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Big Five Model of Personality

Question:

Discuss about the Big Five Model of Personality.

Answer:

Introduction

The Big Five Model of personality is a general term used in the field of psychology that basically identifies the various interests and preferences in individual attitude or personality. Though this model might always not be effective for understanding the personality of every human being, still it could serve as an effective theoretical model or framework that could gather an insight about the essential components of personality and also determine how those could be beneficial for ensuring both social and interpersonal interactions with people living around. The model defines the five major dimensions or domains that had been useful for gathering knowledge about how those dimensions defined the personality of human beings (Bidjerano & Dai, 2007).   

Discussions and Arguments on Big Five Model of Personality in General  

The five Big Five personality dimensions could help people to get motivated and perform in a better manner so as to bring desired positive outcomes. All these dimensions had also been referred as individual traits that were necessary for developing the positive personality of people and keep them motivated towards the successful achievement of goals and objectives that were needed to be fulfilled. The five personality traits of the Big Five Model of personality included Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism or natural reactions (Bowditch et al, 2007).

Key Terms

Openness - The openness basically showed the ability of individuals to learn new things and gather knowledge from new experiences, which might help to score high in terms of openness. It also could allow people to be more imaginative as well as creative, thereby generating a lot of interests, which could help to cope up with the future as well.

Conscientiousness  - The Conscientiousness trait of personality could also help to attain a high level of consciousness as well as be reliable by providing prompt answers to certain kinds of questions. This had been stated as being organized as well as methodic all throughout (Donnellan et al, 2006). 

extraversion  - The extraversion is another personality trait of this kind of model that helped to change the personality of people by making them interact with others and also gain energy and skills from them, thus becoming more energetic, asswertive as well as communicative.

Agreeableness  - The Agreeableness  dimension of the Big Five Model of personality enables people to agree to certain contexts and also the qualities of personality like the frie4nmdly nature and ability to cooperate with others in an effective manner. The traits could also include kind nature of the individual, affectionate as well as being sympathetic (Erdheim et al, 2006).

Neuroticism  - The Neuroticism or natural reactions mainly arise in the form of emotional stability of a human being. The emotions and positive or negative mindset falls in the domain of neuroticism. In case the person has been emotionally unstable or do possess negative emotions or behavior, then the chances of neuroticism might be high, thus result in to score high in this case. The moody and tensed behavior also could be included in this kind of personality trait of human beings (Glanz et al, 2008). 

Body

Analysis of Own Motivation in relation to the Big Five Model

I have always been interested in the studying the various aspects of psychology which made me go through the various aspects of this Big Five Model of personality and also the different kinds of traits of personality. This model had helped me to carry out researches on the personality of human beings as well as determine how the own performance at work as well as motivational level could affect the individual personality both positively and negatively at times. I had been provided with a personality test which I gave and was afterwards provided with a set of answers which showed my personality in terms of the various traits that had been present in the Big Five personality model (Griffin & Moorhead, 2011). The visual summary of the results had been presented by me so as to show the various areas where I did possess strengths and also few areas where I lacked of. In case of openness to experiences, I scored 10 which showed that I am traditionalist as well as down to earth which helped me to respect the views and opinions of others. I had also been practical and conservative that helped me to keep my sorrow feelings inside and not show to others, thereby proving my strength in terms of openness and gather lots of skills and knowledge from various experiences as well. In case of maintaining ethics and values within workplace, the conscientiousness is a major trait where I scored 29. It showed me that I have been spontaneous and sometimes disorganized which hindered my successful completion of work (Johns, 2006).  I mainly preferred flexible plans which helped to organize my plans according to the schedule and also enable changes so as to accomplish the goals and objectives at work in an effective manner. The extraversion trait of this kind of model enabled to define me as very much cooperative and friendly. It had been the trait of personality where I scored the most, i.e. , 56, which demonstrated that I had been very much friendly and cooperative, which helped me to become assertive as well as work with others by respecting their responses and decisions too.

Work Performance Based on Big Five Model

According to the score, I am also outgoing which probably shows that I am interested in events and like taking part in social activities and also hang out with friends. I scored the lowest in the personality test in agreeableness, i.e., only 2 (Karim et al, 2009). From the low score, I found myself competitive and also proud of my attitude and behavior. The hard headed and doubtful side of mine also made me often not to believe others easily. I like to take decisions on my own and do not rely on others much, which showed that I have been quite proud of this kind of behavior of characteristic of mine. The natural reactions or neuroticism often helped me to determine my emotional or mental stability which might result in various forms of positive or negative feelings. From the personality test, I scored 15 for natural reactions which demonstrated that I had not been stressed in critical and problematic situations (McAdams & Pals, 2006).

Link Between Own Motivation and Work Performance in Relation to the Big Five Model

Due to my calmness and mental stability, I found it easy to handle the stressful conditions as well as feel relaxed in certain situations as well. Due to this, I had experienced very less negative feelings or emotions, which helped me to overcome the anxiety and depression in certain situations too, thereby making it easy for me to remain strong and face the situations with ease and efficiency. All these scores in various personality traits of the Big Five Model of personality showed how the motivation and performance at work had been affected by the personality (Miner, 2015).             

