Big five personality traits (OCEAN model) - Revision history

S173675 at 12:49, 12 March 2021

2021-03-12T12:49:43Z

← Older revision		Revision as of 12:49, 12 March 2021
Line 1:		Line 1:
	~~[[Category:Program Management], [Category:Human Behaviour]]~~
	''Developed by Amalie Nygaard Müller''		''Developed by Amalie Nygaard Müller''

S173675 at 12:49, 12 March 2021

2021-03-12T12:49:22Z

← Older revision		Revision as of 12:49, 12 March 2021
Line 1:		Line 1:
			[[Category:Program Management], [Category:Human Behaviour]]
	''Developed by Amalie Nygaard Müller''		''Developed by Amalie Nygaard Müller''

S173675: /* Limitations */

2021-02-28T22:33:53Z

Limitations

← Older revision		Revision as of 22:33, 28 February 2021
Line 91:		Line 91:

	== Limitations ==		== Limitations ==
	OCEAN is a very versatile tool that can be of use to project management in multiple ways. The studies on the Big Five’s relation to job performance however is still under heavy debate. The context of the studies has been very narrow with regard to socio-economic types involved and the field of work. The sample sizes of the studies can ~~more over~~ be ~~critized~~ for being small and in combination with narrow field contexts, it can be questioned how universal the findings are.		OCEAN is a very versatile tool that can be of use to project management in multiple ways. The studies on the Big Five’s relation to the prediction of job performance however is still under heavy debate. The context of the studies has been very narrow with regard to the socio-economic types involved and the field of work. The sample sizes of the studies can moreover be criticized for being small and in combination with narrow field contexts, it can be questioned how universal the findings are.
	Furthermore the empirical data is based on self-assessments, which can give biased results, as the way a person views themselves typically not is in complete alignment with how they are perceived by the world and a future employee.		Furthermore, the empirical data is based on self-assessments, which can give biased results, as the way a person views themselves typically not is in complete alignment with how they are perceived by the world and a future employee.

	== Annotated Bibliography ==		== Annotated Bibliography ==

S173675: /* Application */

2021-02-28T22:30:08Z

Application

← Older revision		Revision as of 22:30, 28 February 2021
Line 87:		Line 87:
	As mentioned work systems are becoming more complex and in addition work roles more flexible. Behaviour in the form of adaptivity, proactivity and proficiency, therefore, becomes highly prominent in these agile workplaces<ref name="Griffin"> Griffin, M. A., Neal, A., & Parker, S. K. (2007). A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts. Academy of Management Journal, 50(2), 327–347. https://doi-org.proxy.findit.dtu.dk/10.5465/AMJ.2007.24634438/</ref>. In a study by Neal et al. <ref name="Predictive" /> the OCEAN model are being used to explore the Big Five’s relation to the three forms of behaviour in the context of individuals, teams and organizations, and if some factors are linked more closely to the performance on the different levels in an organization than others. Currently the studies are not yet conclusive, but it was found that conscientiousness correlates positively with all nine dimensions, supporting that this factor is a strong predictor for job performance. More over Neuroticism were found to correlate negatively with all nine dimensions, indicating that a high score on neuroticism is equal to an inferior job performance<ref name="Predictive" />.		As mentioned work systems are becoming more complex and in addition work roles more flexible. Behaviour in the form of adaptivity, proactivity and proficiency, therefore, becomes highly prominent in these agile workplaces<ref name="Griffin"> Griffin, M. A., Neal, A., & Parker, S. K. (2007). A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts. Academy of Management Journal, 50(2), 327–347. https://doi-org.proxy.findit.dtu.dk/10.5465/AMJ.2007.24634438/</ref>. In a study by Neal et al. <ref name="Predictive" /> the OCEAN model are being used to explore the Big Five’s relation to the three forms of behaviour in the context of individuals, teams and organizations, and if some factors are linked more closely to the performance on the different levels in an organization than others. Currently the studies are not yet conclusive, but it was found that conscientiousness correlates positively with all nine dimensions, supporting that this factor is a strong predictor for job performance. More over Neuroticism were found to correlate negatively with all nine dimensions, indicating that a high score on neuroticism is equal to an inferior job performance<ref name="Predictive" />.

