Critical Analysis of Big Five Personality Traits in Leadership

This essay critically analyzes the Big Five personality traits: agreeableness, conscientiousness, neuroticism (emotional stability), extraversion, and openness to experience, within the context of organizational behavior. It explores how these traits influence employee behavior, motivation, and job satisfaction. The essay provides a detailed overview of each trait, supported by research and examples, and discusses how managers can utilize this understanding to shape employee behavior, develop teams, and enhance overall organizational performance. The author emphasizes the importance of recognizing individual differences and adapting management strategies accordingly, drawing on organizational behavior theory and frameworks to illustrate practical applications. The essay concludes by summarizing the key points and reiterating the significance of personality traits in achieving organizational success. The essay follows APA 6 referencing style and includes a comprehensive reference list.

Running head: THE BIG FIVE PERSONALITY TRAITS
THE BIG FIVE PERSONALITY TRAITS
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THE BIG FIVE PERSONALITY TRAITS
Introduction
The personality traits reflect the characteristic patterns of human beings and their
thoughts, behaviors and feelings. Motivation factor is highly dependent on the personality traits
of the individuals. Therefore, it is essential for the managers of the organization to recognize and
respond to the various traits and behaviors of the individuals in the organizations. According to
various research and studies, the five distinct personality traits has been identified including
agreeableness, conscientiousness, neuroticism, extraversion and openness. The purpose of this
essay is to critically analyze the “Big five personality” dimensions (Awais Bhatti et al., 2014, p.
33(1), 73-96). It implies the organizational behavior theory and concepts. It describes the
scenarios which might be used to shape the particular employee behavior, to manage motivation
and develop job satisfaction among employees.
Discussion
According to Bui, (2017, p. 42(3), 21-30), agreeableness is one of the personality traits
among the big five personality traits. The individuals with high degree of agreeableness are
considered to be friendly, compassionate towards others and are cooperative. The people having
low agreeableness are more distant. For example in business scenarios the people with high
agreeableness accepts job demand from the senior executives and they engage in one way
listening skills of the other people’s ideas. The other trait is conscientiousness; it can be defined
as the person that is dependable, organized and hardworking as mentioned in the book
“Organizational Behavior” written by Nelson and Quick. As mentioned by Choi & Lee, (2014,
29(2), 122-140.), having conscientiousness among of the employees of the organization enable
them to improve their work performance which is turn helps them to secure better opportunity

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for advancement through punctuality and reliability. Emotional stability is considered as the
traits which enables the individuals to have control over their emotions. In terms of performing
the work in the organization, Leutner et al., (2014, p. 63, 58-63.), consider it as a negative
personality. However, it is believed by Swaminathan and Jawahar, (2013, p. 7(1), 71-80.), that
emotions are controllable and this enables individual beings to take the right decisions as per the
situations. For example Johnson and Johnson was accused of products that are harmful for the
environment, however the managers ethically used their emotional stability to make the right
decision by turning down the offer made by the producer. The other personality traits is openness
to experience, people with this personality traits seek for new and innovative ways of doing the
job. The people with these traits are willing to work on new projects and seek new ways of
reaching new heights and accomplish goals. As mentioned by Zhai et al., (2013, p. 48(6), 1099-
1108.), people having a mindset of high openness are generally eager to learn new and
challenging facets of emotions, personal thoughts and cultural life. Another trait among the big
five personality trait is extraversion, the people who are highly outgoing and full of energy. They
are highly social, active and full of energy. According to Judge & Zapata, (2015, p. 29(2), 122-
140), extraversion is characterized by excitability, talkativeness, sociable and assertiveness.
According to Awais Bhatti et al., (2014, p. 33(1), 73-96.), the trait of extraversion is highly
associated with the leadership behavior.
The leaders and the managers of the organization need to have a better understanding of
the personalities and behavioral traits of every individual. The big five personality traits can be
used to better understand the effectiveness of the employees by assessing their infidel personality
and behavior. According to Awais Bhatti et al., (2014, p. 33(1), 73-96.), by assessing the
personality traits of the workers and employees of the organization, the leaders and managers can

