+Big Five Personality Tests have Substantial Weaknesses

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-personality-tests.html

Youtube clip:http://www.youtube.com/watch?v=k7mEh53rTc0