The Big Five - Personality Dimensions

Researchers and psychologists have come to the conclusion over the last sixty-two years that people have five core personality traits which are called “The Big Five”.  These traits are common in every human, but vary on the ranges per human.  For instance, one person may be extroverted some, agreeable some, but very open in nature.   These five personality traits tend to sum up a person as a whole – the list below is describing each at the extreme level: 

1.       Extraversion – this is when a person is assertive, outgoing, talkative, and amicable (what I would call a social butterfly).

2.       Agreeableness – exhibits prosocial tendencies such as empathy, affection, kindness toward others, trust, altruistic behavior (good deed doer). 

3.       Conscientiousness – being very thoughtful, goal oriented, organized, pays careful attention to detail, has impulse control (what many would call ocd or anal in our society – at the extreme level anyway). 

4.       Neuroticism – not very emotionally stable in that these types of people can often cry at small things, be very moody, have high levels of anxiety, be irrational, irritable, and prone to depression. 

5.       Openness – shows imagination, many interests, and insight into everyday problems. 

Personality is extremely complex and many people show some of these traits simultaneously.  For instance, people who are conscientious also tend to be agreeable and people who are extraverted also tend to be open.   These big five personality dimensions are a very broad range of personality traits in a person.  A single person may have all at extreme levels, all at low levels, only one of the traits at a low or high level, etc… .   Usually it is the situation a person is in that determines the personality traits to show.  Another example would be in general, I tend to have all at mid level, but if I am late on an assignment, hungry, tired, and people are bugging me in the house, well… I tend to be more neurotic. 

Maybe you can help me on this, but where do the people who are players, who are very shy and backward, and who are antisocial fit in to this big five?

References:

Cherry,  Kendra. "The Big Five Personality Dimensions - Overview of the Big Five Personality       Dimensions." Psychology - Complete Guide to Psychology for Students, Educators & Enthusiasts.    N.p., n.d. Web. 30 Aug. 2011.                 <http://psychology.about.com/od/personalitydevelopment/a/bigfive.htm>.

Quick Information Regarding Theory Z

Theory Z was identified by William Ouchi in his book, “Theory Z: How American management can Meet the Japanese Challenge” in 1981.  Theory Z is a Japanese-American based management style comprised of five assumptions which are:

1.       Employees want close, cooperative relationships with their employers and coworkers.

2.       Employees value their social life, culture, traditions, and family as much as they value material success.

3.       Employees need a lot of support from their job in the form of secure employment, good wages, and career advancement opportunities.

4.       Employees are able to make good decisions through compromises.

5.       Employees are dedicated to their work, and have moral obligations as well as good self discipline.

With these five assumptions, it is easy to say that theory Z essentially states that employees want to work, they want a secure environment, they want to know their coworkers and bosses, they are dedicated to their families just as much as work, and overall they enjoy job satisfaction. 

The theory itself came from a culmination of the best known organizational structure of the Japanese and deep rooted American culture and traditions.  This theory is a humanistic theory in that is focuses on social interactions between humans and suggests essentially that a happy work is a productive worker.   Professor Ouchi’s idea is that when a team works well together, they fend together – much like a clan would fend for their members.  The idea behind this is that the employees are close to their coworkers and bosses and have a deep sense of loyalty to the firm/business because of this.  Instead of simply being self-interested, this management theory focuses on group goals as a whole system.  Commitment and loyalty is the overall tone of the management style proposed by Ouchi, and it is not necessarily an approach for every single company in America. 

The main goals that are set forth in theory Z are long term employment, consensual decision making, slow evaluation and promotion, individual responsibility, informal control with formalized measures, holistic concern, and specialized career paths.   With instruction in these areas, the theory is meant to increase overall job satisfaction as well as more profits for the organization/business.   

Reference:

"Theory Z: Encyclopedia of Management." eNotes - Literature Study Guides, Lesson Plans, and More..   N.p., n.d. Web. 30 Aug. 2011. <http://www.enotes.com/management-encyclopedia/theory-z>.