Working in Business

BSB124 Working in Business

PORTFOLIO PART 1

Portfolio Making Exercise

Student Name:
Student ID:
Tutor Name: Azadeh Rezvani
Semester One 2016
Word Count: 1162

Table of Contents

Working in Business
1. Introduction
.p. 3
2. Intrapersonal
Effectiveness
..p. 3
2.1 The Big Five Dimensions of
Personalityp.3-4
2.2 Analysis and Reflection of Results
..p.4-5
2.3 Goal
Setting
.p.5-6
3.
Conclusion
.p.6
4. References

p. 7-8

Working in Business

1. Introduction
Your degree alone will not guarantee success in the professional world
(University of Kent, 2016). While qualifications give employees the
technical skills they need to sufficiently perform, the right combinations of
skills, abilities and most importantly, job-specific personal qualities, can
enhance job performance and professional success (Hussain et.al 2011).
According to the National Association of Colleges and Employers (2014)
the Top Ten Skills employers look for in graduate students include a
range of social and emotional competencies as well as the ability to learn
on the job. In the context of the Big Five Model, I will critically analyse and
reflect upon my intrapersonal strengths and weaknesses identified by the
NEO-IPIP Test, in reference to competencies likely to benefit me in my
chosen career a Creative Director of a magazine. Lastly, I will set SMART
goals in order to improve and develop certain traits that are required for
success as a Creative Director (Hogan, 2012).
2. Intrapersonal Effectiveness
Intrapersonal Effectiveness is defined as understanding yourself, your
goals, your strengths and weaknesses, the learning style best suited to
you and your biases, as well as the ability to improve self-management
skills (Janasz, 2016). QUT Gateways YouTube video (2013) reveals that
people with high intrapersonal effectiveness are competent in describing
their abilities and capabilities and can identify competencies that require
development to improve self-efficiency. I will examine my intrapersonal

Working in Business
effectiveness using the Big Five Model one of the most extensively
researched models of personality and performance.
2.1

The Big Five Model

Personality can be defined as an organised yet unique combination of

attributes, motives, values and behaviours that categorise an individual
and set them apart from others (McShane, 2013). The Big Five Model
argues that differences of human personality are derived from individual
variances in the key dimensions or traits of the model: Extraversion,
Agreeableness, Conscientiousness, Emotional Stability (or, if reversed,
Neuroticism) and Openness to Experience (Costa and McCrae, 2002).
Understanding my score in each of the Big Five Models key dimensions
can help me improve my intrapersonal effectiveness and thus, aid me in
achieving personal goals (QUT Gateways, 2013). Research on the
prediction of job performance from personality dimensions have
demonstrated that some traits are more aligned with success than others
(Education Testing Service, 2012). Conscientiousness has been
categorised as the best predictor of job performance; it predicts valued
workplace behaviours such as leadership and organisational citizenship
(Education Testing Service, 2012). Likewise, Extraversion, has been
positively correlated with job satisfaction and leadership abilities
(Education Testing Service, 2012). On the other hand, Neuroticism has
been associated with poor job performance, resulting in pessimism, low
job satisfaction and feelings of anxiety and self-incompetency (Costa and
McCrae, 2002). Creative Directors work in a managerial position in an
environment that is fast-paced, collaborative and creative, so, it comes as
no surprise to me that the three essential dimensions relative to success
in such a position are Conscientiousness, Extraversion and Emotional
Stability (Clark, and Fehl, 2010).
2.2

Analysis and Reflection of Results

I used the NEO-IPIP Test to measure my personality according to the Big

Five Model. Table 1 indicates that I score very high in Conscientiousness,

Working in Business
above average in Extraversion and around average in Neuroticism.
According to Expert Psychologist S. Kendra (2016), this means that I am
an extremely self-disciplined, organised, positive and sociable person, yet
I experience vulnerability to negative emotions such as anxiety and
incompetency in some situations. I expected these results. Often, I find
myself over-thinking situations, doubting my ability and generally
stressing myself out. Earlier this year I became so overwhelmed by my
commitments, I stopped playing netball, which l have played for nearly
ten years.
Table 1: NEO-IPIP Results
Dimension
Extraversion
Neuroticism
Agreeableness
Conscientiousness
Openness to Experience

