Big Five-Personality Test
Organizational Behaviour studies the individual or group dynamics in an organizational setting. Understanding the personality of an individual is crucial in understanding how he/she will perform in a particular work culture. Modern workplace is a dynamic place where people from diverse backgrounds come together. The big-five personality test helps foresee how individuals are likely to interact and communicate in a work environment. Personality in the organizational behaviour setting refers to the ability of an individual to fit into a particular organization. The five factor model for personality assessments was first proposed by ...view middle of the document...
The effectiveness of a leader is often linked to their high conscientiousness(Kirkpatrick & Locke 1996).
The score of 33 percentile is not very high and signals impulsive behaviour and a lack of foresight.
Neuroticism is described as the ability or tendency to have strong negative emotions such as anxiety, depression and anger. In the workplace, Neuroticism is highly correlated with pessimistic attitude towards work and the decorum of the workplace(Lord et al. 1986). Workers that score high on neuroticism are highly likely to have their clarity of thought fogged by anxiety, depression or anger(Bass & Stogdill 1990).
A score of 22 percentile is lower than average on the neuroticism scale, which means the person is confident and has good self-esteem.
People who score high on agreeableness value social harmony and work better in teams. Although agreeableness increases popularity, it also interferes with the ability to take objective decisions. However, there is a dichotomy in the fact that leadership is not linked with agreeableness, as leaders are seldom modest. Many scholars believe that social affiliations are closely linked to agreeableness (Watson & Clark 1997). Therefore, agreeableness translates into social affiliations in the workplace.
A low agreeableness score of 16 percentile depicts that the person does not please others and is less likely to be a team player.
Openness to experience best correlates with leadership and originality(Bass & Stogdill 1990).People scoring high on Openness to new experiences show appreciation for art, adventure and out-of-the box thinking. People, who score high on the openness aspect, are likely to be creative and open to new ideas. On the contrary, people with lower scores on this aspect tend to be traditional in their interests. Closed people prefer familiarity to novelty; they usually have a better focus and stick with guidelines.
A score of five percentile is very low in the openness to experience; this means that the individual will stick to the rules and uphold the decorum of the office to a better degree. People who score...