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. 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. “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:
6. EXTRAVERSION FOCUSES ON THE COMFORT
LEVEL OF AN INDIVIDUAL IN INTERACTION WITH
OTHERS.
Assertive
Outgoing
Talkative
Open
Timid
Quiet
Reserved
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. 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. 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. 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. 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
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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.
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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.
