PERSONALITY AND OCCUPATION:
CREATING THE IDEAL SITUATION


Jason P. Nakasato
Psychology 26O
Professor Leon James
June 22, l994



Introduction
What is personality? Different theorists use the concepts of language in their theories to carve their preferred formulations of personality. Some make it a total entity which cannot be viewed, while others view it from the individual in question. Some pe ople define personality as the sum total of relatively unitary characteristics, whereas others look at it in terms of its impact on others.
Our text, Personality: Theory, Research and Applications theorizes there is a common theme which runs throughout most definitions of personality. "Personality usually refers to the distinctive patterns of behavior (including thoughts and em otions) that characterize each individuals adaptation to the situations of his or her life." (Mischel, 1993, 5)
In this paper, I will explore the role of personality in occupations, or more suitably, vocational development, at three different levels: 1 ) during adolescence, where the majority of us begin inclination toward a certain career, 2) the actual stage of j ob selection, and 3) success and satisfaction in the work itself In the course of exploration, the question that will constantly be asked is: Does personality play a role?" If so, what is its impact.

Adolescent Exploration and Expectations
"Some degree of early identity closure, knowing what kind of person one wishes to be and the intellectual and moral enclave in which one wishes to participate is almost essential for effective preparation for adulthood effectiveness." (Clausen, 1991, 8O6)
During adolescence the majority of us seek to gain an identity. This is the time in our lives which we struggle to establish new external an internal guidelines for our thoughts, feelings and actions We begin to explore our interests and test ourselves to discover abilities. During adolescence many of us are met with the demand that we declare a c areer choice or at least an educational objective. We are in a period of exploration and it is very important for us to realize this. But why now? Why are we being pushed into thinking about our future when a lot of us can't even deal with the present?


Adolescent Competence
Clausen ( 1991), in an article on Adolescent Competence and the Shaping of the Life Course, stresses that competent adolescents should have more stable careers because they will more often be rewarded for their attributes than less competen t ones. Competence, according to Clausen, entails the following: 1 ) knowing something about one's intellectual abilities, social skills, and emotional responses to others; 2) knowing one's interests and developing them, 3) knowing about available options and thinking about how to maximize or expand those options. 4) having the ability to make accurate assessments of the aims and actions of others in order to interact responsively with them in pursuit of one's objectives; and 5) having self confidence.
"The competent individual will enjoy the advantage of being seen as a desirable
employee as well as a potential leader because he has made a more realistic choice
in education or occupation as an adolescent. Because of career stability, high
i ntelligence and other factors, competent individuals experience less personality
change in personality from one period to another throughout the life course."
(Clausen, 1991, 810)

Is this true?

Discussion and Self-Witnessing
As and adolescent I can remember certain thoughts that were with me all the time. They always seemed to be about doing well at sports or being cool around my friends. Popularity among my peers consumed me. Why? It was all because of this one girl whom I a dored but was to afraid to approach (lack of self-confidence). I figured that if I was really "cool" she would come to me. It never happened.... Getting back to the subject, during adolescence I never realized the payoff value of early competence in today 's society. Ever since I was a little kid I always told myself that when I grow up I would become a coach. Therefore I never really examined my true interests, intellectual abilities, and social skills. But come to think of it I wonder who did? It was pro bably those people that I used to call nerds. Today, if I were back in high school I would call them COMPETENT! They knew that if they chose the path to their future wisely, they would more likely remain satisfied with the choice(s) that they would make. And if they anticipated future developments and if they had the necessary abilities to do what they want to do, careful choices would produce more success than casual choices or mere drifting.

Adolescent Competence and (Lifetime) Personality Change
The issue of personality change or constancy has long been debated. It is commonly believed that certain facets of personality have high stability (especially cognitive skills) while others seem much more variable over situations and over time. (Costa, Mc Rae, 1980, 69) Clausen tested his hypothesis that men and women who scored high on adolescent competence would show substantially less change in personality from their adolescent years to later periods in the life course than those low in competence. This is what he discovered. Overall personality profiles in later maturity show little resemblance to those of adolescence. However, men and women who had been highly competent in adolescence showed remarkably less personality change than their less competent peers. Early self-confidence became a more potent prediction of personality resemblance to later maturity than to early maturity. The zero-order correlation between adolescent competence and personality resemblance over the life course is so high in the case of men that no other variable comes close to having a significant effect when competence is part of the regression equations. (Clausen, 1991, 812-842)

