The Big Five Personality Traits

After taking the Big Five Personality Assessment, I was able to decode certain aspects of my personality and analyze whether different strengths and weaknesses. One strength I found was me openness to experience. Being open to others and their ideas has broadened my horizons. I have found that I have so much to learn from others. Whether their ideas are positive or negative, they provide feedback which overall has increased my communication skills. This is a recent strength for me. With prior companies, change was delivered as bad news, we were not taught to work with our peers but rather compete. With my new company I am experiencing the opposite side of the spectrum. I am encouraged to communicate with anyone needed, regardless of

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.

Following, we have obsessive-compulsive personality disorder. This is where individuals are obsessed with orderliness, perfectionism and complete control, as well as rules, details and schedules. While this might sound like a great set of attributes, people with this disorder are often easily stressed. Also, they tend to be surprisingly inefficient, because they spend extra time planning and worrying about tasks, instead of simply doing them. They are very rigid when it comes to beliefs and moral issues, which leads them to be perceived as very

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

A person’s personality trait can define who they are. Some can tell these traits by the way a person reacts to certain situations, personal or on the job. A person develop traits from the way they were raised and the environment that surrounded them. Everyone carries some type of personality trait, but no one carries any that are identical. Managers have personality traits just like everyone else. Traits are linked personally and indicates a person’s character. No one has the same feelings or thoughts. So it is vital for manager to understand their personal traits and figure a way to use them in management. These

These experiments were conducted to show how the Bog Five personality traits contribute to a prosocial response to the pain of others. The aim of the experiments is to find out how peoples Big Five personality traits are used to observe other’s pain assessments. With the hypothesis of the experiment being conscientiousness and agreeableness would be the traits that greatly contribute to the judgements of the observer when confronted with others expressions of pain. Two experiments were undertaken to prove the hypothesis. In experiment one 59 healthy participants

We all have a personality. Some people are more outgoing and a bit more spontaneous. Some people rely on factual data or logic when making decisions. There are some of us that are more nervous and or insecure than others. People find themselves trust-worthy and dependable. These are all personality traits and our textbooks states that “personality traits influence, among other things, how you interact with others and how you solve problems” (Robbins, S. P., De Cenzo, D. A., & Coulter, M. 2015). An individual’s personality also plays a role in motivation in the workplace. In an article by Gannon University, the author writes that “Personality directly affects motivation, as people with different traits and characteristics behave and operate

High self-monitors are highly attuned to cues of situational requirements (Naqvi, 2013, p. 474). Their displays of emotion are controlled through external cues rather than how they feel at that moment (p. 474). The managers could hold training sessions on self-monitoring as it may help reduce the chance of burnout (p. 474).

Due to the positive associations made with conscientiousness, it may be considered as the hallmark of all personality traits, which is related to success in many important facets of life (Boyce, Wood & Brown, 2010, Roberts et al., 2014 & Ashton, 2013). It is unsurprising then that according to DeNeve & Cooper (1998), conscientiousness is considered the most important predictor of life satisfaction, as well as being influential in an individual’s subjective well being (SWB). The trait of conscientiousness facilitates individuals to act upon behaviors that are directed towards certain circumstances that lead to a positive SWB (McCrae & Costa, 1991). Thus, conscientiousness is identified as being a contributory characteristic, having an indirect influence on the well-being of an individual (McCrae & Costa, 1991; DeNeve & Cooper, 1998).

There are numerous different research projects that have been performed in hopes to discover a new way for managers to be more effective and successful in their day to day activities. A remarkable amount of research supports that five basic dimensions underlie most personality

Using some of the Big Five Personality Traits, Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, the character of John will be brought to light. John is a common man, a hard worker, a family man, and also happens to be my dad. But what sets him apart?

The following term paper discusses in three parts, from examples derived from scholarly articles and/or books and in critical review style, the need for achievement which falls under the openness to experience in the Big Five personality traits. Upon discussing the need for achievement trait, there is included explanation of the Big Five, its background, and the role it plays in helping to determine certain facets of personality, mainly the need for achievement’s main facet of openness to experience. Also included explanations of the conscientiousness and openness to experience traits will be added to help further the understanding of what exactly the need for achievement and artistic creativity falls under and how the role of these main character traits help to determine how it influences the actions or lack thereof within individuals, including and directly relating to my own self. This leads to the last explanation which will be how the need for achievement is portrayed within me, how it affects my choices, and how it plays a role on my own decision making processes as a woman compared to a man.

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

Many contemporary psychologists believe that there are five basic dimensions of personality and refer to them as the ‘Big Five’. The five-factor model (FFM) of personality is a theory based on five core categories of human personality – openness, conscientiousness, extraversion, agreeableness and neuroticism. While different theorists may use different terminology, the five factors or personality traits have shown a rather consistent pattern over time. This study briefly examines the history, strengths and limitations of the five-factor model.