The Five-Factor Model of Personality in the Workplace - Literature review Example

THE BIG FIVE PERSONALITY TRAITS Like we are all born differently, so are our personal traits. Personality is referred to as an aspect of an individual’s behaviour as to how such a person reacts and relates to other people in society. From a psychological perspective, an individuals personality is the comprehensive sum of emotional, mental, social, and physical characteristics. In efforts to study and understand the human personality, most researchers have explored the subject and made a consensus on five facades or aspects, what is typically known as the Big Five Personality traits (Psychometric-success.com, n.d.). Following these developments about personality traits, loads of researchers perceive eye-to-eye on this multifaceted make-up of personality, and they have always reached a universal cognition. The Big five model engrosses Extroversion; Neuroticism; Openness; Agreeableness; and Conscientiousness (Tesdmir and Asghar, n.d). Each of these traits describes, in relation to others, the intensity of an individual’s emotions, thoughts and character. Two of the five, Extraversion and openness are the consideration in this paper. The two are either positively or negatively associated with job performance satisfaction. Consequently, since these traits are frequently used in organisations actions such as selection and recruitment, a method called the personality test is often proposed as a measure of these traits (Psychometric-success.com, n.d.). For this project, I seek to analyse the two traits, extroversion and openness and their relevancy to two jobs. Final part is about the possibility of these characteristics being measured. Extroversion personality Often and in many conversations, it said that an individual is either an extrovert or an introvert. This standard pronunciation is because, at times, it is probable for an individual to be an extrovert but exhibit a few qualities of introversion or modesty and vice versa. So, what is extraversion? It is the confident and self-assurance trait that is exhibited by individuals who in any working environment can complete any assignment quickly (Wilt and Revelle 13). The extroverts have at all time the idea with them and thus act immediately. They take pleasure in being with people, are jam-packed of energy, and habitually experience positive sensations. They have a propensity of enthusiasm, are action-oriented, individuals who are apt to say "Yes!" or "Lets do it!" to opportunities for exhilaration (Psychometric-success.com, n.d.). Similar synergy is evident when extroverts are in groups; they often talk much, affirm themselves, and always trying to draw attention to themselves. However, unlike extroverts, introverts may be slower at effecting tasks at workplace, but their quality of work or service may be superior to those of extroverts. Such is because, Introverts are more apprehensive and like to give deeper thought before they articulate or take action, thus making their work less prone to errors (McCabe and Fleeson, 2012). On the flipside, extroversion is categorised into about six facets which include friendliness, Cheerfulness, assertiveness, gregariousness, Activity Level, and Excitement-Seeking (Wilt and Revelle 5). Extraversion facets Friendliness and gregariousness facets: Starting with friendliness aspect, extroverts indisputably like other people, and they would openly express positive emotions toward others. Their level of socializing is extremely high; they have magnetic and charismatic way of make friends not only quickly but also keeps as well. It is effortless for them to share close ties and initiate intimate relationships (Psychometric-success.com, n.d.). Same as with friendliness, extraverts are also gregarious, which is a trait where people find the companionship with others pleasingly inspiring and rewarding. Gregarious people take pleasure in the excitement of crowds. Those with low scores of extraversion often feel overwhelmed and thus actively avoid huge crowds (McCabe and Fleeson, 2012). Nonetheless, the reluctance is not necessarily because they dislike the company of others, but their desire for privacy and self-time is paramount than those who score high on extraversion (Psychometric-success.com, n.d.). Assertiveness and activity level facets As with assertiveness, extroverts who score high in assertiveness are the “speak your mind characters,” for they like to talk out ideas, take control of situations, and also manage the activities of others (Psychometric-success.com, n.d.). In organisations and groups, people with high extroversion scores tend to seek leadership roles. However, the low scorers tend to be reserved and not talks, letting the others manage the activities of the company. Consequently, individuals with the extraversion trait always lead