Discussion and Self-Witnessing
Is personality change good? Personally, I believe it is good if the change is moderate and is used as a tool of self improvement in order to maintain a good relationship with an individual or a group of people. In other words changing a minor area of your already established personality in order to adjust to a given situation is okay. Through personal experience I can say that trying to assume a whole new personality can be very unhealthy. Why? It's because you tend to lose sight of who you really are. Fo r six years I moved in and out of different jobs. The type of job that I would obtain would always be work in which much physical labor was involved At the same time I had a "friend" who was very successful at selling narcotics. So I decided to give it a try. Why not? I had nothing to lose. I was going nowhere and I wanted to make a lot of money fast. So I became a dealer. As soon as I made my first sale I thought to myself hey this is easy and the people I'm selling to respect me a lot. From then on I be gan to assume a totally new identity or personality. At first I thought it was great and nothing could go wrong. But then I began losing track of who I really was, not only because of the people that surrounded me but also because I just wasn't getting th e gratification that I needed from doing this type of work. I began feeling "lost" in a world which I did not belong. So I not only was selling anymore I became a user From than on my life went downhill until I was so devastated that I couldn't take it an ymore I believe that when a person feels "lost" he will try to do anything to belong. That is why a number of people turn to drugs and alcohol. They realize that the type of occupation they are in does not suit their personality but what do they do? I gue ss it's up to them, isn't it?

Job Selection
How do you know if a chosen occupation is the right choice for you? Good question. According to the self-concept theory, "the occupation preferred should be one in which the individual expects to be able to be the kind of person he or she perceives him or herself as being, to assume a role which is compatible with the self concept." (Super, 1957, 232) In other words the choice of an occupation is one of the points in life when a young person is called upon to state rather explicitly his concept of himself to say definitely "I am this kind or that kind of person." According to Donald E. Super (351) in a journal article titled Vocational Adjustment: Implementing A Self Concept; "Tracing the processes of making a vocational choice and adjustin g to an occupation is, essentially. describing two processes - that of developing a picture of the kind of person one is, and trying to make that concept a reality." In approaching an occupation one must also realize that some occupations are clear cut an d well defined with sufficient precision but others call for the individual to adapt to the many different kind of roles within the occupation. This is where problems can occur because of the variations in occupational perceptions

Personality Portraits
The personality in the form of needs is related to occupational choice when the occupation is defined with sufficient precision. (Super, 1957, 233) The following are suggested personality portraits of various occupations. Personality sketches may be of so me value if it is remembered that there is great room for variations. Understanding the typical personality pattern may provide orientation to the group of colleagues a person will find in that occupation, and it may help him judge whether he will find th e work and associations congenial. (Super, 1957, 235)
Psychologist - show more concern with interpersonal relationships than do other scientists, including closer ties with parents and more conflict connected with these bonds. They are more dependent themselves and more supportive of others. Psychologist s appear to be able to exercise the rational controls common in other scientists, but less inclined to do so in their daily living.
Artists - are characterized as withdrawn, narcissistic, emotionally flat, with a marked element of strangeness and anal traits. They appear to be men and women who made poor contact with the world around them, react differently to situations, require little association with others, do not seek affection or sympathy, get little satisfaction from mastery or status, seek outlets for regressive tendencies in the culturally acceptable media of' art For them, the drawing board is and island, removed from hu man contact7 which permits them to retreat into fantasy while maintaining contact with reality.
Mechanics - were found to be characterized by strong needs for achievement for taking care of and saving things, for recognition, for affiliation, and for restraint Their need to take care of things is a successful way of dealing with aggressive impul ses. These men appear to have chosen an occupation which provides a satisfactory outlet for their controlled, aggressive needs, one which is appropriate also for the sex-related roles they wish to play.
Retailers - did not reveal group characteristics which permit as clear a portrait as seemed possible for art students. But anxiety was noted in this group more often than in other groups, together with a more pronounced emphasis on money, status, and power. The needs to attack, dominate, and emulate were significantly high in the men, who were on the whole an aggressive, masculine, group.
Dental Hygienists - were characterized by strong needs to sympathize, help, and protect, to establish close personal relations with others, and to restrain impulses. They seemed to find in their work as dental hygienists an opportunity to play a suppo rtive and motherly role which they seemed likely to continue to play later in marriage.

