According to the Big Five model, a person who scores is easily distracted, disorganized, and unreliable
A) low on emotional stability
B) low on openness to experience
C) high on agreeableness
D) high on extraversion
E) low on conscientiousness
This dimension is a measure of reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable. In addition to providing a unifying personality framework, research on the Big Five also has found important relationship between these personality dimensions and job performance. A broad spectrum of occupations was looked at professionals including engineers, architects, accountants, attorneys, police, managers, salespeople, and semiskilled and skilled employees. Job performance was defined in terms of performance ratings, training proficiency performance during training program and personnel data such as salary level. The results showed that conscientiousness predicted job performance for all occupational groups.
There were a number of early efforts to identify the primary traits that govern behavior. However, for the most part these efforts resulted in long lists of traits that were difficult to generalize from and provided little practical guidance to organizational decision makers. Two exceptions are the Myers Briggs type Indicator and the Big-Five Model. Over the past 20 years, these two approaches have become the dominant frameworks for identifying and classifying traits. In this article we are discussing about the Big-Five Model.
Learn more about the Big Five model here
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