Personality+and+Technology

toc **Personality and Technology in the Workplace**

**I. INTRODUCTION **(Sara Kamal)
Many don't give thought to how much one's personality can affect how they interact with others in the workplace. There's the simple matter of being an introverted person versus an extroverted person, but have you ever thought about how your personality affects the types of technology you may choose to use? The way you choose to communicate with others can affect the jobs offers you receive, the way your coworkers view you, and how far you excel in your field. Though it can seem easier for more extroverted people to get their thoughts across, there are also a number of ways for the more introverted person to have their voice heard. We'll highlight the key personality types, discuss the best ways for each individual to communicate in the workplace, and highlight other key issues like technology-based personality disorders and how personality tests are used.

**II. PERSONALITY TYPES: INTROVERTS VS. EXTROVERTS (Sara Kamal)**
It’s important to understand that most people don’t fall into one category but instead fall somewhere along a continuous spectrum. Although most people fall somewhere in the middle, everyone tends towards one end (Isakson).


 * Introverts**

Introverts tend to be less outspoken and are much more reserved in group situations. They usually have less friends than extroverts, but their relationships tend to be a lot deeper and more personal. In the workplace, introverts prefer to tackle one project at a time and would rather see an assignment from beginning to end than doing a small part in several different projects (Benson). Introverts generally work in fields that are heavily based in writing, engineering, and inventing. They te nd to excel in these fields because they are placed in an environment that has less direct pressure and they can check their work before submitting it, allowing them to be more confident in their work.


 * Extroverts**

Extroverts on the other hand are very talkative and love to take charge of a group. They actually thrive in group environments because it gives them the perfect environment to bounce ideas off of others. Unlike introverts, extroverts like to input their thoughts and ideas into as many projects as possible and like to contribute a little bit to each project that comes their way (Benson). Extroverts are most commonly found in fields that involve politics, teaching, and sales. Extroverts thrive on constant feedback of their work which is why fields in which they can interact with their 'customer' along the way are best.



The " Big Five" factors of personality are five dimensions of personality that describes different personalities. Each of these factors represents a range between two extremes; and most people lie somewhere in between the two ends of each dimension. The five factor model of personality focuses on behaviors that people express while dealing with each other and when their environment change. The Big Five test is a part the hiring process in some organizations and companies because It helps the employer to better understand how a candidate's personality can impact job performance.

media type="youtube" key="pcvYlZDniKM" height="315" width="560"

**Extraversion**
 * They have characteristics such as sociability, talkativeness, assertiveness.
 * They work very well with high technical jobs, sales, and networking.

**Agreeableness**
 * The people in this group have characteristics such as trust, kindness, helpful.
 * <span style="font-family: Arial,Helvetica,sans-serif;">They are very easier to work with and very flexible.

<span style="font-family: Arial,Helvetica,sans-serif;">**Conscientiousness**
 * <span style="font-family: Arial,Helvetica,sans-serif;">These people are very dependable, thoughtful, and organized.
 * <span style="font-family: Arial,Helvetica,sans-serif;">When facing challenges and difficulties at work place, they won't give up and they will continue to persist.

<span style="font-family: Arial,Helvetica,sans-serif;">**Emotional stability**
 * <span style="font-family: Arial,Helvetica,sans-serif;">People in this trait are calm, secure, stable.
 * <span style="font-family: Arial,Helvetica,sans-serif;">At most jobs and professions, they prefer employees that have high emotional stability.
 * <span style="font-family: Arial,Helvetica,sans-serif;">Neuroticism is the exact opposite of this trait. Insecure, depressed, and anxious are some characteristics of this group.

<span style="font-family: Arial,Helvetica,sans-serif;">**Openness** = =
 * <span style="font-family: Arial,Helvetica,sans-serif;">People in this group are open to experiencing new things
 * <span style="font-family: Arial,Helvetica,sans-serif;">The people are more accepting of a new technology or a new way of doing a job they once did differently.

**<span style="font-family: Arial,Helvetica,sans-serif; font-size: 16px; line-height: 23px;">IV. HOW TECHNOLOGY AFFECTS ONE'S PERSONALITY IN THE WORKPLACES (Yuki Wang) **

 * Viewer**

Viewers are more likely view things online with less participation. It seems they are more likely introverted who are less outspoken and are much more reserved in group situations at workplaces. Viewers spend most of their time on their own reading and researching informations, therefore, they like to absorb sources with less communication.


