Personality and Group Dynamics Flashcards

A set of vocabulary flashcards covering personality definitions, Hollander's model, Myers-Briggs Type Indicator (MBTI) usage, and key research studies on group performance.

Personality (Weinberg and Gould)

The sum of the characteristics that make a person unique.

Necessary Conditions to Observe Personality

1) Behaviour based on important aspects to the individual, 2) Behaviour not explained by the situation, and 3) Behaviour over time.

Psychological Core

The most basic and deepest attitudes, values, interests, motives, and self-worth of a person, representing the real person (e.g., self-concept, moral compass, self-esteem).

Typical Responses

The way one typically adjusts or responds to the environment (e.g., being the leader in a group, outgoing, shy, extrovert).

Role-Related Behavior

How one acts in a particular social situation (e.g., given the Captain or Assistant Captain role).

Hollander's Model of Personality Structure

A structural model of personality composed of three levels: the Psychological Core (internal/constant), Typical Responses, and Role-related Behavior (external/dynamic) within the social environment.

Carl Jung's Model ("Psychological Types")

The theoretical foundation for the Myers-Briggs personality model, based on the principle that individuals have an innate urge to grow by understanding how they operate in the world.

Myers-Briggs 16 Personality Type Chart

A widely used assessment framework that categorizes individuals into 16 types based on four preference dimensions: Extraversion/Introversion, Sensing/Intuition, Thinking/Feeling, and Judging/Perceiving.

Porzgen (2018) Findings

Research showing the MBTI model is useful for self and group development, understanding member motivations, identifying strengths and weaknesses, ensuring required capabilities on a team, and allocating project responsibilities.

Gosenbud (1992) Findings

Research demonstrating that Myers-Briggs type (MBT) does not predict performance, and that group dynamics variables such as group cohesion and degree of organization have a greater impact.

Selection Rule for Personality Tests

A rule stating personality tests should never be used for a team selection process because they are very unreliable for that purpose.