	The process of '''''managing, motivating and empowering a project team''''' require knowledge of the individual personalities within a team, as preferences for how to be motivated and supported by a leader is highly individual. Empowering a team is about realizing peoples strengths and weaknesses and managing the project accordingly, so the team members can feel the satisfaction of contributing and creating results, and that their role is of importance for progression.		The process of '''''managing, motivating and empowering a project team''''' require knowledge of the individual personalities within a team, as preferences for how to be motivated and supported by a leader, is highly individual. Empowering a team is about realizing peoples strengths and weaknesses and managing the project accordingly, so the team members can feel the satisfaction of contributing to and creating results, and that their role is of importance for progression.
	A project manager can use OCEAN to obtain knowledge about strengths and weaknesses ~~and in~~ terms of motivation and support methods~~. The~~ facets of the OCEAN factors provides an overview of a persons discipline, order, self-consciousness, excitement seeking, straightforwardness and so forth, that can help guide a manager towards whether a person has a need for fixed boundaries and micromanagement or they thrive in a setting where they have room to manoeuvre and manage themselves. If they get motivated or stressed by open challenges, and to which degree they need confirmation and praise for their work performance.		A project manager can use the OCEAN model to obtain knowledge about strengths and weaknesses. In terms of motivation and support methods, the facets of the OCEAN factors provides an overview of a persons discipline, order, self-consciousness, excitement seeking, straightforwardness and so forth, that can help guide a manager towards whether a person has a need for fixed boundaries and micromanagement or they thrive in a setting where they have room to manoeuvre and manage themselves. If they get motivated or stressed by open challenges, and to which degree they need confirmation and praise for their work performance.

	== Limitations ==		== Limitations ==

S173675: /* Application */

2021-02-28T22:27:16Z

Application

← Older revision		Revision as of 22:27, 28 February 2021
Line 87:		Line 87:
	As mentioned work systems are becoming more complex and in addition work roles more flexible. Behaviour in the form of adaptivity, proactivity and proficiency, therefore, becomes highly prominent in these agile workplaces<ref name="Griffin"> Griffin, M. A., Neal, A., & Parker, S. K. (2007). A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts. Academy of Management Journal, 50(2), 327–347. https://doi-org.proxy.findit.dtu.dk/10.5465/AMJ.2007.24634438/</ref>. In a study by Neal et al. <ref name="Predictive" /> the OCEAN model are being used to explore the Big Five’s relation to the three forms of behaviour in the context of individuals, teams and organizations, and if some factors are linked more closely to the performance on the different levels in an organization than others. Currently the studies are not yet conclusive, but it was found that conscientiousness correlates positively with all nine dimensions, supporting that this factor is a strong predictor for job performance. More over Neuroticism were found to correlate negatively with all nine dimensions, indicating that a high score on neuroticism is equal to an inferior job performance<ref name="Predictive" />.		As mentioned work systems are becoming more complex and in addition work roles more flexible. Behaviour in the form of adaptivity, proactivity and proficiency, therefore, becomes highly prominent in these agile workplaces<ref name="Griffin"> Griffin, M. A., Neal, A., & Parker, S. K. (2007). A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts. Academy of Management Journal, 50(2), 327–347. https://doi-org.proxy.findit.dtu.dk/10.5465/AMJ.2007.24634438/</ref>. In a study by Neal et al. <ref name="Predictive" /> the OCEAN model are being used to explore the Big Five’s relation to the three forms of behaviour in the context of individuals, teams and organizations, and if some factors are linked more closely to the performance on the different levels in an organization than others. Currently the studies are not yet conclusive, but it was found that conscientiousness correlates positively with all nine dimensions, supporting that this factor is a strong predictor for job performance. More over Neuroticism were found to correlate negatively with all nine dimensions, indicating that a high score on neuroticism is equal to an inferior job performance<ref name="Predictive" />.