Organizational Attraction and the Person Environment Fit
Research was done by Virginia Schein and Thomas Diamante to test the hypothesis that individuals who score high on a particular personality characteristic are more likely to be attracted to an organization reflective of that characteristic than individual s who are low on that characteristic. The research design covered three separate empirical studies designed to test this hypothesis. Each study focused on one particular personality characteristic, as measured or perceived from the individual or organizat ional perspective. The three characteristics were dominance, nurturance, and autonomy The subjects included 385 advanced management candidates.
The evidence found reinforced the hypothesis. "Individuals are attracted to an organization based upon a perceived congruency between their own personalities and that of the organization." The results of this study point to the importance of attending to the attraction and choice process as well of the selection process. (Schein, Diamante, 1988, l 67-173)

Organizational Screening
Employee turnover is a problem that raises costs lowers productivity, and dampens morale. Preemployment testing offers a way of effectively and inexpensively predicting whether or not an individual is suited for a certain job. Nearly 8O% of turnover is du e to mistakes in hiring that result in the employee leaving within the first six months of the job. (Brown, 1993, 14-15) Many companies believe it is best to take a battery approach. Look at all aspects of the person as much as feasible - and make decisio ns with everything in mind. The assessments they use include interest surveys, skill and aptitude tests, behavior and personality measures. What the company does is try to compare potential employees with people who are or have been successful in the posi tion to be filled. (Solomon, 1993, 100-101) A study investigated whether applicant personality characteristics were interpreted by interviewers as important components in the hiring process. In summary the investigation supported the following conclusions that actual interviewers a) have reliable an largely accurate conceptions about the personality characteristics of proto-typical job incumbents, and b) use this personality information in both realistic and artificial employment contexts. c) Modify their judgements of suitability appropriately to account for differences in application competence. (Jackson, Oberman, Paunonen, 1987 96-114)

Discussion and Self Witnessing
Intelligence is a key in the actual stage of job selection because those of us who have taken the time to implement a self- concept, to examine various "occupational portraits", to match our own personality with that of the organization, will feel much mo re comfortable with the choice we have made. As a result of making a careful, thought out choice I believe that stability will permeate our lives. We will have better control of our thoughts, feelings, and actions because we are extremely familiar with ou r personality (self).
I am not proud to admit that I have had a numerous amount of jobs. Upon examining why I had so many jobs I've come to the conclusion that it's because of the fact that I did not go through the proper way of selecting a job. Each job that I had obtaine d had been through a friend or relative Because I have a deep fear of rejection, in my job selection process I made sure that I wouldn't be rejected. This turned out to be a very bad idea. Each job I tried turned out to be unsatisfactory. That is why I am here now writing this paper. And because of this paper I now realize what I need to do in order to succeed.

Job Success and Satisfaction in the Work Itself
Job success may be interpreted in several different ways. 1 ) It may be defined as the level attained on the occupational ladder. 2) Success can be defined as success on the job 3 ) Success may also be viewed as a form of recognition of achievement. (Supe r, 197, 236-239) But how is success related to personality According to certain surveys of employment records, emotional problems are the most common cause of discharge from employment. I his indicates that personality characteristics are indeed related t o occupational success. Relationships between personality and occupational levels have been found because their are interest and value differences between occupational levels. Few studies have attempted to make sure that personality differences are associ ated with occupational levels. However Blau (36), gives a logical analysis on social mobility and interpersonal relationships. He states: "mobile individuals are not so well integrated socially as non-mobiles, their occupational and social roles are not c ompatible; they are behavior deviates and suffer from feelings of insecurity." Very little studies have also been done on the relationships between personality and success on the job and advancement in the occupation. But I would feel safe to say that per sonality is related because if your personality matches that of the organization or the type of work you do then wouldn't success and advancement come naturally simply because of sheer enjoyment?

