Big Five Personality Tests have Substantial Weaknesses From

+ Big Five Personality Tests have Substantial Weaknesses From the people at: Personality and Aptitude Career Tests. com By: Kelly Kubec and Jacob Toscano

+ Presentation Outline • Introduction of Big Five personality traits • Application of Big Five personality traits • Weaknesses of Big Five personality test • Alternative Measures to the Big Five Personality test • Cognitive and Motivational Properties of Personality • Relation of Big Five to Motivational and Cognitive Properties

+ Big Five Personality Traits OCEAN • Openness to experience • Conscientiousness • Extraversion • Agreeableness • Neuroticism ( Emotional Stability)

+ Application of Big Five in Business • Personality assessments are a useful tool in hiring decisions. • Big Five assessments have shown to provide useful predictions of future job performance. • Big Five can identify perspective qualities of associates for higher management. • Big Five assists success of high-involvement management by locating combinations of big Five traits likely to provide a foundation for important core competencies.

+ Weaknesses of Big Five Personality Test • Concept personalities • Controlled Response • Cultural Influences • Too Complicated to Describe • Level of Your Self Estimation • Advice before Encountering Big Five Test

+ Concept of Personality • What is Personality? • Big Five test suggests that your personality will remain the same in real world situations. • “ Personality is an amazing abstract entity. You can improve, refine and even control your intensities. It proves the results of the Big Five test can’t be definitive throughout your life. ”

+ Controlled Response • Tests claim to measure intensities to the Five big factors • Limited options from a multiple choice questionnaire • Applicants will answer questions to make them more appealing and to ensure their success • Results of tests fail to build a definitive personality profile

+ Cultural Influences • Big Five personality traits give certain statements. Asked as to whether they agree, disagree or even stay the same. • Test takers answer with the most culturally and socially acceptable responses. However, its not what the person may feel like doing when situated in the same environment. • By answering to the culturally and socially acceptable response, they prove in the eyes of their employer that they are honest. • So many results of the Big Five personality tests are culturally tainted.

+ Too Complicated to describe • There are 16 types, 4 temperaments and even 12 astrological signs. All together these are able to provide a more tight box of the individuals personality. • The Big Five only mentions 5 degrees toward each factor. • “ Different people have different levels of intensities. ” • Computing all the factors of a single personality, requires a lot of time and is difficult to interact and describe them. • Only specialist have the resources for such an investigation and many times it requires a large budget. However, at times the specialists may still be unable to get the answers they need. �

+ Level of your Self Estimation • How much do you respect yourself? Carolin Showers states that, “results of psychometrics depends upon the level of your self-esteem. ” • High level self-esteem = awareness and convergence on personal strengths rather than weaknesses. A low level-self esteem would be the opposite. • It is advised prior to taking the Big Five test, to know your strengths. • By knowing your strengths it will affect your personality profile and better your self respect.

+ Advice before Encountering Big Five Personality Test. • The Big Five test claims that it neither tests your virtues nor the fitness capability of a certain job. • A high intensity in any of the 5 factors may qualify you for one position and disqualify you for another. • However, with moderate intensities you are considered to be able to shift from one side to another with the change in your situation. • Always be honest. And inconsistent personality is never good for a job or career position. • Opportunities will come as you further your interaction of the social evolution.

+ Alternative Measures to the Big Five personality test • Use reference list of former employees provided by applicant • Effective screening methods with updated information of employees • Prioritize of job skills for needs of company

+ Cognitive Properties • Cognitive Properties - Perceptual and thought process that are properties of an individual and affect their ability to process information. • Authoritarianism – The degree to which the individual believes in obedience to authority, conventional values, and legitimacy of power differences in society. • Self-Monitoring – The degree to which the individual presents and image that he/she thinks people want to see. • Locus of Control – The amount of control to which the individual attributes to themselves and exterior factors.

+ Motivational Properties • Motivational Properties – Stable differences in individuals that energize and maintain overt behaviors. • Achievement Motivation – The degree to which the individual wants to perform, whether to surpass or meet the standard of excellence which includes competitive situations. • Approval Motivation – The degree to which the individual wishes to present his/herself in a desirable manner during evaluative situations.

+ Relation of Big Five to Motivational and Cognitive Properties • The understanding of personal traits of employees allows for best use of the Motivational and Cognitive Properties • Allowing individuals of similar traits to work in together • The Big Five gives the management more effective ways to control properties of motivational and cognitive behavior • The relation of the Big Five and Motivational and Cognitive properties ensures alignment within the company

+ Sources Article: http: //www. personality-and-aptitude-career-tests. com/big-five-personalitytests. html Youtube clip: http: //www. youtube. com/watch? v=k 7 m. Eh 53 r. Tc 0