Workforce Big 5 Assessment

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Assesses 54 Management/Leadership competencies.
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This Five-Factor Model provides you with a comprehensive source metaphor that celebrates the fullness of human personalities.
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Individual differences are here to stay; understanding a vocabulary of personality differences enables us to communicate constructively. This profiling program involves five dimensions of personality, a normal distribution of scores on these dimensions, an emphasis on individual personality traits, preferences indicated by strength of score and a model based on experience.
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The Need For Stability Factor (N)
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The Need for Stability (N) refers to the degree to which a person responds to stress. Resilient people tend to handle stressful workplace situations in a calm, steady, and secure way.
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The Originality Factor (O)
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Originality (O) refers to the degree to which we are open to new experiences/new ways of doing things. Highly original people tend to have a variety of interests and like cutting edge technology as well as strategic ideas.
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The Consolidation Factor (C)
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Consolidation (C) refers to the degree to which we push toward goals at work. High consolidation refers to a person who tends to work towards goals in an industrious, disciplined, and dependable fashion. Low consolidation refers to one who tends to approach goals in a relaxed, spontaneous, and open-ended fashion.
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The Extraversion Factor (E)
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Extraversion (E) refers to the degree to which a person can tolerate sensory stimulation from people and situations. Those who score high on extraversion are characterized by their preference of being around other people and involved in many activities.
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The Accommodation Factor (A)
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Accommodation (A) refers to the degree to which we relate to others. High accommodation describes a person who tends to relate to others by being tolerant, agreeable and accepting of others. Low accommodation describes one who tends to relate to others by being expressive, tough, guarded, persistent, competitive, or aggressive.
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