Research on the influence of personality on leadership

Capitol University
Collage of Business Administration
Cagayan de Oro City
Human Resource in Organization
THE INFLUENCE OF PERSONALITY ON LEADERSHIP,
COMMUNICATION AND COOPERATIVE BEHAVIOR OF COMPUTER
STUDIES
STUDENT BODY ORGANIZATION
Submitted by:
Nacalaban, Augelyn C.
Oculam, Bryan Agustin B.
Panisan, Elsie A.
Pescalla, Mitchel A.
Popera, Prince O.
Quiem, Marvie L.
Quinquino, Trixia D.
Reyes, Miraflor L.
Sumile, Annalee T.
Submitted to:
Dr. Salvador E. Aves, Phd, DM, CESO
March 07, 2014

ACKNOWLEDGEMENT
The group would like to acknowledge and extend our heartfelt gratitude to the following
persons who have made possible the completion of this research work:
First, we would like to thank our Almighty Father for giving us the knowledge and
wisdom upon us for the completion of this work.
Second, we are deeply indebted to our instructor Dr. Salvador E. Avez and to his wife
Dr. Luvismin A. Avez whose help stimulate suggestions, knowledge; encouragement helped us
in all the times of study and analysis of this research work.
Third, to the Computer Science Student Body Organization, who helped us with the
information.
And lastly, to our family, friends and classmates for their cooperation on sharing their
knowledge of this research work.

ABSTRACT
This research concerns mainly about the discussion of the Computer Science Student
Body Organization in Capitol University with its various problems. This seeks to make the study
possible by assessing the recent state of handling the organization.
Inview therefor, Student Body Organization (SBO) has the responsibility to achieve
activities that guide student under their title. The organization is headed by its President and
manage by its Advisor. An Advisor must be any instructor of its department or college.
Nowadays, the Computer Science Body Organization had to manage time for the
consistency of information throughout their department. Hence, the number of students has been
decreasing due fortuitous situations, transferring or withdrawing or shifting of students.
Furthermore, the scenario is the handling of events and capabilities of the officers.
Whether to know the establishing relationship of each co-officer and with the students, their
personality and organizational culture. Thus, our contribution is to help distinguish their
personality and attitude towards their department.

CHAPTER I
INTRODUCTION
Student Body Organization or a Student Union is a student organization present in many
colleges, universities, and high schools. In higher education the student body constitution is often
granted to its own building on to social, organization activities, theatrical performance and
academic reinforcement of the membership (en.wikipedia.orgwiki/students_union). Though, the
agreement had been existing as soon as the department was put up. Scenarios had been up close
to those who are in the committee achieving organizational goals were problems are a common
visitor. The governing body is responsible for the upbringing of the department, but before on
this any situation takes place, it is the personality, organizational culture and cooperation of each
member of the commission for the independence.
Personality plays a key role in organizational behavior because the path that people think,
sense, and behave affects many aspects of the study. People's personalities influence their
behavior in groups, their positions, and the way they arrive at conclusions. Interpersonal skills
hugely affect the way that people act and respond to things during work. In the workplace,
personality also affects such things as motivation, leadership, performance, and conflict
(http://www.wisegeek.org/what-is-the-role-of-personality-in-organizational-behavior.htm). Each
person has its own way of coping up different behavior that also leads to decision making.
Conflicts are not exempted in an organization since an organization is composed of people that
has the same goals, but has not had the same personality and perspective.
Throughout any organization, different roles require different skill sets and aptitudes,
which are tied to personality. Not every temperament can be a motivating leader, an engaging
front-line customer contact or a micromanaging organizational specialist. Even an entry-level
position suitable for minimal skills is better satisfied by a compatible personality
(http://smallbusiness.chron.com/importance-personality-organization-14502.html). Officers have

each assigned task that they must fill in. It really depends whether this set of Officers motivates
themselves or their co-officers.
Organizational culture is not the same as corporate culture. It is a wider and deeper
concept, something that an organization 'is' rather than what it 'has' (according to Buchanan and
Huczynski). It makes up the attitudes, experiences, opinions and values of an establishment. It
has been defined as the specific collection of values and norms that are shared by people and
groups in an organization and that control the way they interact with each other.
One of the most significant building blocks for a highly successful establishment and an
extraordinary work is "organizational culture." We define organizational culture as the circle of
shared beliefs, truths, assumptions, and values that operate in formations. Organizational culture
has been described as "... how people behave when no one is looking "(http: //www. Dynamic
foundations.com/culture.htm). In each organization has set of different cultures that also leads to
miscommunication or conflicts, but each organization has also hidden culture different from the
inside to the outside wall.
Cooperation is defined in sociology as an act or action of working together for a purpose
for a common benefit (or society). An activity share for the benefit of both parties
(http://www.ask.com/question/international-cooperation-definition). The organization is in titled
to cooperate with the department and with its co-officers, because every action achievement or
losses affect. It is a procedure by which the components of a system work together to reach the
global attribute. In other language, individual components that seem to be “selfish” and
independent work together to create a highly complex, bigger- than- the- essence- of- its- parts
system (http://en.wikipedia.org/wiki/Cooperation#Cooperative_systems). Even if the
organization has a manner of selfishness, but to a different organization that helps them
committing success. Officers have set of works and do independently, but works throughout the
cooperation with each idea of the members.

THEORITICAL FRAMEWORK
Personal construct theory is a theory of personality and cognition developed by American
psychologist George Kelly in the 1950s. From the theory, Kelly derived a psychotherapy
approach and also a technique called The Repertory Grid Interview that helped his people to
uncover their own "constructs" (ways of seeing the world) with minimal intervention or
interpretation by the therapist. The Repertory Grid was later adapted for various uses within
organizations, including decision-making and interpretation of other people's world-views. This
is a relevant theory that can be used in order to understand the factors of personality,
organization culture, and cooperation in the college of computer science student body
organization.
In this theory Kelly explicitly stated that each individual task in understanding their
personal psychology is to put in order the facts of his or her own experience. Then each of us,
like the scientist, is to test the accuracy of that constructed knowledge by performing those
actions the constructs suggest. If the results of our actions are in line with what the knowledge
predicted then we have done a good job of finding the order in our personal experience. If not,
then we can modify the construct: our interpretations or our predictions or both. This method of
discovering and correcting our constructs is simply the scientific method used by all modern
sciences to discover the truths about the universe we live in.
People develop constructs as internal ideas of reality in order to understand the world
around them. They are based on our interpretations of our observations and experiences. Every
construct is bipolar, specifying how two things are similar to each other (lying on the same pole)
and different from a third thing. They can be expanded with new ideas.

