Management
A real world example that I will use to explain the implication of the Big 5 concept is my personal experience when I evaluating myself for an advertised role of sales position. The process involved comparing my average scores with the national average to help in determining where was I was falling among a large group of people; and if I can really fit the advertised position. The 5 traits which I measured include openness, conscientious, extraversion, agreeableness and quirkiness and compared to other within the nation.
Agreeableness
Agreeableness refers to the aspect of being cooperative in the tasks that one is given to do. On the other hand, individuals with this trait have a compassionate character in accomplishing the work that they are given. When the work environment has such employees, they get committed in achieving organizational goals. Individual traits for people who belong to this category are flexibility, tolerance, courtesy and trustworthiness. These individual traits add to the ability of the Big 5 personality traits to initiate change in an organization (Griffin & Moorhead 2013). On agreeableness, my average score was 10.6; this was higher than the national score agreeableness which was nine. This indicates that I am quite flexible and tolerant.
Conscientiousness
For a successful organization, the members should exercise self-discipline so that they are able to make rational decisions on their own. Conscientiousness refers to the ability to act dutifully so that the focus is put on organizational commitment. On the other hand, the focus on organizational commitment will help a company or organization to meet its targets. This trait of the Big 5 has hard work, perseverance and responsibility. Employers will look for people who are able to take responsibility of the things that they do. In conscientiousness, i scored 14; this was more than the average national score for males, which lies at 11. In comparison to the public, I considered myself hardworking and more on perseverance.
Extraversion
Extraversion refers to a character trait, which describes assertiveness, positive emotions, the ability to socialize effectively and the tendency to enjoy or seek stimulation in the company of other people. This trait helps to improve the team spirit and to increase the morale of people at the work places. Identifying such personalities helps in blending the staff so that at each moment there is some form of energy and morale in an organizational set up (Griffin & Moorhead 2013). In extraversion, I scored 10. Comparing this to the national average for males in extraversion, my score was slightly higher since the national average for males was at 9.1.
Openness
Consecutively, openness as a characteristic trait of the big five refers to the ability to entertain and consider new ideas and to affect them for a positive change. This characteristic trait motivates the stuff since each one of them may feel accommodated since their ideas are often listened to and put action for the success of the company. In my case, I found out that my openness score on the scale was 10 while that for the national average score for males was 10.8. My computed value was slightly below the national average, with a difference of 0.8. In relation to the public, I can consider myself quite open.
Neuroticism
Neuroticism personality, which is often, characterized with the tendency of persons to easily experience emotions, which are not pleasant such as anxiety, depression, anger and vulnerabilities one of the traits that management must often handle with a lot of care (Griffin & Moorhead 2013). This trait makes employees and employers to be committed to the work place since each one of them barely wants to cause such cases that may cause anger and anxiety among other members of the stuff. My score for neuroticism was the lowest with 5.6. This was much lower than the national average, which was 9.9. Consequently, this shows that I do not experience quirkiness.
Reflection
When I compared my scores to the national average, I agree to most of the conclusions as computed from the likert scale. I used to believe that I am a very quirky person, who experiences instances of depression and emotions; this could have deterred me from being a sales person. I agree with the conscientiousness part since I believe that am very disciplined and this was clearly reflected by the scores. Generally, I agree with most of the scores and it shows that I am fit for a sales position, which normally involves contact interaction with the public. This is as shown by by my higher score in openness, extraversion, conscientiousness and agreeableness.
Evaluation
References
Griffin, R. W., & Moorhead, G. (2013). Organizational behavior: Managing people and organizations. Mason, OH: South-Western/Cengage Learning.
