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The Five Personality Types You Have To Work With

Conscientiousness

Conscientious people are driven to complete the tasks they start and to follow rules.

It is easy to undervalue the people low in conscientiousness, because they need a lot of supervision. However, those low in conscientiousness may try creative solutions to problems, because they do not feel the need to follow rules.

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Lower accountability
Lower accountability

Procrastinating is even easier when you have no one looking over your shoulder. Lower accountability can make procrastination more likely at home.

And without the whole context of an office, it’s much easier to postpone or dismiss altogether unpleasant tasks. Those who have a lower frustration tolerance are much more likely to procrastinate: they’re the people who get up from their desk and find a distraction.

High tolerance to frustration

People with high frustration tolerances are the ones that generally succeed at remote work. And you can take steps to raise your frustration tolerance and become more conscientious by working on your impulsivity.

A non-conscientious person will find another activity (a distraction most likely) the moment something challenging or uncomfortable comes up. They have to be more conscious to stay in the moment: count to five or take five deep breaths, for example.

A lack of boundaries

When work and personal activities are occurring in the same space, there are no cues for you to behave the way you do at work while you are outside your physical office.

Those who work well from home create boundaries in a work-life world without them. Then, once these parameters are established, people who commit fewer ‘boundary violations’ are better off.

The Big Five
It represents the 5 personality traits psychologists use today:
  • Openness to experiences
  • Conscientiousness
  • Extraversion
  • Agreeableness
  • Neuroticism
Each personality trait is characterized by 6 individual facets.
Openness to Experience

It describes people who enjoy the arts and new experiences. Possible facets:

  • Fantasy: they have a vivid imagination
  • Aesthetics: they believe in the importance of art
  • Feelings: They experience emotions intensely
  • Actions: They prefer variety to routine
  • Ideas: they like complex problems
  • Values: they tend to vote for liberals.
Conscientiousness

People that score high on this are organized, methodical and tend to keep going and going. Possible facets:

  • Competence: they complete tasks successfully
  • Order: they like order
  • Dutifulness: the follow the rules
  • Achievement-striving: they work hard
  • Self-discipline: they get chores done right away
  • Deliberation: they avoid mistakes.
Job insecurity
Job insecurity

The psychological effect of job insecurity can last a lifetime.

Studies have shown a causal relationship between unemployment and mental health. However, the effect of job insecurity has been less researched. One large-scale study suggests job insecurity over a prolonged period can change your personality.

Personality is not enduring

Personality is not constant but changes over time. For example, self-confidence, warmth, self-control, and emotional stability tend to increase with age.

Earlier studies suggest more autonomy at work can increase a person's ability to cope with new situations, while a demanding and stressful job can make someone more neurotic.

Effects of chronic job insecurity
  • Reduced emotional stability. Chronic job insecurity can cause us to become anxious, tense, irritable, and depressed.
  • Reduced agreeableness. Agreeable people are naturally focused on sympathy, co-operation, and helping others. Chronic job insecurity shifts our focus to be more on ourselves instead of on others and can affect our standing as a positive and likable person.
  • Reduced conscientiousness. When we're always worried about our jobs, we are likely to become less motivated to put in an effort.