 * Commentator**

Commentator works more by themselves such as online commenting or blogging. Comparing to viewers, they participate and response more to the content. At workplaces, commentator more likely to communicate with other coworkers through emails or online chatting rooms which will make them feel more comfortable and work more efficiently. People like commentators find it is easier to communicate and interact with others online rather than in person.


 * Interactor**

Interactors use Internet for comprehensive purposes such as downloading files, research, and software updates. They might always be the people with newest program or software which can help them work more efficiently. They are more likely to be extroverted who will put their thoughts and ideas into many projects. Interactors are people who are very knowledgeable at workplaces.


 * Investor**

Investors concentration more on specific contents. Comparing to interactors, they only pick the certain information to focus on. People such as bank investor and stockholders are fall into this group. Investor are people who always have to make those big decisions at work, they use technology to help and support them for important sources.


 * Transactor**

Transactors spend most of their time online dealing with all kind of things and information. They are the ones keep track of charges and build bridges at work. They might be the middle person who interact and communicate with both sides of the party and find the best solution to satisfy both sides at work. Transactors are more likely e<span style="font-family: Arial,sans-serif; font-size: 10pt;">xtroverts and technology which will help <span style="font-family: Arial,sans-serif;">them better interact with their 'customer' along the way.


 * <span style="font-family: Arial,Helvetica,sans-serif; font-size: 120%;">V. COMMUNICATION CHANNELS IN THE WORKPLACE (Sara Kamal) **


 * <span style="font-family: Arial,sans-serif; font-size: 10pt;">LOW VS. HIGH RICHNESS **

<span style="font-family: Arial,sans-serif; font-size: 10pt;">The richness of a communication channel refers to the level of nonverbal cues that are transmitted through the medium along with the actual message. Information-rich channels are those that convey more nonverbal messages. Communication channels often fall into one category, but it’s important to remember that channel richness should also be viewed as a spectrum, not just categories.


 * <span style="font-family: Arial,sans-serif; font-size: 10pt;">Low Richness[[image:1485799.png align="right"]] **

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Low richness communication channels contain little or no nonverbal communication and are best used for sharing factual data and statistics. These channels are often very impersonal and are focused on the task at hand, not on the relationship between those communicating. <span style="font-family: Arial,sans-serif; font-size: 10pt;">Examples of this include Excel spreadsheets and graphs and formal written documents (BOMI).


 * <span style="font-family: Arial,sans-serif; font-size: 10pt;">Medium Richness **

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Medium richness communication channels allow for the use of more nonverbal cues but are

<span style="font-family: Arial,sans-serif; font-size: 10pt;">still focused on sharing factual data. These types of communication channels are best used when feedback is wanted, but not absolutely necessary. <span style="font-family: Arial,sans-serif; font-size: 10pt;">Examples of this include e-mails, blogs, and written letters or memos – channels in which you are independently putting out information, but others can leave comments if they feel so inclined (BOMI).


 * <span style="font-family: Arial,sans-serif; font-size: 10pt;">High Richness **

<span style="font-family: Arial,sans-serif; font-size: 10pt;">High richness communication channels provide a completely open channel for communication. These types of channels are best used for group work and when dealing with more sensitive subjects that require a more personable touch. High richness channels have the added benefit of strengthening relationships in the workplace. <span style="font-family: Arial,sans-serif; font-size: 10pt;">Examples of this include face-to-face conversations, videoconferencing, and even phone conversations.

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Though certain types of information are best shared via certain communication channels, there isn’t a clear-cut way to always pick one level of richness over the other – it’s all about perception (BOMI).


 * <span style="font-family: Arial,sans-serif; font-size: 10pt;">PERCEPTION AND RICHNESS **

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Perception is the way that people select, organize, and interpret sensory input. Because perception is influenced by each person’s individual personality, it allows us to give our own subjective meaning to the world. Our perception of things is effected by our own values, experiences, and knowledge.

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Perception is a vital role in communication because it influences both the transmission (how messages are delivered) and feedback (how messages are received and interpreted). The choice of communication channels are also influenced by one’s perception of how effective it will be in conveying their message. Those who are more impersonal by nature will tend to think that low richness communication channels are best for sharing important information. Those who are more personable, however, tend to veer towards face-to-face communication because seeing someone’s reaction and feedback is important to them (BOMI).