My Score
38/50
25/50
47/50
48/50
40/50

When considered in the context of a Creative Director and general

professional success, the Big Five Model has highlighted several
intrapersonal strengths and weaknesses in my current personality profile.
My strengths lie in Conscientiousness and Agreeableness - both essential
competencies for successful leadership, team management and handling
cultural workplace differences. I was pleased to score above-average in
Openness to Experience score, explaining my passion for the arts: a vital
competency for a Creative Director. However, I was disappointed with my
average score in Neuroticism because the stressful work environments of
Creative Directors require high Emotional Stability (Clark, and Fehl, 2010).
Research has indicated such levels of Neuroticism can negatively effect
intrapersonal effectiveness, job satisfaction and true success in the
workplace (Weinberg and Cooper, 2007). Henceforth, I wish to develop
skills that will assist me in stress and anxiety management in order to
lower my Neuroticism score. As a professional goal, I aim to learn and
adopt ways to manage and reduce anxiety and thoughts of incompetency
and enhance self-confidence (Costa and McCrae, 2002).

Working in Business
3. Goal Setting
I must improve my personality score in Neuroticism in order to enrich my
performance in a pressured, energetic and sometimes hectic work
environment experienced by Creative Directors. I aim to lower my score
from 25/50 to 15/50 in the NEO-IPIP Test over the next 12 months, using
specific, measureable, achievable, relevant and timely goals.
Table 2: SMART Goals
Goa Specific Goal
l
Outcome
no.

Activities for
goal
achievement

Time
Frame

Success indicator

Importa
nce
(rate 14)
To become a Creative 3
Director for a
magazine.

Graduate from
QUT Business
School with a
Bachelor of
Business
(Honours).

I will use my GPA as

an indicator of my
progress to
achieving this goal.

Reduce my
Neuroticism
personality score
from 25/50 to 15/50.

1.Undertake
THIS WAY UPs
free online
stressmanagement
course*

Februar
y 2016

Novemb
er 2019
(Long
Term).
April
2016
April
2017
(Mediu
m
Term).

Learn about stress,

stress-management
and harnessing
stress.

Attend 3 QUT
stress-related
workshop/sessi
ons (find on
OrgSync).

Immediately reduce
my current stress
about work and
University
commitments.

Write a
prioritised
checklist for
assignments
and organise a
date with
friends for the
weekend.

May
2016
August
(Mediu
m Term)
.
April 16
April
24 2016
(Short
Term).

I will complete a NEO

IPIP Test at the end
of each mid or
semester break in
order to measure my
progress to attaining
a lower Neuroticism
score.
I will ask others
about their
perception of my
stress level and
management.
Crossing off items on
the list will bring me
relief and lower my
stress level
gradually. I will
compare my mindset
before and after a
catch up with friends
to gage success in
stress reduction
through interaction
and distraction.

Working in Business
* A self-directed stress-management course developed by THIS WAY UP;
founded by experts from the Clinical Research Unit for Anxiety and
Depression at St Vincent's Hospital Sydney Australia, and the University of
New South Wales (THIS WAY UP, 2012).
4. Conclusion
In conclusion, I have reflected on my intrapersonal effectiveness and set
SMART goals to develop my identified weakness, Emotional Stability.
Ultimately, by improving my Emotional Stability, and in conjunction with
my strengths, I believe I can be effective as a Creative Director and
successful in the professional world.

V. References
Clark, R and Fehl, P (2010). Career Opportunities in the Visual Arts:
Creative Director.
Retrived from https://books.google.com.au/books?
id=sWFL_I5GmFQC&pg=PA170&lpg=PA170&dq=creative+director+
stress&source=bl&ots=0cvWVCSJmN&sig=IACzPJtD5fhBIEbr22QLB2