Use of Relevant OB Theory &/or Concepts

There had been a large number of organizational behavior theories or concepts which had helped me to support the reasoning about how the motivation and performance at work could determine my individual personality. One of the major effective theory or concept of the organizational behavior could be the scientific leadership. The main purpose of this kind of theory was to identify as well as determine the goals and objectives of the organisation efficiently. The performance standards would be replaced by me with the older norms and regulations, thereby acting as a responsible leader (Musek, 2007). As I had experienced openness, as it could be seen from the test of personality traits, I am very much down to earth, as a result of which I had always preferred practical approaches by being conservative. This had helped me further to assign the subordinates or employees to specialties and make them perform with dedication, thereby achieving the optimum level of performance. With my score from the personality test, I made sure that all the job requirements were fulfilled and the workers were also trained properly during the standard methods of work (O’Connor & Paunonen, 2007).   

Human Relations Approach

The human relations approach could be termed as another type of organisational behavior theory or concept that revolved around how I prefer flexible plans and also had been competitive in order to make sure that the works would be planned accordingly, thereby ensure increase in productivity level of the company as a whole too.  The management of workers was also considered useful as because in case of extraversion, I scored high which meant that I liked working with others and also communicated with them properly by respecting their decisions and opinions too (Poropat, 2009). Due to my friendly behavior or attitude, I also found it easy to mix up with others and discuss about certain issues and problems at regular intervals. In terms of agreeableness, I was skeptical as well as hard headed which made me capable of making decisions.

Decision Making Procedure

Thus the decision making approach was considered as another useful and reliable organizational theory or concept which helped me to compromise between the goal oriented behaviors and the behavior that might not optimize the achievement of goals and objectives.  The Maslow’s hierarchy of needs theory was studied by me which showed me the various needs of human beings and how could it affect the performance and motivation of human beings by fulfilling their needs and requirements at different levels of the life cycle (Soto et al, 2011). The theory consisted of the psychological needs, safety needs, live or belonging, esteem as well as self actualisation. All these needs were needed to be fulfilled so as to motivate the people and make them perform with dedication and commitment.

Systems Approach

The systems approach had helped me to understand the behavior of organisation which could be considered as a functional input and processes within the system so as to bring desired results or outcomes. As from the personality trait of conscientiousness, my score helped me to demonstrate that I preferred flexible plans as a result of which the management and coordination of the system was possible along with proper manufacturing, production and sales management too (Zhao & Seibert, 2006). Therefore, these are the various theories and concepts of the organizational behavior that have managed to support the reasoning have been provided by me in this context.

Conclusion

The topic revolved around the concept of Big Five model which showed my scores in the five personality traits that were the Openness, Conscientiousness, Extroversion, Agreeableness, and Neuroticism or natural reactions. All these personality traits were mainly shown in order to understand how it had affected by own level of motivation and work performance. After discussing all these aspects of the model, the organisational behavior theories and concepts including the human relations theory, Maslow’s hierarchy of needs theory, scientific leadership, etc. had been included here as well for deriving a good conclusion to this topic (Bakker et al, 2006). The implications of this model are that it also helped to determine my behavior and attitude and also how could I improve in the specific areas where I lacked proper skills and knowledge.

References

Bakker, A. B., Van Der Zee, K. I., Lewig, K. A., & Dollard, M. F. (2006). The relationship between the big five personality factors and burnout: A study among volunteer counselors. The Journal of social psychology, 146(1), 31-50.

Bidjerano, T., & Dai, D. Y. (2007). The relationship between the big-five model of personality and self-regulated learning strategies. Learning and Individual Differences, 17(1), 69-81.

Bowditch, J. L., Buono, A. F., & Stewart, M. M. (2007). A primer on organizational behavior. Wiley.

Donnellan, M. B., Oswald, F. L., Baird, B. M., & Lucas, R. E. (2006). The mini-IPIP scales: tiny-yet-effective measures of the Big Five factors of personality. Psychological assessment, 18(2), 192.

Erdheim, J., Wang, M., & Zickar, M. J. (2006). Linking the Big Five personality constructs to organizational commitment. Personality and Individual Differences, 41(5), 959-970.

Glanz, K., Rimer, B. K., & Viswanath, K. (Eds.). (2008). Health behavior and health education: theory, research, and practice. John Wiley & Sons.

Griffin, R. W., & Moorhead, G. (2011). Organizational behavior. Nelson Education.

Johns, G. (2006). The essential impact of context on organizational behavior. Academy of management review, 31(2), 386-408.

Karim, N. S. A., Zamzuri, N. H. A., & Nor, Y. M. (2009). Exploring the relationship between Internet ethics in university students and the big five model of personality. Computers & Education, 53(1), 86-93.

McAdams, D. P., & Pals, J. L. (2006). A new Big Five: fundamental principles for an integrative science of personality. American psychologist,61(3), 204.

Miner, J. B. (2015). Organizational behavior 1: Essential theories of motivation and leadership. Routledge.

Musek, J. (2007). A general factor of personality: Evidence for the Big One in the five-factor model. Journal of Research in Personality, 41(6), 1213-1233.

O’Connor, M. C., & Paunonen, S. V. (2007). Big Five personality predictors of post-secondary academic performance. Personality and Individual differences, 43(5), 971-990.

Poropat, A. E. (2009). A meta-analysis of the five-factor model of personality and academic performance. Psychological bulletin, 135(2), 322.

Soto, C. J., John, O. P., Gosling, S. D., & Potter, J. (2011). Age differences in personality traits from 10 to 65: Big Five domains and facets in a large cross-sectional sample. Journal of personality and social psychology,100(2), 330.

Zhao, H., & Seibert, S. E. (2006). The big five personality dimensions and entrepreneurial status: a meta-analytical review. Journal of applied psychology, 91(2), 259.

 

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