McCrae & Costas Five-Factor Model Essay Example for Free

McCrae Costas Five-Factor Model EssayMcCrae and Costas Five-Factor simulate of reputation is said to be prognostic in certain behaviours such as h one(a)sty, job performance and procrastination. This Five-Factor model applies to organisational examen becaexercising personality is a crucial part in studying the interests and abilities of an applier at bottom a clientele. There assimilate been several criticisms of the Big Five and how accurately it domiciliate happen upon a persons future performance. These criticisms leave behind be discussed in length in this essay. The essay will likewise consider the usefulness of the Big Five inwardly psychological assessments. Personality hind end be defined as the dynamic organisation of systems that mark the various(prenominal)s characteristic patterns of behaviour, thought, and feeling (Sibaya Nicholas, Personality, 2008). Simply put one advise describe personality as the aspects of a person which make them unique (Si baya Malcolm, 2003). Personality attributes get to triumphfully been studied over centauries and investigators have concluded that the personality knowledge domain tooshie be beaver described by quintette super ordinate constructs (Digman, 1990).A personality quality is a durable disposition to accept in a particular way and the atomic number 23-factor model has become the dominant idea of a personality structure (Weiten, 2007). The five-factor model of personality came about as a result of Hans Eysencks two dimensions of personality. Eysencks theory comprised of neuroticism-st powerfulness and extraversion-introversion and he later added the third dimension known as psychoticism (Sibaya Malcolm, 2003). Eysencks theory also concluded that personality traits could largely be determined by genetics (Sibaya Malcolm, 2003).Eysencks theory of personality dimensions was a precursor of the five-factor model developed by Costa and McCrae (Sibaya Malcolm, 2003). The five-factor model can be seen as the roughly recent approach to personality and personality traits. Costa and McCrae argue that personality traits derive from five higher order traits. These traits ar now known as the Big-Five (Weiten, 2007). Similar to Eysencks view on personality traits Costa and McCrae concluded that genetics breeze a substantial role in personality (Digman, 1990). An example of genetics playing a role in the development in personality traits can be seen in the study of twins.Jim Lewis and Jim Springer were identical twins separated at birth in 1940 (Sibaya Malcolm, 2003). These twins were later reunited and research showed that they had similar personality traits. The twins both drove the same model car they both smoked heavily and liked the same brand of cig atomic number 18ttes (Sibaya Malcolm, 2003). A further jar of the five-factor model is that it has shown in studies that this personality study applies across cultures and is widely identifiable in different cul tures around the world (Weiten, 2007).The five-factor model states that thither are five core personality traits openness, conscientiousness, extraversion, agreeableness and neuroticism. These form a mnemonic, OCEAN, which is ofttimes used for remembering the personality traits (Sibaya Malcolm, 2003). Openness applies to the openness one would have to an experience. Openness is often associated with traits such as curiosity, imagination and flexibility (Weiten, 2007). McCrae states that openness can determine ones political attitudes or ideologies (Weiten, 2007).Conscientiousness relates to traits involving tumesce disciplined and well organised people and is associated with people being diligent within the piece of work (Weiten, 2007). Extraversion relates to people who can be categorised as outgoing or sociable people (Weiten, 2007). Agreeableness relates to ones ability to be sympathetic, trusting and modest (Weiten, 2007). Agreeable personality traits have been known to be ass ociated with a constructive approach to dealing with conflict but agreeable people have also been known to be aggressive (Weiten, 2007).Neuroticism relates to people who are anxious or hostile (Weiten, 2007). People who score high in this personality trait have been known to over re-act to stressful situations (Weiten, 2007). Organisational psychology focuses on role related behaviour, group pressure, commitment to organisations and patterns of communication (Sibaya Malcolm, 2003). In order for an organisational psychologist to determine this behaviour certain organisational testing or psychological assessments need to pay back place.A psychological assessment is a standardised measure of a sample of a ersons behaviour (Weiten, 2007). Psychological assessment is one of the oldest and most focussed areas of industrial-organisational psychology (Weiten, 2007). Psychological assessment focuses on an individuals difference in behaviour and their individual job performance and then dev elops shipway in which they can measure or predict such performances. testing enables psychologists to select people for jobs, assess ones potential and develop people. Testing can often lead to labelling of people and alternative for jobs, promotions or training has often been made in accordance to these labels.The importance of psychological assessments within the workplace is that they enable the perspective employer to have predictions about the applicants future performance and how that applicant may behave in the future. An example of how psychological assessments are beneficial and important can be seen in the use of a personality test. A personality test measure various aspects of personality, including motives, interests and attitudes (Weiten, 2007). Personality tests can be helpful because they assist in personnel selection within business and industry (Weiten, 2007).A sub-division of personality tests is interest inventories which determine the interest of an individua l in relation to the interests needed to do the job. An example of interest inventories can be seen in the need for a sales person to have a personality type that is an extrovert. The example of the sales person can also explain the importance of psychological assessments within the work environment because without this form of testing perspective employers would be unable to employ people that are specifically suited to the position on offer, e. . an extrovert. The use of psychological assessment in business begins when the candidate is still in the selection process. The applicant for a perspective job will first consider the job abstract. A job analysis is the process of obtaining information about a job by determining what duties, tasks or activities it entails in order to perform the job successfully (Sibaya Malcolm, 2003). Following a job analysis the applicant would then submit an application and begin the selection process.A selection process can be described as the proces