The Big Five Model of Personality

Dr. Daisy ChauhanManagement Development Institute

Gurgaon

Big Five Personality1. Extraversion

• Indicates one’s comfort level with relationshipsHigh: Open and talkative Competitive, enthusiastic, persuasive , assertive Enjoys a fast pace and variety at work Gregarious Socially active and energetic Can be impulsive or indiscreet Needs praise - enjoys attention Extroverts are likely to be more happier and

satisfied in relationships and less likely to be depressed.

Big Five Personality1. Extraversion

• Indicates one’s comfort level with relationships

Low: Reserved and shy in company Able to concentrate on long tasks Prefers a calm environment Dislikes the limelight and attention Inhibited and somewhat reluctant in teams Not a natural communicator Deliberate, and reflects on things Lacks spontaneity

AgreeablenessIndividuals propensity to defer to others Low: Self reliant and independent - pushy Not a natural team player - dominant Goal oriented - tough and determined Capable of dealing with 'office politics' Drives through obstacles Somewhat impatient with weaker

colleagues Able to make unpopular decisions Autocratic management style

AgreeablenessIndividuals propensity to defer to others High:Trusting, empathetic andEnjoys team participation, consensus oriented Tolerant of others, seen as kind and generous Patient and democratic with others Can find disciplining others difficult Can be seen as too soft or submissive Have democratic management style People high on Agreeableness are less likely

to have heart diseases and more likely to have positive leadership styles

Openness to ExperienceRange of experience and fascination with noveltyHighFinds routines and systems constricting Enjoys challenging the status quo Champions change - accepts risks Idealistic, with a variety of interests Creative thinker and problem solver Unconventional and intellectual Thinks on feet, improvises Tend to choose occupations that involve

creative and artistic skills.

Openness to ExperienceRange of experience and fascination with

noveltyLowFollow rules and procedures Risk-averse and cautious of change Adapts rather than creates new approaches Conservative and serious Obedient to corporate methodology Practical and down to earth Adheres to guidelines and systems

ConscientiousnessMeasure of reliability

High:Structured approach to work Quality-conscious and detailed Plans and forecasts - organised Reliable and efficient Persevering and dutiful Committed to the job - striving Keen to achieve goals

Are more dependable, are more motivated, and enjoy greater job satisfaction

Conscientiousness

Measure of reliability

Low:Flexible and informal approach to work Multi-tasker Not detail conscious - expedient Prefers 'big picture' - strategic Less committed to formal tasks Works well in a chaotic environment

Emotionality StabilityPerson’s ability to withstand stress

High:Relaxed, calm under pressure High self esteem Decisive, asserts him/herself Optimistic, enjoys taking lead Resilient to pressure Copes with the unexpected Enjoys autonomy, ambitious Have greater job satisfaction,

commitment and occupational success

Emotionality StabilityPerson’s ability to withstand stress

Low:Unsure of self, hesitant, checks with superiors Prone to anxiety under pressure Dislikes making big/important decisions Not ambitious, somewhat pessimistic Concerned by change or the unexpected May be temperamental, low emotional control Nervous presenting self or own ideas

LIFE ORIENTATION

Dr. Daisy ChauhanManagement Development Institute

Gurgaon

LOCUS OF CONTROL

Locus of control refers to how a person perceives the cause of life events

Extent to which people perceive the contingencies that affect outcomes.

INTERNALSInternality is related to effectiveness and

adjustment. Internals more sensitive to new information,

more observant, more likely to attend to cues that help resolve uncertainties

Generates moderate or calculated risk taking Leads to academic achievement

EXTERNALS

Externals believe that outcomes are the result of contingencies rather than of their own actions.

Attribution of failure or negative conditions to external factors can help people to cope with adverse experiences more effectively, to perceive social reality in the proper perspective, to fight injustice, and to rectify undesirable situations.

WHAT IS ORIENTATION? Orientation is the we think, our attitude

towards something and the interpretation we give to events and happenings. These will effect the way we behave and the way we deal with situations and people and thereby the outcome of our actions.

Our orientation also influences our perception of the control we have on the environment around us and the belief we have in ourselves.

FACTORS RESPONSIBLE FOR EXTERNAL ORIENTATION

Lack of confidence

Being comfortable with the present

Risk aversiveness

Need for other’s approval

Too much dependence on others

Sense of helplessness

Inability to take advantage of

opportunities

CHANGING YOUR ORIENTATION

Know your strengths and weaknesses Know your limits of stretchability.

Believe in your ability to influence your

environment.

Be aware of what you can change and what

you cannot.

Differentiate between your beliefs and facts.

CHANGING YOUR ORIENTATION

Our response to a situation/event

should be based on : Self awareness

Should be a conscious decision

Should result from an independent will.

As long as a decision is not made the

choice is yours. But once a decision is

taken the choice is going to control you.

CHANGING YOUR ORIENTATION

Accept responsibility for your actions and

decisions.

Our behaviour is the product of our

choice based on our values.

We are responsible for what happens to

us and we should not hold

circumstances, condition or

conditioning responsible for it.