in one of my earlier posts I blogged about personality traits and gave a definition (you can check out the post here). Conscientiousness is one of the Big 5 Personality traits and is handled as the one of a kind personality trait. It shall predict job performance and seems to be therefore directly linked to success. People who scale high on conscientiousness seem to be pretty efficient, orderly, dutiful, have a high self-discipline and strive to achieve and reach their goals.
For example managerial performance is meant to be composed of different tasks like i.e. task completion. People with high contentious tendencies seem to find it easier to do so and to complete tasks as they count to be dutiful, have a high-self discipline and reach to achieve their goals. (Barrick & Mount, 1991)
With nearly all things also personality traits can, in extreme cases, appeal to be a bit ‘too much’. People with a a very high conscientious tendency could appeal to be over conscientious and could tend to be perfectionistic.
There are many free personality assessments out there to give you an indication on how you would scale on conscientiousness – however, there is no guarantee that these assessments are reliable and valid. In general it is advised to have a ‘guided’ personality assessment with a qualified feedback that is given to you. In general what you need to know is that there is NO right or wrong judgements when talking about personality. There might be a good or better fit but tno right or wrong answers.
Have you ever wondered what ‘Personality’ is and what is meant when people talk about ‘Personality Traits’? Let’s bring some light into the dar.
Weinberg and Gould (1999) described personality as “the characteristics or blend of characteristics that make a person unique”.
Emotional competency brings it to the point with “Personality traits are intrinsic differences that remain stable throughout most of our life. They are the constant aspects of our individuality”. These individual differences are fixed and define who you are. There are different measurements to assess your personality traits. In general, there is not ONE overall valid and agreed and measure of personality. But the most popular and common one is the “BIG FIVE”.
The Big Five assesses the following personality traits:
Openness to new Experiences – to be willing and finding pleasure in trying new things, intellectual curiosity.
Conscientiousness – to be thorough, being concerned with doing things properly. A very strong expression of conscientiousness might end in perfectionism.
Extraversion – where does energy comes from – intrinsic or from external. And where does energy goes to – is a person more external or more internal oriented.
Agreeableness – how agreeable a person is.
Neuroticism – whether a person is emotional stable or might have a long-term tendency to be emotionally negative.
If you combine the first letters of each trait you get OCEAN – this way it’s pretty easy to remember. Some of the traits might be named differently within the Big Five frame i.e. Neuroticism is called Emotional Stability or Openness to Experience is renamed as Intellect. But the general idea behind it is similar.
In general the Big Five does measure so-called bright side personality traits, i.e. pleasant traits. However, if a very strong tendency is shown the originally positive and favoured personality trait can become a bit more unpleasant.