Organizational Behavior: The “Big 5” Personality Traits Affecting Individual Performance Name
Institution
Introduction
With the currently increasing trends of international business globalization, firms are being left with no other option other than fighting to expand to the international level. This means that they have to operate in different business ground other than the native home. The concurrent influential impact is self explanatory; different cultures, races, socio-economic groups or sexes are sort to mingle. Even though it could be the most perfect strategy for a successful multinational, these heterogeneous groups hold different principles and believes which could result to retarded work operations. This, in all perspectives, highly necessitates the need to incorporate a study on organizational behavior (OB); it is an application of knowledge about how groups, people, and individuals act within different environments upon which we are able to interpret the individual-organizational relationships in terms of the whole organization, the whole person, the whole group, and in general, the whole social system. In short, studying the individual traits (five factor model) explains the whole social system and how performance juxtaposition of individuals within an organization is affected. The Five Factor Model
A review on this model involves conscientiousness, openness, agreeableness, extraversion, and neuroticism. The Big Five Personality Traits (while the NEOAC, CANOE or OCEAN acronyms have been used at times to refer to the model) effort in to build the dimensions of personality that encompasses all the other trivial personality traits, only since different personality traits could be overlapping. It is important to note that this is just a model primal at explaining personality traits whereas extensive theories have been generated to encompass the result, and influence each of the traits (Brusman, 2013). Openness to experience is a general trait...