	The process of '''''managing, motivating and empowering of project team''''' require knowledge of the individual personalities within a team, as preferences for how to be motivated and supported by a leader is highly individual. Empowering a team is about realizing peoples strengths and weaknesses and managing the project accordingly, so the team members can feel the satisfaction of contributing and creating results, and that their role is of importance for progression.		The process of '''''managing, motivating and empowering a project team''''' require knowledge of the individual personalities within a team, as preferences for how to be motivated and supported by a leader is highly individual. Empowering a team is about realizing peoples strengths and weaknesses and managing the project accordingly, so the team members can feel the satisfaction of contributing and creating results, and that their role is of importance for progression.
	A project manager can use OCEAN to obtain knowledge about strengths and weaknesses and in terms of motivation and support methods. The facets of the OCEAN factors provides an overview of a persons discipline, order, self-consciousness, excitement seeking, straightforwardness and so forth, that can help guide a manager towards whether a person has a need for fixed boundaries and micromanagement or they thrive in a setting where they have room to manoeuvre and manage themselves. If they get motivated or stressed by open challenges, and to which degree they need confirmation and praise for their work performance.		A project manager can use OCEAN to obtain knowledge about strengths and weaknesses and in terms of motivation and support methods. The facets of the OCEAN factors provides an overview of a persons discipline, order, self-consciousness, excitement seeking, straightforwardness and so forth, that can help guide a manager towards whether a person has a need for fixed boundaries and micromanagement or they thrive in a setting where they have room to manoeuvre and manage themselves. If they get motivated or stressed by open challenges, and to which degree they need confirmation and praise for their work performance.

S173675: /* Application */

2021-02-28T22:25:05Z

Application

← Older revision		Revision as of 22:25, 28 February 2021
Line 84:		Line 84:

	[[Belbin's Team Roles]] is a theory that identifies 9 team roles, and how to assemble a dynamic team. Work systems are however becoming more complex and are demanding more flexible work roles<ref name="Predictive"> Neal, A., Yeo, G., Koy, A., Xiao, T. (2012). Predicting the form and direction of work role performance from the Big 5 model of personality traits. Journal of Organizational Behavior, J. Organiz. Behav. 33, 175-192. DOI:10.1002/job.742</ref>. OCEAN can complement Belbin’s team roles as it gives a greater insight into peoples personality traits in a more general context, and can provide a greater overview of a persons’ social, thinking and action role spectrum.		[[Belbin's Team Roles]] is a theory that identifies 9 team roles, and how to assemble a dynamic team. Work systems are however becoming more complex and are demanding more flexible work roles<ref name="Predictive"> Neal, A., Yeo, G., Koy, A., Xiao, T. (2012). Predicting the form and direction of work role performance from the Big 5 model of personality traits. Journal of Organizational Behavior, J. Organiz. Behav. 33, 175-192. DOI:10.1002/job.742</ref>. OCEAN can complement Belbin’s team roles as it gives a greater insight into peoples personality traits in a more general context, and can provide a greater overview of a persons’ social, thinking and action role spectrum.
	For the '''''acquiring''''' process a prediction of job performance are also favourable. OCEAN has been used in several studies, where it has been found that conscientiousness is a strong predictor for general work performance, where the other factors and facets ~~relates~~ to more specific aspects of job performance. Neuroticism and Agreeableness ~~has~~ been found to be a predictor for teamwork abilities and extraversion predictor of leadership<ref name="Srivastava" />.		For the '''''acquiring''''' process a prediction of job performance are also favourable. OCEAN has been used in several such prediction studies, where it has been found that conscientiousness is a strong predictor for general work performance, and where the other factors and facets have been found to relate to more specific aspects of job performance. Neuroticism and Agreeableness have for example been found to be a predictor for teamwork abilities and extraversion a predictor for leadership<ref name="Srivastava" />.
	As mentioned work systems are becoming more complex and in addition work roles more flexible. Behaviour in the form of adaptivity, proactivity and proficiency, therefore, becomes highly prominent in these agile workplaces<ref name="Griffin"> Griffin, M. A., Neal, A., & Parker, S. K. (2007). A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts. Academy of Management Journal, 50(2), 327–347. https://doi-org.proxy.findit.dtu.dk/10.5465/AMJ.2007.24634438/</ref>. In a study by Neal et al. <ref name="Predictive" /> the OCEAN model are being used to explore the Big Five’s relation to the three forms of behaviour in the context of individuals, teams and organizations, and if some factors are linked more closely to the performance on the different levels in an organization than others. Currently the studies are not yet conclusive, but it was found that conscientiousness correlates positively with all nine dimensions, supporting that this factor is a strong predictor for job performance. More over Neuroticism were found to correlate negatively with all nine dimensions, indicating that a high score on neuroticism is equal to an inferior job performance<ref name="Predictive" />.		As mentioned work systems are becoming more complex and in addition work roles more flexible. Behaviour in the form of adaptivity, proactivity and proficiency, therefore, becomes highly prominent in these agile workplaces<ref name="Griffin"> Griffin, M. A., Neal, A., & Parker, S. K. (2007). A New Model of Work Role Performance: Positive Behavior in Uncertain and Interdependent Contexts. Academy of Management Journal, 50(2), 327–347. https://doi-org.proxy.findit.dtu.dk/10.5465/AMJ.2007.24634438/</ref>. In a study by Neal et al. <ref name="Predictive" /> the OCEAN model are being used to explore the Big Five’s relation to the three forms of behaviour in the context of individuals, teams and organizations, and if some factors are linked more closely to the performance on the different levels in an organization than others. Currently the studies are not yet conclusive, but it was found that conscientiousness correlates positively with all nine dimensions, supporting that this factor is a strong predictor for job performance. More over Neuroticism were found to correlate negatively with all nine dimensions, indicating that a high score on neuroticism is equal to an inferior job performance<ref name="Predictive" />.

