澳洲论文代写：五大人格模型
该模型用于组织行为背景下的人格测试。根据十六种人格因素问卷，否则称为16PF，发现有十六人与这些因素的结合，人格个性不同类型都一般，这被称为全球五大五因素或五因素模型。
研究人员认为，所有类型的人的个性将结合在这五个因素，这有助于有效的人格分析在商业环境中。这些因素描述如下：
宜人性：这种人格特征表明一个人是友好的，温暖的，工作环境中的机智和快乐。这样的员工在团队中会变得更加互动。这样的人与人性高通信和其他的人际关系更。因此，他们可以通过他们的个性特征带来富有成效和协调一致的团队工作。这样的人将能够成为公司的领导，并能指导其他员工实现组织目标。这样的人对别人友好，别人可以很容易的工作，这样的人沟通，任何困难在高亲和性员工的工作。公司喜欢这样的人谁能确保一个愉快的工作环境，在完成时相比，低亲和性人格的工作更加透明。宜人性低的人会不那么友好和冷。然而，一些工作的公司可能会寻求与宜人性低的人，这完全取决于工作概况（罗伯茨&•2013）。
澳洲论文代写：五大人格模型
This model is used to conduct personality tests in the context of organizational behavior. According to the Sixteen Personality Factor Questionnaire, which otherwise known as 16PF, it is found that there are sixteen different types of personalities for human beings and a combination of these factors of personality are made in general, which is termed as five Global Factors or Big Five or the Five-Factor Model.
The researchers believe that all types of human personalities will be combined in to this five factors and this helps in the effective personality analysis in the business context. These factors are described as follows:
Agreeableness: This personality trait shows that a person is friendly, warm, tactful and jovial in the work environment. Such employees will become more interactive among the teams. The communication and other interpersonal skills of such people with high Agreeableness are more. Hence, they can bring a productive and coordinated team work through their personality traits. Such people will be able to become leaders in the company and can direct the other employees towards the achievement of the organizational goals. Such people are friendly to others and as a result of this, others can easily work with such people and communicate any hardships in the work with high agreeableness employees. Companies prefer this kind of people who can ensure a jovial working environment and more transparency in the job done when compared to low Agreeableness personalities. Low Agreeableness people will be less friendly and cold. However, some job profiles may seek for people with low agreeableness, which purely depends upon the job profile (Roberts, & Herrington 2013).