Personality Description: Big Five Personality Traits

Personality is the most precious gift that every human being has, as Goethe says in his book Faust “the magi also say, and the kings also say that in the world we have, personality is the supreme good”. One of the most popular methods of personality evaluation is the Big Five test, also known as the Five Factors, and this are described as openness to experience, conscientious, extroversion, agreeableness and neuroticism faun in the study by Costa & Mc Crae, (1985, 1989,1992). The Big Five has been following American approaches to personality traits since 1930, and this approach in the basis of everyday personality descriptions.

Because there is a range of theoretical perspectives on Big Five Personality, research has begun: Five Factor Theory (FFT) where the structure of the personality system is approached, as well as its causal basis and the consequences in real life, genetically based on biological provisions (FFT), Robert R. McCrae , Paul T., Costa , Jr.; In other words, David Buss M. and other psychologists have revamped a study based on several evidence for the Big Five genetic basis and found that certain formation of reproduction and survival are involved in the human personality; And researcher Jerry S. Wiggins examined relationship patterns that are associated with certain personality traits essential to social interactions. The Big Five Theory offered an extensive and useful set of dimensions that characterize individual differences, dimension that can be measured with high fidelity and impressive validity. Taken together, these dimensions characterize the personality structure. In the help of these words we find in “Personality and adulthood”, McCrae & Costa, 1990, definition of personality traits “dimensions of individual differences in the tendencies to appear/ to present patents/ consistent patterns of thinking, feeling and action”.

Assuming that, these factors in Big Five Theory are influenced by social characteristics, we observe that the personality of each one of us can change. In the workplace, people’s personality influences their behavior within the groups from which they participate, the participation in the group life, the attitude and the way they participate in the decision making. Also, the research in the field highlights the influence of the personality traits of the individual on they motivated, performance and potential to develop and resolve the conflicts in the workplace. A negative impact on the state of human function has the pressure of performance, with employees being more stressed (P. Hancock, William&Monning,1995; Robert & Hockey 1997). The achievements and productivity of an employee recognized by the organization or company where the activity takes place refer to its performance (Robbins, Summer, Miller & Hendrix, 2000) and the most important things with great impact in achieving the performance are the creativity and the proactive components (Pulakos, Arad, Donovan and Planomdom, 2000) by creativity we mean the generation of new, innovative and valuable ideas and by the proactive behavior we understand the taking of initiative and the active involvement in describing the solution for the future problems (Crant, 2000, Frese and Fay, 2001; Unsworth Parker, 2003).

Therefore this theory of personality description and analysis called Big Five has aroused great interest from researchers. These studies have consistently supported factor-analytics, the idea that the five general dimension (Big Five) are the basis of the individual personality differences. At present, the description of personality in “Five Factors” is the opinion of some authors as, “very prolific, if not the most prolific”, he recalls in his book Mielu Zlate. We don’t really know how to describe a person, but we do know that if we can attribute a certain trait to him, a number of other traits will naturally appear as associates as well. The Big Five Theory has not only a methodological value, but also a practical value, being used in performance prediction, so in professional selection.