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improve the job performance of the employees. The leaders can understand the strengths and
weakness as well as their tendencies which help them to keep the workers and the employees
motivated. The leaders can use the big five personality traits to assess the behavior and help the
employees to maximize their strengths and overcome their weakness. As mentioned by Bui,
(2017, p. 42(3), 21-30.), this will help the business organization to drive success and continue to
evaluate the behavior in the organization. The leaders and managers of the organization must
interact and communicate with the employees which help them to strengthen the relationship
with the team.
According to Judge and Zapata, (2015, p. 29(2), 122-140), the leaders and managers of
the organizations can encourage the employees to form productive teams. As mentioned by the
ex-CEO Steve Ballmer, the best way to direct the company to success is by driving a cross
company team for success. Teamwork enhances the individual brilliance. The diversity of
temperament of the employees and the difference in personality traits can reduce the tolerance of
the employees and hamper the productivity. Therefore, it is essential to change the conventional
systems which disrupt the productivity of the organization. According to Lin et al., (2014, p.
7(1), 71-87.), the leaders by understanding the personality and traits of the employees the
leaders and managers can take actions that are suitable for different individuals. The managers
and leaders of the organization can influence better and more open platforms which is accessible
to all the members of the organization. For example, famous organizations such as Buffer can
take the benefit of an open salary policy. This helps the organization to influence the employees
to perform better and increase the trust and confidence of the employees (Swaminathan &
Jawahar, 2013, 7(1), 71-80.). Therefore, in order to motivate and influence the behavior of the

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organization, the personality traits of the employees must be taken into consideration. These
traits can help the managers and the leaders of the organization to motivate and influence them.
Conclusion
Therefore from the above analysis it can be concluded that the big five personality traits
such as agreeableness, conscientiousness, emotional stability, openness to experiences and
extraversion can be used by the business organization to influence and motivate the employees of
the organization. It has been analyzed that from the perspective of different researchers and
CEO of companies that teamwork can enhance the individual talent and abilities. This can
increase the productivity of the organization. The big five personality traits in the organization
can help the managers and leaders of the organization to access the strengths and weakness of the
employees and influence them accordingly.

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References
Awais Bhatti, M., Mohamed Battour, M., Rageh Ismail, A., & Pandiyan Sundram, V. (2014).
Effects of personality traits (big five) on expatriates adjustment and job
performance. Equality, Diversity and Inclusion: An International Journal, 33(1), 73-96.
Bui, H. T. (2017). Big Five personality traits and job satisfaction: Evidence from a national
sample. Journal of General Management, 42(3), 21-30.
Choi, Y., & Lee, D. (2014). Psychological capital, big five traits, and employee
outcomes. Journal of Managerial Psychology, 29(2), 122-140.
Judge, T. A., & Zapata, C. P. (2015). The person–situation debate revisited: Effect of situation
strength and trait activation on the validity of the Big Five personality traits in predicting
job performance. Academy of Management Journal, 58(4), 1149-1179.
traits in predicting job performance. Academy of Management Journal, 58(4), 1149-1179.
Leutner, F., Ahmetoglu, G., Akhtar, R., & Chamorro-Premuzic, T. (2014). The relationship
between the entrepreneurial personality and the Big Five personality traits. Personality
and individual differences, 63, 58-63.
Lin, S., Lamond, D., Yang, C. L., & Hwang, M. (2014). Personality traits and simultaneous
reciprocal influences between job performance and job satisfaction. Chinese Management
Studies.
Swaminathan, S., & Jawahar, P. D. (2013). Job satisfaction as a predictor of organizational
citizenship behavior: An empirical study. Global Journal of Business Research, 7(1), 71-
80.

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Zhai, Q., Willis, M., O'shea, B., Zhai, Y., & Yang, Y. (2013). Big Five personality traits, job
satisfaction and subjective wellbeing. International Journal of Psychology, 48(6), 1099-
1108.