S173675: /* OCEAN as a measurement TOOL */

2021-02-28T22:20:01Z

OCEAN as a measurement TOOL

← Older revision		Revision as of 22:20, 28 February 2021
Line 63:		Line 63:
	Several researchers have based on the theoretical descriptive model developed questionnaires and scales to measure and interpret personality traits and correlations between behaviour and personality. Among others are the following OCEAN measurement tools<ref name="SS"> Srivastava, S. (2021). Measuring the Big Five Personality Factors. Retrieved [27.02.21] from https://psdlab.uoregon.edu/bigfive.html./</ref>:		Several researchers have based on the theoretical descriptive model developed questionnaires and scales to measure and interpret personality traits and correlations between behaviour and personality. Among others are the following OCEAN measurement tools<ref name="SS"> Srivastava, S. (2021). Measuring the Big Five Personality Factors. Retrieved [27.02.21] from https://psdlab.uoregon.edu/bigfive.html./</ref>:

	* NEO ~~personality inventory revised~~ (NEO PI-R)		* NEO Personality Inventory Revised (NEO PI-R)
	* NEO Five factor ~~inventory~~ (NEO FFI)		* NEO Five-factor Inventory (NEO FFI)
	* International ~~personality item pool~~ (IPIP)		* International Personality Item Pool (IPIP)
	* Big ~~five inventory~~ (BFI)		* Big Five Inventory (BFI)
	* Big ~~five aspects scale~~ (BFAS)		* Big Five Aspects Scale (BFAS)
	* 100 ~~trait~~-~~descriptive adjectives~~ (TDA)		* 100 Trait-Descriptive Adjectives (TDA)

S173675: /* OCEAN as a measurement TOOL */

2021-02-28T22:18:50Z

OCEAN as a measurement TOOL

← Older revision		Revision as of 22:18, 28 February 2021
Line 56:		Line 56:

