Shritika is an entrepreneur, she has her own HR consultancy firm.

In her work Shritika gets to meet a

lot of clients which she really enjoys. Whenever she is stressed because of her work, she goes out with
her friends or family and then resumes work with new enthusiasm and energy. She is one such boss
that whenever the employees face any problem they do not hesitate to share with her. At times when
the client is annoyed and loses his cool Shritika still maintains her composure and tries to solve his
concerns.

Based on all the above narration discuss Shritika’s personality on the basis of Big Five/OCEAN
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Introduction
The history and development of the personality traits is long and not without significant
challenge. In fact, the earliest known attempt to build taxonomy of human behaviour dates back to the
late 1800s. Between that first investigation in late 1800s and the 1940s, the taxonomy was improvised
from over 4,000 traits to 171 and ultimately 5.

The Big Five Personality Traits model is derived from the findings of several independent
academicians and researchers, and it dates back to the late 1950s. But the model as we know it now
took shape in the 1990s. The evolution of Big Five Personality model dates back to late 1950s. Over
years it is derived from the findings of several independent academicians and researchers. The present
mature model took shape in 1990s.

An associate of the Oregon Research Institute, Lewis Goldberg, is accredited with christening
this model as "The Big Five." It is now considered to be a precise and valued scale to measure or gauge
personality, which is now characteristically used by businesses and in psychological research.

The big five personality traits, often referred to as OCEAN, are: Openness, Conscientiousness,
Extroversion, Agreeableness, and Neuroticism. The given five traits correspond to wider domains of
human behaviour and account for differences in both personality and decision making.

This model can be used to measure a person's most significant personality characteristics, and
help him to comprehend which roles suit him best. Also, the postulates of model are used by HR
practitioners to appraise prospective employees, and marketers to recognize and appreciate the
audiences of their products.

These five aspects do not offer completely exhaustive rationalization of personality, however
they are known as the Big Five for encompassing a great share of personality-related expressions. The
five factors are not essentially traits in and of per se, but determinants in which many related traits
and characteristics fit.

Concepts and Application related to the question

Following are the five key dimensions (O-C-E-A-N) of peoples’ personalities as measured by The Big
Five Personality Traits Model-

 Openness to experience: Also referred as the trait of intellect or imagination, this signifies the
willingness to seek new things, think outside the box, and their ability to be vulnerable. Traits
include insightfulness, originality, creativity and curiosity. Openness to experience has been
illustrated as the depth and intricacy of an individual’s mental life and experiences.
An individual high in openness to experience is most likely someone who has a desire
of learning, take pleasure in the arts, engages in a creative career or leisure pursuit, and likes
meeting new people.
Persons low on openness to experience would stick to what they know, prefer less
leisure and abstract arts, and would have preference for routine over diversity.
  Conscientiousness: This is the trait for yearning to be careful, diligent and to regulate
instantaneous gratification with self-discipline. This trait is described as the propensity to
control impulses and act in socially acceptable manners, conduct that facilitates goal-directed
behaviour. Traits incorporate ambition, Perseverance, control, discipline, consistency,
resourcefulness, reliability, etc.
People high in conscientiousness are expected to have been successful in school and in
their careers, to outshine in leadership positions, and to tenaciously pursue their goals with
determination and prudence.
People low in conscientiousness are much more prone to procrastinate and to be
impulsive, erratic, reckless, flighty and impetuous.

 Extroversion: It is a position where a person draws energy from others and looks for social
associations or interaction, as opposed to being alone or isolated (introversion). Traits include
being outgoing, energetic, ability to be articulate, tendency for affection and being confident.
People high in extroversion are likely to seek out prospects for social interaction,
where they are often the “charm of the party.” They are comfortable and affiable with others,
are gregarious, and are inclined to action rather than contemplation.
Individuals low on extroversion are likely to be quiet, reticent, thoughtful, introspective
or reserved.

 Agreeableness: It is the evaluation of how an individual interacts with others, characterised

by degree of empathy, compassion and co-operation. Traits include politeness, humbleness,
tactfulness, kindness, amiability and loyalty.
Persons with higher degree of agreeableness are probably respected, well-liked and
empathetic to others. In all likeliness they are affectionate to their friends, compassionate to
the predicament of strangers and have few adversaries.
People on the low end of the agreeableness gamut are unlikely to be trustworthy and
liked by others. They tend to be unsympathetic, callous, blunt, uncouth, rude, ill-tempered,
antagonistic, cynical and sarcastic. Probably not everyone low in agreeableness would be
abrasive, nasty or cruel, but they are not expected to provide others a feeling of warmth and
affection.

 Neuroticism: It is the tendency of a person to have leanings towards negative personality

traits, emotional volatility and self-destructive thoughts. Traits include fear, pessimism,
anxiety, jealousy, insecurity and oversensitivity.
Persons high on neuroticism are mostly susceptible to nervousness, sadness, anxiety,
worry, and low self-esteem. They may be unpredictable or easily infuriated, and they tend to
be self-conscious and irresolute of themselves.
Individuals on the lower end of neuroticism are expected to feel confident, audacious,
sure of themselves, and adventurous. They may also be courageous and unfettered by worry or
self-doubt.

Conclusion
Based on the postulates of theory of Big Five, analysis of Shritika’s personality is as follows:

Keeping in view Shritika’s entrepreneurial skills, as she own a HR consultancy firm, and her
ambitious approach, the traits observed are those of Openness and Conscientiousness.
As she meets a lot of clients and enjoys doing that, the next trait of her personality is
Extroversion.
 It has been informed, that, whenever Shritika is stressed because of her work, she prefers goes
out with her friends or family, and then resumes work with new enthusiasm and energy, which again
reflects her Extroversion.
It is known that whenever employees face any problem they do not hesitate to share those
with Shritika, which reflects the trait of Agreeableness
Furthermore, she is known to maintain her composure even when a client loses his cool and
tries to solve his concerns, demonstrating the traits of Conscientiousness and Agreeableness.

Hence, to sum up, Shritika’s personality has traits of higher Openness, Conscientiousness,
Extroversion and Agreeableness; and low neuroticism.

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