Personality: (Using Big Five Test Model)

PERSONALITY
(Using Big Five Test Model)
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Contents
Objective of Personality Survey
Personality At-A-Glance
Methodology
Survey Details
Conclusion and Limitations
Future Scope
Work Distribution
References
Objective
The objective of personality survey is to test
feasibility of collecting data about personality of
the people working in different organizations
and thereby study the behavior and attitude of
those people, making conclusion about their
personality.
What is Personality?
Personality can be defined as the sum total of
ways in which an individual reacts to and
interacts with others.
What is Personality Test?
A Personality test measures those relatively
enduring
aspects of an individual which distinguish them
from other people, making them unique.
How Personality Test helpful to
Managers & Organizations?
Personality Test can help in Screening, Succession
Planning, Career Planning, Team Building and
Management Development Activities. Scores on
Personality Tests help managers forecast who the
best bet for a job is and some manager want to
know how people score on Personality Test to
better understand and more effectively manage
the people who work for them.
The Big Five Personality Model
Extraversion
A personality dimension describing someone who is
sociable, gregarious and assertive.
Why it is Relevant?
Better Interpersonal Skills, Greater Social Dominance,
More Emotionally Expressive.
What does it Affect?
Higher Performance, Enhanced Leadership, Higher Job
and Life Satisfaction.
Extraversion (Continued)
High
Extraverted, gregarious, outgoing, active, assertive, and
high-spirited. Prefer to be around people most of the
time.
Average
Moderate in activity and enthusiasm. Enjoy the company
of others but also value privacy.
Low
Introverted, reserved, timid and serious. Prefer to be
alone or with a few close friends.
Agreeableness
good natured, co-operative and trusting. This is a
measure of your propensity to defer to others.
Better liked, More complaint and conforming.

Higher performance, Lower level of deviant behavior.
Agreeableness (Continued)
High
Compassionate, good-natured, and eager to co-operate
and to avoid conflict. Are warm and trusting.
Average
Generally warm, trusting and agreeable, but can
sometimes be stubborn and competitive.
Low
Hard-headed, skeptical, proud, competitive, cold,
disagreeable, and antagonistic.
Conscientiousness
responsible, dependable, persistent and organized.
Greater effort and persistent, More drive and discipline,
Better organized and planning.

Higher performance, Enhanced leadership, Greater
longevity.
Conscientiousness (Continued)
High
Conscientious, well-organized, dependable, and persistent.
Have high standards and always strive to achieve goals.
Average
Dependable and moderately well-organized. Generally
have clear goals, but are able to set the work aside.
Low
Easy-going, not very well-organized, and sometimes
careless and unreliable. Prefer not to make plans.
Emotional Stability
A personality dimension that characterizes someone as
calm, self-confident, secure (positive) versus nervous,
depressed, and insecure (negative).
Less negative thinking and fewer negative emotions, Less
hyper-vigilant.
Training performance, Enhanced leadership, More
adaptable to change.
Emotional Stability (Continued)
High
Emotional stable, tend to be calm, confident, and secure.
Average
Generally calm and able to deal with stress, but
sometimes experience feelings of guilt, anger or sadness.
Low
Nervous, anxious, depressed and insecure.
Openness to Experience
A personality dimension that characterizes someone in
terms of imagination, sensitivity and curiosity.
Increase learning, more creative, more flexible and
autonomous.

Higher job & life satisfaction, lower stress levels.
Openness to Experience (Continued)
High
Creative, curious and artistically sensitive. Have broad
interests and are very imaginative.
Average
Practical but willing to consider new ways of doing things.
Seek a balance between the old and the new.
Low
Down-to-earth, practical, and traditional; find comfort in
the familiar.
Methodology
Time Period
22nd September 2009 – 16th November 2009
Sample
A sample of 5 employees was taken from each of the
following organizations to give personality test.
IT/ITES Industry:
Advanced Systek Private Limited, Vadodara.
Methodology (Continued)
Financial Sector:
Vijya Bank, Nadiad.
Academic Setup:
Sumandeep Vidyapeeth University, Vadodara.
FMCG Industry:
Sweety Industries (Parle), Nadiad.
NGO:
Junior Jaycee Wing of JCI, Nadiad.
Retail Organization:
 Sanket Enterprise, Anand.
 Big Bazaar, Vallabh Vidhyanagar.
 Pentaloon Retail Industries Pvt. Ltd., Vallabh Vidhyanagar.
Entrepreneurs:
 Rajwadi Apparels, Valsad.
 Kavita Opticals, Valsad.
 Bhogilal & Sons, Valsad.
 Maruti Chemist & General Store, Valsad.
 Sohil Hardware & General Store, Valsad.
 Design of Questionnaire
 List of Questions:
Directions: Listed below is a set of 15 adjective pairs.
For each, select the number along the scale that most
closely describes you or your preferences.
 Strongly Disagree
 Disagree
 Neither Disagree nor Agree
 Agree
 Strongly Agree
 1. Quiet Talkative
1 2 3 4 5
 2. Tolerant Critical
1 2 3 4 5
 3. Disorganized Organized
1 2 3 4 5
 4. Tensed Calm
1 2 3 4 5
 5. Imaginative Conventional
1 2 3 4 5
 6. Reserved Outgoing
1 2 3 4 5
 7. Uncooperative Cooperative
1 2 3 4 5
 8. Unreliable Dependable
1 2 3 4 5
 9. Insecure Secure
1 2 3 4 5
 10. New Familiar

