the big five model personality test , in which you can check the nature of the employees in your organisation .

1. BY:
BALJENDER SINGH
CMBA6

2. “BIG FIVE” personality model
Human resources professionals
often use the Big Five personality
dimensions to help place employees.
That is because these dimensions are
considered to be the underlying traits
that make up an individual’s overall
personality:

3. The BIG FIVE

4. OPENNESS TO EXPERIENCE MEASURES THE INDIVIDUAL’S
ABILITY TO BE OPEN TO ANY KIND OF EXPERIENCE THAT
HELPS HIM/HER TO DO THE JOB EFFECTIVELY.
 More Approachable
 Creative
 Imagination
 Curiosity
 Original
 Uncomfortable
 Practical
 Traditional
 Down-to-earth
 Conservative
 Simple

5. EXTRAVERSION FOCUSES ON THE COMFORT LEVEL
OF AN INDIVIDUAL IN INTERACTION WITH OTHERS.
 Assertive
 Outgoing
 Talkative
 Open
 Timid
 Quiet
 Reserved

6. CONSCIENTIOUSNESS REFERS TO THE EXTENT TO WHICH
INDIVIDUALS SHOW CONSISTENT & RELIABLE BEHAVIOR
WHILE WORKING IN THE ORGANIZATION.
 High Responsible
 Dependable
 Organized
 Persistent
 Thorough
 Unreliable
 Disorganized
 Inconsistent
 Easy-going
 Careless

7. EMOTIONAL STABILITY REFERS TO THE ABILITY OF
AN INDIVIDUAL TO CONTROL HIS/HER EMOTIONS AT
THE TIME OF CRISIS.
 Calm
 Self-confident
 Secure
 Stable
 Contented
 Nervous
 Depressed
 Insecure
 Fearful
 Moody
 Tense

8. AGREEABLENESS REFERS TO AN INDIVIDUAL’S
BEHAVIOR TOWARDS OTHERS WHILE INTERACTING
WITH THEM.
 Good Natured
 Co-operative
 Trusting
 Sympathetic
 Kind
 Appreciative
 Assertive
 Suspicious
 Distant
 Unfriendly