Five Factor Trait Model

Results Within the Five-Factor Trait Model, I found my results to be average with a few exceptions. Agreeableness had extremes, where trust, morality and cooperation were very high, altruism and modesty was so low as to bring my score to average. Conscientiousness produced similar results. Orderliness and self-discipline were in the top 10 percentile, but the remaining categories brought the overall score to average. Openness to Experience was my lowest scoring group. Emotionality and Intellect were also in the top 10 percentile, however the other scores made this the one category I was below average. The Skills Inventory questionnaire provided expected results. With technical skills in the moderate range and both human and conceptual skill both in the high range. What was surprising was that the score for human skills was a 29 out of a possible 30. The LPC measure was a contrast in two extremes. When I used a former supervisor that I adamantly disliked, my score was in the low twenties. This was a startling result, so I choose to retake the test using a co-worker where there was constant conflict but an effective working relationship. The score with the co-worker was in the mid-sixties. My …show more content…
“Contingency theory is a leader-match theory” (Fiedler & Chemers, 1974 p. 123). This theory is perhaps the best approach when examining leadership as it is predictive, has expanded the impact of situations and does not require every leader fit every situation. I found the LPC measure to be extremely subjective. To produce completely different results depending on which person was examined was intriguing. I believe to get an accurate representation multiple subjects need to be questioned. All the questionnaires produced substantial results and when taken together provided much insight into my leadership