•Students
Body
Organization
COMPUTER
STUDIES
•Interview
•Observation
•Survey
Questionnaire
DATA
GATHERING •Personality
•Organizational
Culture
•Cooperation
CS-SBO's
SCHEMATIC DIAGRAM
Independent Variable Process Dependent Variable
STATEMENT OF THE PROBLEM
These are the following problems that will be considered in taking this Research.
1. Does the personality of the officers affect the cooperative behavior in the organization?
2. How does personality affect the cooperative skills of the officers?
3. What kind of personality should a leader possess in order to build an effective Student Body
Organization?
SCOPE AND LIMITATION OF THE STUDY
This study is concerned with the personality, organizational culture and cooperation
between the College of Computer Science Student Body Organization of Capitol University.
The researchers focused only on Computer Science Student Body Organization in Capitol
University. The data gathered through survey questionnaires, observations and interviews
conducted by the researchers. Since the research design does not include data-auditing and cross
examination, the study is primarily founded on the trust of respondents in giving honest
responses to the questions asked of them.

DEFINITION OF TERMS
Agreeableness: this personality dimension includes attributes such as trust,
altruism, kindness, affection, and other prosaically behaviors.
Aptitude: a natural ability to do something.
Behavior: the way in which one acts or conducts oneself, esp. toward others.
Capitol University: Capitol University is a non-sectarian, co-educational private
university located in Cagayan de Oro City, Philippines.
Cognition: the mental action or process of acquiring knowledge and
understanding through thought, experience, and the senses.
Communication: is the activity of conveying information through the exchange of
thoughts, messages, or information, as by speech, visuals, signals,
writing, or behavior.
Computer Studies: encompasses the scientific and practical approach to computation
and its applications.
Conscientiousness: common features of this dimension include high levels of
thoughtfulness, with good impulse control and goal-directed
behaviors.

Cooperative Behavior: the interaction of two or more persons or organizations directed
toward a common goal which is mutually beneficial. An act or
instance of working or acting together for a common purpose or
benefit, joint action.
Extraversion: this trait includes characteristics such as excitability, sociability,
talkativeness, assertiveness and high amounts of emotional
expressiveness
Information Technology: is the application of computers and telecommunications
equipment to store, retrieve, transmit and manipulate data, often in
the context of a business or other enterprise.
Interpersonal Skills: are sometimes also referred to as people skills or communication
skills. Interpersonal skills are the skills a person uses to
communicate and interact with others. They include persuasion,
active listening, delegation, and leadership.
Neuroticism: individuals high in this trait tend to experience emotional
instability, anxiety, moodiness, irritability, and sadness.
Openness: this trait features characteristics such as imagination and insight.
Repertory: the performance of various plays, operas, or ballets by a company
at regular short intervals.
Temperament: a person's or animal's nature, esp. as it permanently affects their
behavior.

CHAPTER II
REVIEW OF RELATED LITERATURE AND STUDIES
The review of the related literature of this study focuses on how personality influences
the leadership, communication and cooperative behavior of the student body organization. The
chapter starts with a definition of each engagement and problem followed by the findings of
researchers using various instruments to see out the weakness and force.
As defined by Kinicki (2008), personality represents a stable set of characteristics that are
responsible for a person’s identity. The internal dimension or the primary dimensions of diversity
are mostly outside our control but strongly influence our attitudes and our expectations and
assumptions about others, thus influencing our behavior (Kinicki, 2008). Similarly, Colquitt
(2009) defines personality traits as the structures and propensities inside a person that explains
his or her characteristic patterns of thought, emotion and behavior. Personality captures what
people are like, in contrast to ability which captures what people can do (Colquitt, 2009).
He further identified five dimensions that describe personality these include;
conscientiousness, agreeableness, neuroticism, openness to experience and extraversion
commonly referred to us big five. Conscientiousness is associated with trait adjectives such as
dependable, organized, reliable, ambitious, and hardworking while agreeableness has adjectives
such as kind, cooperative, sympathetic, helpful, courteous, and warm (Colquitt, 2009). On the
other hand, neurotism has to do with nervous, moody, emotional, insecure, and unstable
character (Colquitt, 2009). Openness has to do with curious, imaginative, creative, complex,
refined, and sophisticated while extraversion is associated with adjective traits such as talkative,
sociable, passionate, bold, dominant (Colquitt, 2009).

Personality, therefore, represents a process of change and it relates to the psychological
growth and development of individuals. Personality factors are extremely important in today's
competitive organizational settings. According to Khosla (2009), often the 'wrong' kind of
personality proves disastrous and causes undesirable tensions and worries in organization.
On the other hand, effective leadership is the backbone to any group or organization. The
leader acts as a facilitator for the group and without it the group has little chance for success.
There have been many groups that couldn't make it past the first six months because the leaders
were not equipped to guide them through the trials that a young club encounters. Challenges can
occur when there are no definitive rules or chain of command to follow. There can be a fall out if
two or more individuals cannot work together for the betterment of the club. The leadership must
put aside their egos in order to fully actualize what they hope their club to be. They must follow
the words of Ghandi and "be the change they want to see". (http://en.wikibooks.org/
wiki/Effective _Student _Organization/Leadership_and_Communication#Working_together)
Moreover, effective leaders must have an optimistic attitude when running their club.
People tend to feed off of other's attitude. If people see the person who is in charge very excited
about the club and its intentions that will naturally draw people in. Even if the club is struggling
at the moment or enduring a hardship, the captains/presidents/co-presidents/coordinators must be
optimistic about getting past the hard time, or else it will be difficult for the members to also. If
the leaders of the club have a pessimistic attitude, then it will influence the attitudes of their
members negatively, and the club will not survive. Having an optimistic attitude shows the
members that their leader believes in the club's success and its members' success. It also makes
recruiting more successful because it shows the potential members that the club and its leaders
have something beneficial to offer.

