Organizational Behavior Sample

The Big Five model is a very accurate approach to assess personality. This model measures the personality of individuals on the basis of five dimensions, including openness, conscientiousness, extraversion, agreeableness and neuroticism. The purpose of this essay is to identify and discuss the Big Five personality dimension. In addition, the theory of the Big Five personality dimensions will be used to discuss and identify my areas of performance improvement

Openness is the first dimension of big five model that assess the personality in terms of imagination, feelings, actions and ideas. The individuals who have low score in this trait are more practical, conventional, less creative and adventurous, and prefer routine. However, individuals with high scores on openness tend to be curious independent and have a wide range of interests (Bolton, Becker, & Barber, 2010).

Conscientiousness is the second dimension of OCEAN. This dimension measure the personality in terms of competence, self-discipline, thoughtfulness, and goal-driven. Poor result in this case means mind of people easily divert from work and they are disorganized in organizing things at workspace and is more impulsive and careless,  while those with high score on this dimension tend to be more hardworking, dependable and organized ( Feher & Vernon, 2020).

Extroversion is the third dimension of the big five mode. This term demonstrates the level to which any person score in terms of sociability, assertiveness, and emotional expression. Low score of extraversion means that an individual is quiet, reserved, and withdrawn in the personality, meanwhile good results of extraversion are those who are outgoing, warm and seek adventure (Pérez-González & Sanchez-Ruiz, 2014).

Agreeableness is concerned with being cooperative, trustworthy, and good-natured. Those who have high score in this part of big five model tend to be more cooperative and trusting others but they compete less with others whereas people who has less score in agreeableness take care more of themselves rather than others and they always compete with others to win (Bolton, Becker, & Barber, 2010).

Neuroticism is the last concept of the big five model. This term defines tendency toward unstable emotions of a person. This may be the negative emotions of any person such as anxiety, sadness, guilt. Generally, everyone has to suffer from such kind of disappointing experiences, but every individual has different level of them (Krasman, 2009). Low score of Neuroticism means that individuals are calm, even-tempered and secure. Meanwhile high score means an individual is anxious, unhappy, and prone to negative emotions (Bolton, Becker, & Barber, 2010).

According to the results of the Big Five personality test,  I scored 45% in openness, 67% in conscientiousness, 43% in extroversion, 77% in agreeableness and 74% in neuroticism. This results are evidence of both Positive and negative influence of my result in extraversion at workplace. My score is very low in term of openness and extraversion with 45% and 43% respectively. With regard to openness, this score can be interpreted that I am not flexible and imaginative at workplace that impact negatively on my work since imagination skills and adjustment are very important at workplace. The shift in my lifestyle was extremely disruptive for me and its impact on my happiness, wellbeing and ability to do my job to the standard required. I realized that the constant stress, poverty and insecurity from my business affected to my openness and performance at my job. I also got very low score with only 43% for extraversion aspect in the big five model test. This can be interpreted that I do not interact well with many people and I feel not confident as well as I don’t like to talk more with others in the organisation. In fact, I am a strong introvert in that I obtain my energy from solitude, quiet reflection, and pondering my actions and relationships. Although I enjoy people I want to be around, too much socializing is exhausting to me and I find it difficult to be around people for long extended periods of time. On the positive side, although it is essential to be social and talkative in an organisation to perform the task effectively, sometimes we leak out our secrets of work at the organization due to this kind of behaviour (Roberts, 2006). Therefore, being less sociable is very fruitful for me.  However, my lack of social interaction and poor skills in communication as proven by the results of the test is not beneficial for my work. Also I do not have more friends and acquaintances due to my lack of abilities to make a social connection and my unconfident. There is no doubt that without confident, we are less likely to achieve our main targets so to be confident is very important for all (Devine & Conway, 2008). Therefore when I work with an extravert colleague, both of us often adjust our style of communication and approach. Extraverts would need to be more patient, state their arguments and then allow for introverts partners to take the time to reflect and process the information (Kong, 2016). This would be extremely difficult since my extravert colleagues are energized and their thinking is stimulated by social interaction and their knack for debate. Therefore, the results of the Big Five test of personality suggest that I need to improve my skills in terms of openness and extroversion. The trait of openness, interpreted as being an intellectual and experiential openness or receptivity to new items, involves the degree to which an individual generally tend to be open or receptive to all sorts of things (Chiaburu, Oh, & Marinova, 2017). Therefore, I should be open to trying a new experience or being receptive to a new idea, thinking the issues and world in a new and open way. At workplace, I need to learn to be tolerant for differences and accept cultural diversity of my colleagues and co-workers and give respects to these diversity. In order to improve my weakness with regard to extraversion, I need to break out of my shell and learned the art of conversation, small talk, and learning to make a genuine a connection with people.

In conclusion, the big five model of personality trait is very useful and reliable means to regulate the personality of an individual that is based on different five dimensions. Having experienced the test, I realized my weaknesses as well as strengths. Improving the weaknesses in traits of openness and extraversion are important for my professional success in the future and thus I need to focus more on work behaviors that address psychological adaptations and positive working environment .



Bolton, L. R., Becker, L. K., & Barber, L. K. (2010). Big Five trait predictors of differential counterproductive work behavior dimensions. Personality and Individual Differences49(5), 537-541. doi:10.1016/j.paid.2010.03.047

Chiaburu, D. S., Oh, I., & Marinova, S. V. (2017). Five-factor model of personality traits and organizational citizenship behavior: Current research and future directions. Oxford Handbooks Online. doi:10.1093/oxfordhb/9780190219000.013.13

Devine, D., & Conway, J. (2008). Predicting organizational behavior with trait affect: Beyond the Big Five. PsycEXTRA Dataset. doi:10.1037/e518442013-157

Feher, A., & Vernon, P. A. (2020). Looking beyond the Big Five: A selective review of alternatives to the Big Five model of personality. Personality and Individual Differences, 110002. doi:10.1016/j.paid.2020.110002

Kong, D. T. (2016). The pathway to unethical pro-organizational behavior: Organizational identification as a joint function of work passion and trait mindfulness. Personality and Individual Differences93, 86-91. doi:10.1016/j.paid.2015.08.035

Krasman, J. (2009). The feedback-seeking personality: Big Five and feedback-seeking behavior. Journal of Leadership & Organizational Studies17(1), 18-32. doi:10.1177/1548051809350895

Pérez-González, J. C., & Sanchez-Ruiz, M. (2014). Trait emotional intelligence anchored within the Big Five, big two and big one frameworks. Personality and Individual Differences65, 53-58. doi:10.1016/j.paid.2014.01.021

Roberts, B. W. (2006). Personality development and organizational behavior. Research in Organizational Behavior27, 1-40. doi:10.1016/s0191-3085(06)27001-1




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