Personality Measures as Predictors of Job Performance
Murray Barrick and Michael Mount investigated the relationships between the Big Five personality dimensions and supervisor ratings of job performance using autonomy as the moderating role. The Big five factors are: 1 . Extroversion (e.g., sociable, talkat ive, and assertive), 2. Agreeableness (e.g., good-natured, cooperative, and trusting), 3. Conscientiousness (e.g., responsible, dependable, and trusting), 4. Emotional Stability (viewed from the negative pole; tense, insecure, and nervous), and 5. opennes s to Experience (e.g., imaginative, artistically sensitive, and intellectual). A sample of 146 managers from a training program measured the extent of autonomy in their job. Supervisors also rated the subjects job autonomy, as well as their performance. C onsistent witl1 expectations, the validity of conscientiousness and extroversion was greater for managers in jobs high in autonomy compared with those in jobs low in autonomy
The validity of agreeableness was also higher in high-autonomy jobs compared with low autonomy ones, but the correlation was negative. These findings suggest that degree of autonomy in the job moderates the validity of at least some personality predictors. (Barrick, Mount, 1993, 111-118)

Discussion and Self W itnessing
I have had difficult time interpreting the research information which I have found on personality and job success. Through personal experience though I can see a more clear relationship between the two. one of the first jobs which I obtained was in the fi eld of construction as an electrician one of my co-workers was several years ahead of me in the apprenticeship program. As he became more knowledgeable he was given the opportunity to run a job. I noticed his personality had changed with this new sense of responsibility. His self-confidence grew immensely He became more authoritative and more decisive. He basically turned from and introvert into an extrovert. It would seem from this experience that personality has less of an effect on job success but rath er job success has more of an effect on one's personality.

Why Some Succeed More Than Others When picturing success. many people envision having enough money to buy all the pleasures that life has to offer. other people will feel successful if they are at peace with themselves. Such people tend to be more concerned with doing what they think is r ight or important rather than working for self-interest. According to Michael O Connor, there are four distinctive value systems: the traditionalist, the in-betweener, challenger and synthesizer. Challengers have a determination to get ahead that is unmat ched by those in any other value system. So determined are they that they continually seek out those in position of power in expectation of generating a new position, they are masterful at playing politics. They are driven to enhance their status in life, and over the span of a career, challengers are much more likely to succeed than those possessing other value systems. (Divita, 1993, 8-14)

Work Adjustment "Personality demands which are made upon an individual by his work are frequently a much a function of his work environment, including the people with who he has to interact, as of the kind of work." (Super, 1957, 5)
Decision making, self-assessment, information gathering, integration, and job-search strategies will be useful in job performance and expansion. In order to use them effectively to stay employed and grow with a job, a final skill work adjustment must be l earned. Besides the lack of specific job skills, the primary reason people lose their jobs is the inability to get along with others in the work setting to perform effectively in a new environment, one must look for and learn the hidden rules of behavior for getting a promotion and dealing with co-workers on a daily basis. "It is necessary to negotiate successfully the complex maze of daily interactions with your peers. This involves learning the social pecking order, dress habits, conversational customs, and individual roles. Fitting comfortably into a changing work group involves learning to interact pleasantly with and be tolerant of all kinds of people, but it often requires much more than that. Many situations require that each work group member do p art of a total job, which means that members agree on goals an methods of operation and must be able to depend on one another. This requires working together, giving and taking directions, and sharing ideas and credit- which in turn require patience, kind ness, tolerance, discretion, tact, and, when all of the above fail, the ability to handle conflict." (Carney, Wells, 1991, 166-1 96O) Perhaps this is the closest relation in personality and occupations.

Discussion and Self Witnessing
I believe the closest relation between personality and occupation is found in "work adjustment" In most jobs you work with other people who have different personalities. Learning to cope and adjust to various personalities are many peoples biggest problem . This (leaning to adjust) isn't an option but rather a necessity if you hope to find your job enjoyable and more rewarding. By going through the correct phases in job selection you are getting a general idea of the people you will be relating to. I howev er this doesn't automatically mean you'll get along. It only makes adjusting a little easier because hopefully they obtained the job for the same reasons you did. Some of us just cannot get along with others. If this is true may I suggest you take this in to consideration before choosing a job.
The last job I had was working as a cook. The work was easy because we didn't put together complicated dishes. our menu was standard local food. My superior was an old man who was very stubborn and very difficult to get along with. He was the boss and he wouldn't let you forget this. Things had to be done exactly his way or he would get so upset that he would start yelling and throwing things around the kitchen thus he would constantly tell people what to do and when to do it. From my experience as a co-w orker I don't think this was such a good idea. By trying to assume so much responsibility for himself the stability in the work itself was not there. It was dependent upon his mood. Basically he couldn't bring himself to trusting anyone with any responsib ility. It was part of his personality which he refused to change. I guess he felt insecure about letting someone else "show him up". But he had failed to realize that everyone needs to create a little identity of their own when it comes to work. He made n o room in his personality for adjustment. No compromises were made. Because of this moral was low and directly influenced job performance as well as job success. The motivation to work hard was being killed by the old man's dominant and stubborn attitude. The turnover rate of assistant cooks was extremely high.

