The Big Five Model of

Personality

Dr. Daisy Chauhan

Management Development Institute
Gurgaon

Big Five Personality

1. Extraversion

Indicates ones comfort level with relationships

High:
Open and talkative
Competitive, enthusiastic, persuasive , assertive
Enjoys a fast pace and variety at work
Gregarious
Socially active and energetic
Can be impulsive or indiscreet
Needs praise - enjoys attention
Extroverts are likely to be more happier and
satisfied in relationships and less likely to
be depressed.

Big Five Personality

1. Extraversion

Indicates ones comfort level with relationships

Low:
Reserved and shy in company
Able to concentrate on long tasks
Prefers a calm environment
Dislikes the limelight and attention
Inhibited and somewhat reluctant in teams
Not a natural communicator
Deliberate, and reflects on things
Lacks spontaneity

Agreeableness
Individuals propensity to defer to others
Low:
Self reliant and independent - pushy
Not a natural team player - dominant
Goal oriented - tough and determined
Capable of dealing with 'office politics'
Drives through obstacles
Somewhat impatient with weaker colleagues
Able to make unpopular decisions
Autocratic management style

Individuals propensity to defer to others

High:
Trusting, empathetic and
Enjoys team participation, consensus oriented
Tolerant of others, seen as kind and generous
Patient and democratic with others
Can find disciplining others difficult
Can be seen as too soft or submissive
Have democratic management style
People high on Agreeableness are less likely
to have heart diseases and more likely to
have positive leadership styles

Agreeableness

Openness to Experience
Range of experience and fascination with novelty
High
Finds routines and systems constricting
Enjoys challenging the status quo
Champions change - accepts risks
Idealistic, with a variety of interests
Creative thinker and problem solver
Unconventional and intellectual
Thinks on feet, improvises
Tend to choose occupations that involve
creative and artistic skills.

Openness to Experience
Range of experience and fascination with
novelty
Low
Follow rules and procedures
Risk-averse and cautious of change
Adapts rather than creates new approaches
Conservative and serious
Obedient to corporate methodology
Practical and down to earth
Adheres to guidelines and systems

Conscientiousness
Measure of reliability

High:
Structured approach to work
Quality-conscious and detailed
Plans and forecasts - organised
Reliable and efficient
Persevering and dutiful
Committed to the job - striving
Keen to achieve goals
Are more dependable, are more motivated,
and enjoy greater job satisfaction

Conscientiousness
Measure of reliability
Low:
Flexible and informal approach to work
Multi-tasker
Not detail conscious - expedient
Prefers 'big picture' - strategic
Less committed to formal tasks
Works well in a chaotic environment

Emotionality Stability
Persons ability to withstand stress
High:
Relaxed, calm under pressure
High self esteem
Decisive, asserts him/herself
Optimistic, enjoys taking lead
Resilient to pressure
Copes with the unexpected
Enjoys autonomy, ambitious
Have greater job satisfaction,
commitment and occupational success

Emotionality Stability
Persons ability to withstand stress
Low:
Unsure of self, hesitant, checks with superiors
Prone to anxiety under pressure
Dislikes making big/important decisions
Not ambitious, somewhat pessimistic
Concerned by change or the unexpected
May be temperamental, low emotional control
Nervous presenting self or own ideas

LIFE ORIENTATION
Dr. Daisy Chauhan
Management Development Institute
Gurgaon

LOCUS OF CONTROL
Locus of control refers to how a person

perceives the cause of life events

Extent to which people perceive the

contingencies that affect outcomes.

INTERNALS
Internality is related to effectiveness and

adjustment.
Internals more sensitive to new information,
more observant, more likely to attend to cues
that help resolve uncertainties
Generates moderate or calculated risk taking
Leads to academic achievement

EXTERNALS
Externals believe that outcomes are the result

of contingencies rather than of their own

actions.
Attribution of failure or negative conditions to

external factors can help people to cope with

adverse experiences more effectively, to
perceive social reality in the proper
perspective, to fight injustice, and to rectify
undesirable situations.

WHAT IS ORIENTATION?
Orientation is the we think, our attitude
towards something and the interpretation
we give to events and happenings. These
will effect the way we behave and the
way we deal with situations and people
and thereby the outcome of our actions.
Our orientation also influences our
perception of the control we have on the
environment around us and the belief we
have in ourselves.

FACTORS RESPONSIBLE FOR EXTERNAL

ORIENTATION
Lack of confidence
Being comfortable with the present
Risk aversiveness
Need for others approval
Too much dependence on others
Sense of helplessness
Inability

to

opportunities

take

advantage

of

CHANGING YOUR ORIENTATION

Know your strengths and weaknesses

Know your limits of stretchability.

Believe in your ability to influence your

environment.
Be aware of what you can change and

what
you cannot.

Differentiate between your beliefs and

facts.

CHANGING YOUR ORIENTATION

Our

response

to

situation/event

should be based on :
Self awareness
Should be a conscious decision
Should result from an independent will.

As long as a decision is not made the

choice is yours. But once a decision is

taken the choice is going to control you.

CHANGING YOUR ORIENTATION

Accept responsibility for your actions

and
decisions.

Our behaviour is the product of our

choice based on our values.

We are responsible for what happens to

us

and

we

should

not

hold

circumstances, condition or conditioning

responsible for it.