Group Members Name

1. Muhammad Asad Siddiqui2. Abdus Samad Kirmani

3. Yasir Ali Siddiqui

Class : MBA

Student Id : 59523,59783

Subject Name : Human Resource Management

Teacher Name : Sir Tahseen Siddiqui

Topic : BIG FIVE PERSONALITY TRAITS

Personality is:

The set of distinctive traits and characteristics

It can be used to compare and contrast individuals.

Why examine personality? Self awarenessManaging othersPerson-job fit

Personality Determinants

Personality isdefined anddetermined by

-Biological Factors

-Social Factors

-Cultural Factors

-Situational Factors

HISTORY AND BACKGROUND

The Big Five was originally derived in the 1970's by two independent research teams -- Paul Costa and Robert McCrae .

These five dimensions were derived by asking thousands of people hundreds of questions and then analyzing the data with a statistical procedure known as factor analysis.

The Big Five is now the most widely accepted and used model of personality.

The five-factor theory is among the newest models developed for the description of personality, and this model shows promise to be among the most practical and applicable models available in the field of personality psychology (Digman, 1990).

Openness to ExperienceConscientiousnessExtraversionAgreeablenessNeuroticism

THE BIG FIVE

OPENNESS TO EXPERIENCEOpenness is a general appreciation for art, emotion, adventure, unusual ideas, imagination, and variety of experience.

Open to emotion, sensitive to beauty and willing to try new things.

Sample Ideas

• I have a rich vocabulary.• I have excellent ideas.

• I am quick to understand things.• I use difficult words.

CONSCIENTIOUSNESSTendency to show self-discipline, act dutifully, and aim for achievement against measures or outside expectations.

It is related to the way in which people control, regulate.

The average level of conscientiousness rises among young adults and then declines among older adults.

Sample Ideas

• I am always prepared.• I pay attention to details.• I follow a schedule.

EXTRAVERSIONIt is characterized by breadth of activities.

Extraverts enjoy interacting with people, and are often perceived as full of energy.

They possess high group visibility, like to talk.

Sample Ideas

• I feel comfortable around people.• I start conversations.

• I talk to a lot of different people at parties.

AGREEABLENESSIt reflects individual differences in general concern for social harmony.

Generally considerate, kind, generous, trusting and trustworthy, helpful, and willing to compromise their interests with others.

Agreeable people also have an optimistic view of human nature.

Sample Ideas

• I am interested in people.• I have a soft heart.

• I take time out for others.• I feel others' emotions.

NEUROTICISMTendency to experience negative emotions, such as anger, anxiety, or depression.

It is sometimes called emotional instability.

Those who score high in neuroticism are emotionally reactive.

Sample Ideas

• I get irritated easily.• I get upset easily.

• I have frequent mood swings.• I worry about things.

Openness to ExperienceMore Less

CuriousImaginative

Creative

Potential

Conservative

Conventional

Avoids Thrill-Seeking Behaviors

ConscientiousnessLowHigh

Few GoalsOrganizedSystematic

Careful

CarelessDisorganizedIrresponsible

Many Goals

ResponsibleSelf-disciplined

ExtraversionExtraversion

SociableTalkative Energized by

social interaction

Tentative

Energized by being

alone

Reserved

Introversion

AgreeablenessHigh Low

Gentle

ForgivingUnderstandingGood-natured

IrritableShort-tempered

Uncooperative Antagonistic

NEUROTICISMLessMore

Poised Resilient

Secure

ReactiveDepressed

Insecure

AnxiousCalm

RELIABILITY AND VALIDITITY OF PERSONALITY FACTORS

According to research :

Validity of observer ratings of personality measures in the employment context.

It is likely that observer ratings of job-relevant constructs will be valid predictors of job performance.

Two hypotheses were tested in this study. Firstly hypothesized that supervisor, coworker, and customer ratings of two job-relevant dimensions—conscientiousness and extraversion—would be valid predictors of sales representatives' performance. (also examined the validity of agreeableness, emotional stability, and openness to experience when ratings were provided by observers as well as by the sales representatives.

Secondly hypothesized that for the two job-relevant dimensions, conscientiousness and extraversion, observer ratings would account for significant incremental variance in performance over self-ratings.

PILOT TESTData collected from a small sample of 15 to 30 subjects of the study served as a guide for the larger study. The survey instruments were pilot tested on a small scale sample of respondents in one of the selected health tourism hospitals. A total of 35 questionnaires were distributed to the respondents to collect data. The pilot test was completed with a total of 30 responses. The instruments were then tested for internal reliability based on the data collected from the pilot survey.

Internal Reliability For Personality Traits

INSTRUMENT ITEM CRONBACH’S ALPHA

Openness to Experience

10 0.859

Conscientiousness 9 0.888

Extraversion 8 0.774Agreeableness 9 0.904

Neuroticism 8 0.736The results of the internal reliability showed an excellent reliability coefficient for each of the instruments. The Cronbach’s Alphas obtained were above the minimum acceptable level of 0.7.

CONCLUSIONThis Five Factors are playing a vital role in job performance.

The reliability of the measures has been found consistent and indicates the homogeneity of the items in the measures.

In terms of practical implication, managers to identify their employees’ personality traits. Managers can use the validated measures in this study to identify their personality traits and assign them into different groups according to their traits.

By doing this action, it can improve their work behaviors and enhance the organization’s service performance.