Conclusion
Creating the ideal situation for yourself is what it's all about. Having the power to choose where to work, whom to work with, and what type of work to do is entirely in your hands. If you choose wisely I believe that stability and happiness will permeate your life. Work is a big part of people's everyday life. Supposedly, if one has balance in his life he should be spending eight hours a day working, eight hours "playing", and eight hours relaxing. Because we spend so much time working wouldn't it be bet ter doing something we love to do? If we love to do something don't you think we would try harder to achieve? Relate better to others at work because we know that they have this love to? Automatically reap benefits such as promotion and recognization simp ly because of this love? Yes we would!
By obtaining early competence, selecting the right job, striving for job success through job is performance the only gain has to be positive. Examining your personality allows you to be placed in a ideal situation for yourself It is difficult to enter an occupation and try to match your personality without having some general knowledge of what both the occupation and your personality is like. It's like going through life blindfolded take off those blindfolds! Not being able to "see" is a major reason why there are so many unhappy people stagnant in jobs which they don't care about. Having the sense to put yourself in the best possible situation can only bring about a totally positive effect on you and your personality. As a result you will feel good about who you are and what you're doing. This self confidence will carry on in what ever you attempt to do...

Collecting the Information (Library Research)
Doing a research paper of this magnitude was a first for me. It was a difficult task but a worthwhile one. Believe it or not I had never used any of the computers at the library before. I've always wanted to but never had any reason until now. I cannot be gin to describe to you the amount of knowledge I obtained by taking this class. Not only am I able to use KARL and the CD-ROM but I know how to view microfilm, find books and journals, and even work a copy machine. These are just a few of the things that I learned by listening in class, attending the library class which was offered to us, and actually taking the time to work on this paper (trail and error). I went from no confidence in doing research to becoming an extremely self confident fact finder. Yo u know what really amazes me about doing research? It's the fact that out of all those millions of books, journals, newspaper articles, you name it, I am able to pinpoint the exact location of the information that I need. When I really think of it, accomp lishing this feat alone kind of "blows my mind". It makes me feel intelligent.
Taking the advice given to us in class the first thing I did in beginning my research was to ask the librarian for the different thesauruses so I could look up related terms under my topic. I made a list and it looked like this:

-Personality and Occupational Aspirations
-Personality and Job Applicant Attitudes
-Personality and Job Satisfaction
-Personality and Career Development
-Personality and Occupational Interests
-Personality and Occupational Success
-Personality and Job Applicants
-Personality and Job Characteristics
-Personality and Occupationality Guidance
-Personality and Career Education
-Personality and Occupational Choice
-Personality and Occupational Attitudes
From here I was able to begin my search. I started with the CD-ROM first because I figured it would be easier to view journals and newspaper abstracts rather than skim through an entire book. This was to see what type of information I would find on my top ic so I could begin to have a general direction in where I wanted to go with this paper. My brother was there to assist me since I had never used the CD-ROM before. It was he who suggested that we begin here also because he said if I found an article real ly appealing than I could look at its bibliography and lake references from there to go a little deeper into a certain area. I must have spent at least eight hours all together on the CD-ROM combined. It took a long time to examine each newspaper and jour nal abstract and to determine whether it was relevant to my topic But finally I had found enough information to have a basic idea of what topics I wanted to cover under my subject. From there it was only a matter of copying the journal articles so I could take them home to read. Some of them were in microfilm, some were in the current periodical section, and some were bound and located on the second and third floors of the library.
After reading the articles certain ideas were still a little sketchy because I needed more. A lot of writers just bring up certain points of other writers to back their viewpoints. I thought my brother had a really good idea when he suggested taking refer ences from some of the journals. The authors of these journals have already done extensive research and probably knew which other authors covered my topic the best. This saved me so much time because I didn't have to use a subject search with KARL. By usi ng a name search to locate a particular author I was able to find the books I needed to clarify certain viewpoints. Luckily all the books were in the same section with a whole bunch of other books. It was only a matter of choosing which books suited me be st. After reading these books I was ready to write.
From my experience in doing library research may I suggest that you begin early. Many problems can arise that require some time to fix. An example is obtaining a really good book which has already been checked out. It takes about two weeks to recall the b ook in order for you to use it. Don't be afraid to ask the Librarian for help. It's their job to assist students like us who don't have much knowledge about the library. And most of all don't get frustrated if the research isn't going so well. The reward of finishing any type of research project will only benefit you. When you're actually finished you'll look back and realize that all the work and effort you put into it is really worth it. Trust me.