Having a negative attitude will automatically because people do not want to attend
because students in college already have a challenging time balancing attendance and academics.
Along with holding a positive attitude for the goals of the group and its members, it is also
important that the leader is very willing to work with and as a team. Oftentimes, the leader takes
on too much responsibility and acts more as a dictator than a leader and it is important for that
not to transpire. The leader cannot have a 'boss' attitude otherwise nothing will be accomplished
and the club members will feel intimidated and inferior. Overall, it is important to keep in mind
what kind of attitude not only your leaders give off, but also your club. (http://en.wikibooks.org/
wiki/Effective_ Student_Organization/Leadership_and_Communication#Working_together)
Communication, however, is one of the most important aspects in the effective
management of a club. Without communication, even poor communication, club members
wouldn't know when to come to meetings or what events were being organized. Effective
communication is a necessary and difficult aspect between any clubs members and their
operations within the club. With many people doing different jobs and being in charge of many
different activities it is in many cases difficult to effectively and timely communicate with all
members in the club because of various obligations and duties that each member is in charge of.
However despite how difficult effective communication can sometimes be, it is a vital and
necessary part of each successful club. Having a leader of the club who can organize activities
and obligations can greatly assist in avoiding the confusion between club members and
contribute to good communication in a given club. (http:// en.wikibooks.org/ wiki/Effective_
Student_Organization/Leadership_and_Communication#Working_together)
In regards on how personality influence the cooperative behavior of an individual,
Wageman (1995) cited that: “cooperative behavior is often manifested in members' willingness
to work with others, even when it is not formally demanded, and in preferences for being
rewarded for working alone or in groups.” Moreover, identifying conditions under which
members are likely to display cooperative behavior is difficult, however, since cooperative
behavior can be influenced both by personality or one's tendency to pursue individualistic or

collective goals (e.g., McClintock and Liebrand, 1988), and by formal and informal control
systems that reward individual achievement or cooperative efforts (e.g., Petersen, 1992). Further,
understanding cooperative behavior is not only requires knowledge of an individual's propensity
to cooperate and the situational inducements to cooperate, but also how these factors combine.
Personality is determined as the combination of characteristics or qualities that shape an
individual's distinctive character. Every individual receives a dissimilar set of personality and as
well one of the reasons for personal problems that will definitely turn out to be an organizational
struggle. Organizational conflict is a state of discord caused by the actual or perceived opposition
of needs, values and interests between people working together
(http://en.wikipedia.org/wiki/Organizational_conflict).In an organization conflicts are inevitable
but in such way personal problems must be set aside to continue what the organization is all
about. There are also conflicts that start with favoritism and Biases. Favoritism is when you like
a particular person or group more than everyone else. Bias is when you dislike a particular group
of people for some reason. To solve such conflict the parties must be fair enough when judging
to resolve issues. (Personality that affects the organization)
Cooperation is the process of working together to the same end. A familiar quote that
says “"The problem with the future is that it does not resemble the present!". For an organization
that could stand must foster its organizational teamwork. The International Handbook of
Organizational Teamwork and Co-operative Working provide a clear focus on the psychological
and social processes that can stimulate successful cooperation and teamwork. Michael West,
Dean Tjosvold and Ken Smith have brought together the world's leading authorities from a range
of social science disciplines to provide a contemporary review of established and emerging
perspectives (http:// onlinelibrary .wiley.com/book/ 10.1002/ 9780470696712). However, an
organization must otherwise be discipline to adapt. (The Cooperation of the Organization)

Since student body organization are the once who handles situations that students at their
department worries about such as uniform, population, and noisy. Students keep on
discriminating the school uniform and think that it is time to change it. As to the College of
Computer Science the population is not really growing and when actives are being conducted
only a little or few will join. Most especially during class hour students and even the officer itself
are making noise. This is a weakness that the department must have and the organization must
also consider as against the rule of their goal.
Aside from the Council of Student Organizations (CSO), there are special student
organizations under the College of Computer Studies that promote research culture and
collaboration among faculty members and students; conduct individualized (one-on-one) tutoring
sessions for students; and develop well-rounded Lasallians working together for the total
development of members by pursuing excellence in academics as well as extra-curricular
activities. These organizations are:
The Student Research Development Program (SRDP) is a student organization under the
College of Computer Studies (CCS) Research Director. It is created to fulfill CCS' aim of
promoting research culture and collaboration among faculty members and students. In this
program, highly motivated and intellectually-gifted students are given an opportunity to work on
research projects spearheaded by the Academic Area Chairs (AAC) of the college (Student
Research and Development Program (SRDP)
An organization is nothing without its leaders. In order for the student organization to
continue operation, new members must come in and take over the roles of the outgoing and
graduating students. There are several traits that are seen as important to being able to lead
effectively, and it is very true that there are “natural” leaders, or those who possess those traits
naturally, as part of their personality, however this is not true for most people. Therefore, in

order for the club to ensure survival, it is often necessary for the group to actively work at
preparing new leaders for the tasks involved in taking over the organization.
One solution in achieving this are events specifically designed to help bring these traits
out in those who otherwise wouldn’t have displayed them in order to prepare them for their
future leadership roles. For example, in the Scottish Country Dance Club, during an interview
with Rebecca, she said that before she was even considered a leader, she did things with new
members before class to help them learn the steps. In turn, the new members grew to respect her
and listen to her. As the groups respect for her grew, she naturally became a leader of the SCDC.
As members and leaders come and go from these clubs, it is important that members continue to
pass down their skills and attitudes to the new members. This way, the clubs will continue to
grow in members, experience and knowledge. (http://en.wikibooks.org /wiki/Effective _Student
_Organization/Leadership_and_Communication)
Effective leadership is the backbone to any group or organization. The leader acts as a
facilitator for the group and without it the group has little chance for success. A group’s
communication is only as good as its leaders. There have been many groups that couldn't make it
past the first six months because the leaders were not equipped to guide them through the trials
that a young club encounters. Challenges can occur when there are no definitive rules or chain of
command to follow. There can be a fall out if two or more individuals cannot work together for
the betterment of the club. The leadership must put aside their egos in order to fully actualize
what they hope their club to be. They must follow the words of Ghandi and "be the change they
want to see". (Challenges of Leadership/Communication http://en.wikibooks.org /wiki/Effective
_Student _Organization/Leadership_and_Communication)

CHAPTER III
RESEARCH METHODOLOGY
Our research methodology requires gathering relevant data from the students of Capitol
University especially the College of Computer Science. This research will utilize both
quantitative and qualitative data collection tools; we used a qualitative method that recognizes
the importance of locating the research within a particular personality, culture and cooperation. It
also takes seriously the social construction of our research and the identities participants
construct within them. We hope to shed light on the following question through our research:
What are the undesirable problems that the organization encounter- uniform, population,
earnings, personal problems, noise, favoritism, religion, forces and conflicts.
RESEARCH LOCALE
This study was conducted in the office of Student Body Organization College of
Computer Science, Capitol University.