<span style="font-family: Arial,Helvetica,sans-serif; font-size: 120%;">**VI. BEST WAY FOR DIFFERENT PERSONALITY** **TYPES TO COMMUNICATE IN WORKPLACE** (Jameson Barna)



 * <span style="font-family: Arial,sans-serif; font-size: 10pt;">Introverts **

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Introverts prefer low richness communication channels. They prefer them because it allows them to take time to perfect what they want to say without being judged or watched over. An Introvert will choose e-mail, text messaging or writing over a face to face talk. It take an introvert a lot of energy to go outside their comfort zone, so they tend to do what takes the least amount of energy and stress. If an Introvert has to talk face to face they prefer one to one talks rather than having a group conversation. You must show them appreciation for speaking their mind, this will help them become more comfortable to step out and speak their thoughts without hesitation. An Introvert will often think they told you something because they have gone over it in their heads many times over. So don’t be afraid to ask them more for an answer or work you never got. Restrict introverts interruptions; interruptions will often break an introvert's train of thought. Introverts are very critical on themselves so allow them the chance to edit what they want to say this will allows them to decrease their anxiety in groups. Keep in mind that minorities and women tend to be more introverted in the workplace and therefore feel safer voicing their opinions through less direct means.


 * <span style="font-family: Arial,sans-serif; font-size: 10pt;">Extroverts **

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Extroverts prefer a high richness communication channels.“They represent between 60 -70% of the population, though they are more prevalent in certain professions such as sales, teaching, and corporate middle management”(Extroverts in the work place 2011). Extroverts will choose a direct communication channel over a distant communication channel. This allows extroverts to better express their emotions.Extroverts prefer, and work well in, group projects. Extroverts are often leaders of the group due to their outgoing and friendly nature. An extrovert gain energy from others input. They will often take time to talk to you to get your perspective and input. Unlike introvert extroverts take others opinions on their work very well. Extroverts like to address conflict immediately, openly, and prefer face-to-face over the written word. This tends to get extrovert in trouble because they say what they feel without much thought.

**<span style="font-family: Arial,Helvetica,sans-serif;">VII. PERSONALITY TESTS IN HIRING (Joyce Hsu) **
<span style="font-family: Arial,Helvetica,sans-serif;">The use of personality tests has grown to become an initial step during the hiring process in many companies worldwide. In a recent study, forty percent of the Fortune Top 100 Companies have included personality tests during their hiring process. In addition, the American Management Association performed a similar study stated that forty-four percent of employers include tests when making hiring decisions (Shaffer, 1999). Employers use personality tests not only for a better understanding of job candidates but for other purposes as well. Personality tests not only measure characteristics and traits, some tests also measure honesty and integrity, interest, cognitive ability or IQ, leadership and sales potentials, critical thinking skills, customer service skills, stress tolerance, mental stability or even psychopathology (Prewitt, 1998). Below are some personality tests that measure different components.

<span style="font-family: Arial,Helvetica,sans-serif;">**Varieties of Personality Tests**
 * <span style="font-family: Arial,Helvetica,sans-serif;">**Test for Personality:** Personality Research Form, WAIS-R, Executive Profile Survey, Jackson Personality Inventory, 16PF Personality Profile, and Guilford-Zimmerman Temperament Survey
 * <span style="font-family: Arial,Helvetica,sans-serif;">**Test for Honesty and Integr****ity:** California Personality Inventory, Employee Attitude Inventory (EAI), Reid Report, Staton Survey, and Trustworthiness Attitude Survey
 * <span style="font-family: Arial,Helvetica,sans-serif;">**Test for Interest:** Jackson Vocational Interest Survey
 * <span style="font-family: Arial,Helvetica,sans-serif;">**Test for Cognitive Ability:** Watson-Glaser Personality Thinking Appraisal
 * <span style="font-family: Arial,Helvetica,sans-serif;">**Test for Menta****l Stability:** The Minnesota Multiphasic Personality Inventory (MMPI)
 * **<span style="font-family: Arial,sans-serif; font-size: 10pt;">Mental Measurements Yearbook (MMY): **provides descriptions, references, and reviews of variety of personality tests

<span style="font-family: Arial,Helvetica,sans-serif;">**Benefits of Personality Tests**

<span style="font-family: Arial,Helvetica,sans-serif;">One of the major reasons that the use of personality tests has increased is because those tests help employers make better decisions during the hiring process. Employers today are not just looking for good candidates, they are looking for the right person to work in the company. In addition, different personality tests show if a candidate is right for a workforce or a position, and those tests also provide more information about job candidates along with their resumes. Moreover, unlike job interviews, personality tests are more standardized so every job candidate gets the same questions.