s of identifying who will be hired from the pool of applicants (Sibaya Malcolm, 2003). The applicant will then undergo psychological assessment which involves a prediction of the applicants knowledge, abilities, attitudes and personality traits. The way in which these tests help with the selection process are that they are the best predictors of performance and behaviour on the job (Sibaya Malcolm, 2003). Now that the selection process has been explained one can similarly link the development and promotion process to psychological assessment.With development or promotion the worker will have to undergo psychological testing to ensure that their abilities and interests fit with the promotion available. The five-factor model applies within the workplace because it enables employers to evaluate employees personalities and make use their personality traits to the best of their abilities. Research has indicated that the Big Five traits are able to predict specific behaviour (Weiten, 20 07). The Big Fives ability to predict this behaviour can be seen as beneficial in the workplace.An example of how the Big Five can benefit an industry can be seen in the personality trait conscientiousness because it has been said that conscientiousness correlates with honesty, higher job performance and a lower alcohol consumption (Weiten, 2007). This being said one can understand that the Big Five traits allow a perspective employer the ability to employ conscientious workers. Many of the Big Five traits are related to career success (Weiten, 2007). The five-factor model can be used in the selection, development and promotion of employees because it allows the employer to predict what qualities the applicant has.The example used previously about the sales rep needing to be an extrovert is a perfect example of how the Big Five apply to selection, development and promotion. The five-factor model would allow the employer of such sales rep to be able to select candidates that fit the personality type that is required for the job at hand. Similar to this the employer could use the five-factor traits to determine whether an existing employee fits the personality required in a job opening and therefore the five-factor model applies to promotions within business as well.A further benefit to the Big Five is that an employer can determine an employees weak traits and develop them further thus improving the workforce. The use of the Big Five within occupational testing has been criticised by many psychologists and researchers as they feel nit does not adequately determine ones ability to perform a task. A common criticism is that there is a ingrained need for more than five traits (Weiten, 2007). An example of this can be seen in recent studies that state that honesty-humility should be a sixth trait.Another criticism is that studies have shown that the five-factor model can discriminate a seest people. In the case of South Africa this criticism of the five-factor mod el only improved the outcome of the test because the discrimination led to changes in legislation which protect the rights of people and state that only valid testing may be done (Sibaya Malcolm, 2003). The legislation protecting peoples rights within organisational tests has encouraged the use of these tests in the selection of new employees.Studies have also shown that the Big Five are not necessarily a reflection of ones personality but rather a reflection of their test-taking skills (Ones, Reiss, Viswesvaran, 1996). This criticism states that the results of the five-factor traits test are a reflection of ones cognitive ability and years of education (Ones, Reiss, Viswesvaran, 1996). This criticism is not necessarily a negative aspect as it only ensures better use of the Big Five within organisational testing because education is an important aspect to ones personality.There are two main criticisms of the five-factor model. These are the frame of generator effect and socially desirable responding (Hanges, Dickson, Smith, 2001). Critics argue that the five-factor model is not useful because it is too broad to be applied to psychological assessment (Schmit Ryan, 1993). The first criticism is the frame of file name extension effect which states that the image the average job applicant would like to convey will have an effect on the psychological assessment (Hanges, Dickson, Smith, 2001).The frame of reference effect can be explained better if one considers that a job applicant will be guided by their self-presentation (Schmit Ryan, 1993). An employee will stand to gain or lose from the results of the psychological assessment and will therefore may alter their solution to be in line with what would be considered the correct answer (Hanges, Dickson, Smith, 2001). This altered response by the job applicant can be seen as a ideal-employee frame of reference where as the response given by a volunteer would be seen as a stranger-description frame of mind (Schmit Ryan, 1993).The second criticism of the five-factor model is the socially desirable response. The socially desirable response can be divided into two sub-groups. Firstly there is self-deception which is the unconscious tendency to see oneself in a favourable light (Schmit Ryan, 1993). Secondly, there is the theory of impression management where a person is consciously aware that they are putting up a false front in order to create a better impression (Schmit Ryan, 1993).The concept of socially desirable responses has undergone three studies which examined the effect of the socially desirable response. The result of these three studies found that in a test of fake good vs. honest responses the personality reliabilities were higher in the fake good (Hanges, Dickson, Smith, 2001). A further study was done on socially desirability consisting of three sample groups. The sample groups were the job applicant, the job incumbent and the student (Hanges, Dickson, Smith, 2001).Th e results of this study much like the results of other studies showed that the job applicant showed more socially desirable responses than the job incumbent (Hanges, Dickson, Smith, 2001). When defining personality some may argue with Freuds opinion that personality is largely cabalistic and unknown. This definition of personality would parallel the argument that the five-factor model is a poor predictor of job success as well as suggesting that it is unethical to use the five-factor model within employment procedures (Hogan, Hogan, Roberts, 1996).This argument could stem from criticisms such as the effect of socially desirable responses, the frame of reference effect and the thought that the five-factor model is limited by only considering five traits. Although these criticisms all have a valid argument one cannot help but believe the evidence that a well-constructed personality assessment is a valid predictor of job performance and it enhances fairness in the employment process (Hogan, Hogan, Roberts, 1996).