The Big Five – Five-Factor Model of Personality
Abstract
This paper examines the Big Five personality factors in dealing with a workplace. It will examine what Big Five traits are and how they are used in a job-selecting process. In addition, this paper will examine if every trait is needed when looking for the right person for the job. We will view my results and why they are accurate and what I possess that makes me strive in my job title.
The Big Five
The Big Five personality traits, in order in which are most influential, are extraversion, conscientiousness, openness, neuroticism, and agreeableness. These traits are used for job-selection procedures, job performance, and job satisfaction. They can help employers select the best candidate …show more content…
The usefulness of this measure can help greatly when trying to look at how a person is. It can answer the questions of, “will they flourish in this job title and will they themselves have well-being?” Extraversion reflects the extent, to which one is talkative, social, gregarious, and assertive (Barrick, Mount, & Judge, 2001). Extraversion is most important in effective leaders. I believe this factor is the most important trait to look for in a person because it will be able to tell you that they can manage a team and yet be assertive when making changes in the company. Among the Big Five factors, extraversion is the strongest predictor of both subject well-being and job satisfaction (Zhai, 2013, pg. 1106). Another reason I believe this factor is the most important is, that is says that this particular person can do the job and be happy with the outcomes that this job will entail. The second factor most important is conscientiousness, which shows someone is most likely to be dependable, decisive, and will follow the rules at all times. This factor can let a company know that a person can do the job on time in an organized manner, thus leading to the company trusting this person with anything that comes their way. Openness to experience reflects the extent to which one is likely to be curious, imaginative, broad-minded and unconventional (Barrick et al., 2001). Ones openness to show their curiosity and imagination can be a great deal for a company. This person will be able to come up with new and improved way to help a company strive to be better. Neuroticism is having negative feeling such as being moody, anxious, insecure, and depressed. Having high neuroticism can lead to an unfavorable outcome in one’s job. It can lead to an unpleasant workplace that will not be able to work as a unit to get the job done. Lastly, Agreeableness can be good or bad in a job setting. You may be able
Abstract
This paper examines the Big Five personality factors in dealing with a workplace. It will examine what Big Five traits are and how they are used in a job-selecting process. In addition, this paper will examine if every trait is needed when looking for the right person for the job. We will view my results and why they are accurate and what I possess that makes me strive in my job title.
The Big Five
The Big Five personality traits, in order in which are most influential, are extraversion, conscientiousness, openness, neuroticism, and agreeableness. These traits are used for job-selection procedures, job performance, and job satisfaction. They can help employers select the best candidate …show more content…
The usefulness of this measure can help greatly when trying to look at how a person is. It can answer the questions of, “will they flourish in this job title and will they themselves have well-being?” Extraversion reflects the extent, to which one is talkative, social, gregarious, and assertive (Barrick, Mount, & Judge, 2001). Extraversion is most important in effective leaders. I believe this factor is the most important trait to look for in a person because it will be able to tell you that they can manage a team and yet be assertive when making changes in the company. Among the Big Five factors, extraversion is the strongest predictor of both subject well-being and job satisfaction (Zhai, 2013, pg. 1106). Another reason I believe this factor is the most important is, that is says that this particular person can do the job and be happy with the outcomes that this job will entail. The second factor most important is conscientiousness, which shows someone is most likely to be dependable, decisive, and will follow the rules at all times. This factor can let a company know that a person can do the job on time in an organized manner, thus leading to the company trusting this person with anything that comes their way. Openness to experience reflects the extent to which one is likely to be curious, imaginative, broad-minded and unconventional (Barrick et al., 2001). Ones openness to show their curiosity and imagination can be a great deal for a company. This person will be able to come up with new and improved way to help a company strive to be better. Neuroticism is having negative feeling such as being moody, anxious, insecure, and depressed. Having high neuroticism can lead to an unfavorable outcome in one’s job. It can lead to an unpleasant workplace that will not be able to work as a unit to get the job done. Lastly, Agreeableness can be good or bad in a job setting. You may be able