Question

Describe in detail the Big Five Factor model of Costa and McCrae.

Answer 1

In psychology, the Five factor Model by Paul Costa and Robert McCrae (1992) are five broad dimensions or domains of personality that are used to describe human personality. This theory emerged as a model for understanding the relationship between personality and various academic behaviors. The Big Five factors are known by the acronym ‘OCEAN’ and are as follows:

Openness to experience (inventive/curious vs. consistent/cautious)- Openness is a general appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity and variety of experience. People who are open to experience are intellectually curious, appreciative of art and sensitive to beauty. They tend to be more creative. They are more likely to hold unconventional beliefs. They have an ability to think in abstraction. People with low scores on openness tend to have more conventional, traditional interests. They prefer the plain, straightforward and obvious over the complex, ambiguous and subtle. Closed people prefer familiarity over novelty; they are conservative and resistant to change.

Conscientiousness ( efficient/organized vs. easy-going/careless): Conscientiousness is a tendency to show self-discipline, act dutifully and aim for achievement against measures or outside expectations. It influences the way in which we control, regulate and direct our impulses. It involves a tendency to be organized, dependable, dutiful, disciplined at one end and to be disorganized, impulsive, irresponsible and undependable at the other end.

Extraversion (outgoing/energetic vs. solitary/reserved): Extraverion is characterized by positive emotions, surgency and the tendency to seek out stimulation and the company of others. The trait is marked by pronounced engagement with the external world. Extraverts enjoy being with people and are often perceived as full of energy. They tend to be enthusiastic, action-oriented. In groups they like to talk, assert themselves and draw attention to themselves.
Introverts, on the other hand, have lower social engagement and activity level than extraverts.

They tend to seem quiet, low-key, deliberate and less involved in the social world. Their lack of social involvement should not be interpreted as shyness or depression. Introverts simply need less stimulation than extraverts and more time alone. They may be very active and energetic, simply not socially. 

Agreeableness (friendly/compassionate vs. cold/unkind): Agreeableness is a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Agreeable individuals value getting along with others. They are generally considerate, friendly, generous, helpful, and willing to compromise their interests with others. They have an optimistic view of human nature.

Disagreeable individuals place self-interest above getting along with others. They are generally unconcerned with others’ well-being and are less likely to extend themselves for other people. Sometimes their skepticism about others’ motives causes them to be suspicious, unfriendly and uncooperative.

Neuroticism (sensitive/nervous vs. secure/confident): Neuroticism is the tendency to experience negative emotion« such as anger, anxiety or depression. It is sometimes called emotional instability. According to Eysenck’s theory of personality, neuroticism is interlinked with a low tolerance for stress or aversive stimuli. Those who score high in neuroticism are emotionally reactive and vulnerable to stress. They are more likely to interpret ordinary events as threatening. Their negative emotional reactions tend to persist for unusually long periods of time. These problems in emotional regulation can diminish the ability of a person to think clearly, make decisions and cope effectively with stress.

At the other end of the scale, individuals who score low in neuroticism are less easily upset and are less emotionally reactive. They tend to be calm, emotionally stable and free from persistent negative feelings.

The Big Five inventory can be administered by employers to job applicants. It is believed that the big-five traits are predictive of future performance outcomes.

o	C	E	A	N
Openness	Conscientiousness	Extraversion	Agree-ableness	Neuraticism
Curious	Dependable	Talkative	Kind	Nervous
Imaginative	Organized	Sociable	Cooperative.	Moody
Creative	Reliable	Passionate	Sympathetic	Emotional
Complex	Ambitious	Assertive	Helpful	Insecure
Refined	Hardworking	Bold	Courteous	Jealous
Sophisticated	Persevering	Dominant	Warm	Unstable
NOT	NOT	NOT	NOT	NOT
Inquisitive	Careless	Quiet	Critical	Calm
Conventional	Sloppy	Shy	Antagonistic	Steady
Conforming	Inefficient	Inhibited	Callous	Relaxed
Simple	Negligent	Bashful	Selfish	At ease
Unartistic	Lazy	Reserved	Rude	Secure
Traditional	Irresponsible	Submissive	Cold	Contented