Personality test is becoming more and more popular in recruitment and selection process of companies and organization. This is due to the fact that it is personality rather than intelligence decides whether a person is suitable for a job or not. According to the Big Five, there is a five-factor model of personality, which includes five traits: Extraversion, Agreeableness, Conscien-tiousness, Neuroticism, and Openness to experience. It is important to ignore the positive or negative associations that these words have in everyday language. For example, Agreeableness is obviously take more advantage for achieving and main-taining popularity. Agreeable people are better liked than disagreeable people. On the other hand, agreeableness is not useful in situations that require tough or totally objective decisions. Disagreeable people can make excellent scientists, critics, or soldiers. However, none of the five traits is in themselves positive or negative, they are simply characteristics that individuals obsess to a greater or lesser extent.
In fact, every individual own all five aspects, yet, in different levels of each one. For example, two individuals could be described as ‘agreeable’ (agreeable people value getting along with others). But there could be significant variation in the degree to which they are both agreeable.
Each personality has positive and negative aspects which represent the highest and the lowest level on the scale.
The next part will discuss in detail positive and negative aspect of each personality.
Extraversion refers to the relationship between an individual to external world. People who have high score in Extraversion are called extroverts, they usually enjoy being with people, are full of energy and often experience positive emotion. They tend to be enthu-siastic, action oriented, individuals who are likely to say “Yes” or “Let’s go” to opportun-ities for excitement. They prefer to belong to a group or team rather than being alone. In the opposite, individuals who have low score in Extraversion personality are called in-trovert. They lack of energy, excitement and desire in activities. Introverts are not neces-sarily interpreted as shyness or depression; they just simply need silence and prefer to be alone. The independence and reserve of the introvert is sometimes mistaken as unfriend-liness or arrogance.
Agreeableness reflects individuals’ differences in ability in cooperation and social har-mony. People who gain high score as agreeable individuals value getting along with oth-ers. They are considered friendly, generous, helpful and willing to share their interests to other people. Agreeable people also usually have optimistic view with human nature. They believe the human is basically kind, honest and trustworthy.
On the other hand, disagreeable individuals tend to raise themselves’ interests above oth-ers. They do not concern much about getting along with other people and are unlikely to extend themselves. Consequently, disagreeable people are usually thought to be unfriend-ly, uncooperative and suspicious.
Agreeableness is obviously advantageous for attaining and maintaining popularity. Agreeable people are better liked than disagreeable people. On the other hand, agreeable-ness is not useful in situations that require tough or absolute objective decisions. Disa-greeable people can make excellent scientists, critics, or soldiers.
Conscientiousness reflects the way people control, regulate and direct their impulses (a sudden desire to do something without thinking about the results). Impulses are not total-ly bad because in daily life, there are lots of situations that need instant decide. Moreover, in times of play rather than work, acting spontaneously and impulsively can be fun. Im-pulsive individuals can be seen by others as colorful, fun-to-be-with, and a...