The Big Five Personality Constructs

The 5-factor theory, is a theory that is a preference, with most researchers. The researchers, among different cultures, are in complete agreement

The five-factor model (FFM) is a contemporary construct describing personality. It incorporates five traits – openness, conscientiousness, extraversion, agreeableness and neuroticism also referred to as OCEAN. Within each dimension, there are specific personality attributes, for example, openness includes subcategories of feelings and actions. The FFM was influenced by Cattell’s 16-factor model (1957) and shares traits with many other personality theories such as Eysenck’s PEN model. There has been an ongoing debate discussing how many factors appropriately represent the brain structure of personality, suggestions have varied from 2-7, recently Almagor et al. (1995) advocated that a 7-factor model unfolds when evaluative traits are involved. Costa & Mcrae (1992) claim that the FFM is the best theory of personality, however, the model has received much criticism. Through examining different aspects of the model its credibility can be explored.

The Big Five personality test was created in the 1970 's by two independent research teams. One team with Paul Costa and Robert McCrae, and the other with Warren and Lewis Goldberg. The two teams had different methods that they tested but in the end they both ended up with the same results. The results were that no matter what culture, race, or language people have their personality fits into five dimensions of personality. The five dimensions were created after reviewing lots of surveys and data analysis called factor analysis. Now, just forty years later the Big Five is one of the most commonly accepted personality models.

“The Five Factor Model provides a compelling framework for building personality measures that seek to represent the domain of individual terms broadly and systematically” (Briggs, 1989 as cited in McAdams. DP, 1992, p. 332). The FFM consists

Openness the experience implies strongly a person who is acquiring intellect. Individuals are high scorer in this trait when they are curious, broad interests, creative, imaginative, and untraditional. And they are low scorer when they are conventional, down-to-earth, narrow, interests, unartistic, unanalytical. Subira seems to be mostly interested in things that are relevant in her life and how it applies to her striving to be a successful actress one day. Some examples are the way she dresses differently at times. She loves going to Greenwich Village to observe people there. The observations that she makes give her more ideas from which to choose in order to better develop both her craft and her characters. I give Subira a high rating in attempting to fully develop her characters that she will be called upon one day in a performance.

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.

Guilford (1959) defines personality traits as being ‘any distinguishable, relatively enduring way in which one individual varies from another’. Subsequently, trait theory can be identified as an approach to the study of human personality. The aim of psychologists, specifically trait theorists, is to explain similarities and differences between individuals based on traits. Although numerous psychologists differ on the amount of traits that are significant, each theorist categorizes personality traits along several broad type spectrums. This assignment will focus on comparing and contrasting Eysenck’s Hierarchical Theory of Personality and Costa and McRae’s Five Factor Model (FFM), two different trait theories of personality.

In 1990, J.M. Digman advanced his five factor model of personality, which Lewis Goldberg extended to the highest level of organization.[13] These five overarching domains have been found to contain and subsume most known personality traits and are assumed to represent the basic structure behind all personality traits.[14] These five factors provide a rich conceptual framework for integrating all the research findings and theory in personality psychology. The Big Five traits are also referred to as the "Five Factor Model" or FFM,[1] and as the Global Factors of personality.[15]

the five personality factor theory, as well as the theories on which it is based.

Extraversion can be described as a love for being around others, being social, and outgoing. This is often a positive trait however; it also is difficult for an extrovert to work well alone. Being an extrovert is a weakness at times because I find that I have a harder time being motivated and staying on track when I work in a solitary environment. I see this often in the office, during the traditional work week of Monday-Friday I am very productive. On these days I will interact with hundreds of people. If I work from home or work on the

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

The key to openness to experience would be to seek and gain new experiences. Managers with a high level of this trait are more creative and encourage others to try something different. Managers with a low level will think twice about taking a risk (McGraw-Hill, 2006).

found later on in the textbook is called the Five-Factor model of personality (Cervone & Pervin,

The Big Five has a huge effect on relevant and errand performance (Hurtz, Donovan, (2000). pp. 869). Neuroticism relates contrarily to job performance as employees are inclined to antagonism which prompts low job performance and fulfillment. Extraversion interfaces decidedly to job performance as employees are sure and blend around with individuals rapidly which prompts high errand performance and job fulfillment. Pleasantness likewise ended up being a substantial indicator for preparing (Judge, Higgins, Thoresen, Barrick, (1999). what's more will prompt superior as employees with these traits get alongside individuals rapidly. The openness and the amenability traits likewise have a few disservices, for example, open individuals may skip jobs frequently and pleasant individuals may surrender their accomplishment in satisfying other individuals. There are three motivational variables that influence the Big Five which thusly influences job performance. They are striving for common union (getting alongside individuals in the organization), achievement (being errand situated) and status (being in front of individuals in the organization). In spite of the fact that, exploration demonstrates that status striving is unequivocally interfaced to performance. These three variables spur an employee to work harder which builds employee performance (Barrick, Stewart, (2002). pp.

ntroduction The application of the Big Five Model of personality is made with the view to help the managers realize the kind of personality traits that are in existence in the team members. The self-evaluation is also done through big five model application so that the individuals could self-realize about their nature. This way it is an attempt to reveal the strength and weaknesses of the nature of a person so that the self-evaluation offers a chance to promote good habits and remove bad habits from nature. Also such evaluations help the teams in realizing their abilities and develop trust and dependence on each other for the improvement in efficiency of team (Bakker & Schaufeli, 2008). Description of Big Five Model of Personality: The big five model of personality is used by the organizations for deploying the most suitable human resource that fits the organization and team culture. This way the evaluation of the existing personality traits are made from the existing work force so that the blueprints of the required personality trait can be recruited or the changes in behavior of others can be brought in so that their personality can be brought in alignment with the team members. This way an effective work culture creating trust, harmony, effectiveness in the team and efficiency in the work environment is actually tried to be accomplished the evaluation using the big five model of personality traits. The concept of big five personality trait is actually taken from