How many personality traits are there? Is our behavior in organizations dependent on our personality? Lets learn how understanding your own personality and of the people around impacts the dynamics of modern workplace. Topics for the session: Defining personality; Understanding your dominant personality traits using the Big Five Model; understanding the impact of these traits on job performance, success in teams and job satisfaction.

1. Discoverthe
BIG 5s
of your Personality
What makes you the way you are

2. Understanding Yourself and Others
• Have you ever wondered why people do the things they do?
• Why people react in different ways to the same scenario?
• Have you ever wished you understood someone better?
• And how you could get along with people at work?
• What makes you who you are as a person?

3. Learning Objectives
• Understanding Personality
Traits
• Find out your own Personality
traits
• The Big 5 Model of Personality
• Big 5s and Job Performance
• Importance of understanding
personalityat workplace
• Conclusion
• The truth about Personality

4. • Derived from the Latin word “Persona”
which means “role adopted by an actor”
• Thoughts, feelings, motivation and
behavior
• Basically, it is the Sum total ways in
which an Individual reacts to and
Interacts with others

5. PersonalityTraits
• Particular tendencies to feel, think,
and act in certain ways
• Stable patterns of behavior that
persist for long periods of time
• No single trait is right or wrong for
being an effective manager

6. So
What does your personality look like?

7. • Open the following link - https://goo.gl/70E2lk
• Download a copy – “Personality Test”
• Follow the instructions
• Fill in your desired values
• Open the “SCORE” sheet in the file.

8. SeeWhere do You Fit on the BIG 5 Personality
Dimensions with these Scores
High Score
Above 65 %
Medium Score:
46 % - 65 %
Low Score:
20 % - 45%

9. Everyone possesses all 5 traits but to different extent.

10. • Having a positive outlook.
• Better interpersonal skills
• Friendly and talkative.
• Communicates openly.
• Accessible and has no trust issues
• Popular and the Leader of a group.
• Agood team-player.
• Thoughtful / Introspective / Likes to
reflect.
• Feels overwhelmed when over
stimulated.
• Learns though observation.
• Think before they speak.
High Scorers Low Scorers
Extraversion
Degree to which a personis outgoing, talkative, sociable, and enjoys socializing.

11. Extraversion & Job Performance
• Best suited for customer oriented jobs like
sales and marketing.
• Effective managers and good leaders
• More successful in job interviews
• Quick adjustment to new jobs
• Higher levels of career success and job
satisfaction
• At work, they get promoted faster since
extraverts are perceived as skilled and action-
oriented.

12. • Adventurous.
• Open to unconventional ideas.
• Loves to fantasize. Imaginative.
• Industrious and Persevering which
often leads to Success.
• Flexible and is not constrained by
rigid beliefs and values.
• Prefers following a routine.
• Does not easily adapt to change.
• Low tolerance for different
worldviews or lifestyles.
• Narrow range of interests.
High Scorers Low Scorers
Openness to Experience
Degree to which a person is curious, original, intellectual, creative, and open to new ideas.

13. Openness & Job Performance
• Do well in training settings.
• Quicker adjustment to new jobs
• Highly adaptable to change
• Prone to becoming more easily bored or
impatient with routine.
• Also results in inability to meet goals
• Extreme ideas and a peculiar way of
thinking that alienates people.

14. • Goal driven, and high achievers. Hard
working and persevering.
• Neat, Detailed and Orderly.
• Cautious and careful in all areas of
their lives.
• Law-abiding and morally ethical.
• Knows how to manage conflict.
• Conservative
• Procrastinators.
• Poor impulse control. Seeks
immediate gratification.
• Prone to eating disorders, smoking
and alcoholism.
• Prone to developing chronic health
conditions due to bad habits.
• Irresponsible and unreliable.
High Scorers Low Scorers
Conscientiousness
Degree to which a person is organized, systematic, punctual, achievement-oriented, and
dependable.