swift-paced and busy lives. Their actions are quickly, vigorously, and energetically, and they often multitask and if not, then another task is in the dock to follow immediately. Conversely, those whose score are low on this scale pursue a slower and more unhurried, relaxed pace (Tesdimir, Asghar & Saeed, 201). Excitement-seeking and cheerfulness facets Extroverts or individuals who score high on this scale are often bored with low levels of motivation and stimulation. This is because they tend to be appreciative or loving bright lights, with the bustle and hustle with the places of work or in any other operation. However, those who score low on this scale are often beleaguered by too much exhilaration, noise, or commotion, and are thus unpleasant to thrill-seeking. As with cheerfulness, it is an appraisal of positive mood and emotions, rather than negative feelings. Individuals with high score on this level characteristically experience a variety of positive thoughts, including contentment, enthusiasm, confidence, and joy. Contrary, the ones with Low marks are hesitant with lively, high spirits. Openness Personality Openness is a trait exhibited by persons who are always open-minded unlike those who keep things to themselves. By being open-minded means individuals who show some curiosity and flexibility, and ability that makes them easy to execute assignments in any work setting. They have the potential to see a broad range of perspectives, an attribute that make them easy to approach and work with. Conversely, those who are not open-minded or have a low score on openness, possesses narrow set of judgment that could upset their relationships with their nobles as well as slender their likelihood for promotions and breaks or opportunity. However, such persons who are closed minded may not be confident in taking quick decision for a business for they have their sight on the matter previously set in stone (Psychometric-success.com, n.d.). Another attribute of the open cognitive individuals is a flair for thoughts in symbols and abstractions, an attribute that is not common to experience. This symbolic cognition may perhaps take the mathematical form, logical form, or geometric judgment, imaginative and figurative use of language, song composition, or performance. All these cognition depend on the person’s explicit intellectual aptitudes. Similar to extraversion, openness also has six faces: artistic interest, adventurousness, emotionality, imagination, liberalism, and intellect (Psychometric-success.com, n.d.). Imagination and artistic interest facets From the imagination stance, persons who have imaginative abilities, the real world is obviously to bare and ordinary for them. They prefer to imagine contemplatively, and often those with high score in this aspect take flight of the imagination as a way of crafting a richer, more appealing world. However, the lower imaginative scores are only apprehensive to practical facts than castling in the sky or fantasy. In terms of artistic interests, the open-minded individuals attain high points, and such is evident in how they get absorbed in the artistic and related natural events. The central features of this imaginative extent are interest in, and positive reception of natural and non-natural beauty, yet the low scorers are short of artistic compassion and interest in the fine arts (Psychometric-success.com, n.d.). Emotionality and intellectuality facets Emotionality is another aspect of openness personality, whereby individual who exhibit this trait good right to use to and consciousness of their own emotions or feelings. Nonetheless, those who are less emotional, are less conscious of the feelings and often are reserved- tend not to put across their feelings openly (Vandenberg he, 2013). As with adventurousness, high scorers are individuals who are enthusiastic about making tries on new activities. They are ready to venture into the foreign land for instance, and experience in diverse activities. For them, acquaintance and routine chores are boring and will just take a new-fangled route home because it is different. However, those with small marks on this scale have a propensity to feel uncomfortable with transform and prefer well-known routines (Psychometric-success.com, n.d.). Intellect and liberalism facets Intellectuality is one of the top aspects of openness to experience. Individuals apprehensive to intelligence love to play or shuffle cards with new ideas, for they are open-minded to fresh and unusual concepts and enjoy debates on intellectual issues. Low scorers on intellect feel that debates are a waste of time. As with liberalism, it is the willingness to confront authority, caucus, and customary values. At its extreme level, psychosomatic liberalism can even stand for outright antagonism toward set of laws, sympathy for wrong-doers, and adoration of