THE RESPONDENTS
The respondents of the study are the following officers of the Computer Studies Student Body
Organization:
President: Arnold B. Valenzuela Jr.
V-President Internal: Rowena D. Tayor
V-President External: Jaziel Joy B. Pajaron
Secretary: Charlene J. Almuete
Assistant Secretary: Bless Charisse Mae J. Alpez
Auditor: Guiney J. Molawan
Treasurer: Gellie Mae J. Hortilano
Assistant Treasurer: Ma. Cristina S. Paetol
Public Relations Officer: Brifford P. Soledad
Assistant Pro: Angelica V. Luspo
4th year representative: Aiza M. Monceda
3rd year representative: Von Judy B. Abucejo
1st year representative: Sharry Jean Balane
DATA GATHERING
The researchers had observation and conducted interview to the following mentioned
officers which are the respondents for this research. The researchers had prepared a set of survey
questionnaire to the respondents in order to further contribute data for this research.
THE RESEARCH INSTRUMENT
The researchers had observation and conducted interview to the following mentioned
officers which are the respondents for this research. The researchers had prepared a set of survey
questionnaire to the respondents in order to further contribute data for this research.

20%
20%
40%
10%
10%
Age of the CS-SBO Officers
17 years old
18 years old
19 years old
20 years old
29 years old
CHAPTER 4
PRESENTATION, ANALYSIS AND INTERPRETATION OF DATA
This chapter presents the analysis and interpretation of data gathered out of the
instruments used in the study, and is presented according to the specific problem cited in first
chapter Does the personality of the officers affect the cooperative behavior in the organization?
How personality does affect the cooperative skills of the officers? What kind of personality
should a leader possess in order to build an effective student body Organization?
The result of the study is presented using the tabular, graphical presentation, and textual
presentations.
GRAPH 1.0
The Age of the Respondents
Graph 1.0 shows the age range of the Computer Studies Student Body Organization
officers. There is a majority of 40% of the respondents that is 19 years old officers and 20% of
officers, age’s 18 years old and 17 years old and only 10% of the percentage of the offices is 20
years old and 29 years old officers in Computer Studies Student Body Organization.

GRAPH 2.0
The Gender of the Respondents
Graph 2.0 shows the gender percentage of the Computer Studies Student Body
Organization officers. Out of 10 respondent officers of the CS-SBO only 40% are males and
60% of the population is female. These data will also be applied, whether the domination of the
female population also a central factor that influences of personality on leadership,
communication and cooperative behavior of Computer Studies Student Body Organization
officers.
The gender of the CS-SBO officers possibly really doesn’t influence of the personality on
leadership, communication and cooperative behavior of Computer Studies Student Body
Organization officer for the reason that then there is no gender bias in their organization and
equality is observed.
60%
40%
Gender of the CS-SBO
Officers
Female
Male

GRAPH 3.0
The Course and Year Level of the Respondents
Graph 3.0 shows the course and year level of the respondents of computer studies student
body organization officers. The CS-SBO is composed of Computer Studies students and
information Technology Students. As shown in the graph there is 50% of Computer Studies 2nd
year officers in CS-SBO, and 30% of Computer Studies 3rd
year officers of CS-SBO, and only
20% of Information Technology 3rd
year students that are officers of CS-SBO.
If we sum up all the Computer Studies officers in CS-SBO there will be 80% of them in
all and only 20% of Information Technology officers. Even if they differ in course or bachelor’s
degree there is only a minor fraction that it will likely influence their leadership, communication
and cooperative behavior of Computer Studies Student Body Organization officers.
50%
20%
30%
The Year Level and Course of Computer
Studies Student Body Organization
Computer Studies 2nd year
Computer Studies 3rd year
Information Technology 3rd
year

GRAPH 4.0
Does the personality as an officer affects their leadership, communication and cooperative
behavior in your organization?
In graph 4.0 is a question that has given to the respondents asking that “Do you think that
your personality as an officer affects your leadership, communication and cooperative behavior
in your organization?” A huge percentage of the respondents garnering 89% of the officers said
that their personality does affect their leadership, communication and cooperative behavior in
their organization as an officer of CS-SBO. Only 11% of the respondents said that as an officer
personality does affect their leadership, communication and cooperative behavior in your
organization somehow. No response was given to the choice I don’t think so and no idea.
Perhaps the respondents have an idea that their personality may affect their performance
as an officer in the organization that they are in. A huge percentage of them answered that they
think that their personality does influence that way they act in the organization in terms of
leadership, communication and cooperative behavior. Possibly the reason that a huge percent of
them answered that it does have an effect because they themselves has the personal character that
is really suited to be as an officer of Computer Studies Student Body Organization.
89%
0% 11%
0%
Yes I don’t think so Somehow No idea

GRAPH 5.0
What kind of personality does an officer of CS-SBO when they are with your co-officers?
In graph 5.0 is a graphic presentation of the question that has given to the respondents
asking that “What kind of personality do you have as an officer of CS-SBO when you are with
your co-officers?” 57% percent of them said that they have an extraversion type of personality
when they are with their co-officers meaning that majority of them are assertive and sociable.
22% of them also said that they are open to the in such as imagination and insight, whereas 14%
of them has a prosaically behavior or agreeable. Only 7% of them have good impulse control and
goal-directed behaviors of conscientiousness and 0% of them answer that they have a
neuroticism personality or experience emotional instability towards their co-offers.
It is a good thing that the officers have good traits like being extraversion that means that
they are sociable and can easily be approach not just by their co-officers but also to the students
that they are leading to. Being open and having an agreeable personality, especially
conscientiousness will also contribute and will give a good aura in the organization and harmony
will be in the organization as well. It’s a good thing also that none of the officers are negative
thinker or neuroticism which will just promote bad vibes towards the officers of the Computer
Studies Student Body Organization.
Extraversion
57%Agreeableness
14%
Conscientiousness
7%
Neuroticism
0%
Openness
22%

