The Big Five Traits Theory | Report

Running Head: MANAGEMENT 0
The BIG FIVE TRAITS THEORY
[Document subtitle]

MANAGEMENT 1
Contents
Introduction................................................................................................................................2
Critical discussion of the big five personality dimension..........................................................2
Practical application of the theory by the manager....................................................................2
Conclusion..................................................................................................................................3
Bibliography...............................................................................................................................4

MANAGEMENT 2
Introduction
An organization consist of employees defined by various personality types. An organization
is able to function in an efficient manner because of the inputs provided by the employees of
different personalities. It is the diversity of the employees in the company that makes them
work together effectively and efficiently to achieve the great results in the stipulated period of
time. Organizational behavior is considered the most important aspect for the organizational
success. The right kind of organizational behavior leads to the success of an enterprise. In the
literature of organizational behavior, the big five personality concept is the most important
concept in analyzing the personality of its employees (Borghuis, 2016). The following essay
will be discussing about the big five personality dimensions and its practical applications in
the organization.
Critical discussion of the big five personality dimension
The big five personality dimensions claim that there five types of personality traits that are
identified in different individuals. Those five personality traits include openness,
conscientiousness, extraversion, Agreeableness, and Neuroticism. According to the Borghuis,
he claims that an individual personality has these five traits that make him unique in his
approach of doing things. These five traits are present in different proportion in an individual
(Borghuis, 2016). The first of the trait is openness where an individual are open to learn
various new things and are highly creative and imaginative in their approach. According to
the Giluk, people high with the traits are adventurous and love to take on new challenges and
are considered appropriate for transformative leadership style (Giluk, 2015). The other trait
is of conscientiousness, individuals with these kinds of traits are highly organized in nature.
They love working according to the set structure and plan ahead of things. According to
Kaur, those people who are high with this trait are most suitable for the jobs that require high
precision such as surgeons, lawyers, and Bureaucrats (Kaur, 2013). Individuals who are low
on the trait do not like to keep things in organized manner. The third most important trait is
of extraversion where people opinions and though process are directed outwards. They love
people and are good at maintaining social relations for example an individual who loves to
keep things simple by being straight forward is best suited for the professions of the politician
or a lawyer. According to the Walke, people who are highly extrovert are most suitable in
mixing with the people and are highly responsive in nature (Walker, 2016).

MANAGEMENT 3
The fourth most important trait is of Agreeableness where people with the trait reflect high
level of agreeableness among people. They are usually represented with the quality of high
level of trust, affection, and empathy. For example, an individual with the high level of
agreeableness are more likely to become an acknowledged social activist as they would be in
the position to achieve the goals. According to the Raj, people who rank low in the trait are
more prone to conflicts and various situations of altercation. The fifth most important trait is
the Neuroticism, individuals with type trait are described as those who are prone to high level
of stress and depression and they get upset easily on various things (Raj, 2018). For example,
an individual with this type of trait are not fit for the jobs that require high pressure such as
doctors, surgeons, and judges. Those who are low in the traits are quite stable and
emotionally fit.
Practical application of the theory by the manager
As a manager, the Big five personality theory can be used to in the organization to motivate
and enhance the job satisfaction of the employees. A manager can come with the customized
motivational programs that include organizing various cultural activities that include dancing,
drama or singing where these activities can be organized for the extrovert people. In the
organization, there would be some employees who are high on the trait of agreeableness, for
them various social activities that include planting saplings or charity works. The activities
according to the individuals will result in high level motivation for doing the tasks. In the
case of neurotics, a manager can organize various fun-filled every week with the motive of
relieving the pressure from them. These fun-filled activities will result in higher level of
productivity among the employees in the organization. Manager should keep in mind the
nature of his employees so that the right kind of activities can be conducted so that high level
of productivity and profitability in the company.
The other important area other than motivation where the manager can use theory is to
develop teams. Developing teams is another important aspect where the manager can use it to
initiate the better management of teams as it would result in better relations among the
employees. The connecting activities that include various team games as it would help in
increasing the team bonding. The team’s games could include music games where the
extrovert employees could support the neurotics in the game. The other game can include
sports games such as foot ball as sports games will help the employees to come out of with
their personality traits.

MANAGEMENT 4
Conclusion
The big five theory of personality is helpful in achieving the goals in the organization. It
makes it easier for the manager to formulate their response according to the given situation. It
is one of the best ways of the maintaining the job satisfaction and the motivation among the
employees. Moreover, the theory makes it possible for the manager to achieve the targeted
goals in the organization.

MANAGEMENT 5
Bibliography
Borghuis, J., 2016. Big Five personality stability, change, and codevelopment across
adolescence and early adulthood. Journal of Personality and Social Psychology, 55(2), pp.
55-65.
Giluk, T., 2015. Big Five personality and academic dishonesty: A meta-analytic review.
Personality and Individual Differences, 72(1), pp. .59-67.
Kaur, M., 2013. Rural marketing: A case study on Hindustan Unilever Limited..
International Journal of Applied Research and Studies, 2(6), pp. 1-4.
Raj, K., 2018. A ‘Desi’Multinational–A Case Study of Hindustan Unilever Limited.
International Journal of Case Studies in Business, IT and Education, 2(1), pp. 1-12.
Vedel, A., 2016. . Big Five personality group differences across academic majors.
Personality and individual differences, 90(1), pp. 1-10.
Walker, M., 2016. Changing the personality of a face: Perceived Big Two and Big Five
personality factors modeled in real photographs. Journal of personality and social
psychology, 110(2), p. 609..