being social (living in groups
individual is open, talkative, and relating well with
expressive, gregarious and others), assertiveness,
lively, not quiet and reserved. talkativeness, and
gregariousness (enjoying
being with other people).
Agreeableness The extent to which an Courteousness, flexibility,
individual is cooperative and trusting, forgiving, being
warm (friendly). good-natured, soft
heartedness, and tolerance.
Emotional stability The extent to which an Calmness, not being anxious,
individual is calm and not being depressed, not
reasonable without having being embarrassed, and
frequent changes of mood. ability to control anger.
Openness to experience The extent to which an Being imaginative, being
individual is receptive cultured, curiosity, being
(becomes ready and willing) original, being broad-minded,
to learn and being artistically

sensitive.
Source: developed by the author based on material written by Greenberg and Baron (2007) and DuBrin
(1997)
What are the implications of the big five personality dimensions for organizations? There are
many implications. These dimensions are very important according to research. Following
findings have been written by Greenberg and Baron (2007, p.86) based on empirical
research:
1. Several of the big five dimensions are related to work performance and this is true
across many different occupational groups (e.g., professionals, police personnel,
managers, salespersons, skilled labourers) and several kinds of performance measures
including ratings of individuals’ performance by managers or others, performance
during training programs, and personnel records.
2. In general, conscientiousness shows the strongest association with task performance.
3. The more emotionally stable individuals are, the better their task performance.
4. Agreeableness is positively related to the interpersonal aspects of work (e.g., getting
along well with others).
5. Extraversion is positively related to performance of jobs which require individuals to
interact with many other people during the course of the day (e.g., managers, police
officers, salespersons).
6. The higher the average scores of team members on conscientiousness, agreeableness,
extraversion, and emotional stability, the higher was their teams’ performance as rated
by managers.
7. As a whole, the big five dimensions of personality are indeed a key determinant of
job performance.
Activity 1: A Skills Builder

Below is given an instrument that has some statements about your generalized beliefs of
things which happen in your life. Please tick the response that best fits your belief: that best
reflects how much you agree or disagree with each statement.
Statement Strongly Disagree Indifferent Agree Strongly

Disagree Agree
1. Only hard working leads to job success.
2. My destiny depends on what I do.
3. Powerful people are essential for
achieving success in my life.
4. When I am right I can control others.
5. Success of a marriage depends on my
ability to manage it, not on luck.

6. Prosperity of a life depends on luck.
7. My grades of my qualifications are
results of my hard working and
persistence.
8. There is a big role for luck and others to
play in giving success on my work life
and personal life as well.
9. If I do good things only, the God helps
me to succeed.
10. Everything that has happened so far to
me is a result of my own behaviour.
Statements numbered 1, 2, 4, 5, 7, 9, and 10 are statements which represent internal locus of

control. The rest of the statements represent external locus of control. Give 1 point for
‘strongly disagree’; 2 points for ‘disagree’; 3 points for ‘indifferent’; 4 points for ‘agree’; and 5
points for ‘strongly agree’ for each statement. Finally get the total and use the following for
interpretation:
Points
10 – 18 High external locus of control
19 – 26 External locus of control
27 – 34 Indifferent
35 – 42 Internal locus of control
43 – 50 High internal locus of control
If your total is 47, you have a high internal locus of control. If you want to be a person with
high internal locus of control you are supposed to believe in statements numbered 1, 2, 4, 5,
7, 9, and 10 and not to believe in the rest.

Below is given an instrument that has some statements about your self-worth. Please tick the
response that best fits your evaluation about you: that best reflects how much you agree or
disagree with each statement.

Disagree Agree
1. Compared with my peers at schools
and universities I am more successful
on academic work.
2. Compared with my peers at work at
the time of joining the organization I
am a more developed person in terms
of career success.
3. As a whole I am fully satisfied with

myself.
4. Genuinely I have many weaknesses.
5. When compared with my strengths my
weaknesses are negligible.
6. I can do almost all the things that most
of the other people do.
7. I genuinely feel that I am more superior
than others who are in the same
profession according to the
achievements and contributions to the
field.
8. Considering many events in my life,
indeed I am a failure.
9. In fact I have a high respect about
myself.
10. I have received many awards and
recognitions for my achievements and
contributions.
Statements numbered 1, 2, 3, 5, 6, 7, 9, and 10 are positive statements. Hence, give 1 point

