Question

name the big five personality traits that are indicator for success in a job and please explain how each one would assist in screening for an appropriate candidate for an organisation.

Answer 1

The Big Five personality traits  which is  otherwise known as the five-factor model (FFM) and the OCEAN model, is a taxonomy for personality traits. The five factors have been defined as openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism.

• Openness to experience:

It involves appreciation for art, emotion, adventure, unusual ideas, curiosity, and other variety of experiences. It reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety a person has. It is also described as the degree to which a person is imaginative or independent and depicts a personal preference for a variety of activities over a strict routine. If a person is having the quality of openness experience he may be having some innovative ideas which leads to the organizational success. A person with a high degree of openness to experience maybe recruited in preference then other candidates for the same reason itself.

• Conscientiousness

It is the tendency to be organized and dependable, show self-discipline, act dutifully, aim for achievement, and prefer planned activities rather than spontaneous behavior. High conscientiousness is often perceived as being more stubborn and focused. Low conscientiousness is associated with flexibility and spontaneity but can also appear as sloppiness and lack of reliability. If an employee is having lower degree of conscientiousness, he acts more spontaneously which may hinders the goal attainment.

• Extraversion

It is the degree of energetic, surgency, assertiveness, sociability and the tendency to seek stimulation in the company of others, and talkativeness. High extraversion is often perceived as attention-seeking and domineering. Low extraversion may causes a reserved, reflective personality, which can be perceived as aloof or self-absorbed. During recruitment process, organizations usually seek for employees who are having higher degrees of extroversion rather than introversion. This is due the belief that extroverts are attention seeking and they will dominate with each other.

• Agreeableness

A tendency to be compassionate, and cooperative rather than suspicious and antagonistic towards others is indicated by the term agreeableness. It is also a degree of one’s trusting and helpful nature, and whether a person is generally well-tempered or not. High agreeableness is often seen as naive or submissive. Low agreeableness personalities are often competitive or challenging people, which can be seen as argumentative or untrustworthy. Hands during recruitment process the management authority highly considers the factor agreeableness.

• Neuroticism

A tendency to be prone to psychological stresses are indicated by the term neuroticism. The ability or tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, and vulnerability. Neuroticism also refers to the degree of emotional stability and impulse control.  The individuals with higher levels of neuroticism tend to have worse psychological conditions. The emotional status of an employee within the organization can highly effect attainment of organizational objectives. During recruitment process this factor is also considered with utmost importance because higher level of Psychological anxiety and stress may affect the working level of employee.

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