Big Five Personality Model Of A Professional Workplace

The Big Five personality test is currently the most accepted personality model within the scientific community. In the 1950s, it emerged from the work of multiple different researchers who all obtained similar results when studying personality through each of their own methods. My results, which are based on the personality traits highlighted within the Big Five personality test, are as follows: my extroversion results were moderately high. This results suggests that, at times, I tend to be overly talkative, outgoing, sociable. My orderliness results showed to be moderately high as well. This suggests that I tend to be an organized, neat, and structured person throughout my daily life. My emotional stability results were low. This suggests that I tend to worry too often. According to my results, I tend to be overly insecure, emotional and anxious. My accommodation results were moderately low. This suggests that, at times, I can be overly selfish, uncooperative and difficult to work with, especially in groups.

Personality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the 'Big Five ' personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essay will also discuss some of the arguments against the relevance and accuracy of personality testing within the employment context.

One main goal of psychology has been established a model to describe and understand human personality. The five-factor model of personality is the most widely used model in describing personality types. The components of the Big Five are extraversion, openness, agreeableness, conscientiousness, and neuroticism.

According to our text, Henry Mintzberg created three managerial roles. These roles include interpersonal, information, and decisions roles. The interpersonal role requires a figurehead, leader, and a liaison. Informational roles require monitor, disseminator, and a spokesperson. Or in other words, informational roles involve "collecting, receiving, and disseminating information" (Pg 11). Decision roles need an entrepreneur, disturbance handler, resource allocator, and negotiators. According to Mintzberg, decisional roles should involve thinking and doing.

The Big Five Test is a compilation of 70 questioned geared towards “measuring how accurate or inaccurate the statements pertain to you.”(Wentz) This test is considered to be an objective test measuring certain traits of the individual taking it rather than states. Traits differ from states in the sense that traits are life-long characteristics; meanwhile states are temporary characteristics of an individual. This test was designed to measure the Big Five personality traits, including: extraversion, agreeableness, conscientiousness, emotional stability and openness. When you are listed as being in the higher percentiles for each of these categories, then you

Using the Big Five Project personality test, I assessed my personality in the aspects of openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism. After several questions, the results were given where my lowest score was in the category of openness and the highest score was in the agreeableness category. In the openness to experience or intellect, I scored in the percentile of 20 and it was deemed that I was somewhat conventional. Scoring high in this category meant that a person is creative and original, while those who scored poorly were deemed as conventional and close minded. In the conscientiousness category, I scored in the 58th percentile and I was considered to be neither organized nor disorganized. Those

After taking the Big 5 Personality inventory exam I have discover quite a lot about myself. From greatest to least my scores fell as followed; Agreeableness (34), Conscientiousness (32), Extroversion (30), Openness to Experience (29), and Neuroticism (25). Viewing my scores and reflecting on them I have made many discoveries and revelations about my personality that I had never considered before. Each one of the scores told me something different about myself.

The world of business has undergone radical and dramatic changes in the last decade changes that present extraordinary challenges for the contemporary manager. A manager is an organizational member who is responsible for planning, organizing, leading, and controlling the activities of the organization so that the goals can be achieved. According to a widely referenced study by Henry Mintzberg, managers serve three primary roles: interpersonal, informational, and decision-making. Management is process of administrating and coordinating resources effectively and efficiently in an effort to achieve the goals of the organization.

Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee

There are so many different ways to describe a person’s personality; however over time researchers have came up with five different dimensions of personality called the Big Five Personality traits. Those include Openness to Experience/Intellect, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. I had the opportunity to take the Big Five Personality test, where I was presented with statements that asked me to indicate a perception about myself. When I received my results I felt very content. Since Seven County Incorporated hypothesizes that “traits are usually measured as percentile scores, with the average mark of 50 percent”. (“Seven Counties,” n.d.).

Sport and exercise in today’s society can have many positive benefits. Sport may cater for all through both individual based sports and team based sports. The benefits of playing sport include, positive mental health, combats obesity, satisfaction, self-esteem and reduces cardiovascular disease. Although sport has many positives there can also negative factors to. Examples of this would be pressure to perform or pressure to win. Many people take part in Exercise for their own benefits, people will have different goals, some will participate in exercise just to keep fit whereas others will set targets to reach different levels of fitness. When it comes to motivation in sport there is two different types,

A “trait” is a temporally stable, cross-situational individual difference. Presently, for studying personality traits there are two important models with five factors, Costa & Mc Crae’s Five Factor Model, and Goldberg’s Big Five (as sighted in Mc Adams, 1992). In Five-Factor Model there are five traits named as Extraversion, openness, Agreeableness conscientiousness and Neuroticism. The Big Five model replaces “neuroticism” with “emotional stability”, and names the “openness” factor “intelligence”. The Big Five are based upon factor analysis of the entire trait-descriptive adjective in a natural language, as collected from a dictionary. The Big Five are meant to provide a comprehensive description of phenotypic

The effective management of an organization can only occur once a manager fulfils his/her roles and responsibilities to the organization. Henry Mintzberg (1973), stated there are three categories to the roles of management namely, interpersonal, informational and decisional. The interpersonal category of Mintzberg’s theory contains the element of leader, as the leader, subordinates look to management for instructions, guidance, motivation and support for the completion of tasks. "Motivation may be defined as the degree to which individuals commit effort to achieve goals that they perceive as being meaningful and worthwhile" Johnson, & Johnson (2003). Nevertheless, management as a leader must understand his/her roles and how these role are to be performed effectively while considering his/her working environment.

Over the past hundred years management has continuously been evolving. There have been a wide range of approaches in how to deal with management or better yet how to improve management functions in our ever changing environment. From as early as 1100 B.C managers have been struggling with the same issues and problems that manager's face today. Modern managers use many of the practices, principles, and techniques developed from earlier concepts and experiences.

Henry Mintzberg’s managerial roles have three main areas "managing information, people and action” (Schermerhorn et al 2011 pg. 20). The reason for Mintzberg’s roles is because a managers in real life don’t perform functions in a well thought out meticulous manner as is its fast paced and hectic. Mintzberg defines the roles as informational, interpersonal and decisional. Informational roles Mintzberg identified are monitor, disseminator and spokesperson this is focusing on how a managers deals with information. A successful manager will be able to gather the information from subordinates rapidly and efficiently distribute the information to its required area. On top of that is interacting with other departments or team by sharing information with them and or keeping people outside of the organisation informed. (Schermerhorn et al 2011; De Bono & Foster 2004). This information transfer involves keeping good relations