<span style="font-family: Arial,Helvetica,sans-serif;">**Drawbacks of Personality Tests**

<span style="font-family: Arial,Helvetica,sans-serif;">Although personality tests help employers during the hiring process, there are also disadvantages of using personality tests in hiring. Some disadvantages include the reliability of personality tests, faking for better results, and legal concerns. Not every company use personality tests when hiring because those tests do not promise for success results. As the result, reliability is a major issue. Furthermore, some job candidates will fake answers to please employers or hiring managers. And many employer questioned how will they know is a candidate is faking? However, according to Murray Barrick, a professor of human resources at Texas A&M University says "candidates are more likely to be honest and admit their faults when they're not dealing with a person. It leads to more honesty when you're sitting down with a piece of paper...if you're looking someone right in eye you're not going to say. I am certain for 90% of the time" (Weiss, 2007). The next disadvantage is dealing with legal issues. People seeking for lawsuits has become very common recently, and it has become a threat to companies that use personality tests during the hiring process. Job candidates protested that some tests does not include job related questions, discriminate minorities and genders, and invade their privacy.

<span style="font-family: Arial,Helvetica,sans-serif;">**Ways to Survive Personality Tests (Weiss, 2007)**
 * 1) <span style="font-family: Arial,Helvetica,sans-serif;">Ask Questions: Always ask the purpose of the tests
 * 2) <span style="font-family: Arial,Helvetica,sans-serif;">Don't Stress: Personality tests are not the only tool used in hiring
 * 3) <span style="font-family: Arial,Helvetica,sans-serif;">Honest is the Key: Personality tests may be part of the hiring process, so be HONEST!
 * 4) <span style="font-family: Arial,Helvetica,sans-serif;">Ask for Feedbacks: Found out what your results are
 * <span style="font-family: Arial,Helvetica,sans-serif;">Below is a video on Tips of Personality Tests: (See Reference 9)
 * Peggy McKee, Career Coach, and CEO of Career Confidential

media type="youtube" key="a_SuHQsvL7c?version=3" height="340" width="430" align="center"

Personality tests may lead to great job candidates, but employers and hiring managers should not solely rely on the results of personality tests. Moreover, it is advised to have more personality tests only up to a point. Employers should include different types of personality tests that measure different components for better results. Furthermore, if a company is not very familiar with using personality tests in hiring, then the company should hire professionals or consultants. Hiring consultants is more effective when interpreting for test results. Finally, employers need to be aware of setbacks, such as, legal issues and lawsuits.


 * VIII. TECHNOLOGY-BASED PERSONALITY DISORDER (TBPD) (Joyce Hsu) **

<span style="display: block; font-family: Arial,sans-serif; text-align: left;">Technology and social media have become major parts of our lives, and as people become aggressive and obsessive towards reality shows and new technology, this leads to a new disorder. The American Psychiatric Association diagnosed and referred to it as the Technology-Based Personality Disorder, or TBPD (Ablow, 2010). Though it may seem like a “silly” notion, TBPD focuses on individuals whose lives are actually being negatively affected by their connection to media sites.

<span style="display: block; font-family: Arial,sans-serif; text-align: left;">Some of the causes of the TBPD are people who create a mini-reality show version of themselves online by using sites like Facebook and Twitter. Moreover, sites that encourage emotional interaction with fake people or creatures, such as ClubPenguin and AOL chat buddies, is another cause of the disorder. Furthermore, sites that require users to adopt a fictitious persona, such as virtual games, World of Warcraft or sites that use avatars, also affect how people act in their daily lives. Another cause of the TBPD is the exposure to reality TV shows with staged events by showing that stage events that have already happened.

<span style="display: block; font-family: Arial,sans-serif; text-align: left;">In addition, some of the effects of this new emerge disorder is having high degrees of narcissism. Narcissism usually “describes someone who displays the symptoms of this personality disorder which include verbal abuse, aggression, and defensiveness” (Cooper, 2008). Moreover, narcissism is where an individual become alarmed to self-obsessed and lose empathy for others. Another effect of the disorder is the dependency on the Web for an escape. This often leads to a dependency on alcohol and drugs for the same escape. Furthermore, decreasing ability to tolerate stress or discomfort in life is another effect of TBPD (Ablow, 2010). This is when an individual is inability to deal with the reality of his or her life.



**<span style="font-family: Arial,Helvetica,sans-serif; font-size: 120%;">IX. TIPS FOR MANAGERS **<span style="font-family: Arial,Helvetica,sans-serif; font-size: 120%;">(Yuki Wang)
<span style="font-family: Arial,sans-serif; font-size: 10pt;">It is always good to know your employees' personality and attitude towards the job position. Having the right person at the right job position is very important. The person not only will be happier at work but also will work more efficiently. This will make a big difference for both the employee and employer.