Working in Business
sg9uQ&hl=en&sa=X&ved=0ahUKEwjfrZyvq_bLAhXFLpQKHf0DC1QQ
6AEIOTAF#v=onepage&q=creative%20director%20stress&f=false
Educational Testing Service. 2012. Relationships Between the Big Five and
Academic and
Workforce Outcomes. Retrieved from
https://www.ets.org/s/workforce_readiness/pdf/21334_big_5.pdf
Essays, UK. (2015). The Importance Of Personality In Career Choices
Psychology Essay.
Retrieved from https://www.ukessays.com/essays/psychology/theimportance-of-personality-in-career-choices-psychology-essay.php?
cref=1
https://thiswayup.org.au/how-we-can-help/courses/stressmanagement/#howcanistudy
Hogan, J (2012). Cognitive Behavioral Therapy Skills Training Workbook.
Retrieved from
http://www.hpft.nhs.uk/_uploads/documents/help-for-adults/cbtworkshop-booklet_web.pdf
Hussain, S et.al (2011). Personality and Career Choices. Retrieved from
http://www.academicjournals.org/article/article1380725954_Hussain
%20et%20al.pdf
Janasz, S. (2016). Interpersonal Skills in Organisations: Chapter 1. Unit-1
Intrapersonal
Effectiveness: Understanding Yourself [4 Ed]. Retrieved from
https://books.google.com.au/books?
id=YjLMAwAAQBAJ&pg=PT5&lpg=PT5&dq=intrapersonal+effectiven
ess+understanding+yourself&source=bl&ots=smchBPzKxV&sig=PT
t-WQp-7q-6lT-ahXrOBmGP6QA&hl=en&sa=X&ved=0ahUKEwiGjs1nvbLAhWLG5QKHf3DAVsQ6AEITzAK#v=onepage&q=intrapersonal
%20effectiveness%20understanding%20yourself&f=false
Kendra, S (2016). The Big Five Personality Traits: 5 Major Factors of
Personality. Retrieved
from
http://psychology.about.com/od/personalitydevelopment/a/bigfive.htm
Kolb, A. Y., & Kolb, D. A. (2005). Learning styles and learning spaces:
Enhancing experiential
learning in higher education pp 193-212. Available from JSTOR.
McCrae, R and Costa, P (2002). Personality and Individual Differences. A
contemplated
revision of the NEO Five-Factor Inventory. Retrieved from
http://cda.psych.uiuc.edu/multivariate_fall_2013/neo_mccrae_costa.
pdf
8

Working in Business

McShane, S. (2013). Organisational Behaviour: Personality (4th Ed). NorthRyde, NSW:

McGraw Hill Australia

National Association of Colleges and Employers (2014). Job Outlook: The

Candidate
Skills/Qualities Employers Want, the Influence of Attributes.
Retrieved from http://www.naceweb.org/s11122014/job-outlookskills-qualities-employers-want.aspx#sthash.3uQE6vnH.dpuf
QUT Gateway. (2013). BSB124 Working in Business: Lecture 1 4 [Video
file]. Retrieved from
https://www.youtube.com/user/Qut%20Gateways/videos
Seligman, C and Rider, E. (2009). Life-span Human Development: Theories
of Human
Development [6 Ed]. Retrieved from
https://books.google.com.au/books?
id=Nn8tgkPSKB4C&printsec=frontcover&source=gbs_ViewAPI&redir
_esc=y#v=onepage&q&f=false
THIS WAY UP. 2012. Stress Management Course. Retrieved from
University of Kent. (2016). Introduction to Employability Skills.
University of Kent Careers and Employment Services. Retrieved from
http://www.kent.ac.uk/careers/sk/skillsintro.htm
Weinberg, A and Cooper, C. (2007). Surviving the Workplace: A Guide to
Emotional
Wellbeing: Models of Emotional Wellbeing at Work. Retrieved from
https://books.google.com.au/books?
id=rMUIgaSdcQQC&pg=PA76&lpg=PA76&dq=neuroticism+is+bad+
for+workplace&source=bl&ots=T62JNLYtFW&sig=6vunO6MwJNqTN3
wGgE_qfVyhrKs&hl=en&sa=X&ved=0ahUKEwiNoIuSqvbLAhUHE5QK
HQ-IB2UQ6AEISzAI#v=onepage&q=neuroticism%20is%20bad
%20for%20workplace&f=false