Personality is the particular combination of emotional, attitudinal, and behavioral

response patterns of an individual.

PERSONALITY TRAITS
In contemporary psychology, the "Big Five" factors (or Five Factor
Model; FFM) of personality are five broad domains or dimensions
of personality which are used to describe human personality.
The Big five factors are openness, conscientiousness, extraversion, agreeableness,
and neuroticism (common acronyms are OCEAN, NEOAC, or CANOE). The
neuroticism factor is sometimes referred by its low pole "emotional stability".
Some disagreement remains about how to interpret the openness factor, which is
sometimes called "intellect" rather than openness to experience. Beneath each
factor, a cluster of correlated specific traits are found; For example, extraversion
includes such related qualities as gregariousness, assertiveness, excitement
seeking, warmth, activity and positive emotions.[1]
The Five Factor Model is a descriptive model of personality, psychologists have
developed a number of theories to account for the Big Five.
The Big Five factors and their constituent traits can be summarized as:

Openness (inventive/curious vs. consistent/cautious). Appreciation

for art, emotion, adventure, unusual ideas, curiosity, and variety of experience.
Conscientiousness (efficient/organized vs. easy-going/careless). A tendency
to show self-discipline, act dutifully, and aim for achievement; planned rather
than spontaneous behaviour.
Extraversion (outgoing/energetic vs. solitary/reserved). Energy, positive
emotions, surgency, and the tendency to seek stimulation in the company of
others.
Agreeableness (friendly/compassionate vs. cold/unkind). A tendency to
be compassionate and cooperative rather
than suspicious and antagonistic towards others.
Neuroticism (sensitive/nervous vs. secure/confident). A tendency to
experience unpleasant emotions easily, such as anger, anxiety, depression,
or vulnerability.

The Big Five model is a comprehensive, empirical, data-driven research finding.

Identifying the traits and structure of human personality has been one of the most
fundamental goals in all of psychology. The five broad factors were discovered and
defined by several independent sets of researchers (Digman, 1990).[2] These
researchers began by studying known personality traits and then factor-analyzing
hundreds of measures of these traits (in self-report and questionnaire data, peer
ratings, and objective measures from experimental settings) in order to find the
underlying factors of personality.

PERSONALITY ATTRIBUTES
Personality attributes are the character traits present in a human being.
In every organization the following attributes are expected from an
employee :--
Accepts Responsibility
Willing and able to bear high levels of responsibility: making decisions, being
accountable.
Openness
Communicates honestly, openly, and consistently. Shares information
appropriately and involves the customer in solving problems.
Positive Attitude
Encourages a positive rather than negative viewpoint.
Integrity
Maintains the highest standard of personal conduct in performing all duties.
Commitment

Committed to making the project a success. Willing and able to work for the best
interests of the project. Not thinking in terms of being right at the expense of being
successful.
Toughness
Possesses the physical stamina, drive, and perseverance to handle pressure well.
Willing and able to deal with problem situations. Mentally tough.
People Skills
Able to build productive working relationships with customers and internal
personnel based on respect and good rapport. Listens well.
Judgment
Able to evaluate information quickly, identify key issues and formulate
conclusions based on sound, practical judgment, experience, and common sense.
Organized
Well prepared and organized. Carries out all responsibilities and action items in a
purposeful way.
Dependable
Can be relied upon to get the job done. No surprises.
Proactive
Proactive rather than reactive. Able to avoid mistakes that could/should be
anticipated.
Knows How to Say No
Knows how to say no gracefully and without antagonizing the other person.

Locus of control
Locus of control in social psychology refers to the extent to which individuals
believe that they can control events that affect them. Understanding of the concept
was developed by Julian B. Rotter in 1954, and has since become an important
aspect of personality studies.
Individuals with a high internal locus of control believe that events result primarily
from their own behavior and actions. Those with a high external locus of control
believe that powerful others, fate, or chance primarily determine events.
Those with a high internal locus of control have better control of their behavior,
tend to exhibit more political behaviors, and are more likely to attempt to influence
other people than those with a high external (or low internal respectively) locus of
control. Those with a high internal locus of control are more likely to assume that
their efforts will be successful. They are more active in seeking information and
knowledge concerning their situation.
One's "locus" (Latin for "place" or "location") can either be internal (meaning the
person believes that they control their life) or external (meaning they believe that
their environment, some higher power, or other people control their decisions and
their life).