GRAPH 6.0
Do the officers have any communication problems or are you having trouble in reaching up
with your co-officers?
In graph 6.0 is a graphic presentation of the question that has given to the respondents
asking that “Do you have any communication problems or are you having trouble in reaching up
with your co-officers?” A majority of them answered 59% that somehow they are having trouble
in reaching up with your co-officers and only 41% of the respondents said no, they don’t have
any trouble in in reaching up with your co-officers and 0% of them said yes, that they have
communication problems towards their co-officers in CS-SBO.
It is surprising that almost over half of the officers admitted that they are having a little
trouble in reaching their co-officers. If we could recall the result in graph 5.0 a huge percentage
of them are extrovert and open to their co-officers and yet still almost half of the population of
the respondents of the CS-SBO still having trouble in coping and reaching to their co-officers.
Internal and external factors might be the keys on these why some of them felt somehow that
there is still a wall that might be hard to penetrate. Yet it is still a surprising result that the
officers of CS-SBO are having a slight or somehow have any communication problems in having
trouble in reaching up with their co-officers.
Yes
0%
Somehow
59%
No
41%

GRAPH 6.1
If YES, do they think that affects their cooperative behavior towards their co-officers in
their organization?
Graph 6.1 is a graphic presentation of the follow up question that has given to the
respondents asking that “If YES they are having trouble in communicating with their co-officers,
do you think that affects your cooperative behavior towards your co-officers in your
organization?” No answer was given to this question because if we could recall the result in
graph 6.0 that none of the respondents said YES and admitting that they have communication
problems toward their CS-SBO officers.
Despite of the absence of the answers in the question that was given to the respondents
that “If YES they are having trouble in communicating with their co-officers, do you think that
affects your cooperative behavior towards your co-officers in your organization?” this really
doesn’t mean or guarantee that the officers of CS-SBO don’t have any trouble in reaching up. If
we could recall almost half of the respondents said that they are somehow having troubles in
reaching up with your co-officers despite that they have a good personality result in graph 4.0.
This only means that there might still be other factors that can personality of the officers affect
the cooperative behavior in the organization that they are in.
0%
0%
0%
Yes
Somehow
No
(No Anwers)

GRAPH 7.0
What qualities and personality does a CS-SBO officer should have?
Graph 7.0 is a graphic presentation of the question that has given to the respondents
asking that “What qualities and personality do you think that an officer of CS-SBO should
have?” The respondents are given a chance to have multiple answers to this question. On the top
with 16% each is being initiative, respectful, organized and confident is what a CS-SBO officer
are the qualities and personalities should have. With 14% being resourceful is also the key of
trait that a CS-SBO officer should have. Next with 6% each is being proactive and flexible and
with 4% each being enthusiastic and consistent. At the bottom is being open to change with only
2%.
The result is yet another surprising because some of the officers in the CS-SBO might
have an issue in being open to change. Even if they were not really quite particularly in change,
CS-SBO officers are still having a great rate in being respectful and organized. It’s a good thing
that they are also organized and confident because they are the role model of their college as an
officer of the Computer Studies Student Body Organization.
16%
16%
16%
16%
14%
6%
6%
4%
4% 2%
Initiative
Respectful
Organized
Confident
Resourceful
Proactive
Flexible
Enthusiastic
Consistent
Open to change

GRAPH 7.1
Do the officers think that they possess the qualities that as a leader of their colleague and as
one of the officers of the CS-SBO?
Graph 7.1 is a graphic presentation and a follow up question that was given to the
respondents asking that “Do you think that you possess some of the qualities that you tick
(question #4 in the survey questioner) as a leader of your collage and as one of the officers of the
CS-SBO?” At majority with 60% of the respondents said the YES, they possess qualities that as
a leader of their collage and as one of the officers of the CS-SBO and 40% of the officers are not
really quite sure or somehow think that they got what it takes to be an officer of the CS-SBO.
The result tells us that almost half of the officers are really aware of their personal
qualities that influence their leadership, communication and cooperative behavior as an officer of
Computer Studies Student Body Organization. This is a good sign that the officers are really
suited for the position that they have right now. Even if there are still 40% that doubt their selves
that they might or might not possess the qualities and personalities to be an officer of CS-SBO it
is still a decent result that none of the officers said that they don’t have the qualities to be an
officer of the CS-SBO.
Yes
60%
Somehow
40%
No
0%

GRAPH 8.0
Do the officers think that there is a feeling of cooperation in their organization despite that
they all have different personalities in their organization as a CS-SBO officer?
Graph 8.0 is a graphic presentation of the question that has given to the respondents
asking that “Do you think that there is a feeling of cooperation in your organization despite that
you all have different personalities in your organization as a CS-SBO officer?” 60% of the
respondents said that SOMEHOW there is a feeling of cooperation in their CS-SBO and 40% are
positive and said YES there is a feeling of cooperation within their organization. None of the
respondents said that I DON’T THINK SO and NO IDEA if there is cooperation in their
organization.
It is really a good sign that CS-SBO officers are cooperating in their assigned tasks and
projects and working together as a team even if they differ in some personality traits. In the result
of graph 7.0 the officers show that they are organized and respectful of their co-officers and the
people that a rounds them. This just supports this data that the CS-SBO officers are cooperative
despite they differ in individual personalities.
Yes
40%
I don’t think so
0%
Somehow
60%
No idea
0%

