When we speak informally about an individual’s personality, we may be referring to any number of qualities, from their temperament to their sense of humor, even the kind of media they like. However, in the social sciences, the study of personality focuses on enduring, reliable traits about a person that can be measured, and which are useful in predicting behavior (Saucier & Srivastra, 2015). The leading perspective on personality within the social sciences is the Five Factor Model, or the “Big Five”, which describes individuals in terms of their openness to experience, conscientiousness, agreeability, extroversion, and neuroticism.
This CQ Dossier discusses the trait-based approach to leadership and reviews those personality traits that distinguish effective from ineffective leaders. The dossier also identifies key skills or competencies that are related to leader effectiveness and can be used by organizations for selection, promotion, and training.
Research on communication in the workplace has revealed that personality traits such as assertiveness, agreeableness, conscientiousness, and extroversion tend to increase the chance that someone will communicate at work.
Organizations utilize personality inventories such as the Five Factor Model of Personality for a range of purposes including selection and recruitment and employee management. Over the last twenty years, HRM scientists and practitioners have identified the Five Factor Model as a useful tool in predicting employee performance across a range of jobs and settings. This blog post describes the Five Factor Model also called Big Five and how the model can be utilized to increase organizational effectiveness.
As a manager, it is important to take advantage of your employees’ potential for innovative thought. More than just creativity, innovation potential speaks to an individual’s capacity to generate novel and useful ideas that can inspire others and produce growth.
This CQ Dossier describes how organizations can use personality tests for selection and recruitment purposes. We focus on the Big Five Personality Model and describe the research that supports use of the Big Five for validation purposes with criteria.