(1992) led to what we know today as the Five-Factor Model (FFM), or the Big Five theory.The Big Five personality traits that account for individual differences in personality are:1. Extraversion: Describes the degree to which someone is sociable, talkative and assertive.2. Agreeableness: Describes the degree to which someone is good-natured, cooperative and trusting.3. Conscientiousness: Describes the degree to which someone is responsible, dependable, persistent and achievement oriented.4. Emotional stability (Neuroticism /Negative Emotionality): Describes the degree to which someone is calm, enthusiastic and secure (positive) or tense, nervous, depressed or insecure (negative).5. Openness (to experience): Describes the degree to which someone is imaginative, artistically sensitive and intellectualLike the MBTI, the Big-Five Model of Personality has much to offer the management of modern organisations. The Big-Five Model and ManagementIt is used as a useful selection tool, and helps management to assess and deal with borderline performance, difficulties with other employees, boredom and frustration with work and employee desire for self-improvement. It also serves as a guide to effective team building, job selection and analysis, training design, customer service, career and leadership development and conflict management. In response to the negative effects of trait congruence or diversity, The Big-Five Model gives management guidance to direct employees to change themselves, change others, or change their situation.The Big-Five model also enables management to direct employees to learn two strategies for managing conflict: development and compensation. Management must develop the employee by teaching them skills, and help the person learn to compensate by learning how to involve others in assisting with conflict situations.OTHER PERSONALITY THEORIESKeirsey Temperement Sorter (KTI)The KTS measures personality along the same dimensio...