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Managers should have all employees’ contact information such as phone numbers, emails, or MSN. Keeping all employees connect to the company; have conferences with the employees that are comfortable for in person, others maybe over the phone or online chatting.

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Furthermore, when using personality tests during the hiring process, hiring managers need to consider the benefits and the drawbacks of personality tests. Hiring managers should hire professional consultants when interpreting for test results.

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Increasing networking among all the employees; give opportunities for all age employees to interact with each other and have the younger employees to teach the older employees technology skills that they may not know; vice versa, have the older employees to give suggestions upon their experiences at work to the newer employees. Giving promotions and rewards after a period of time. Also it is important for managers to have flexibility on positions, so that employees can switch on and off.

<span style="font-family: Arial,sans-serif; font-size: 10pt;">Making and email out the evaluation forms every six months or one year or create evaluation website for all employees can go on there to comment. Having the employees to evaluate each other and themselves. This will give the managers a better idea of how everybody is doing and will also help the managers to better understand his or her employees at work, therefore, have the improved management.

**X. CONCLUSION** (Kati Ebrahim)
The study of personality types, profiles, and attitudes shows that personality diversity has a huge impact on job performance and group work. The way people communicate and use technology in the work place depends on the personality they have. Because of this, understanding and appreciating others’ differences in personalities can affect the group and help group members work together more effectively as a team. It's also helpful to learn about different personalities because it can help us realize what our strengths and weaknesses are and it will lead us to improvement and more successful performance.

** XI. REFERENCES **
1. Ablow, K. (2010, June 17). Technology-based personality disorder: A new psychiatric disorder. Retrieved from http://www.foxnews.com/health/2010/06/17/technology-based-personality-disorder-new-psychiatric-disorder/ 2. Antoncic, B. A. (2009). The entrepreneur's general personality traits and technological developments. Retrieved from http://www.waset.org/journals/waset/v53/v53-37.pdf 3. Benson, M. W. (n.d.). Introverts and Extroverts at Work. In //Melba W. Benson, Ph.D//. Retrieved November 27, 2011, from http://www.melbabenson.com/articles_files/I%20and%20E%20at%20Work.pdf 4. BOMI International. (2009). Effective Management: Effective Communication in the Workplace. In //BOMI International//. Retrieved November 9, 2011, from http://www.fmlink.com/article.cgi?type=How%20To&title=Effective%20Communication%20in%20the%20Workplace&pub= BOMI%20International&id=31179&mode=source 5. Cherry, K. C. (n.d.). The big five personality dimensions. Retrieved from http://psychology.about.com/od/personalitydevelopment/a/ bigfive.htm 6. Cooper, K. (2008). Beyond narcissism. Retrieved from http://www.narcissism.com.au/Beyond_Narcissism.html 7. Cranston, J. E. (2011, October 6). //Extroverts in the Workplace//. Retrieved November 27, 2011, from http://ezinearticles.com/? expert=Jane_E_Cranston 8. Isakson, T. (2009, October 25). Extroverts vs. Introverts in the Workplace. In //Brazen Careerist//. Retrieved November 21, 2011, from http://www.brazencareerist.com/2009/10/24/extroverts-vs-introverts-in-the-workplace 9. McKee, P. (Performer). (2010). //Why do companies use personality tests?//. [Web Video]. Retrieved from http://www.youtube.com/watch?v=a_SuHQsvL7c 10. Prewitt, E. (1998). Personality tests in hiring: How to do it right. //Harvard Management Update,// 3(10), 8. 11. Pawlik, L. P. (2007). The big five personality traits in psychology. Retrieved from http://l-pawlik-kienlen.suite101.com/the-big-five-personality- traits-a11846 12. Shaffer, D. J., & Schmidt, R. A. (1999, October). Personality Testing in Employment. Retrieved from http://www.hiringstrategies.com/personality_testing.htm 13. SinglePatterns. (2008). The big five of personality. Retrieved from http://www.youtube.com/watch?v=pcvYlZDniKM 14. Srivastava, S. ([2011]). Measuring the big five personality factors. Retrieved[11.26.2011] from http://psdlab.uoregon.edu/bigfive.html 15. Tips for managers (n.d.). In //Generation & Gender//. Retrieved November 27, 2011, from http://www.familiesandwork.org/site/research/reports/GG-managertips.pdf 16. Weiss, T. (2007, February 22). Surviving The Personality Test. Retrieved from http://www.forbes.com/2007/02/21/personality-tests-interviewing-leadership-careers_cx_tw_0222bizbasics.html