ambiguity, disorder, and mayhem. Nonetheless, Psychological conformists prefer the stability and safety brought by traditional values. Relevance of extraversion and openness occupation The application of extraversion and openness at various job places widespread as each professional body could prefer some specifics. Major considerations of these traits at workplaces are in personnel selection, teamwork, and absenteeism (Neubert, 2004). The first job to consider here is the marketing and advertising campaign occupation. The responsibility is in designing and overseeing the creative process. The designers sketch out explicit parts of an excellent art piece, initiate changes as required, and undertake filmmaking shots to guarantee clients apparition is met (Americasjobexchange.com, 2014). As with extroversion, the individual has to be friendly to colleagues because the task requires concerted efforts. In order to maintain openness and use of imagination i.e. people imagine how the finished artwork looks like and show artistic interests such as making decisions about designs, fonts, style, and colours (Americasjobexchange.com, 2014) The second job under consideration is that of social work, such as a community development officer. Since the workplace is a social setting, then extroverted workforce are more probable to be at a low level of stimulation while at work, whereas at their dwelling there is less stimulus (VandenBerghe, 2013). Such individual is akin to a transformational leader who should seek to exhibit and the functioning of the team by not only using the brilliant individuals but all staff members as well. For such decision to bear fruit, such leader shows a great extent of openness (Neubert, 2004). An occupation within the society requires open-minded individuals have the have a wider set of opinions which often sustains relationships with their nobles as well as fostering their chances for promotions and break. Can these Traits be measured? Yes, I believe that, and this is because, the existence of these traits is a consequence of trying to measure people, either in terms of performance or job satisfaction and personnel selection. Even though the term personality tests has been used as a measure traits, sometimes human resources staff often refer to the test as questionnaires rather than tests (Psychometric-success.com, n.d.). The two personality traits herein describe the regularity or intensity of an individual’s feelings, judgment, or behaviors. The two job requirements above are related to this personality and therefore a measure of traits. As a measure, Persons scoring high on extraversion like to work in collaboration with others, are chatty, passionate, and seek excitement (Cook, 2008). Conclusion Conclusively, it is undeniably evident that each of the two personality traits described herein have an impact a person’s performance in the workplace. Openness is the exhibited extent to which one is receptive to fresh ideas whereas extroversion- the extent of inclination to familiarity with positive emotions. Each of these traits has six facets that sustain their relevance. It is very rare to find any job that lacks either of these traits, as most requirements to either gain employment or assignment instructions. These traits are also measurable and are gauged as either high or low score as apparent from the description above. Bibliography Americasjobexchange.com, 2014. Advertising Art Director Job Description | Americasjobexchange.com. [Online] Available at: http://www.americasjobexchange.com/advertising-art-director-job-description [Accessed 10 Dec. 2014]. Cook, A. L., 2008. Job satisfaction and job performance: is the relationship spurious? (Doctoral dissertation, Texas A&M University). McCabe, K. and Fleeson, W., 2012. What Is Extraversion For? Integrating Trait and Motivational Perspectives and Identifying the Purpose of Extraversion. Psychological Science, 23(12), pp.1498-1505. Neubert, S. P., 2004. The Five-Factor Model of personality in the workplace. Retirado em, 20(04), 2005. Psychometric-success.com, n.d. The Big 5 Aspects of Personality. [online] Available at: http://www.psychometric-success.com/personality-tests/personality-tests-big-5-aspects.htm [Accessed 10 Dec. 2014]. Tesdimir, Z. M., Asghar, Z. M., & Saeed, S., 2013. Study of The Relationship of Personality Traits and Job Satisfaction Among Professional Sales Representatives in The Pharmaceutical Industry in Turkey. In Proceedings of 2nd International Conference on Business Management, http://umt. edu. pk/icobm2012/pdf/2C-100P. pdf (7.3. 2013). VandenBerghe, J., 2013. Mapping the lessons of psychology to game design. [online] Gamasutra.com. Available at: http://www.gamasutra.com/view/news/200142/Mapping_the_lessons_of_psychology_to_game_design.php%3E. [Accessed 10 Dec. 2014]. Wilt, J., & Revelle, W., 2008. Extraversion. Read More