for ‘strongly disagree’; 2 points for ‘disagree’; 3 points for ‘indifferent’; 4 points for ‘agree’;
and 5 points for ‘strongly agree’ for each statement. All other statements are negative
statements. Hence, give 1 point for ‘strongly agree’; 2 points for ‘agree’; 3 points for
‘indifferent’; 4 points for ‘disagree’; and 5 points for ‘strongly disagree’ for each negative
statement. Finally get the total and use the following for interpretation:
Points
10 – 18 Very low self-esteem
19 – 26 Low self-esteem
27 – 34 Moderate self-esteem
35 – 42 High self-esteem
43 – 50 Very high self-esteem

Below is given an instrument that has some statements about your self-monitoring. Please
tick the response that best reflects how much you agree or disagree with each statement.

Disagree Agree
1. I can imitate others’ behaviour.
2. I can adjust to any situation by
carefully examining its signals or
demands.
3. I am always the person I appear to be

before others.
4. At meeting with others I tell or do
things others will like.
5. When I really dislike people, I do not
show it to them because I do not want
to make them unhappy.
6. I tend to tell a lie to a person if doing so
makes that person happy or if I can get
an advantage from that person.
7. In a group of people, I am the center of
attention.
8. When I am in a party, I prefer to be
silent and let others make jokes,
stories, songs etc.
9. My behaviour has been consistent
across many situations I encountered.
10. Always my outer behaviour before
others adheres to my inner values.
Statements numbered 1, 2, 4, 5, 6, and 7 are positive statements. Hence, give 1 point for
‘strongly disagree’; 2 points for ‘disagree’; 3 points for ‘indifferent’; 4 points for ‘agree’; and 5
points for ‘strongly agree’ for each statement. All other statements are negative statements.
Hence, give 1 point for ‘strongly agree’; 2 points for ‘agree’; 3 points for ‘indifferent’; 4
points for ‘disagree’; and 5 points for ‘strongly disagree’ for each negative statement. Finally
get the total and use the following for interpretation:
Points
10 – 18 Very low self-monitoring
19 – 26 Low self-monitoring
27 – 34 Moderate self-monitoring
35 – 42 High self-monitoring
43 – 50 Very high self-monitoring

Measuring Negativity
Directions: In the space after each item, enter a number that characterizes your own feelings
about that statement. Be honest. If you disagree strongly, enter SD; if you disagree, enter D;
if you neither agree nor disagree, enter I; if you agree, enter A; if you strongly agree, enter
SA.
1. I have a long lasting optimistic attitude about life instead of pessimistic attitude. ____
2. I almost always see the bright side of life instead of dark side of life. ____
3. I expect the best to happen instead of the worst or bad to happen. ____
4. I have no serious plans (goals and ways of accomplishing those goals) for the future.
____
5. I look at a glass of water as half full instead of half empty. ____
6. I think of myself as a ‘loser’ instead of a ‘winner’. ____
7. I expect that world and national things and events will not get better. ____
8. I see no clear direction in the course of my life. ____
9. I frequently look for the good in people instead of the bad. ____
10. I am often unhappy. ____
Scoring: Statements numbered 4, 6, 7, 8, and 10 are positive statements (as far as negativity is
concerned: increasing negativity). Hence, give 1 point for SD; 2 points for D; 3 points for I;
4 points for A; and 5 points for SA for each statement. All other statements are negative
statements. Hence, give 1 point for SD; 2 points for A; 3 points for I; 4 points for D; and 5
points for SD for each negative statement. Finally get the total and use the following for
interpretation:
Points
10 – 18 Very low negativity
19 – 26 Low negativity
27 – 34 Moderate negativity
35 – 42 High negativity
43 – 50 Very high negativity
Source: based on Opatha (2010, p.120).

