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The Big Five Personality Dimensions Essay

Big Five Personality Essay

INTRODUCTION

Personality. Everybody has one. It has own uniqueness, relatively stable and predictable. In facts, personality is one of our important assets that already shaped our experiences. In a study of personalities and character (Schultz, 2009) personality can be define as the unique, relatively enduring internal and external aspects of person's character that influence behavior in different situations. According to (Papalia, Olds, Feldman, 2011) the relatively consistent blend of emotions, temperament, thought and behavior that makes person unique. Such characteristics way of feeling, thinking, and acting which reflect both inborn and environment influences affect the way we adapt to the world. The number of personality has been vary between theories. These theories will help answered the question of human nature and pattern behavior. For instance, what is influence by personality as the time goes by whether traits can change from childhood until the end of our life.

Moreover, the purpose of the test that has been asking to done is to know what type of the personality not only me but people around me. Though, it can help recognize better who am I really are. In addition, I do understand people with whom am I interact, the advantage is for the future to get to know my partner, children personality. Furthermore, personality are aspects that other people can see and somewhat impression we make on others.

DISCUSSION

After done taking the test " McCrae and Costa's The Big Five Personality" five major dimensions of human personality referred as OCEAN model of personality which is Openness to experience/Intellect, Conscientiousness, Extraversion, Agreeableness, Neuroticism, the result show that there are differences in percentile of the five elements in the test.

Openness to experience/Intellect 24 percentile

Conscientiousness 17 percentile

Extraversion 70 percentile

Agreeableness 74 percentile

Neuroticism 32 percentile

Based on the percentile showed there are two highest marks earned. There are Extraversion 70 percentile, Agreeableness 74 percentile. The lowest marks obtained are Openness to experience/Intellect 24 percentile, Conscientiousness 17 percentile, Neuroticism 32 percentile.

We can infer based on the data obtained above that major of the elements give somewhat are truth results about my dominant personality traits. My opinion is in different situation may express different dominant personality. For instance, someone has quiet and calm traits he or she is not always express that kind of traits in every situation. Extraversion 70 percentile. Or extrovert can be interpret as a lively and confident person who enjoys...

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I was reading an excellent book recently when I came across the concept of the “Big Five” personality traits. I’d never heard of these before but I found them fascinating. You’ve probably taken personality tests in the past—the Meyers-Briggs test is a popular one. The Big Five are more often used in scientific circles for personality research, so I think they’re handy to know.

I also enjoyed reading about the implications these could have for managers or anyone in charge of groups of people (teachers, sports coaches, even parents).

I’m fairly confident everyone can benefit from understanding how the Big Five work and paying attention to the personality traits of ourselves and those around us, so I’d like to share what I’ve read about the Big Five and some suggestions for using them to your advantage.

What are the Big Five

In the 1970s, two groups of personality researchers independently came to the conclusion that most personality traits can be boiled down into five broad categories, now known as the Big Five. They are:

  1. Openness
  2. Conscientiousness
  3. Extraversion
  4. Agreeableness
  5. Emotional stability (or Neuroticism)

I first read about these in an essay by Geoffrey Miller in the book I mentioned earlier. He explained that each of these traits acts like a scale, where everyone falls at some points along the scale between high and low. I’ve actually written about the scale of extraversion and introversion before, but I didn’t realize at the time that it was part of the Big Five lineup.

If you’re curious about these, you can try this online test to see how you score. Here’s what my results looked like (though I’m not so sure I believe this is me!):

Another essay in the same book, by Helen Fisher, explored “Temperament dimensions,” which are very similar broad categories to those above, excluding extraversion. One important note to make about both of these models of describing personality traits is that they are very broad, general categories. They came from patterns that emerged from large amounts of research data, so they can’t pinpoint your exact personality. They can be used as a helpful guide, but not a hard-and-fast rule set.

Let’s explore how each trait presents itself in our personalities:

Openness: Those who score high for this trait tend to enjoy adventure and be open to new experiences

Conscientiousness: High scorers for conscientiousness are generally organized and dependable

Extraversion: Those who are high on this scale draw their energy from being around others, so they tend to be more sociable (not to be confused with outgoing!)—read more about this trait in my previous post.

Agreeableness: High scorers for this trait are often trusting, helpful and compassionate.

Emotional stability: People with high scores for this trait are usually confident and don’t tend to worry often (this may be tested as neuroticism, in which case high scorers would be prone to worrying and anxiety).

Geoffrey Miller’s essay emphasized how each of these works as a scale, or really a bell curve, with all of us falling into the range somewhere. I loved this point he made, which really put things into perspective for me:

One implication is that the “insane” are often just a bit more extreme in their personalities than whatever promotes success or contentment in modern societies—or more extreme than we’re comfortable with.

Although these traits are genetically heritable and mostly stable throughout our lives, Helen Fisher’s essay emphasized the fact that people are malleable:

We are not puppets on a string of DNA.

Thus, if you tend to score high on a trait you’re not especially keen on, you can work on this. It takes work, though. Helen also made the point that while we are capable of acting “out of character,” this is exhausting and we can’t keep it up for long. Small increments are generally best to create lasting change.

Now that we understand what the Big Five are and how they present in people, let’s take a look at why this information is useful to us.

Again, Helen Fisher has an excellent point to make on this:

… we are social creatures, and a deeper understanding of who we (and others) are can provide a valuable tool for understanding, pleasing, cajoling, reprimanding, rewarding, and loving others.

I couldn’t agree more. In particular, I think this information can help us to understand and help our employees even better.

Building a better team using personality traits

Whether you’re looking for a way to build a more cohesive team with the people you already manage or you’re hiring, like Buffer, you can put these personality traits to work if you understand them well.

1. Take note of the personality traits you need before hiring

Before you hire for a new role, you’ll probably put together a job description. This helps you to understand what kind of person you’re looking for: what skills and experience they’ll have, and what they’ll be able to bring to your company.

Using the Big Five, you can put together a rough blueprint of the personalities you already have in your team and make a note of which personality traits would best fit into the new role.

2. Look for personalities that will fit into and compliment your company culture

We’re big on culture at Buffer, and this is something I think we could add into our hiring process to make even better decisions about who will fit in best.

Understanding the personality traits that suit the role you’re hiring for is important, but how personalities fit together can make a big difference as well. Working out the personality traits most suited to your company’s culture can help you to keep an eye out for them and spot people who will fit in more easily.

3. Pair new employees up with team members who suit their personality type

When new employees come on board it’s fairly standard for an existing employee to show them the ropes. If you’re buddying up new employees for a while, taking personality types into consideration could make your employee on boarding process smoother.

Do you have any other suggestions for using personality types in hiring or bringing your team together? Let us know in the comments.

P.S. If you liked this post, you might also like Why positive encouragement works better than criticism, according to science and 22 Tips To Better Care for Introverts and Extroverts.

Image credit: Dialogues in Clinical Neuroscience

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