1 2 3 4 5
 11. Sociable Loner
1 2 3 4 5
 12. Suspicious Trusting
1 2 3 4 5
 13. Undirected Goal-oriented
1 2 3 4 5
 14. Enthusiastic Depressed
1 2 3 4 5
 15. Change Status quo
1 2 3 4 5
 The whole personality test is divided into 15 objective
type questions evaluating following dimensions of
individual’s personality.
 Extraversion (Questions 1, 6 & 11)

 Agreeableness (Questions 2, 7 & 12)
 Conscientiousness (Questions 3, 8 & 13)
 Emotional Stability (Questions 4, 9 & 14)
 Openness to Experience (Questions 5, 10 & 15)
 Response:
Questionnaire Mailed 10
Questionnaire given in Hard Copy 40
Of which:
Not Responded 12
Partially Completed 3
Completed 35
 Evaluation Method
Score Table
Questions Personality Dimension Score
1, 6 and 11* Extraversion
2*, 7 and 12 Agreeableness
3, 8 and 13 Conscientiousness
4, 9 and 14* Emotional Stability
5*, 10* and 15* Openness to Experience
Survey Details
IT/ITES Industry
Organization: Advanced Systek Pvt. Ltd.,

Vadodara.
Individual Performance:
1 = Extraversion
2 = Agreeableness
3 = Consciousness
4 = Emotional Stability
5 = Openness to Experience
Employee Name 1 2 3 4 5
Mr. Jignesh Makwana 10 13 13 12 8
Mr. Jigar shah 13 13 12 11 9
Mr. Dharmesh Prajapati 7 9 14 9 10
Mr. Alkesh Shah 11 11 11 12 9
Mr. Jayesh Patel 12 14 14 9 8
Total Score (Out of 75) 53 60 64 53 44
Percentage Score 71% 80% 85% 71% 59%
Evaluation Criteria:
Minimum 60% score is required to show each
personality dimension highly.
Overall Performance:
90
80
70
60
50
40 % Score
30
20
10
0
1 2 3 4 5
Pie Chart Distribution:
Extraversion
Agreeableness
Conscientiousness
Emotional Stability
Results
Extraversion:
People working in IT/ITES Industries are relatively social
and enjoy the company of others.
Agreeableness:
People working in IT/ITES Industries are good natured,
co-operative and ready to help others.
Conscientiousness:
People working in IT/ITES Industries are reliable, careful
and well-organized.
Emotional Stability:
People working in IT/ITES Industries are tending to
become anxious or nervous.
Openness to Experience:
People working in IT/ITES Industries are conventional
and show narrow interests.
Non Government Organization (NGO)
Organization: Junior Jaycee Wing of JCI, Nadiad.

1 = Extraversion
2 = Agreeableness
3 = Consciousness
Mr. Jigar shah 14 11 11 13 11
90
80
70
60
50
40 % Score
30
20
10
0
1 2 3 4 5
Extraversion
Agreeableness
Conscientiousness
Emotional Stability
Results
Extraversion:
Agreeableness:
and well-organized.
Survey Details
IT/ITES Industry

Vadodara.
1 = Extraversion
2 = Agreeableness
3 = Consciousness
Mr. Jigar shah 13 13 12 11 9
90
80
70
60
50
40 % Score
30
20
10
0
1 2 3 4 5
Extraversion
Agreeableness
Conscientiousness
Emotional Stability
Results
Extraversion:
Agreeableness:
and well-organized.
Survey Details
IT/ITES Industry