15. Conscientiousness & Job Performance
• High levels accounted for better health,
well-being and higher productivity.
• Tend to perform well in various jobs
• Lower levels of employee turnover
• Lower levels of absenteeism
• Higher levels of career success and job
satisfaction

16. • Has a positive view of human nature.
• Tries to please everyone.
• Kind, considerate and helpful.
• Nurturing. Likes to take care of people.
• Humble and low-key.
• Honest and sincere in words and deeds.
• Empathetic
• Compassionate.
• Pessimistic and has a negative view of
human nature..
• Practical and detached emotionally.
• Looks down on others.
• Very low empathy.
• Finds it difficult to make friends.
• Critical of others.
High Scorers Low Scorers
Agreeableness
Degree to which a personis affable, tolerant, sensitive, trusting, kind, and warm

17. Agreeableness & Job Performance
• Harboring positive thoughts about people
and situations greatly improves your
well-being.
• Excellent team players but poor leaders
• You might be overworked
• Cannot take feedback readily
• Less likely to engage in constructive and
change-oriented communication
• Tend to have lower salaries

18. • Generally unhappy.
• Reacts more intensely than normal.
• Pessimistic.
• Difficulty in sustaining healthy or
long-term relationships.
• Often blames themselves. Guilt-
ridden.
• Has low self-efficacy and self-esteem.
• Calm under pressure.
• Has stronger control on emotions and
urges. Less reactive.
• Has a strong coping mechanism.
• Comfortable in most social situations.
• Are not easily angered or upset.
High Scorers Low Scorers
Neuroticism
Degree to which a personis anxious, irritable, temperamental, and moody

19. Neuroticism & Job Performance
• Experience more problems at work
• Overall job satisfaction is low
• Lower levels of career success
 If in managerial position, tend to create an
unfair climate at work.
 People with lower levels have higher job
commitment, higher Job and life satisfaction.

20. BigFive &You
Thesetraitsarenotthewholestory
 It can only help point out areas in your
personality that may need to be developed or
controlled.
 The relationships discussed are only modest
correlations.

21. Why is it Important to Understand
Personality ?
• Improves Personal and professional
relationships
• Better management of people and resources
• Helps you put together a team with
personalities that fit together.
• When a person's personality doesn't fit the
job, everyone loses.

22. Scopeof Personality Testing
Recruiting &
selection
Training &
Development
Changing nature
of work
Coaching
Leadership
development

23. The Truth about Personality
• Personality changes and evolves as a result of
parenting style, attention in early childhood,
own life experiences and other life events.
• People change their pattern of thoughts, feeling
and behavior, onlyif they want to.
• Personality traits that enhance managerial
effectiveness in one situation may actually
impair it in another.
• Personality can be genetic & influenced by the
environment.
• At work, our behavior is more strongly affected
by what is expected of us, as opposed to how
we want to behave.

24. “The one I feed the most”
"Insideofmethereare two dogs.One
ofthedogsis meanandevil.Theother
dogis good.Themeandogfightswith
thegooddogall thetime.Whichdog
wins?"

25. Links for Further Reading
• http://www.theworldcounts.com/shop/products/personality-what-makes-you-the-way-you-are
•
• http://www.theworldcounts.com/life/potentials/the-big-five-personality-factors-include
•
• http://www.foxbusiness.com/features/2011/03/07/personality-matters.html
•
• http://2012books.lardbucket.org/books/management-principles-v1.1/s06-personality-attitudes-
and-work.html
•
• https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&v
ed=0ahUKEwictN_hiPLKAhXCq6YKHWIzDRcQFggoMAE&url=http%3A%2F%2Fwww.for
bes.com%2Fsites%2Fsebastianbailey%2F2014%2F07%2F08%2Fcan-personality-predict-
performance%2F&usg=AFQjCNEnKwykKywEmWxbuXOSUDtuhGCW3Q
•
• http://smallbusiness.chron.com/role-personality-workplace-10471.html
•
• http://www.apa.org/helpcenter/predict-job-performance.aspx