Personality-Definition, Conceptions and Big Five of Personality Dimensions

Hello Respected Researchers and HR managers, In this section we will discuss about “Personality-Definition, Conceptions and Big Five of Personality Dimensions“. It is very much important for a Researcher as well as HR Concern person/ manager to know Personality with Definition, Conceptions and Big Five of Personality Dimensions. If researcher or HR Manager could follow the Points accordingly,it would easier to reach the goal. Let’s have a look…

 Personality:

Personality consists of a combination of traits that characterise one person. We all notice distinct personal styles of people dealing with their work environments; the way they react to challenges, situations, and others in the workplace. One thing that we must be aware of, is that there is no one best personality; people display a variety of personality characteristics, and it is this variety that we depend upon for a diverse environment that fosters an appropriate ‘fit’ with specific roles.

There has been on ongoing debate, since the study of personal characteristics began, as to the source of one’s behaviour-

Is it inherited, or is it shaped by one’s environment?

Three specific influences on personality have been identified: CULTURAL VALUES (e.g., Sri Lankan versus European), SOCIAL VALUES, which emerge from things like family life, one’s religion and friends and colleagues that one associates with; SITUATION FACTORS, which can be specific opportunities, challenges or introductions, or perhaps incidences that affect or in some way shape one’s values.

 

⊕ Personal Conceptions:

Another meaningful group of types depends on personal conceptions, which represent the way we feel about our environment (social and physical), as well as our major beliefs and personal perspectives.

  1. locus of control, which reflects an individual’s perception of whether events are within their control.
  2. Internals, or persons with an internal locus of control, believe that they are in control of their own destiny.
  3. Externals, or persons with an external locus of control believe that, for the most part, events and outcomes are beyond their control; their fate is determined by environmental forces.

Machiavellianism:  Machiavellianism is another personal conception that is often referred to in the OB literature. This personality characteristic is named after Niccol Machievaelli, who in the 16th century wrote about the exploitation of power. Mach scales have been developed as an instrument that measures a person’s Machiavellian orientation. This is a person (a machiavellian) who is selfish, and is motivated only in a way that will represent personal gain. They do not concern themselves with others, and do not hesitate to manipulate others should they perceive a need to do so.

 

⊕ Big Five of Personality Dimensions:

The discussion of personality types usually includes the BIG FIVE framework, which suggests that personality dimensions can be categorized into one of five categories:

  1. Extraversion, which is defined as the extent to which a person is outgoing or shy. Extroverts typically feel comfortable in social situations, whereas introverts or shy people tend to avoid social situations.
  2. Agreeableness, implies the degree to which a person is approachable or friendly. People who are defined as agreeable tend to be welcoming, warm people. Less agreeable people make a point of remaining distant from social situations.
  3. Conscientiousness represents the degree to which a person is approachable, reliable, dependable and organised. People who tend to be low on this scale are unreliable, disorganised and easily distracted.
  4. Emotional stability implies that people can understand and manage stress levels well. They tend to have high self-esteem and display self-confidence. People low on this scale show signs of nervousness, anxiety and insecurity.
  5. Openness to experience is a dimension that characterises fascination and range of interests. People who are very open to experience are curious and creative, even artistic. People who are less open to experience tend to be conventional, and appreciate the status quo.

⊕ Type A and Type B Personalities:

The personality distinction between Type A and Type B personalities is one about which you might be familiar.

Type A personalities tend to display specific characteristics: they are competitive, they appear to be pressed for time continually, and they strive to achieve more and more in less time. They also have difficulty displaying patience with leisure time, and prefer to quantify their accomplishments when possible.

Type B personalities, on the other hand, feel much less compelled to discuss or display their accomplishments, and do not feel a sense of urgency like a Type A.

Which ‘type’ is best suited to a work environment? This is not a question that can be answered with any real accuracy. But given the distinctions in behaviour between the two types, often we see Type Bs moving to the top of the organisation rather than Type As. This is primarily because Type Bs are not willing to sacrifice quality for quantity, and often demonstrate creativity that is not found in Type As.

On the other hand, Type As are often recognised as hard workers; they work long hours and make decisions quickly. Research has shown, however, that Type As tend to experience poorer physical health, particularly heart conditions, hypertension and coronary artery disease.

 

There may be some more documents on Personality-Definition, Conceptions and Big Five of Personality Dimensions, this article is written by taking the help from Internet and other resources like Books, journals etc.

***END***

Be the first to comment

Leave a Reply

Your email address will not be published.




For security, use of Google's reCAPTCHA service is required which is subject to the Google Privacy Policy and Terms of Use.

I agree to these terms.