Measuring Machiavellianism
Directions: In the space after each item, enter a number that characterizes your own feelings
about that statement. If you disagree strongly, enter SD; if you disagree, enter D; if you
neither agree nor disagree, enter I; if you agree, enter A; if you strongly agree, enter SA.
1. The best way to handle people is telling them what they want to hear.____
2. When you ask someone to do something for you, it is best to give the real reasons for
doing it.____
3. Anyone who completely trusts anyone else is asking for trouble. ____
4. It is hard to get ahead without cutting corners and bending the rules. ____
5. It is safest to assume that all people have a vicious streak-and that it will come out
when given a chance. ____
6. Telling lies to someone is never right. ____
7. Most people are basically good and kind. ____

8. Most people work hard only when they are forced to do so. ____
9. People were born to serve others. Hence using them to my advantage is OK. ____
10. Contributing to achieve others’ needs and organizational needs should be done only
to the extent that “there is something in it for me”. ____
Scoring: Statements numbered 1, 3, 4, 5, 8, 9, and 10 are positive statements. Hence, give 1

point for SD/‘strongly disagree’; 2 points for D/‘disagree’; 3 points for I/‘indifferent’; 4
points for A/‘agree’; and 5 points for SA/‘strongly agree’ for each statement. All other
statements are negative statements. Hence, give 1 point for SA/‘strongly agree’; 2 points for
A/‘agree’; 3 points for I/‘indifferent’; 4 points for D/‘disagree’; and 5 points for
SD/‘strongly disagree’ for each negative statement. Finally get the total and use the following
for interpretation:
Points
10 – 18 Very low Machiavellianism
19 – 26 Low Machiavellianism
27 – 34 Moderate Machiavellianism
35 – 42 High Machiavellianism
43 – 50 Very high Machiavellianism
Source: Items 1, 3, 4, 5, 7 and 8 were taken from Greenberg and Baron (1997, p.93). Other items and the
procedure were developed by the author.

Below is given an instrument that has some statements about your generalized psychological
traits. Please tick the response that best fits your genuine evaluation about you: that best
reflects how much you agree or disagree with each statement.

Disagree Agree
1. Others consider me as hardworking.
2. I have a strong desire to excel at work.
3. I want to do difficult tasks better than
others do.
4. I have a habit of not giving up important
tasks I started and work till completion.
5. I can live in groups of other people.
6. I can relate well with others.
7. I really enjoy by being with other
people.
8. I show and express clearly and strongly

my feelings, demands, opinions and
attitudes to others.
9. Generally I am courteous to others.
10. Generally I am warm and friendly.
11. Generally I tolerate others’ differences
although I agree or disagree with those.
12. I have a habit of forgiving mistakes done
by others.
13. I am indeed a calm person.
14. Generally I am nervous or worried about
that some bad things might happen.
15. I am sad and feel that I cannot enjoy
anything.
16. I have a very good ability to control
anger.
17. I am easily able to think of and form
pictures or things which are different
and exciting.
18. I am well educated and have good
manners.
19. I have a desire to know about things and
learn them as much as possible.
20. Generally I don’t disapprove things and
attitudes which others disapprove.
Statements numbered 1, 2, 3, and 4 are statements which represent conscientiousness;

statements numbered 5, 6, 7, and 8 tap the meaning of extraversion; statements 9, 10, 11,
and 12 for agreeableness; statements 13, 14, 15, and 16 for emotional stability; and
statements 17, 18, 19, and 20 for openness to experience. All statements are positive. Hence,
give 1 point for ‘strongly disagree’; 2 points for ‘disagree’; 3 points for ‘indifferent’; 4 points
for ‘agree’; and 5 points for ‘strongly agree’ for each statement. Finally get the total and use
the following for interpretation:
Points
20 – 36 Very low on the big five
37 – 52 Low on the big five
53 – 68 Moderate on the big five
67 – 84 High on the big five
85 – 100 Very high on the big five
If you want to get scores for each dimension, get the totals for the relevant statements. Then
use the following for interpretation:
Points
04 – 07.2 Very low on the big dimension
07.3 – 10.5 Low on the big dimension

10.6 – 13.7 Moderate on the big dimension
13.8 – 16.9 High on the big dimension
17 – 20 Very high on the big dimension
Exhibit 2-1 A Test measuring Type A versus Type B Personalities
To find out which type you are, circle the number on the scale below that best characterizes your behaviour
for each trait.
1. Casual about appointments 1 2 3 4 5 Never late
2. Not competitive 1 2 3 4 5 Very competitive
3. Never feel rushed even

under pressure 1 2 3 4 5 Always pressured for
time
4. Take things one at a time 1 2 3 4 5 Try to do many
things at once, think
about what I am
going to do next.
5. Slow doing things 1 2 3 4 5 Fast (eating, walking,
etc.)
6. Easy-going reaction 1 2 3 4 5 React to frustrations
to frustration with hostility
7. Express feelings 1 2 3 4 5 “Sit” on feelings
8. Many interests 1 2 3 4 5 Few interests outside

work
9. Do not perform 1 2 3 4 5 Push myself to

at full capacity capacity
10. Like waiting and 1 2 3 4 5 Dislike waiting and is not

is patient with those patient with those not
not patient patient
Source: Adapted from R.W. Bortner, 1966 as in Dunham, 1984, and Umstot, 1984
Interpretation: Number of Points Type of Personality

