Working in Business

1. Introduction
Research shows that “if your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far” (Treher and Piltz et al., 2011). From a business perspective intrapersonal skills are becoming more important for everyday production. For that reason, in this portfolio, I will effectively examine my interpersonal skills and any strengths or weaknesses that lie within. I will reflect on my learning in regards to the experiences throughout the past 6 weeks of studying BSB124- working in business. My reflections will be fully justified with the use of the results from the NEO IPIP and also by the theories that have been covered. Throughout the report, I have identified an area of improvement for my professional development that will allow me to grow and be better equipped in my career as an Accountant.

2. Intrapersonal Skills
Intrapersonal skills (or “often referred to as self-management abilities) are defined to be within the individual and include characteristics such as personality, attitudes, self concept, and integrity” (Lussier, 2006). Throughout this portfolio, intrapersonal effectiveness will be thoroughly examined using “the five broad factors based on empirical, data-driven research.-The Big Five” (pages.uoregon.edu,n.d.)

3. The Big Five Dimensions of Personality
Personality, by definition, “involve some change in the thought, feelings, and actions of an inidivual; all of these intra-individual changes seem to be mirrored by inter-individual differences in characteristics ways of thinking, feeling, and acting- differences that are summarised, at the broadest level, by the five factors”(McCrae & John, 1992,p. 199). The Big Five Model examines the following attributes:

Extraversion (Your level of sociability and enthusiasm)
Agreeableness (Your level of friendliness and kindness)
Conscientiousness (Your level of organization and work ethic) Openness (Your Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience) Neuroticism (Your tendency to experience unpleasant emotions easily)

These are not “types” of personalities, but dimensions of personality. (Jason Rentfrow, p. 2014) Various studies and meta analyses have indicated that human personality traits, particularly those included in the Five-Factor Model, also are highly related to job performance (Barrick & Mount, 1991, Mount, & Judge, 2001; Rothmann & Coetzer, 2003; Salgado, 1997; Tett, Jackson, & Rothstein, 1991; Vinchur, Schippmann, Sweizer & Roth, 1998). “Tett et al. (1991) showed that there is a relationship between personality and job performance, as a significant and fairly acceptable correlation coefficient was reported (r=.24).” (Klang, 2012). Out of the Big Five Model, conscientiousness has shown the highest and most constant predictability rate of job performance irrespective of the occupation. (Rothstein and Goffin, 2006, p. 159) In saying this, agreeableness has also shown to be able to predict teamwork, whilst extraversion can predict leadership. The remainder of the report will focus on these three traits as they have a higher correlation with success and also my chosen field.

4. Analysis and Reflection of Results
The personality test scores (table 1) that I had received from the NEO IPIP indicated that the personality category I scored lowest in was Extraversion, however the remaining scores for agreeableness, conscientious, neuroticism and openness, were all higher and more equalled out. According to recent research, having a low Extraversion score means I am considered to be more relaxed and do not have a need do things in a high tempo. Introverts also tend to be reserved, timid, and quiet. It is also stated that I perform at my optimal level outside of the workplace where there is less stimulation. (Costa & McCrae, 1992). These results are a prime example of my own professional evaluation, I am constantly perceived as being relaxed and not in a rush to complete tasks however I am also considered to be quiet at times which peers have interpreted as me not being a team player and not contributing ideas as much as the more extraverted members. Table 1

Dimension
My Score
Extraversion
21/50
Agreeableness
34/50
Conscientiousness
34/50
Openness
38/50
Neuroticism
35/50

My NEO IPIP scores currently reveal multiple strengths and weaknesses. As stated above, extraversion, agreeableness and conscientiousness are strongly correlated with success in business. As seen in table 1, I scored well above average for both agreeableness and conscientiousness both which are considered strengths and are both justified with my own personal business experience. However I scored below average for extraversion. As I plan to use my accounting degree to start up my own business, this is something I need to strongly improve on as this heavily relates to having strong leadership skills (Judge et al., 2002). Therefore this will be my personal goal, I plan to achieve this, using SMART criteria.

5. Goal Setting
I aim to improve my performance in extraversion, including being more talkative and less timid. To do this I am using SMART goals and the experiential learning theory (Jackson, 2005). Overall, I would like to set the SMART (specific, measurable, achievable, relevant and timely) goal in increasing my extraversion within the next year, to score 35 on the next NEO IPIP. I plan on reaching my goal by incorporating and completing the following:

1. Working in groups more often when able.
2. Have clear ideas in my mind to contribute to the group.
3. Incorporate communication skills and put myself into a social situation.
4. Using more assertive language to gain the attention of more extravert peers.
5. Keep a weekly journal in order to evaluate myself and gain feedback from the group.
6. Reflect on the feedback and repeat throughout any group project.

7. Conclusion
Throughout this portfolio, I have analysed and reflected upon my intrapersonal skills as well as set myself specific goals that need to be addressed and adhered to. These goals were put in place to improve the main weakness that had been identified (low levels of extraversion). Firstly, I defined and analysed my intrapersonal skills using the Big Five Model and what they meant in the eyes of business. Secondly, I analysed and interpreted possible issues these scores can possess for myself when considering success in the workplace. Finally I, in detail, set myself one goal. This goal focussed on improving my level of extraversion, I set myself a detailed plan on how I was going to achieve my set goal. Overall, in order to become a better employee and improve myself to be a better leader, I must focus on increasing my extraversion skills to develop an effective balance on the big five dimensions of personality.

8. References
. (2014). Chapter 3: Personality and Values. [online] Retrieved from: [Accessed: 31 Mar 2014]. Jason Rentfrow, P. & Jason Rentfrow, P. (2014). » The Big 5 Model of Personality – World of Psychology. [online] Retrieved from: [Accessed: 31 Mar 2014]. Klang, A. (2012). The Relationship between Personality and Job Performance in Sales:: A Replication of Past Research and an Extension to a Swedish Context. Lussier, R. N. (2006). Human relations in organizations. Boston, MA: Mcgraw-Hill/Irwin. Mccrae, R. R. &