The application of the Big Five Model of personality is made with the view to help the managers realize the kind of personality traits that are in existence in the team members. The self-evaluation is also done through big five model application so that the individuals could self-realize about their nature. This way it is an attempt to reveal the strength and weaknesses of the nature of a person so that the self-evaluation offers a chance to promote good habits and remove bad habits from nature. Also such evaluations help the teams in realizing their abilities and develop trust and dependence on each other for the improvement in efficiency of team (Bakker & Schaufeli, 2008).
The big five model of personality is used by the organizations for deploying the most suitable human resource that fits the organization and team culture. This way the evaluation of the existing personality traits are made from the existing work force so that the blueprints of the required personality trait can be recruited or the changes in behavior of others can be brought in so that their personality can be brought in alignment with the team members. This way an effective work culture creating trust, harmony, effectiveness in the team and efficiency in the work environment is actually tried to be accomplished the evaluation using the big five model of personality traits.
The concept of big five personality trait is actually taken from psychology and considers the five factors to represent the basic structure of all personality traits. These personality traits factors include openness, conscientiousness, extraversion, agreeableness and neuroticism. Due to the personality factors taken under conditions, this model is also known as OCEAN model of personality. These factors can be explained as follows.
The openness personality trait stands for the ability of the person to accept new ideas, values, feeling, behaviors etc. that forms part of the ever changing environment. These kinds of people easily accept changes and also change along with them.
The conscientiousness is actually the ability of the person to regard and follow the instructions, rules and take care of the disciplines that are needed to be followed. Such people take proper care of the rules and regulations and follow them in the most appropriate manner.
The extraversion is the ability of the person to talk and socialize in the given environment. This way such people easily make their space in the new environment and may even take pivotal role in talks (Luthans & Avolio, 2009).
The agreeableness is the personality trait of the person to understand and agree with the decisions, opinion and choices of other people after getting convinced. This way instead of asserting on personal thoughts and views, the agreeable behavior is shown to other people advice.
Neuroticism is the personality trait of the person to experience negative emotions at different times demonstrating worry, anger, sadness and depression. This way the person is interpersonally sensitive to the outer environment.
This way the evaluation of these personality trait factors helps in determining the strong personality trait that could be added for crating group dynamism and achieves higher level of collaborative situations in regular business operation. This way the main purpose is to create effective team with aligned efforts of the team members towards the accomplishment of one goal (Ployhart, 2012).
The analysis of own motivation and work performance in relation to the big five model can be done as follows.
The evaluation using the big five model suggests that I am less to openness. That is I prefer traditional and familiar experiences while making judgment. Therefore instead of accepting new ideas, thoughts and changes, I prefer to follow the traditional methods of evaluating the environment and follow earlier experience outcomes in the regular decision making process. This way I am not creative and curious. Instead, I am conventional by nature with narrow interests and highly uncreative.
The evaluations reveal that I am high scorer with the conscientiousness personality trait. That is I am reliable, organized and self-disciplined. This way I regard the rules and regulations developed overtime considering them as an integral part of life. It truly reveals my nature with no disorganized behavior or no negligence or certainly no undependability on my part. Hence I am well organized and reliable (Waldman, 2006).
The evaluation of the extraversion personality traits reveals the ability of the person to be social able, friendly, fun loving and talkative. The outcome reveals that I am extremely outgoing, social and energetic. This way I like to take the charge and easily mix myself in the new environment. This way I am very much social and love to make new friends. I talk much and give away my thoughts easily. Hence I am not an introvert, reserved or inhibited person who can stay quiet for long time period.
The agreeableness personality traits reveal that the personal is good natured and have the good habits of sympathetic, courteous and forgiving. The outcome on my personality trait shows that I am not so good in forgiving and applying by-gone is by-gone. Instead I am tend to criticize people and might be rude, harsh and callous. This way the low outcome reveals that I don’t easily accept changes and new ideas in my life or in the external environment.
The evaluation under the personality traits under neuroticism reveals that a person with high score can be more nervous, insecure and worrying. This way more of negative habits or extreme nature outcome can be revealed in a person during certain events. However the outcome reveals that I am probably low on high strung or nervousness. Instead I remain calm and stand cool at intense situations. This way I prefer staying relaxed, hardy and secure with myself at various point of time (Woods et al., 2004).
The relative strength and weakness in my personality profile reveals the followings.
- I give preference to my traditions and traditional values. This way I will give preference to the rules and regulations set by the high level authorities in the organization.