10 -18 B-
19 -26 B
27 -34 B+
35 -42 A-
43 -50 A
Source: Opatha (2009)
References
Catt, S.E. and Miller, D.S. (1991), Supervision: Working with People, Boston: IRWIN.
DuBrin, A.J. (1997), Human Relations, New Jersey: Prentice Hall.
Dunham, R.B. (1984), Organizational Behavior, People and Processes in Management, Homewood:
Richard D. Irwin, Inc.
Greenberg, J. and Baron, R.A. (2007), Behavior in Organizations, 8th edi., New Jersey: Pearson
Prentice Hall.
Mathis, R.L. and Jackson, J.H. (2000), Human Resource Management, New York: South-Western
College Publishing.
Mitchell, T.R., Smyser, C.M., Weed, S.E. (1975), “Locus of Control: Supervision and Work
Satisfaction”, Academy of Management Journal, 18: pp. 623-631.
Nelson, D.L. and Quick, J.C. (1997), Organizational Behavior: Foundations, Realities, and
Challenges, New York: West Publishing Company.
Opatha, H.H.D.N.P. (2009), Human Resource Management: Personnel, Colombo: Department of
HRM, University of Sri Jayewardenepura.
Opatha, H.H.D.N.P. (2010), Personal Quality, Colombo: Department of HRM, University of
Sri Jayewardenepura.
Parkinson, M. (2002), How to Master Personality Questionnaires, London: Kogan Page.
Pincus, M. (2004), Managing Difficult People, Massachusetts: Adams Media.
Spector, P. (1982), “Behavior in Organizations as a Function of Locus of Control”,
Psychological Bulletin, 93, pp. 482-497.
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Relationships between Job Complexity, Performance, and Satisfaction”, Journal of
Applied Psychology, 69, pp. 623-632.
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Personality development is a systematic and continuous attempt to create and

Type A and Type B Personalities

A person with a high self-esteem exhibits the following characteristics:

1. Has a positive feeling about self.

A person with a high self-efficacy exhibits the following characteristics:

1. Past mastery experience

Negators have certain common characteristics (Pincus, 2004):

1. They usually keep to themselves having no want to participate in group activities.

The Big Five Dimensions

Exhibit 1: The Big Five Dimensions and Their Sub-Dimensions

to learn and being artistically

Activity 1: A Skills Builder

Statement Strongly Disagree Indifferent Agree Strongly

ability to manage it, not on luck.

Statements numbered 1, 2, 4, 5, 7, 9, and 10 are statements which represent internal locus of

Activity 2: A Skills Builder

Statement Strongly Disagree Indifferent Agree Strongly

3. As a whole I am fully satisfied with

Statements numbered 1, 2, 3, 5, 6, 7, 9, and 10 are positive statements. Hence, give 1 point

Activity 3: A Skills Builder

Statement Strongly Disagree Indifferent Agree Strongly

3. I am always the person I appear to be

Activity 4: A Skills Builder

Source: based on Opatha (2010, p.120).

Activity 5: A Skills Builder

7. Most people are basically good and kind. ____

Scoring: Statements numbered 1, 3, 4, 5, 8, 9, and 10 are positive statements. Hence, give 1

Activity 6: A Skills Builder

Statement Strongly Disagree Indifferent Agree Strongly

8. I show and express clearly and strongly

Statements numbered 1, 2, 3, and 4 are statements which represent conscientiousness;

07.3 – 10.5 Low on the big dimension

Exhibit 2-1 A Test measuring Type A versus Type B Personalities

2. Not competitive 1 2 3 4 5 Very competitive

3. Never feel rushed even

7. Express feelings 1 2 3 4 5 “Sit” on feelings

8. Many interests 1 2 3 4 5 Few interests outside

9. Do not perform 1 2 3 4 5 Push myself to

10. Like waiting and 1 2 3 4 5 Dislike waiting and is not

Interpretation: Number of Points Type of Personality

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