	'''Neuroticism''' is a factor concerning a person’s emotional stability and temper. It covers traits like anxiety, fear and jealousy and is part of describing a persons' level of self-esteem. A person scoring high on neuroticism can be characterized as anxious and insecure. They prone towards sadness and will often be perceived as emotionally unstable and moody, and with a lack of confidence. People with a low score on the neuroticism spectre will however be characterized as confident and self-satisfied. They will often be more adventurous and at the same time poised and calm <ref name="Positive" /><ref name="Roccas" />.		'''Neuroticism''' is a factor concerning a person’s emotional stability and temper. It covers traits like anxiety, fear and jealousy and is part of describing a persons' level of self-esteem. A person scoring high on neuroticism can be characterized as anxious and insecure. They prone towards sadness and will often be perceived as emotionally unstable and moody, and with a lack of confidence. People with a low score on the neuroticism spectre will however be characterized as confident and self-satisfied. They will often be more adventurous and at the same time poised and calm <ref name="Positive" /><ref name="Roccas" />.


	==== OCEAN as a measurement TOOL ====		==== OCEAN as a measurement TOOL ====
Line 70:		Line 71:


	All ~~test assesses~~ personality with regards to the OCEAN factors, but are done in different ways with regards to the amount and appearance of question items. They vary from long sentence questions in the NEO test to single ~~adjective~~ in the TDA measurement. Further, some of the tests are commercial and others created for non-commercial research purposes The best validated big five measures in questionnaire tradition is the NEO questionnaires, but for research settings where time is of the essence the BFI is also frequently used <ref name="Srivastava" />.		All tests assess personality with regards to the OCEAN factors but are done in different ways with regards to the amount and appearance of question items. They vary from long sentence questions in the NEO test to single adjectives in the TDA measurement. Further, some of the tests are commercial and others created for non-commercial research purposes. The best validated big five measures in questionnaire tradition is the NEO questionnaires, but for research settings where time is of the essence the BFI is also frequently used <ref name="Srivastava" />.

	NEO PI-R is developed by Costa and McCrae and is a 240-item questionnaire. Each item is a sentence that is rated using the Likert scale, a scale from 1 to 5 where one is equal to strongly disagree and five to strongly agree. The items fall under the five OCEAN factors, but the factors are further categorized into six facets each, giving a total of 30 facets. The NEO PI-R is developed so the questionnaire can be assessed in two forms; a self-report called the S-form and an observer-report called the R-from. Giving the opportunity to get both an internal and an external perspective of a person’s personality and a comparison here off <ref name="Srivastava" /><ref name="SS" />.		NEO PI-R is developed by Costa and McCrae and is a 240-item questionnaire. Each item is a sentence that is rated using the Likert scale, a scale from 1 to 5 where one is equal to strongly disagree and five to strongly agree. The items fall under the five OCEAN factors, but the factors are further categorized into six facets each, giving a total of 30 facets. The NEO PI-R is developed so the questionnaire can be assessed in two forms; a self-report called the S-form and an observer-report called the R-from. Giving the opportunity to get both an internal and an external perspective of a person’s personality and a comparison here off <ref name="Srivastava" /><ref name="SS" />.

	The other frequently used measuring tool is called the big five inventory (BFI), and was developed by the trio John, Donahue and Kentle <ref name="Srivastava" />. The questionnaire consists of 44 short phrased questions, and is also assessed with the Likert scale, where some phrases however are judged with a reverse scale score. In total there are 8-10 items under each of the five factors, and like the NEO measurement system, the factors are further divided into 6 facets each, to a total of 30 facets, and is represented and measured by one or two items each <ref name="Srivastava" /><ref name="SS" />.		The other frequently used measuring tool is called the big five inventory (BFI), and was developed by the trio John, Donahue and Kentle <ref name="Srivastava" />. The questionnaire consists of 44 short phrased questions and is also assessed with the Likert scale, where some phrases however are judged with a reverse scale score. In total there are 8-10 items under each of the five factors, and like the NEO measurement system, the factors are further divided into 6 facets each, to a total of 30 facets, and is represented and measured by one or two items each <ref name="Srivastava" /><ref name="SS" />.
	The BFI measurement system is less time consuming, but also less exhaustive than the NEO PI-R test, so depending on the usage purposes and what is weighted the highest one can pick and choose between the different measuring systems. For more information on how the two measurements systems are validated or where to find more information on the remaining listed measurement systems, see the annotated bibliography.		The BFI measurement system is less time consuming, but also less exhaustive than the NEO PI-R test, so depending on the usage purposes and what is weighted the highest one can pick and choose between the different measuring systems. For more information on how the two measurements systems are validated or where to find more information on the remaining listed measurement systems, see the annotated bibliography.

