Big Five Personality Model Analysis

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Table of Contents

Case Study
Interpretation
References

Case Study

Both character and social cognition have an impact on how people behave. Conscientiousness, agreeableness, extroversion/introversion, openness to experience, and emotional stability are five clusters of typical behaviors that make up the theory’s definition of personality (Manning & Curtis, 2011). After acknowledging the theoretical aspects of the Big Five Personality model, I took the test and retrieved my scores, identifying results for each scale. I received a relatively low score of 19 points on the openness to experience scale, with each scale constituting 35 maximum points. Regarding the conscientiousness scale, I received a score of 29, which is my greatest overall score on any scale. The findings also showed a reasonably high level of extraversion, with a score of 25. The score on the agreeableness scale was 20 points, implying an average result. My lowest indicator of 13 points was examined according to the neuroticism scale.

Interpretation

Openness to Experience

People who are open to new experiences tend to be intelligent, autonomous, independent, and one-of-a-kind in their own right. They tend to employ their imagination, have a critical mind, and are eager to explore different things (Ercan, 2017). Due to the fact that I got a rather low score on openness to experience, I would not apply the majority of the characteristics mentioned above to my personality.

Conscientiousness

People that are conscientious focus on their goals and take action as they tend to be successful and goal-driven. The propensity to be well-organized, ambitious, focused, trustworthy, and intentional is known as conscientiousness (John et al., 2020). My greatest score was according to the conscientiousness scale, so I would categorize myself as a reliable, systematized, and success-oriented employee.

Extroversion

When facing challenges, extroverted people frequently seek out the social support they require. Extroversion is the ability to interact with others and sustain intimate personal bonds (Ercan, 2017). Therefore, extroverted people tend to have strong social support networks, which makes it simpler for them to handle stressful situations. Based on my result, I would categorize myself as a more extroverted person rather than an introverted.

Agreeableness

Agreeableness reveals a person’s level of interest in preserving connections. According to Müller and Schwieren (2019), this element contains traits like benevolence, nurturing, caring, emotional support, and kindness if someone scores highly on it. My score on this section was not high but rather average. Therefore, I cannot claim to possess those qualities to an extent to which I could categorize myself as a caring or kind person.

Neuroticism

Individuals with lower degrees of neuroticism are better equipped to handle stress and keep their emotional equilibrium. The tendency for someone to feel unpleasant emotions, including shame, remorse, rage, fear, contempt, and humiliation, is known as neuroticism (John et al., 2020). Undoubtedly, I can claim that I am not a person inclined toward neuroticism, as my score was the lowest on this scale.

Relation to the Case

After giving an interpretation of the mentioned scales and results, my decision-making process is discussed in this section. New levels of collaboration and achievement might result from understanding the nature and requirements of various kinds of individuals (Manning & Curtis, 2011). The particular position of manager of the Potato Smashing role requires a person who would score high on openness to experience, as it refers to a critical mindset. In addition, a high score in conscientiousness would address the requirement of being dutiful and reliable in following instructions. However, an introverted individual would be more suitable for this position, as the goal is to stay focused on the task rather than on the people performing it. Therefore, considering all the aspects, I believe I would not be a good fit for this position, not being able to realize my full potential. The reasoning behind such a conclusion is facilitated by my low openness score and high extraversion score. My way of thinking tends to be subjective and biased rather than critical. As an extrovert, it would be hard for me not to emphasize employees and prioritize task performance. I think that these specifications strongly favor not being eligible for this position.

References

Ercan, H. (2017). The Relationship between Resilience and the Big Five Personality Traits in Emerging Adulthood. Eurasian Journal of Educational Research, 17(70), 1–22.

John, R., John, R., & Rao, Z. U. R. (2020). The big five personality traits and academic performance. Journal of Law & Social Studies, 2(1), 10–19.

Manning, G., & Curtis, K. (2011). The Art of Leadership (4th ed.). McGraw-Hill Education.

Müller, J., & Schwieren, C. (2019). Big Five personality factors in the Trust Game. Journal of Business Economics, 90(1), 37–55.

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