Jessica L. Vivian
August 24th, 2015
PSY/450
Ricky Fenwick
What makes you, you? Your likes, dislikes and specific mannerism that make up your unique personality? This is a question that psychologist have tried to answer for years.
Personality Theory
History
has gifted us with a plethora of theories aimed at understanding how certain
traits and characteristics combine to create uniquely individual personality
types. Of the many thought forms surrounding this search for the origins of
human personality, the five factor model is among the most well-known and
widely used. Often referenced as the ‘Big
5’, this method of personality assessment comes from trait theory and uses major
traits as dimensions or categories in which characteristics about a person are
scaled to explain the construct of specific behaviors. These assessments have been found to both
display characteristics of current behaviors and predictive future situational
behavior based on the traits displayed.
Using the acronym OCEAN
for easy memorability the traits of the Big 5 model are as follows:
·
Openness (Intellect)
·
Conscientiousness
·
Extraversion
·
Agreeableness
·
Neuroticism (Emotional Stability)
Assessment
Assessments
based on the FFM (Five Factor Model) are typically given through
questionnaires. Applicants are asked to answer a series of 25 – 60 questions
which are scaled from strongly agree to strongly disagree with various
strengths of agreement or non-agreement in between. Once these scores are gathered and
categorized into the five dimensions a list is then presented with the
percentage values that the applicant received in each category. The higher the value the more the individual identifies
with the corresponding personality trait.
Personality tests are often used in organizations to aid in the
applicant selection process. These tests
show an individual’s emotional stability, sociability and expressiveness and
help to determine how well that individual might work alone and with
others. Like any evaluation that relies
self-reporting as its method of data collection the FFM can be manipulated.
Individuals may tailor their responds based on what they think will make them
look good versus how they truly feel. Most test are design to asked the same
questions multiple ways in order to pinpoint the applicants respond style and
gain a genuine response.
Current research
Modern
psychology has brought with it an interest in cultural differences including
what cultural factors influence the development of personality. Studies suggest
that while there are a few universal traits which represent basic human tendencies,
culture plays a large role in the development of specific characteristics and
behaviors. “Culture is undeniably relevant in the development of
characteristics and adaptations that guide the expression of personality
through thoughts feelings and behaviors” (Matsumoto & Juang, 274, 2013). The
validity of personality traits across different cultures continues to ensnare the
interest of researchers. Years from now we may see additional traits being added to
the list of universal personality traits.
Personal reflections on the FFM
Through
my career as a psychology student and first hand observer in the development of
my own personality, the five factor model really resonates with me. The Greeks believed personality was the
result of 4 humors within the body representing various bodily fluids in and
out of balance with each other. Freud’s theory portrayed an internal battle
between good and evil through his trifecta of the Id, Ego and Super Ego and
cited conflict as the primary source for the creation of personality. Erikson’s
expanded the psycho-sexual and social stages of development while Rogers and
Maslow remained focused on human motivation as an explanation to the
development of personality. Although pioneers
of their time these theories for me lack a pragmatic answer, one that
transcends theoretical musings and uses data based research to support its
construct. The Five factor approach is valid in that an assessment can be used
within different cultures of people and yield results of equal measure.
Take Away Questions
-
We’ve read that personality
assessments are a big part of the employment application process but do
organizations really need to know our exact personality style before hiring us
and is it discrimination if we do not fit their criteria?
The answer is to this question is not a
simple yes or no. Many organizations used these personality tests not to decide
whether or not an applicant receives the job but how and where is a good fit
for them to start. By understanding the differences in personality and the
cultures which influences them, companies can better accommodate the growing
diverse fields of employees in their care.
Having a better understanding about how individuals communicate and work
together reduces misunderstandings and conflicts while promoting unity and acceptance.
- If Trait Theory says that most dominate
traits are inherited and remain stable throughout adulthood, is it possible to
learn a trait that you do not have such as leadership?
It’s
true some people are born with the necessary traits to be good leaders but
studies show that there is more than one way to become leadership material.
Skills sets and behaviors can be learned and practices. This adaptation once
learned becomes automatic over time. Adopting skills outside of your particular
strengths is not as easy as honing the ones you were born with but it can be
done. Self-help seminars, leadership training programs and even adolescent
clubs focus on bringing out qualities that help build strong independence and
leadership capabilities.
- Trait theory along with other personality theorist like Freud, Erikson, Eysenck's and Allport believed that personality was developed by the age of 8 and remained the same throughout an individual’s lifespan. I change my person likes and dislike all the time, how can this be? It’s true we are constantly changing and adapting. We adapt to certain situations, the environment as well as for personal growth. These changes of personal preferences are small in comparison to the dominate traits that make up our personalities. Allport called them cardinal trait; dominate traits which stay with us our whole life. Traits that represent personal preferences are secondary traits and they tend to fluctuate depending on the situation.
References
Can Leadership Traits be
learned?. (2015).
Retrieved from
http://howtomanage.net/leadership-traits/
Cherry, K. (2015). Trait Theory of Personality. Retrieved from http://psychology.about.com/od/theoriesofpersonality/a/trait-theory.htm
Matsumoto,
D. R., & Juang, L. (2013). Culture and psychology (5th ed.).
Belmont, CA: Wadsworth
McCrae, R. R. (2002). Cross-Cultural
Research on the Five-Factor
Model
of Personality.Online Readings
inPsychologyandCulture,4(4).http://dx.doi.org/10.9707/2307-
0919.1038
McLeod,
S. A. (2014). Theories of Personality.
Retrieved from www.simplypsychology.org/personality-theories.html