S173675: /* The Big Five (OCEAN) */

2021-02-28T22:16:37Z

The Big Five (OCEAN)

← Older revision		Revision as of 22:16, 28 February 2021
Line 52:		Line 52:

	'''Agreeableness''' describes how a person interacts with other people, and how others typically perceive them. It covers terms like likeable, benevolence and selfishness. It describes whether a person is gentle in their appearance, their degree of humbleness and their willingness to trust or be trusted by other people. It reflects how helpful they are towards others, if they possess true altruism or if they have a more defensive nature.		'''Agreeableness''' describes how a person interacts with other people, and how others typically perceive them. It covers terms like likeable, benevolence and selfishness. It describes whether a person is gentle in their appearance, their degree of humbleness and their willingness to trust or be trusted by other people. It reflects how helpful they are towards others, if they possess true altruism or if they have a more defensive nature.
	A person with a high score on the agreeableness spectrum will be characterized as humble, well liked and helpful. They will have a low degree of selfishness and put others before themselves~~, they~~ will be patient and trusting towards others, and therefore also often in possession of a strong social support foundation. Further they will have a cooperative ~~mind set~~, and be flexible with their surroundings.		A person with a high score on the agreeableness spectrum will be characterized as humble, well-liked and helpful. They will have a low degree of selfishness and put others before themselves. They will be patient and trusting towards others, and therefore also often in possession of a strong social support foundation. Further, they will have a cooperative mindset, and be flexible with their surroundings.
	People with low scores on the agreeableness spectre will be suspicious and distrustful towards others, and will have low relationship satisfaction. They will be characterized as selfish and with no care for fulfilling social ~~obligation~~, or aligning with established norms <ref name="Positive" /><ref name="Roccas" />.		People with low scores on the agreeableness spectre will contrary be suspicious and distrustful towards others and will have low relationship satisfaction. They will be characterized as selfish and with no care for fulfilling social obligations, or aligning with established norms <ref name="Positive" /><ref name="Roccas" />.

	'''Neuroticism''' is a factor concerning a person’s emotional stability and temper. It ~~cover~~ traits like anxiety, fear and jealousy and ~~are~~ part of describing a persons level of self-esteem. A person scoring high on ~~the~~ neuroticism can be characterized as anxious and insecure. They prone towards sadness and will often be perceived as emotionally unstable and moody, and with a lack of confidence. People with a low score on the neuroticism spectre will however be characterized as confident and self-satisfied. They will often be more adventurous and at the same time poised and calm <ref name="Positive" /><ref name="Roccas" />.		'''Neuroticism''' is a factor concerning a person’s emotional stability and temper. It covers traits like anxiety, fear and jealousy and is part of describing a persons' level of self-esteem. A person scoring high on neuroticism can be characterized as anxious and insecure. They prone towards sadness and will often be perceived as emotionally unstable and moody, and with a lack of confidence. People with a low score on the neuroticism spectre will however be characterized as confident and self-satisfied. They will often be more adventurous and at the same time poised and calm <ref name="Positive" /><ref name="Roccas" />.