Vadodara.
1 = Extraversion
2 = Agreeableness
3 = Consciousness
Mr. Jigar shah 13 13 12 11 9
90
80
70
60
50
40 % Score
30
20
10
0
1 2 3 4 5
Extraversion
Agreeableness
Conscientiousness
Emotional Stability
Results
Extraversion:
Agreeableness:
and well-organized.
Survey Details
IT/ITES Industry

Vadodara.
1 = Extraversion
2 = Agreeableness
3 = Consciousness
Mr. Jigar shah 13 13 12 11 9
90
80
70
60
50
40 % Score
30
20
10
0
1 2 3 4 5
Extraversion
Agreeableness
Conscientiousness
Emotional Stability
Results
Extraversion:
Agreeableness:
and well-organized.
Survey Details
IT/ITES Industry

Vadodara.
1 = Extraversion
2 = Agreeableness
3 = Consciousness
Mr. Jigar shah 13 13 12 11 9
90
80
70
60
50
40 % Score
30
20
10
0
1 2 3 4 5
Extraversion
Agreeableness
Conscientiousness
Emotional Stability
Results
Extraversion:
Agreeableness:
and well-organized.
Survey Details
IT/ITES Industry

Vadodara.
1 = Extraversion
2 = Agreeableness
3 = Consciousness
Mr. Jigar shah 13 13 12 11 9
90
80
70
60
50
40 % Score
30
20
10
0
1 2 3 4 5
Extraversion
Agreeableness
Conscientiousness
Emotional Stability
Results
Extraversion:
Agreeableness:
and well-organized.
Conclusion
Based on the above discussion, some conclusions can be
drawn about the desirable personality characteristics for
effective managers. An employee at any managerial
cadre i.e. top level, middle level and lower level will
posses adjustment, sociability, conscientiousness,
agreeableness and intellectual openness. Though, the
level of these characteristics will vary as per the
personality of an individual. At the end we can say that
personality definitely plays an imperative and a critical
role in the work performance and progress of an
employee or an individual.
Limitations
The five factors are not fully "orthogonal" to one
another; that is, the five factors are not independent.
Negative correlations often appear between Neuroticism
and Extroversion, for instance, indicating that those who
are more prone to experiencing negative emotions tend
to be less talkative and outgoing.
The Big Five do not explain all of human personality.

Some psychologists have dissented from the model
precisely because they feel it neglects other personality
traits such as Religiosity, Honesty, and Gender etc.
Limitations (continued)
The Big Five rely on self report questionnaires to be
measured; self report bias and falsification of responses
is impossible to deal with completely. This becomes
especially important when considering why scores may
differ between individuals or groups of people -
differences in scores may represent genuine underlying
personality differences, or they may simply be an artifact
of the way the subjects answered the questions.
Work Distribution
Name Roll No. Task Assigned
Swikar Ajmeri (Group 1229 Survey of people working in IT/ITES
Leader) Industry.
Anand Kharadi 1212 Survey of people working in Academic
Setup.
Umesh Makwana 1213 Survey of people working in NGO.
Gaurang Desai 1231 Survey of people working in Financial
Sector.
Rahul Parekh 1242 Survey of people working in FMCG
Company.
Kaushal Shah 1253 Survey of people working in Retail
Organization.
Rutvij Rajput 1261 Survey of people working as Entrepreneurs.
References
Based on O.P John, "The `Big Five' Factor Taxonomy:
Dimensions of Personality in the Natural Language and
in Questionnaires," in L.A. Pervin (ed.), HANDBOOK OF
PERSONALITY THEORY AND RESEARCH (New York:
Guilford Press, 1990), pp. 66-100; and D.L. Formy-Duval,
J.E. Williams, D.J. Patterson, and E.E. Fogle, "A `Big Five'
Scoring System for the Item Pool of the Adjective Check
List," Journal Of Personality Assessment, Vol. 65, 1995,
pp. 59-76.
The book ‘Organizational Behavior’ written by Stephen
P. Robbins and published by Pearson Education.
Thank You

Personality: (Using Big Five Test Model)

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PERSONALITY

(Using Big Five Test Model)

What does it Affect?

What does it Affect?

What does it Affect?

 10. New Familiar

 Extraversion (Questions 1, 6 & 11)

Organization: Advanced Systek Pvt. Ltd.,

Organization: Junior Jaycee Wing of JCI, Nadiad.

Organization: Advanced Systek Pvt. Ltd.,

Organization: Advanced Systek Pvt. Ltd.,

Organization: Advanced Systek Pvt. Ltd.,

Organization: Advanced Systek Pvt. Ltd.,

Organization: Advanced Systek Pvt. Ltd.,

The Big Five do not explain all of human personality.

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