Big 5 Project Personality Test
Master of Business Administration
Professor Dr. Sheedy
The Big Five Project Personality Test encompasses various traits and situations where after addressing the questions on a variance score will provide the test taker with high-scoring or low-scoring results. The method is called the OCEAN model, “openness to experience, consciousness, extraversion, agreeableness, and neuroticism.” (Lebowitz, 2016). This is an account of the results of the Big Five Personality Test and the variances in regards to my personality.
Keywords: Personality, Results, OCEAN model
Big 5 Project Personality Test
The Big Five Personality Test is a realistic test that focuses on certain
traits that are reliable in measuring the basic human personality. The first trait on the OCEAN model is Open-Mindedness. I scored high on this attribute being “Open to New Experiences”. (John, 2009). I would say this is closely accurate, as I have never been closed-minded. Besides my early college years, where I was trying to figure out my values and create who I wanted to be, I can say that in my professional and personal life , that I am open-minded. I’ve always had a creative side, although studying science most of my college career has limited my ability to express basic artistic abilities. I would like to get back into art as a hobby. I greatly appreciate art, however as I acquired a very special original acrylic piece that I adore.
The next trait is “Conscientiousness” (John, 2009) where I scored very high. This is my highest score out of the test. These traits include being “reliable, well-organized, self-disciplined, careful;”. (John, 2009). I could spend days on this topic and include all the ways in my personal and professional life that make this trait to be true. The one circumstance that comes to mind however, is being reliable. While working in management, I learned this is an essential trait to have when managing people. Not only is it useful when communicating and relationships (professional and personal), it is the groundwork for establishing trust. I learned quickly that if I expected my employees to do as they are expected, that I must also do what I am expected. When it was time to clean the locations for the classes, you bet I was there cleaning the locations or class. When I said I would handle something or have payroll approved, it was done. This by far as strengthen my abilities and I use these good habits everyday. I don’t like the feeling of telling someone that I’d do something and it doesn’t get done or is delayed, intentional or not. It is not fair to the receiving party.
The third trait is “Extraversion” (John, 2009) of which I scored neutral on. High-scorers and low-scorers obviously show very different traits such as being “sociable and talkative to introverted and quiet”. (John, 2009). I don’t know a lot about this trait other than the fact that my personality doesn’t really change daily. If there is something exciting, it takes me a while to really get excited. If there is something stressful going on, it takes me a while to react or to show stress. I handle stress very well and can tolerate a lot of it. This is a trait I am very proud of. In conclusion, I would say this is accurate as my personality doesn’t suddenly flip on a dime or go from crying to laughing.
The fourth trait is “Agreeableness” (John, 2009) and I tended to score higher on this trait. This is one of my most regretted traits and definitely not my proudest. “High scorers tend to be good natured, sympathetic, forgiving, courteous;” (John, 2009). The reason I am disgusted with this trait is because I have a lot of sympathy for students. While I was working in management, I interviewed a woman for a position to be my assistant. She would presumably take over a lot of my responsibilities so I could have more time as the director to build student and employee relationships. This woman has one stipulation. She was a nursing student. She would never have a set schedule due to clinicals and class. She wasn’t able to come in every day nor work set hours. I agreed that we should hire her because I felt sorry for her. Due to my struggles in my college years and the sacrifices that I had to make, I didn’t want to see this woman suffer. Well. I suffered. I suffered trying to run a company by myself with an assistant that never showed up when you needed her and double the workload. She never could handle projects that were just her responsibility as she wasn’t there consistently to follow-through.
The fifth and final trait is “Negative Emotionality” (John, 2009) and I scored neutral again on this trait. This is accurate as I am aware of my surroundings but done react to them in extremes. I am calm in most situations unless something bothers me. Some days, you just can’t stop bad luck from happening and I am glad I don’t have a personality where I would just give up.
Analysis of Traits
I tend to manage conservatively although I am very strong-headed when it comes to taking on projects. Professionally, I strive to not make rapid decisions or let my feeling get in the way of making judgements. Perhaps, the most important take-away from the results of the test is that I’m reliable and forward-thinking. There is no room for laziness or the assumption that is is someone else’s job to do. I admire the skills I acquired from managing nurses as it gave me a difficult senecio. Nurses are naturally compassionate and reliable, but what happens when you have to have the heart to tell the they are doing something wrong? Using a threatening approach is unacceptable and being harsh won’t make them stay. It takes a trusting relationship and loving acts of kindness to make them understand in order to change. It takes a firm guidance with patience to see change.
As a follower in an organization, the traits and skills that have strengthened my personality traits enable me to provide leader with a reliable and valuable employee. In my current position now as a medical device sales representative, I made it a personal goal to keep in mind what my management goes through everyday when tasks done get done or when someone isn’t reliable. I have been in those shoes and it pains me to purposely put a leader in distress when I don’t do the things that I am supposed to as a follower. Daily tasks, scheduling appointments, and communication are all responsibilities that I must get done on a daily basis as a follower.
As a leader in an organization, the skills I have learned from being in school and the hard work it takes to do a good job, enables me to see the abilities of a follower. You can tell when someone is trying hard to meet a requirement. People have strengths and weaknesses and I think it’s important to realize that while in a leadership position. Not everyone is going to do a good job, however and t takes patience and appropriate positive reinforcements to make changes.
The trait that I believe that I need to work on the most in my current situation now is “Negative Emotionality” (John, 2009) because I find myself not giving myself permission to show feeling on most occasions. I need to smile more and to give myself credit where due. I need to not hold all my feelings inside when I am bothered or when I feel sad. I am used to being steady as when you are a manager or leader, you must not let your emotions determine your actions. Employees only see their manager as the person who comes into the office, who gets things done, and who is there for support. I wouldn’t want my employees to see me out with my friends or what I do in my spare time. I wear many hats, but while as a manager and leader, only one or two is acceptable in order to be professional.
John, O.D. (2009). The Big Five Personality Test. Retrieved from
Lebowitz, S. (2016, December 27). Scientists say your personality can be
deconstructed into 5 basic traits. Retrieved October 7, 2018, from
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