References

Barrick, Murray R., Mount, Michael K. (1993). Autonomy as a Moderator of the Relationships Between the Big Five Personality Dimensions and Job Performance. Journal of Applied Psychology, 78, 111-118.

Brown, Marlene (1993). Pre-Employment Tests Can Match the Right Applicant to the Right Job. Management World, 19, 14- 15.

Carney, Clarke G., & Wells, Cinda Field (1991). Work Adjustment and Career Expansion. In Clarke G. Carney & Cinda field Wells (Eds.), Discover the Career Within You (pp. 166- 196). 3rd ed. California: Brooks/Cole.

Clausen, John S. (1991). Adolescent Competence and the Shaping of the Life Course. American Journal of Sociology, 96, 805-842.

Costa, J.A., & McCrae, R.R. (198O). Still Stable After All These Years: Personality as a Key to Some Issues in Adulthood and Old Age. In Paul Baltes and O.G. Brim (Eds.), Life Span Development and Behavior. (pp. 66-l02). New York: Academic Press.

Diamante, Thomas & Schein, Virginia E. (1988). Organizational Attraction and the Person-Environment Fit. Psychological Reports, 62, 167-173.

Divita, Sal (1993). Why Some People Succeed More Than others. Marketing News, 27, 8-14.

Jackson, Douglas N., Oberman, Steven M., Paunonen, Sampo V. (1987). Personnel Selection Decisions: Effects of Applicant Personality and the Letter of Reference. Organizational Behavior and Human Decision Processes, 40, 96-114 .

Mischel, Walter (1993). Introduction to Personality (5th. ed.). New York: Harcourt Brace Jovanivich.

Solomon, Charlene Marmer (1993). Testing Is Not At Odds With Diversity Efforts. Personnel Journal, 72, 100- 104.

Super, Donald E. (1957). Personality and Vocational Development. In John F Mee, Warren G Bennis, William Foote Whyte (Eds.), Psychology of Careers (pp. 22S-242). New York- Harper and Brothers.

Super. Donald E. (1957). The Need For A Theory of Vocational Behavior, Vocational Development (pp. 1-18). New York: Teachers College Columbia University.

Super, Donald E. (1988). Vocational Adjustment. Implementing a Self Concept. The Career Development Quarterly, 36, 351-358.
Glossary of Terms

Adolescence- the time of life between puberty and maturity; youth.

Autonomy- the fact or condition of being autonomous; self-government; independence.

Cognition- the process of knowing in the broadest sense, including perception, memory,
judgement, etc.

Competence- condition or quality of being competent; ability; fitness, specify legal capacity,
power, or jurisdiction. sufficient or adequate.

Dominance- a dominating, or being dominant; control; authority.

Enclave- to enclose; lock in.

Extroversion- an attitude in which a person directs his interests to things outside himself and to
other persons rather than to his own experiences and feelings: opposed to
introversion.

Introversion- an attitude in which a person directs his interest to his own experiences and feelings
rather than upon external objects or other persons: opposed to extroversion.

Nurturance- the act or process of raising or promoting the development of; training. rearing,
upbringing, fostering, etc.

Occupation- that which chiefly engages one's time; (one's) trade, profession, or business.

Personality- 1 .the quality or fact of being a person 2. the quality or fact of being a particular
person; personal identity; individuality 3. a) habitual patterns and qualities of
behavior of any individual as expressed by physical and mental activities and
attitudes; distinctive individual qualities of a person, considered collectively
b) such qualities applied to a group, nation, etc. or to a place 4. a) the sum of
such qualities as impressing or likely to impress others b) personal attractiveness
5. a person; esp., a notable person; personage.

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