	==== OCEAN as a measurement TOOL ====		==== OCEAN as a measurement TOOL ====

S173675: /* The Big Five (OCEAN) */

2021-02-28T22:13:17Z

The Big Five (OCEAN)

← Older revision		Revision as of 22:13, 28 February 2021
Line 49:		Line 49:
	'''Conscientiousness''' covers traits and characteristics such as self-discipline, control and planning. The factor concerns it self with a persons drive and ambition in life, whether a person is driven by goals or impulses, the ability to control and inhibit those impulses and level of responsibility toward one self and society. A person that scores high on the conscientiousness spectrum often possess a high level of self control and discipline and are capable of planning and executing their life accordingly. They will have a tendency to be scrupulous and careful but at the same time determined to reach their goals. On the other end of the spectrum a person low on the conscientiousness factor will have a tendency to be dis-organised and controlled by their impulses. A dislike towards structure and planning breeds a propensity to procrastinate task, and possess a more careless behaviour <ref name="Positive" /><ref name="Roccas" />.		'''Conscientiousness''' covers traits and characteristics such as self-discipline, control and planning. The factor concerns it self with a persons drive and ambition in life, whether a person is driven by goals or impulses, the ability to control and inhibit those impulses and level of responsibility toward one self and society. A person that scores high on the conscientiousness spectrum often possess a high level of self control and discipline and are capable of planning and executing their life accordingly. They will have a tendency to be scrupulous and careful but at the same time determined to reach their goals. On the other end of the spectrum a person low on the conscientiousness factor will have a tendency to be dis-organised and controlled by their impulses. A dislike towards structure and planning breeds a propensity to procrastinate task, and possess a more careless behaviour <ref name="Positive" /><ref name="Roccas" />.

	'''Extraversion''', also called extroversion, is a known psychology term from the extrovert/introvert classification of people. The factor contains a lot of the traits and characteristics associated with these two terms. It covers a persons desire to interact with their surrounding environment. Whether it is a stimulating or energy-draining experience to engage in social arrangements or whether a person enjoys or loathe being the centre of attention. A person that scores high on the extraversion will often be characterized as gregarious, talkative and outgoing. They seek interaction with other people and stimulus from outer sources. They typically contribute positively to a social environment with their energy and ~~makes people come together and get to know each other by sharing themselves and their emotions~~. Low scorings on extraversion will typically describe people that are reserved and cautious. They will generally be perceived as thoughtful and will gain energy from shorter periods of solitude. They concern themselves with thoughts and feelings within themselves rather than the outer things and are often the more quiet and listening ones in a company, which however should not be mistaken for lack of commitment <ref name="Positive" /><ref name="Roccas" />.		'''Extraversion''', also called extroversion, is a known psychology term from the extrovert/introvert classification of people. The factor contains a lot of the traits and characteristics associated with these two terms. It covers a persons desire to interact with their surrounding environment. Whether it is a stimulating or energy-draining experience to engage in social arrangements or whether a person enjoys or loathe being the centre of attention. A person that scores high on the extraversion will often be characterized as gregarious, talkative and outgoing. They seek interaction with other people and stimulus from outer sources. They typically contribute positively to a social environment with their energy and are good at creating a feeling of unity. Low scorings on extraversion will typically describe people that are reserved and cautious. They will generally be perceived as thoughtful and will gain energy from shorter periods of solitude. They concern themselves with thoughts and feelings within themselves rather than the outer things and are often the more quiet and listening ones in a company, which however should not be mistaken for lack of commitment <ref name="Positive" /><ref name="Roccas" />.

	'''Agreeableness''' describes how a person interacts with other people, and how others typically perceive them. It covers terms like likeable, benevolence and selfishness. It describes whether a person is gentle in their appearance, their degree of humbleness and their willingness to trust or be trusted by other people. It reflects how helpful they are towards others, if they possess true altruism or if they have a more defensive nature.		'''Agreeableness''' describes how a person interacts with other people, and how others typically perceive them. It covers terms like likeable, benevolence and selfishness. It describes whether a person is gentle in their appearance, their degree of humbleness and their willingness to trust or be trusted by other people. It reflects how helpful they are towards others, if they possess true altruism or if they have a more defensive nature.