Big Five Personality Model Summary

This paper is a review of Chapter 5, Personality and Values, and Chapter 8, Motivation: From Concepts to Application. It outlines a review of the Big Five Personality Model, and of the social and physical context of work that impact employees. Finally, it address how the understanding of the Big Five Personality Model and an understanding of the social and physical context of work that impact employees allows leaders to effectively motivate employees.
The Big five personality model
Personality can be defined as the sum total of ways in which an individual reacts to and interacts with others. Factors that determine personality are both heredity, or genetic, and environmentally determined. Specific dimensions of personality include shyness, aggression, submissiveness, laziness, loyalty, and timidity, which are collectively known as personality traits. Traits are believed to be important in employee selection, matching people to jobs, and in guiding career development decisions. Assessment tools have been used to measure the strength and variation of

• A – Agreeableness – Good-natured, forgiving, generous, non-critical, warm, cooperative, trusting.
N – Neuroticism – Anxious, tense, hostile, excitable, emotionally unstable, impulsive.
The social and physical context of work that impacts employees include social characterisitcs such as the interdependence, social support ives employees greater opportunities to obtain assistance with their work and interactions are strongly related to positive moods and give employees more opportunities to clarify their work role and how well they are performing with people outside the work place. Research demonstrates that social aspects and work context are as important as other job design features. 38 Policies such as job rotation, worker empowerment, and employee participation have positive effects on productivity, at least