- I give respect to the experiences of my elders and try to follow their advices. This way I will respect the decisions and suggestions offered by seniors and supervisors(Wood et al., 2003).
- I am well organized and therefore keep my things in place and plans ready for operation. This will leave good impression on my employers and may find a dependable human resource in me.
- I am reliable as a child and a friend. This way my subordinates and even seniors could share their experiences and trust me for their thoughts.
- I like to stay social and prefer outgoing with friends and family. This way I could easily get mixed and accept the work culture in the organization.
- I stay calm and relaxed even in tense situations. This could help me maintain my job status and learn from the experiences(Hamiliton
- & Cynthia, 2005).
- I am not agreeable and prefer criticizing others. This could attract issues with my subordinates in the team.
- I am not creative, curious and original enough to make new ideas and develop innovative thoughts. Hence my coworkers or even the team leader may find me incapable of creating new ideas.
- I am sometimes rude and harsh on people with different vision than my understanding. This could leave a wrong message or impression on my teammates(Furham, 2013).
- I stay so much calm at extreme time that others might consider me coward and incapable of handling things. Thus the under evaluation of my skills and abilities may be observed.
- I am not good with new thoughts and ideas changing the mindset of other people. This could result in making low number of friends at my work place.
- I am not adaptive in nature and therefore could find development of issues at important point of times when my life changes after job, marriage, kids etc. Thus I may find incapable of adapting to new work environment and develop the required skills to give out better outcome and results to the team(Dubrin, 2016).
The level of motivation and work preference may get affected by my personality. I am organized and like to follow traditions, rules and regulations. These are the factors that are highly appreciated in the organization. Therefore I think the level of motivation at work will stay high with these factors personality traits on my side. That is low on Openness and higher conscientiousness will bring good impression on the employer. The work performance can also be expected to stay high with the conscientiousness factor supporting the business performance and output. Also low on neuroticism reveals that I can stay calm and relaxed even in intense situation which could help me in dealing with extreme situations at work (Brown, 2007).
However I learnt that my extraversion behavior may bring along issues in my work. The ability to get mixed up with the co-workers and extrovert nature may bring up problems with the subordinates. Thus the work preference should be made towards such job where I meet new people and it is part of my work to convince them with my talks and friendly behavior. The best work preference therefore for me would be to work on customer service job. There I would have to talk to new people and convince them with the extrovert thoughts (Bakker & Schaufeli, 2008).
After review of the above outcome I realize that the need of applying SMART goals of motivation is required. The SMART goals will includes targets are actually specific, measurable, achievable, relevant and timely. These SMART goals are set as follows.
- Specific Goals:
I learnt that I am less on agreeableness and quite low on openness. This means that I am not good with new ideas and even stand up against other for criticizing them. This could create issues at work and could affect my level of motivation and work performance in future. Therefore I need to work on creating a high sense of agreeableness and openness. The high sense of agreeableness will help in accepting new ideas and thoughts at work. This way I could easily accept the change and could even avail the benefit from it.
The work performance may also improve in future as I may find that the new way of working or dealing with the people actually brings out better results. Thus shifting to agreeableness with senior and subordinates may help in developing healthy and trustworthy work culture.
Also I would learn new method of working and accepting things in life which could bring in higher stability in life. I may learn to handle things more effectively and deal with different situation in most appropriate manner. That is instead of keeping calm and relaxed, I could learn to avoid situations and apply a permanent solution to the problem.
I need to develop relevant approach towards life. For example, if I learn to accept new ideas and thoughts through creating higher openness and higher agreeableness than I assume that my coworkers will like me and exchange of thoughts may develop at higher pace. This would bring a sense of understanding among each other and team spirit could be developed and motivated (Ann & Carr, 2010).
I need to apply the above required changes within the time frame until I complete my post-graduation. This way I will be ready to apply new ideas and thoughts in making a good career start.
In conclusion, the review of the Big Five Model of Personality actually revealed various strength and weakness in my nature. I am happy to see some favorable outcomes and at the same time shocked to observe my inability to change and accept new ideas. I consider it as an on time evolution as changes can be brought in my nature at this point of time and will be brought with the view to help develop skills and abilities to cope with the changing environment. The self-evaluation has offered a chance to promote good habits and remove bad habits from my nature. Also such evaluations can help me in stick with the team and further help not only me but all the teammates in realizing their abilities and develop trust and dependence on each other for the improvement in efficiency of team.
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