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In Safety HOW is your company measuring those personalities for understanding and compliance in your company program?

The Big Five Safety Conscious Personality Traits Model measures five key dimensions of people’s personalities:

·        Openness: sometimes called “Intellect” or “Imagination,” this measures your level of creativity , and your desire for knowledge and new experiences.

·        Conscientiousness: this looks at the level of care that you take in your life and work. If you score highly in conscientiousness , you’ll likely be organized and thorough, and know how to make plans and follow them through. If you score low, you’ll likely be lax and disorganized.

·        Extraversion/Introversion: this dimension measures your level of sociability. Are you outgoing or quiet , for instance? Do you draw energy from a crowd, or do you find it difficult to work and communicate with other people?

·        Agreeableness: this dimension measures how well you get on with other people. Are you considerate, helpful and willing to compromise? Or do you tend to put your needs before others’?

·        Natural Reactions: sometimes called “Emotional Stability” or “Neuroticism,” this measures emotional reactions. Do you react negatively or calmly to bad news? Do you worry obsessively about small details, or are you relaxed in stressful situations?

The HOLLAND Codes of  six safety personality types:

1. Realistic (R)

These are people who like well-ordered activities, or enjoy working with objects, tools, and machines.

Realistic people:

·        See themselves as mechanically or athletically talented, but may not be good with people.

·        Value concrete and tangible things like – money, power, and status.

·        Avoid “social” activities, those that need interaction with other people.

Common traits:

·        Hard-headed, inflexible, persistent, materialistic, practical, and genuine.

2. Investigative (I)

Investigative people like activities that involve creative investigation of the world or nature.

Investigative people:

·        See themselves as highly intelligent, but often lack leadership skills.

·        Value scientific endeavors.

·        Avoid activities that seem mundane, commercial or “enterprising”.

Common traits:

·        Analytical, curious, pessimistic, intellectual, precise, and reserved.

3. Artistic (A)

Artistic people like unstructured activities, and enjoy using materials to create art.

Artistic people:

·        See themselves as talented artists.

·        Value aesthetics.

·        Avoid “conventional” occupations or situations.

Common traits:

·        Idealistic, complicated , introspective, sensitive, impractical and nonconformist.

4. Social (S)

Social people enjoy informing, training, developing, curing and enlightening others.

Social people:

·        Perceive themselves as helpful, understanding and able to teach others.

·        Value social activities.

·        Avoid activities demanded by “realistic” occupations and situations.

Common traits:

·        Generous, patient, emphatic, tactful, persuasive, and cooperative.

5. Enterprising (E)

These people enjoy reaching organizational goals or achieving economic gain.

Enterprising people:

·        See themselves as aggressive, popular, great leaders and speakers, but may lack scientific ability.

·        Value political and economic achievement.

·        Avoid activities demanded by “investigative” occupations and situations.

Common traits:

·        Extroverted, adventurous, optimistic, ambitious, sociable, and exhibitionistic.

6. Conventional (C)

Conventional people enjoy manipulating data, record keeping, filing, reproducing materials, and organizing written or numerical data.

Conventional people:

·        See themselves as having clerical and numerical ability.

·        Value business and economic achievement.

·        Avoid unstructured or “artistic” activities.

Common traits:

·        Efficient, practical, conscientious, inflexible, defensive, and methodical.

Using Holland’s Codes is a straightforward process, which is made all the easier by some useful online interest evaluation sites.

To further explore your “true” work personality, ask yourself, “How would my spouse, family, and friends categorize me?” Show some of your friends and co-workers descriptions of the types and ask them to categorize you. Here again, explore any differences between your assessment of yourself and theirs.

Remember that this is a model – it’s a useful way of looking at things, but it can’t possibly capture all of the complexities of the ways that people behave at work. Make sure that you interpret any conclusions with common sense.

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