Big Five Personality Model


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Big Five Personality Model

  1. 1. BY Kuhu Pathak CMBA2
  2. 2. What is Personality? The dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment. - Gordon Allport. – The sum total of ways in which an individual reacts and interacts with others, the measurable traits a person exhibits  Measuring Personality – Helpful in hiring decisions – Most common method: self-reporting surveys – Observer-ratings surveys provide an independent assessment of personality – often better predictors
  3. 3. What is the Big Five?  Personality Traits or Personality Dimensions  An integration of personality research that represents the various personality descriptions in one common framework.  Individual differences in social and emotional life organized into a five-factor model of personality  “broad abstract level and each dimension summarized a larger number of … personality characteristics”.
  4. 4. “BIG FIVE” personality model Human resources professionals often use the Big Five personality dimensions to help place employees. That is because these dimensions are considered to be the underlying traits that make up an individual’s overall personality:
  5. 5. The BIG FIVE
  6. 6. EXTRAVERSION FOCUSES ON THE COMFORT LEVEL OF AN INDIVIDUAL IN INTERACTION WITH OTHERS.  Assertive  Outgoing  Talkative  Open  Timid  Quiet  Reserved
  7. 7. AGREEABLENESS REFERS TO AN INDIVIDUAL’S BEHAVIOR TOWARDS OTHERS WHILE INTERACTING WITH THEM.  Good Natured  Co-operative  Trusting  Sympathetic  Kind  Appreciative  Assertive  Suspicious  Distant  Unfriendly
  8. 8. CONSCIENTIOUSNESS REFERS TO THE EXTENT TO WHICH INDIVIDUALS SHOW CONSISTENT & RELIABLE BEHAVIOR WHILE WORKING IN THE ORGANIZATION.  High Responsible  Dependable  Organized  Persistent  Thorough  Unreliable  Disorganized  Inconsistent  Easy-going  Careless
  9. 9. EMOTIONAL STABILITY REFERS TO THE ABILITY OF AN INDIVIDUAL TO CONTROL HIS/HER EMOTIONS AT THE TIME OF CRISIS.  Calm  Self-confident  Secure  Stable  Contented  Nervous  Depressed  Insecure  Fearful  Moody  Tense
  10. 10. OPENNESS TO EXPERIENCE MEASURES THE INDIVIDUAL’S ABILITY TO BE OPEN TO ANY KIND OF EXPERIENCE THAT HELPS HIM/HER TO DO THE JOB EFFECTIVELY.  More Approachable  Creative  Imagination  Curiosity  Original  Uncomfortable  Practical  Traditional  Down-to-earth  Conservative  Simple
  11. 11. Provides explanation of leader and follower tendencies Useful categorization scheme for discussions Successfully works in many environments Tend to be constant over time Good profiling for corporate and occupational functions Universally accepted across cultures A D V A N T A G E S
  12. 12. INVESTIGATION OF CERTAIN DESCRIPTORS LIMITATION LIMITED SCOPE the Big Five does not explain all of human personality, the five factors are not independent. METHODOLOGICAL ISSUES solutions may be viable in a single dataset, only the five factor structure consistently replicates across different studies THEORETICAL STATUS it is merely an empirical(OBSERVATION) , the scope of Big Five as an explanatory or predictive theory. C R I T I C S
  13. 13. How Do the Big Five Traits Predict Behavior?  Research has shown this to be a better framework.  Certain traits have been shown to strongly relate to higher job performance: – Highly conscientious people develop more job knowledge, exert greater effort, and have better performance. – Other Big Five Traits also have implications for work. • Emotional stability is related to job satisfaction. • Extroverts tend to be happier in their jobs and have good social skills. • Open people are more creative and can be good leaders. • Agreeable people are good in social settings.