Personality Types at Work

Start Date: 02/23/2020

Course Type: Common Course

Course Link:

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About Course

Knowing yourself, your team, your manager, and your organization are keys to personal and business success. What were once labeled soft skills are now modern requirements in today's workplace - especially if you are trying to get in the door or are already leading a team. This course is specifically designed for the: -Job Seeker: You will create a usable cover letter with feedback from your peers as well as develop exceptional responses to some of the most common, yet challenging interview questions. We will get you the skills to help get in the door! -Team Member: You will develop an action plan to confront your personality weaknesses and highlight your strengths so you can ace your annual review. We will also cover strategies that will help you uncover your true worth so you can ask with more confidence. We will get you the skills to get ahead! -Manager: You will create an effective action plan for an employee, team, or organization based on your new knowledge of personality types and you will create a 360 degree review plan to better identify your strengths and weaknesses. We will get you the skills to rise above the rest! We will dive deep into the types and teach you how to translate your new knowledge into business success by leveraging personality and emotional intelligence in the workplace - wherever you may be! Join us!

Course Syllabus

We will wrap up class by looking at ourselves as part of a team and organization. The final project brings everything you have learned in class together to give you a tangible product that will help you get in, get ahead, and rise above the rest in any situation!

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Course Introduction

Personality Types at Work This course teaches you how to recognize the personality traits that separate good workers from bad, and help you build your ideal employee. You'll learn how to select the right job type for a person, identify their strengths and weaknesses, and select them wisely. You'll also learn how to negotiate the right salary and work conditions, and how to condition recruitment and hiring to ensure an efficient and productive workload. In short, this course is all about identifying and analyzing your ideal employee, and optimizing your employee selection and compensation programs.Module 1: Profiling and Evaluating Individuals Module 2: Negotiation Module 3: Conditioning Employees to an Optimized Workload Module 4: Employing Unskilled Employees Programming Ethical Themes and Systems of Ethics Empathy, cooperation, and justice are values strongly linked in the contemporary programming environment. We frequently find ourselves in situations in which we need to choose between competing ethical or moral values. We want all individuals to act in accord with fundamental moral principles, and we want all members of society to act in good faith toward each other. In this course, we will explore the questions of cooperation and justice as they relate to programming ethical frameworks and systems. We will consider the ethical considerations around the selection and evaluation of programming ethical frameworks and systems, as well as the relation between cooperation and justice. We’ll also consider questions of cooperation and justice

Course Tag

Senior Management Personality Development People Skills Team Management Leadership