GRAPH 9.0
As an officer of CS-SBO:
Graph 9.0 is a series of question that was given to the respondent and each question is
will be answered by strongly agree, agree, neutral, disagree and strongly disagree. The first result
of the question given to the respondent is “as an officer, I view myself as a hands-on”. 6 of the
respondents said that they agree and 3 of them said that they agree and only 1 is neutral. This
result just states that CS-SBO officers do really are in their position and really hands-on. The
second question is “As an officer of CS-SBO, I think that I demonstrate high levels of initiative”.
8 of the respondents said that they agree to that and most likely and 2 said that they strongly
agree. This is a good sign that the officers show a high level of initiative in their duty as officers
of CS-SBO. The third question is “As an officer of CS-SBO, I think that I am more task oriented
than people oriented” the results revealed that the number of officers that said that they agree on
that statement is equal to those officers said that they are neutral and only one officer said that he
strongly agree on that statement. These results just states that they are divided accordingly to
their task as an officer and it is a good thing that the other half of the officers are task oriented
and the other half of the officers are people oriented because there is an equilibrium in the CS-
SBO.
I view myself as a hands-
on
I think that I
demonstrate high levels
of initiative
I think that I am more
task oriented than
people oriented
Strongly Agree 3 2 1
Agree 6 8 4
Neutral 1 0 4
Disagree 0 0 0
Strongly Disagree 0 0 0
0
1
2
3
4
5
6
7
8
9

My own personal points
of view and beliefs are
less important than
those of co-officers
It is important that co-
officers trusts and
respects me at all times
I need to feel as though I
belong
Agree 2 6 2
Neutral 7 1 6
Disagree 0 1 2
0
1
2
3
4
5
6
7
8
GRAPH 9.1
Graph 9.1 is a continuation of the series of questions that was asked to the respondent.
The first question was “As an officer of CS-SBO my own personal points of view and beliefs are
less important than those of co-officers”. 7 of the respondents are neutral about this matter and
only 2 of them agree and 1 who strongly agrees. The reason might be that they do respect what
one hears of one officer to say rather than just arguing that matter. The next question is “As an
officer of CS-SBO it is important that co-officers trusts and respects me at all times” majority of
the respondents agrees and only one who is in neutral and strongly agrees and disagrees with this
statement.
In the third question “As an officer of CS-SBO, I need to feel as though I belong” the
results shows that 6 of the respondents are neutral about this and 2 respondents each said that
they agree and disagree to the statement. Respect is the key for a harmonious organization and
the majority of the respondents are practicing that as an officer of CS-SBO.

If I am experiencing
personal problems, then
I will share these with
co-officers
I find it difficult to
understand anyone who
puts in minimal effort
and doesn't seem to
want to develop their
skills
I am happier if I am seen
as the expert as far as
my co-officers are
concerned
Agree 3 4 5
Neutral 3 3 1
Disagree 4 1 3
0
1
2
3
4
5
6
GRAPH 9.2
The first question was “As an officer of CS-SBO if I am experiencing personal problems, and
then I will share these with co-officers” the respondents are somehow divided 3 of each
respondents said that they agree and neutral about that statement and 4 of the respondents would
like to keep their problem to themselves. This is one example of the diversification of the
personalities of the CS-SBO officers. The next question was “As an officer of CS-SBO, I find it
difficult to understand anyone who puts in minimal effort and doesn't seem to want to develop
their skills I am happier if I am seen as the expert as far as my co-officers are concerned” 4
respondents said that they agree and 3 respondents are neutral and one of each respondents said
he strongly agree, disagree and strongly disagree.
The third question was “As an officer of CS-SBO, I am happier if I am seen as the expert
as far as my co-officers are concerned” majority of the respondents said that they agree and three
of them said that they disagree and one is neutral. Perhaps some of the officers take pride in their
expertise when they get praised by their co-officers.

I find it easy to
empathize with the
people that I lead
Explaining myself to my
co-officers is a waste of
time
I rarely offer feedback
to my co-officers on
how they can develop
their skills
Agree 4 2 3
Neutral 4 3 4
Disagree 1 3 2
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
GRAPH 9.3
The first question was “As an officer of CS-SBO, I find it easy to empathize with the people that
I lead” again the respondents are divided, 4 of them said that they agree and the other 4 said they
are neutral and only one of them each said disagree and strongly disagree. Some of them just
can’t figure it out on how to empathize with the people that they lead. The next question was “As
an officer of CS-SBO explaining myself to my co-officers are a waste of time” the respondents
are once again divided, 3 each said that they disagree and neutral and the other 2 are agreed and
strongly disagree. Perhaps the officers have their own way to express and explain themselves,
others might like to talk others just can’t bother to say a single word.
The last question is “As an officer of CS-SBO, I rarely offer feedback to my co-officers
on how they can develop their skills” 4 of the respondents are neutral about this matter and 3
agrees and 2 other respondents disagrees while only 1 respondent strongly disagrees. Perhaps
that the CS-SBO officers do have individual ways to give feedback to their co-officers maybe
their focus on other things that is worth doing for rather than rubbing each backs.

I find it difficult to praise my co-
officers for a job well done
Transparency is extremely important
to me and I feel frustrated if I feel
that information is being withheld
from me
Strongly Agree 1 0
Agree 4 5
Neutral 0 3
Disagree 2 1
Strongly Disagree 3 1
0
1
2
3
4
5
6
GRAPH 9.4
The first question was “As an officer of CS-SBO, I find it difficult to praise my co-officers for a
job well done” 4 of the respondents that they agree which mean they are having a hard time in
praising a co-officer. While 3 respondents totally disagree and 2 disagree and lastly 1 respondent
says that he strongly agrees. This result just shows that there are more officers who are having
time to praise a co-officer for a job well done this just shows how personalities of the officers of
CS-SBO differs for each other’s.
The next question was “As an officer of CS-SBO Transparency is extremely important to
me and I feel frustrated if I feel that information is being withheld from me” 5 respondent
officers agrees and 3 are neutral and only 1 disagrees and strongly disagrees. There are more
officers that is more transparent to their works and only a few of the officers conceal maybe they
have a private personality and doesn’t like the idea of transparency in their organization.

I believe that most of the time I can
complete a task faster and to a
higher standard than anyone in the
organization
I value every co-officers contribution
equally
Strongly Agree 0 3
Agree 6 6
Neutral 2 0
Disagree 1 1
Strongly Disagree 1 0
0
1
2
3
4
5
6
7
GRAPH 9.5
The first question was “As an officer of CS-SBO, I believe that most of the time I can complete a
task faster and to a higher standard than anyone in the organization” majority of the respondents
agrees 6 of them saying that they can do things better without the help of others. While 2 of the
respondents are neutral and 1 disagrees and strongly disagrees. Those officers that can do better
without the others help might have a conceited personality or they really are good with those
staff that they can do it better alone compared to those who can’t.
The last question was “As an officer of CS-SBO, I value every co-officers contribution
equally” majority of the officers said that they agree with it 6 respondents and 3 respondents
saying that they strongly agree on that they are not biased and treat each other equally. Only 1
respondent officer said that he disagrees. The majority of the responding officers is really respect
and gives credit to the efforts to their co-officers work for their organization the Computer
Steadies Student Body Organization.

