Big Five Traits Model, The Eysenck’s Model, and Trait Approach

Organizational Behavior Theories
Name
Institution
Introduction
In an organization, there are different people with different personalities. For instance, there are some individuals who are outgoing and can easily relate with other people in the organization, and at the same time there are some people who tend to keep to themselves (Hatch & Cunliffe, 2013). This is because different people have different temperamental issues that control their personalities. A case in point is the two managers at the Hannaford Supermarkets, where are two managers who are completely the opposite of one another. These two managers have personalities that completely contradict one another. For example, the first manager who is pretty younger is an outgoing person who gets along with almost everyone in the organization and likes to associate himself with other people in an impressive manner. On the other hand, the other manager is a very confined person who seems to not like to associate with other individuals in the organization. The second manager is a very negative person and is very restless when faced with demanding situations. There are different organizational behavior theories that have been used to explain this type of behavior among different personalities in an organization. One of those organizational behavior theories is called the Big Five Traits, The Eysenck’s Model as well as Social Perception theory (Altman, Valenzi & Hodgetts, 2013).
Big Five Traits Model
The big five personality traits that can also be referred to as the five-factor model, is defined as a model that is based on the common language descriptors personality. The big five-factor theory is the ability of being open to different experience, extraversion, conscientiousness, neuroticism and agreeableness. The big five-factor model has been used to explain how different people behave in the organization. According to Ehrler, Evans & McGhee (2012), the Big Five Model which is also referred to as the OCEAN explains different personality traits that are seen in different people in an organization. To begin with, one of the five factors of this model is openness to experience. This factor explains an individual in the organization who is open to ideas and is willing to learn new ideas from other people. In Hannaford Supermarkets, the first manager exhibits this factor of the big five model. The second manager seems to be confined within himself and does not exhibit the trait of openness to experience. The second trait in the big five model is conscientiousness; an individual that exhibit this kind of trait is always very efficient, responsible, ethical, organized, scrupulous, self-disciplined and reliable. In an organization people have got different behaviors and the knowledge of the Big Five Model will enable the management, especially the human resource managers can use this...