Related Wiki Topic

Article Example
Buddhist personality types The Buddhist scholar Asanga outlined seven personality types in his "Levels of Listeners":
Buddhist personality types Buddhism has developed a complex psychology of personality types (Pali: Puggala-paññatti), personality traits and underlying tendencies (anusaya). This was mostly developed in the Buddhist Abhidharma literature and its major concern was to identify differing types of persons for pedagogical and soteriological ends. The Buddha was said to have skillfully taught different teachings depending on each person's personality and level of mental development. The development of a Personality psychology was important to the Abhidharmikas who sought to adapt Buddhist teachings and practice to each personality type so as to better lead persons to nirvana by purifying their minds of their mental defilements.
Work Personality Index The Work Personality Index (WPI) is a psychometric assessment that measures personality traits. It was designed by Dr. Donald Macnab and Shawn Bakker. The questionnaire is designed to identify personality traits that relate to work performance; it usually takes between 15 and 20 minutes to complete. It was created for the applications of selecting job candidates, guiding career choices and improving team functionality. The WPI assesses 17 primary scales that measure aspects of work personality to make links between an individual’s preferences and their work behavior. These 17 scales are categorized into five groups that provide a view of work personality.
Work-at-home scheme Common types of work found in work-at-home schemes include:
Personality psychology Personality type refers to the psychological classification of different types of people. Personality types are distinguished from personality traits, which come in different degrees. There are many types of theories regarding personality, but each theory contains several and sometimes many sub theories. A "theory of personality" constructed by any given psychologist will contain multiple relating theories or sub theories often expanding as more psychologist explore the theory. For example, according to type theories, there are two types of people, introverts and extroverts. According to trait theories, introversion and extroversion are part of a continuous dimension with many people in the middle. The idea of psychological types originated in the theoretical work of Carl Jung, specifically in his 1921 book "Psychologische Typen" ("Psychological Types") and William Marston.
Personality test Different types of the Big Five personality traits:
Personality type Three modern theories closely associated with Jung's personality types:
Buddhist personality types In the Visuddhimagga (Path of Purification), the scholar Buddhaghosa outlines several types of personalities, each one dominated by a particular trait. The three major negative traits which condition a personality are grasping, aversion, and delusion ("lobha", "dosa", and "moha"), also known as the three poisons, and prescribes certain meditation practices for each type. He also outlines three main positive personality traits, confidence (saddha), wisdom (pañña), and speculation.
Personality type There is an extensive literature on the topic of classifying the various types of human temperament and an equally extensive literature on personality traits or domains. These classification systems attempt to describe normal temperament and personality and emphasize the predominant features of different temperament and personality types; they are largely the province of the discipline of psychology. Personality disorders, on the other hand, reflect the work of psychiatry, a medical specialty, and are disease-oriented. They are classified in the Diagnostic and Statistical Manual (DSM), a product of the American Psychiatric Association.
Personality psychology There are two major types of personality tests, projective and objective.
Work Personality Index The WPI measures personality traits for the normal adult population and does not examine clinical or mental health related issues. As a result, low scores on the scales are not indicative of pathology, but rather, different preferences and motivations for working. These different preferences and motivations influence the type of work people are successful at and what they enjoy doing.
Personality psychology The Enneagram of Personality, a model of human personality which is principally used as a typology of nine interconnected personality types. It has been criticized as being subject to interpretation, making it difficult to test or validate scientifically.
Personality type Personality type refers to the psychological classification of different types of individuals. Personality types are sometimes distinguished from personality traits, with the latter embodying a smaller grouping of behavioral tendencies. Types are sometimes said to involve "qualitative" differences between people, whereas traits might be construed as "quantitative" differences. According to type theories, for example, introverts and extraverts are two fundamentally different categories of people. According to trait theories, introversion and extraversion are part of a continuous dimension, with many people in the middle.
Work Personality Index The WPI model is built upon the personality traits identified in the Occupational Information Network (O*NET) developed by the U.S. Department of Labor. This model is not based upon a theoretical view of human personality, but is a combination and ordering of personality traits that predict job performance. The model was formulated by examining two main sources. First, many research studies have been conducted that link different personality traits to effective job performance. Commonly known as predictive or concurrent validity studies, this research provides important evidence of the traits that can be measured effectively and that predict job performance. Examining these studies lead to the identification of a number of personality traits that consistently relate to effectiveness on the job. Second, existing taxonomies that are used in personal development and personnel selection were reviewed. To examine these taxonomies, the personality measures that operationalize them were analyzed, and their research critiqued. These personality measures included: the California Psychological Inventory, by Harrison Gough, the Hogan Personality Inventory, by R. Hogan and J. Hogan, and the NEO PI-R, by Paul Costa and Robert McCrae. Reviewing these personality assessments led to the identification of other personality traits that are closely tied to work preferences and motivations.
Personality disorder There is a considerable personality disorder diagnostic co-occurrence. Patients who meet the DSM-IV-TR diagnostic criteria for one personality disorder are likely to meet the diagnostic criteria for another. Diagnostic categories provide clear, vivid descriptions of discrete personality types but the personality structure of actual patients might be more accurately described by a constellation of maladaptive personality traits.
Derivative work In copyright law, a derivative work is an expressive creation that includes major copyright-protected elements of an original, previously created first work (the underlying work). The derivative work becomes a second, separate work independent in form from the first. The transformation, modification or adaptation of the work must be substantial and bear its author's personality to be original and thus protected by copyright. Translations, cinematic adaptations and musical arrangements are common types of derivative works.
Dimensional models of personality disorders The Personality and Personality Disorder Work Group proposed a combination categorical-dimensional model of personality disorder assessment that will be adopted in the DSM-5. The Work Group's model includes 5 higher-order domains (negative affectivity, detachment, antagonism, disinhibition, and psychoticism) and 25 lower-order facets, or constellations of trait behaviors that constitute the broader domains. The personality domains can also be extended to describe the personality of non-personality disorder patients. Diagnosis of personality disorders will be based on levels of personality dysfunction and assessment of pathological levels of one or more of the personality domains, resulting in classification into one of six personality disorder "types" or Personality Disorder Trait Specified (depending on the levels of traits present), in contrast to the current traditional categorical diagnoses of one of 10 personality disorders (or personality disorder not otherwise specified) based on the presence or absence of symptoms.
True Colors (personality) True Colors is a personality profiling system created by Don Lowry in 1979. It was originally created to categorize four basic learning styles using the colors blue, orange, gold and green to identify the strengths and challenges of these core personality types. According to this personality temperament theory, which is a refined version of the popular Myers-Briggs Type Indicator, everyone's personality consists of a combination of all four colors, with the dominant two colors representing the core of a person's personality temperament. In general, green personality types are independent thinkers, gold personality types are pragmatic planners, orange personality types are very action-oriented, and blue personality types are very people-oriented. The idea behind True Colors is that it does not pigeonhole people into one personality type over another with the understanding that one's personality might make adjustments based on his or her environment or associations. True Colors is a way to understand the behaviors and motivations of others relative to our own personalities to help mitigate potential conflict by learning to recognize personality differences and characteristics.
Sadistic personality disorder Sadistic personality disorder has been found to occur frequently in unison with other personality disorders. Studies have also found that sadistic personality disorder is the personality disorder with the highest level of comorbidity to other types of psychopathological disorders. In contrast, sadism has also been found in patients who do not display any or other forms of psychopathic disorders. One personality disorder that is often found to occur alongside sadistic personality disorder is conduct disorder, not an adult disorder but one of childhood and adolescence. Studies have found other types of illnesses, such as alcoholism, to have a high rate of comorbidity with sadistic personality disorder.
Personality clash A personality clash may occur in work-related, family-related, or social situations.