Chapter 5
Summary, Conclusion and Recommendations
This chapter deals of the summary, conclusion and implication of the findings.
Recommendations are also presented as related to the focus.
Summary
This study has attempted to determine the influence of personality on leadership,
communication and cooperative behavior of Computer Studies Student Body Organization in
Capitol University.
Specifically it seeks to answer the following problems 1. Does the personality of the
officers affect the cooperative behavior in the organization? 2. How does personality affects the
cooperative skills of the officers? 3. What kind of personality should a leader possess in order to
build an effective Student Body Organization?
It became necessary to reach an understanding about the nature of the organization. To
provide for the possibility of distinguishing the key solution for the stated problems and
perceived and measured as a viable component for the better understanding of each conflicts.
`
There is only one version of a survey instrument were developed and answered by the
respondents of the College of Computer Studies throughout the institution of Capitol University.
All the respondents were asked to answer the questionnaire with what they think is the truth and
belief. They were to identify their tendency to value each leadership, proper communication and
each cooperative skill. In which if it does exist in the organization, the advisor were also asked to
provide information about the organizations main problems. Through the use of the survey
instrument developed for this study, data were collected which addressed the research problems
posed in the first chapter of the research.

Conclusion
Based on the findings, the following conclusion and implication were drawn:
Problem 1 “Does the personality of the officers affect the cooperative behavior in the
organization?”
 It is important to feel the cooperation, if unless gives a minimal participation that
definitely affects each cooperation in the organization. Personality play the rule of
pursuing themselves, since 60% answered “somehow” they felt a little bit uneasy of
participating because they differ towards personality.
 The respondents agree that personality must be joined with responsibility to perform.
 The respondents never thought that explaining themselves could be a waste of time, but
in some other ways not in all time they should and may rather even be the start of
conflicts.
Problem 2 “How personality does affects the cooperative skills of the officers?”
 Through cooperation, distinguishing themselves that they are people oriented helps them
fulfill the set goals and objective of the organization.
 There are set of personality that affects trust and respect and the respondents thought
about this as one important ability.
 Even then, different personality affects cooperation especially when completing the
assigned task.
 The personality affects communication, leadership skills, personal opinion,
belongingness, empathy, and rendering value to co-officers.

Problem 3 “What kind of personality should a leader possess in order to build an effective
Student Body Organization?”
 They must possess extraversion, openness, agreeableness and conscientious when
interacting within the department and organization.
 A leader must have initiative, respectfulness, organized and confident when leading.
 Must also be happier and tries to reach for each co-officer.
 Do not find difficultness when praising co-officers for a job well done.
 Transparency is also one factor to perform for better understanding.

Recommendation
Based on the conclusion gathered, the following recommendations are addressed:
 The respondents should gain self-confident for the exertion of cooperation.
 The respondents must not just agree for respectfulness but must be able to show it for less
conflict, especially when explaining themselves.
 The respondents must not compete with other co-officer, since they are in one
organization with one goal and objective, instead they help one another.
 The respondents must develop transparency for each personality that affects
communication, leadership skills, personal opinion, belongingness, empathy, and
rendering value to co-officers.
 The respondents, as a leader must then possess extraversion, initiative, organized,
openness, agreeableness and conscientious.

APPENDICES
SURVEY QUESTIONNAIRE
CAPITOL UNIVERSITY
Human Resource in Organization
Age: __________ Course & Year: __________
Gender: _______ Date of Evaluation: _______
Dear respondents,
This is a survey of the influence of personality on leadership, communication and cooperative
behavior of computer studies student body organization. Your honest responses are highly
appreciated for the reliability for our research.
I. Instruction: Tick (✓) the best choice that best suits your answer.
1. Do you think that your personality as an officer affects your leadership, communication and
cooperative behavior in your organization?
YES SOMEHOW NO IDEA I DON’THINK SO
2. What kind of personality do you have as an officer of CS-SBO when you are with your co-
officers?
Extraversion: This trait includes characteristics such as excitability, sociability,
talkativeness, assertiveness and high amounts of emotional expressiveness
Agreeableness: This personality dimension includes attributes such as trust, altruism,
kindness, affection, and other prosaically behaviors.
Conscientiousness: Common features of this dimension include high levels of
thoughtfulness, with good impulse control and goal-directed behaviors.
Neuroticism: Individuals high in this trait tend to experience emotional instability,
anxiety, moodiness, irritability, and sadness.
Openness: This trait features characteristics such as imagination and insight.

3. Do you have any communication problems or are you having trouble in reaching up with your
co-officers?
YES SOMEHOW NO
3.1 If YES, do you think that affects your cooperative behavior towards your co-officers in your
organization?
YES SOMEHOW NO
4. What qualities and personality do you think that an officer of CS-SBO should have? Tick (✓)
as many as you like
Proactive Flexible Respectful Confident
Enthusiastic Resourceful Organized Consistent
Initiative Open to change
4.1 Do you think that you possess some of the qualities that you tick (question #4) as a leader of
your collage and as one of the officers of the CS-SBO?
YES SOMEHOW NO
5. Do you think that there is a feeling of cooperation in your organization despite that you all
have different personalities in your organization as a CS-SBO officer?
YES SOMEHOW NO IDEA I DON’THINK SO

