I am well-organized, and I work by rules, which can help me stay focused on the task. I am also grounded, and as a leader, it may help me orient the employees on the results. I am not contentious as I try to conflict with other individuals. However, scoring low on extraversion and high on neuroticism presents me as a shy person. Quick irritability and temper are likely to hinder becoming an exemplary leader. Moreover, my anxious behavior and low openness seem to discourage my leadership capabilities since these will lower the members’ trust in their leader. Sharing ideas within the group will not be practiced when the leader has such traits.
In general, the results of the personality traits test to comply with the characteristic I perceive I have. Notwithstanding, I was surprised that I scored high in conscientiousness (45 out of 50), even though I know I like to systematize everything. I did not think I was a perfectionist to this extent. Additionally, scoring high on neuroticism (33 out of 50) makes me feel uncomfortable. I get irritated only in certain circumstances when it relates to something very important to me.
The leadership style I follow is democratic leadership which considers the opinions of other members of the team. My organizational skills and high tolerance help me to orient others and limit conflicts within an organization. Despite these, introverted character and lack of sociability are not preferable in this style as a democratic leader should be able to communicate with people and motivate them to work harder and promote creativeness.
In order to skillfully manage people for the successful operation of the organization and the achievement of its goals, the manager must know and understand the mechanism of power. Leadership is an essential element of the means for exercising influence in any organizational unit. A leader is a person who plays a crucial role in the management and goal setting of the work collective, controlling and changing the activities of other members of the group. The leader makes a massive contribution to the company’s development; he or she can help other members of the group believe in success and achieve the organization’s set goals.
Personality research is of interest for solving leadership problems, primarily from two points of view. The first involves asking questions about the psychological properties of the leaders themselves. The second is directed from leaders to their subordinates in anticipation of recommendations on what personal properties of assistants can help the leader solve organizational problems. Practical answers to the questions could lead to the solution of a whole list of specific functional tasks, including high-quality selection and training of managers, personnel training, rational placement of personnel, and increasing efficiency in making managerial decisions.
Being a leader means making the most of a common goal, helping others believe that it is achievable, and helping them get satisfaction from what they have accomplished. If a particular group is focused on performing a task, its leader should be more capable of achieving it than others. The leaders always not only express themselves but also express the needs of their group or organization. Overall, the Big Five personality test seems to be accurate in assessing a person’s character. It also may be useful in evaluating someone’s liability for being a good leader.