Personality Theory: The Big Five Or Five Factor Model

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In the early 1980s the psychologists Goldberg and Digman started to work on their study of personality traits. It was a collection of 1710 personality characteristics arranged by Norman many years ago (Norman, 1967 as quoted in Woods and West, 2014). The conclusion of their study was the recognition and summary of five extensive elements of personality. Today, they are more commonly known under the title the Big Five or Five Factor Model (Woods and West, 2014). In accordance with this model, the most appropriate portrayal of personality characteristics is to divide them into five extensive bipolar aspects (Woods and West, 2014). First of all, extroversion represents the scope to which individual likes to socialize and is open to make new friends, …show more content…

Joanna Moutafi, Adrian Furnham and John Crump examined 900 British managers from ten various companies dealing with retailing, manufacturing, consultancy, accounting and legal service (Huczynski and Buchanan, 2013). Studies have depicted that consciousness has a positive impact on income promotions as well as the job position in majority of professions. On the other hand, neuroticism has a negative impact on the entire work achievement, position and income. The conclusions about extraversion are uncertain, connected to achievement, income and job position in some debates, but not in others. These results may rely upon the sort of work being examined. For instance, introverts better cope with the regular tasks (Huczynski and Buchanan, 2013; Moutafi et al., 2007). The findings for openness and agreeableness do not completely correspond with job achievement. These traits may provide little achievement in some occupations. Openness seems to decrease the achievement of rugby referees (Moutafi et al., 2007). Emotional Stability and Conscientiousness tend to be proper anticipators of job achievements for almost all jobs (Barrick and Mount, …show more content…

Either we choose to use the personality tests such as the MBTI and the Big Five Model, or we rather rely on direct contact with the candidate and for this reason we might prefer a selection interview. As already discussed, there are several benefits and drawbacks and only we have to decide which of them is the most appropriate method for us. The best idea would be to combine a variety of available methods of selection so that we strengthen the value of the qualitative and quantitative sources of information about the individual applicant (Beardwell and Thompson, 2014). When making the final decision, we should be aware of the fact that each assessment is taking into consideration different values and characteristics and for this reason it is inevitable to mix them up. Every single trait of a candidate is based on different experience and has a very distinctive background. It is really important to think about the candidate by examining all the personality manners in order to make the concluding solution (Robertson and Smith,

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