II. Instruction: Tick (✓) the box that best choice that best suits your answer.
As an officer of CS-SBO: Strongly
Agree
Agree Neutral Disagree Strongly
Disagree
I view myself as a hands-on
I think that I demonstrate high levels of
initiative
I think that I am more task oriented than people
oriented
My own personal points of view and beliefs are
less important than those of co-officers
It is important that co-officers trusts and
respects me at all times
I need to feel as though I belong
If I am experiencing personal problems then I
will share these with co-officers
I find it difficult to understand anyone who puts
in minimal effort and doesn't seem to want to
develop their skills
I am happier if I am seen as the expert as far as
my co-officers are concerned
I find it easy to empathize with the people that I
lead
Explaining myself to my co-officers is a waste
of time
I rarely offer feedback to my co officers on how
they can develop their skills
I find it difficult to praise my co-officers for a
job well done
Transparency is extremely important to me and I
feel frustrated if I feel that information is being
withheld from me
I believe that most of the time I can complete a
task faster and to a higher standard than anyone
in the organization
I value every co-officers contribution equally
“Thank you for the time and effort for answering this survey questioner

CURRICULUM VITAE
Name: Augelyn C. Nacalaban
Contact Number: 856-9256
Email Address: naugelynnatsume@yahoo.com
Address: Corrales Ext. Brgy. Puntod, Cagayan de Oro City
Age: 21 years old
Date of Birth: November 6, 1992
Place of Birth: Cebu City
Civil Status: Single
Religion: Roman Catholic
Educational Background
Tertiary: Capitol University (SY: 2010-Present)
Secondary: Misamis Oriental General Comprehensive High School (SY: 2006-2009)
Elementary: City Central School (SY: 1999-2005)
Motto:
“You will never be happy unless not contented, with what you have and what you are.
Be proud for you are the son of God.”

CURRICULUM VITAE
Name: Bryan Agustin B. Oculam
Contact Number: +639363351718
Email Address: ryn.oculam@gmail.com
Address: Brygy. 24, Osmeña Street, Cagayan de Oro City
Age: 21 years old
Date of Birth: August 25, 1992
Place of Birth: Cagayan de Oro City
Tertiary: Capitol University (SY: 2013-2014)
Elementary: City Central School (SY: 1999-2005)
Motto:
"It is better to take the hardship of education than
to taste the bitterness of ignorance."

CURRICULUM VITAE
Name: Prince O. Popera
Email Address: ckprinzz67@yahoo.com
Address: 1195 Barra, Macabalan Cagayan de Oro City
Age: 20 years old
Date of Birth: June 22, 1993
Place of Birth: Macabalan, Cagayan de Oro City
Religion: Seventh Day Adventist
Secondary: Macabalan Nationa High School (SY: 2006-2010)
Elementary: Macabalan National High School (SY: 2000-2006)
Motto:
“Well done is better than well said”

CURRICULUM VITAE
Name: Michelle Mae A. Pescalia
Email Address: ba99.pescaliamichelle@gmail.com
Address: Zone 1 Punta, Bonbon, Cagayan de Oro City
Age: 23 years old
Date of Birth: June 7, 1990
Place of Birth: Agora, Lapasan, Cagayan de Oro City
Religion: Catholic Christian
Elementary: Corrales Elementary School (SY: 1997-2003)
Motto:
“If you will never TRY the answer will always be NO.”

CURRICULUM VITAE
Name: Miraflor L. Reyes
Email Address: aira_raken@yahoo.com
Address: Camaman-an, Cagayan de Oro City
Age: 19 years old
Date of Birth: August 26, 1994
Place of Birth: Mambajao, Camiguin
Secondary: Fatima College of Camiguin (SY: 2006-2010)
Elementary: Fatima College of Camiguin (SY: 2000-2006)
Motto:
“All truly great thoughts are conceived by walking.”

CURRICULUM VITAE
Name: Trixia D. Quinquino
Email Address: mexhia_26_4evr@yahoo.com
Address: Casinglot Tagoloan, Misamis Oriental
Age: 19 years old
Date of Birth: February 13, 1995
Place of Birth: Casinglot Tagoloan, Misamis Oriental
Secondary: Sacread Heart Academy, Bugo Cagayan de Oro City (SY: 2006-2010)
Elementary: Bugo Central School Cagayan de Oro City (SY: 2000-2006)
Motto:
“Attempt the impossible in order to improve your work”

CURRICULUM VITAE
Name: Elsie A. Panisan
Email Address: elsiepanisan24@gmail.com
Address: Zone 4, Sarat Agusan Cagayan de Oro City
Age: 25 years old
Date of Birth: September 18, 1988
Place of Birth: Sarat Agusan, Cagayan de Oro City
Religion: Catholic Christian
Elementary: Agusan Elem School (SY: 1997-2000)
Motto:
“If others can do, why can’t I?”

CURRICULUM VITAE
Name: Annalee T. Sumile
Email Address: annaleesumile@yahoo.com
Address: Scions, Kauswagan, Cagayan De Oro City
Age: 26 years old
Date of Birth: December 21, 1987
Place of Birth: Naasag Mambajao, Camiguin
Tertiary: Capitol University (2011-Present)
Secondary: Fatima College of Camiguin (SY: 2000-2004)
Elementary: Naasag Elementary School (SY: 1997-2000)
Motto:
“Contented with little, yet wishing for more”

CURRICULUM VITAE
Name: Marvie L. Quiem
Email Address: marvie_quiem@yahoo.com
Address: Camaman, Cagayan De Oro City
Age: 20 years old
Date of Birth: September 23, 1993
Place of Birth: Brgy. Indahag, Cagayan de Oro City
Tertiary: Capitol University (2011-Present)
Secondary: Indahag National High School (SY: 2006-2010)
Elementary: Pualas Elementary School (SY: 2000-2006)
Motto:
“Don’t waste time”

Bibliography
(en.wikipedia.orgwiki/students_union)
(http://www.wisegeek.org/what-is-the-role-of-personality-in-organizational-behavior.htm)
(http://smallbusiness.chron.com/importance-personality-organization-14502.html)
(http://www.dynamicfoundations.com/culture.htm)
(http://www.ask.com/question/international-cooperation-definition)
(http://en.wikipedia.org/wiki/Cooperation#Cooperative_systems)
(http://en.wikipedia.org/wiki/Organizational_conflict)
(http:// onlinelibrary .wiley.com/book/ 10.1002/ 9780470696712)
(http://en.wikipedia.org/wiki/Religion#cite_note-5)
(http://berkleycenter.georgetown.edu/resources/classroom/religion-and-conflict-case-studies)
(http://www.deccanherald.com/content/102304/F)
(http://www.colorado.edu/conflict/peace/example/sampson.htm)

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