BY

Kuhu Pathak
CMBA2
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
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”.
 “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:
The BIG FIVE
EXTRAVERSION FOCUSES ON THE COMFORT
LEVEL OF AN INDIVIDUAL IN INTERACTION WITH
OTHERS.

 Assertive
 Outgoing
 Timid
 Quiet
 Talkative
 Reserved
 Open
AGREEABLENESS REFERS TO AN INDIVIDUAL’S
BEHAVIOR TOWARDS OTHERS WHILE
INTERACTING WITH THEM.

Good Natured  Assertive

 Co-operative  Suspicious

 Trusting  Distant

 Sympathetic  Unfriendly

 Kind

 Appreciative
CONSCIENTIOUSNESS REFERS TO THE EXTENT TO
WHICH INDIVIDUALS SHOW CONSISTENT & RELIABLE
BEHAVIOR WHILE WORKING IN THE ORGANIZATION.

 High Responsible  Unreliable

 Dependable  Disorganized

 Organized  Inconsistent

 Persistent  Easy-going

 Thorough  Careless
EMOTIONAL STABILITY REFERS TO THE
ABILITY OF AN INDIVIDUAL TO CONTROL
HIS/HER EMOTIONS AT THE TIME OF CRISIS.

 Calm  Nervous
 Self-confident  Depressed

 Secure  Insecure

 Stable  Fearful

 Contented  Moody

 Tense
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  Uncomfortable

 Creative  Practical

 Imagination  Traditional

 Curiosity  Down-to-earth

 Original  Conservative

 Simple
 Provides explanation of leader and follower
tendencies

A Useful categorization scheme for discussions

D
V
A Successfully works in many environments
N
T Tend to be constant over time
A
G Good profiling for corporate and occupational
E functions
S
Universally accepted across cultures
 INVESTIGATION OF
CERTAIN
LIMITATION
DESCRIPTORS

C the Big Five does not explain all of human

personality, the five factors are not
LIMITED SCOPE
R independent.
I solutions may be viable in a single dataset,
T METHODOLOGICAL ISSUES
only the five factor structure
consistently replicates across different
I studies
C
S it is merely
THEORETICAL STATUS an empirical(OBSERVATION) ,
the scope of Big Five as an
explanatory or predictive
theory.
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.