What is Personality Profiling?

The big five factors that define an individual’s personality are: emotional stability, agreeableness, extroversion, conscientiousness and openness. Let’s include all of these when we talk about the big five personality factors of John Mackey, CEO of Whole Foods.

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.

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

The concept of the Big Five personality traits predicts the individual’s behavior at work. The Big Five personality traits are extroversion, agreeableness, conscientiousness, emotional stability and openness to

Psychological profiling is defined as a process of linking an offender’s actions at the crime scene to their most likely characteristics to help police investigators narrow down and prioritize a pool of most likely suspects (Psychological Profiling, n.d.). The psychological profiling of offenders has three goals; to provide the criminal justice system with a social and psychological assessment of the offender, to provide the criminal justice system with a psychological evaluation of belongings found in the possession of the offender, and to provide interviewing suggestions and strategies (Holmes & Holmes, 2009). Profiling of suspects can be tracked as far back to the 1880’s. However, it wasn’t until the twentieth century that forensic psychology

Chapter five “Personality and Values” In this chapter I learned about the Big Five personality traits; extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience.

inspection can be analyzed and broken down. Personality, when broken down, is really just a

When Samantha arrived on the unit, the first impression was that the client was a rich, privileged spoiled child in a 40-year-old body. The client was admitted post an overdose and driving into oncoming traffic. She was involuntary committed by law enforcement when cut wrists were also noted. The client was arrogant and very mean towards staff and peers. In the early part of the assessment, the client continued to be blunted, angry, and uncooperative. When the client was asked about allowed collateral calls about discharge planning, the client burst into tears. Totally changed the client begged for the mother not to be contacted. The client stated there was not a good relationship and in fact the mother was mentally ill also. The

The “Big Five” personality classification model includes the traits of extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience. The Big Five are broad, global traits that are associated with behaviors at work.

The Five Factor model uses the following traits: neuroticism, extraversion, and agreeableness, openness and conscientiousness to rate someone’s traits on a scale of effectiveness as a leader. Each trait is explained below:

For each of us, knowing our personality type and temperament allows us to leverage our strengths and to recognize areas of weakness. This can also be extended to our interactions with others, so that we attempt to recognize the personality and temperaments of those around us, i.e. Typewatching, in order to facilitate more efficient and effective communication. In so doing, we can become better employees, managers, spouses, children, and, ultimately, for the Christian, more like Christ. The Myers-Briggs Personality Test can provide a general overview of one’s personality type as a starting point to positively influence organizational behavior.

My point of view the more tools you acquire in your tool box of knowledge and resources the better equipped you will be. Personal profiling is a helpful tool for employers to have when making hiring decisions. My organization administers the DiSC personality assessments to prospective candidates as part of our interviewing process. The DiSC encompasses the Big Five Personality Dimensions we look for in our candidates. As the administrator of this assessment I’ve taken serval hours of course training on how to effectively conduct the assessment as well as report accurate results.

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 factors of the Big Five are neuroticism, extraversion, openness, agreeableness and conscientiousness (Schultz, 2015, p. 231).

The Five Factor Model or Big Five model developed by McCrae and Costa factor together personality traits into 5 major categories. Those factors were Neuroticism (worried insecure, nervous, highly strung), Extraversion (Sociable, talkative, fun-loving, affectionate), Openness (Original, independent, creative, daring), Agreeableness (Good-natured, softhearted, trusting, courteous), and Conscientiousness (Careful, reliable, hardworking, organized). (Schultz & Schultz, 2013). They are able to include most of other lower order traits accounting for specific dimensions of individual differences in personality. (Schultz & Schultz, 2013)