The role of personality in an organization has been vastly studied throughout the world. It is believed to be a trait having adequate influential capabilities in a workplace. When asked about their personality, most professionals cite examples from their present workplaces or past experiences explaining how individuals with “good” personalities had been instrumental in influencing and motivating their teammates in carrying out a particular piece of work. However, the question of quantifying the trait still remains undone, it being an abstract quality, differing from person to person. Experts who study the trait have explained it to highly effective, yet very subjective in terms of understanding or quantifying. The …show more content…
The shaping up of an individual’s personality may have been dependent on either natural effects (the person’s genes), or his/her surroundings, people and places. Psychologists over the world have had a longstanding fight to prove which of these effects is more predominant. A conclusive theory as an inference to this debate is “Nature vs. Nurture”. The theory states that Nature (genes, heredity) and Nurture (surrender) are antagonistic developmental forces in shaping a person’s personality. According to this theory, the factors that influence an individual’s personality are:
Heredity: Certain genetic factors can also play a role in the determination of different aspects of an individual’s personality. A person’s appearance, physical and mental health, etc. can be attributed towards heredity. The individual’s reaction towards other people’s perception of him/her also shape …show more content…
The theory based on the Big Five factors is called the five-factor model (FFM). The five factors are:
• Extraversion - This dimension captures one's comfort level with relationships. Extraverts tend to be gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet.
• Agreeableness - This dimension refers to an individual's tendency to defer to others. Highly agreeable people are cooperative, affectionate, and trusting. People who score low on agreeableness are cold, disagreeable, and antagonistic.
• Conscientiousness - This dimension is a measure of reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable.
• Emotional stability - This dimension taps a person's ability to bear up stress. People with positive emotional stability tend to be calm, self-confident, and secure. Those with highly negative scores tend to be nervous, anxious, depressed, and