The HEXACO Model of Personality Structure

Made by student Mikkel Bjerregaard, s184965

The HEXACO Model of Personality Structure

The following is a temporary outline of a structure of topics that could be used for the wiki article. The article will be updated/finished during the 2023 Fall Semester.

Abstract

According to the American Psychological Association (APA), the definition of a personality trait is "a relatively stable, consistent, and enduring internal characteristic that is inferred from a pattern of behaviors, attitudes, feelings, and habits in the individual. The study of personality traits can be useful in summarizing, predicting, and explaining an individual’s conduct..."

An individual's behavior, attitudes, and decision-making processes are greatly influenced by their personality traits. Understanding and recognizing the influence of personality traits at work is crucial since they have a direct bearing on a person's performance and effectiveness inside an organization. This is crucial while managing projects because effective teamwork, communication, and conflict resolution are necessary for success.

Effective management of personality traits can lead to improved collaboration and communication among team members, and better handling of conflicts. Managers can assign tasks and responsibilities that capitalize on each team member's strengths while being aware of their deficiencies, resulting in a more effective and productive team dynamic. Additionally, by adapting their management style to each team member's personality qualities, managers can increase team member motivation and job satisfaction.

It's critical to have a thorough framework for evaluating and comprehending personality features in order to identify and capitalize on these traits in the workplace. The Hexaco Model is one such model that offers a structured method for comprehending personality and predicting behaviour. Since the 1990s, there has been two predominant views about the question of personality structure, namely the "Big Five" or "Five-Factor Model". Both of these positions are currently supported by a lot of evidence to be incorrect. The HEXACO model, a six-dimensional framework, is currently substantially supported by the outcomes of investigations into personality structure.

The Big Idea

What is the HEXACO Model of Personality Structure?

Figure 1: The six HEXACO personality traits

The HEXACO Model of Personality Structure is a comprehensive framework for understanding and assessing individual differences in personality. It is a widely used model in both academic research and practical applications and is seen as an alternative to the more well-known Big Five (OCEAN) model. The HEXACO Model consists of six dimensions divided into Facet-Level Scales, each of which represents a broad aspect of personality :

Honesty-Humility (H): This dimension reflects the degree to which individuals are modest and unassuming, versus those who are more boastful and pretentious. Honesty-Humility is measured in Sincerity, Fairness, Greed Avoidance and Modesty. Those who score high in this dimension are often characterized as modest, fair-minded, unassuming, and lacking in arrogance. They are generally not preoccupied with power, status, or personal gain, and instead value relationships and cooperation. They are often seen as sincere and down-to-earth. People who score low on this dimension are more likely to be boastful, self-promoting, and manipulative. They tend to be more concerned with personal gain, power, and status, and may be seen as insincere and lacking empathy.

Emotionality (E): This dimension refers to the extent to which people experience and express emotions, as well as their ability to regulate these emotions. Emotionality is measured in Fearfulness, Anxiety, Dependence and Sentimentality. Those who score high in this dimension are often characterized as sensitive, warm, and compassionate. They tend to be easily moved by emotions and may have a strong sense of empathy for others. They are often seen as nurturing and supportive. People who score low on this dimension are more likely to be unemotional, detached, and rational. They tend to be less sensitive to the emotions of others and may have a more stoic approach to life. They may be seen as lacking in empathy and as being uninvolved in the emotional lives of others.

Extraversion (X): This dimension reflects the degree to which people are outgoing and sociable, versus those who are more introverted and reserved. Extroversion is measured in Social Self-esteem, Social Boldness, Sociability and Liveliness. Those who score high in this dimension are often seen as outgoing, energetic, and assertive. They tend to be sociable, confident, and highly expressive. They enjoy being around other people and thrive in social situations. People who score low on this dimension are more introverted and reserved. They tend to be less assertive, less talkative, and less energetic. They may be seen as quiet and reserved, and may prefer to spend time alone or with a small group of close friends.

Agreeableness (A): This dimension refers to the extent to which people are cooperative, caring, and empathetic towards others. Agreeableness is measured in Forgiveness, Gentleness, Flexibility and Patience. Those who score high in this dimension are often characterized as cooperative, empathetic, and compassionate. They tend to be easy-going, flexible, and have a strong sense of empathy for others. They value harmonious relationships and may be seen as friendly and approachable. People who score low on this dimension are more competitive, assertive, and confrontational. They tend to be more concerned with their own interests, and may be seen as confrontational, uncooperative, or even ruthless.

Conscientiousness (C): This dimension reflects the degree to which individuals are dependable, responsible, and self-disciplined. Conscientiousness is measured in Organization, Diligence, Perfectionism and Prudence. People who score high in this dimension are often seen as People who score low on this dimension are more likely to be impulsive, disorganized, and careless. They may be seen as irresponsible, lacking in discipline, and unreliable. They may be more prone to taking risks and making decisions without fully thinking through the consequences. People who score low on this dimension are more likely to be impulsive, disorganized, and careless. They may be seen as irresponsible, lacking in discipline, and unreliable. They may be more prone to taking risks and making decisions without fully thinking through the consequences.

Openness to Experience (O): This dimension reflects the extent to which a person is imaginative, curious, and open to new ideas and experiences. Openness to Experience is measured in Asthetic Appreciation, Inquisitiveness, Creativity and Unconcentionality. People who score high on Openness to Experience are typically imaginative, curious, and open-minded. They tend to be creative, intellectual, and enjoy new experiences and ideas. They are often seen as innovative and forward-thinking. People who score low on this dimension are more traditional, conservative, and closed-minded. They tend to be less curious about new ideas and experiences and may be seen as lacking in imagination. They may be more resistant to change and may prefer familiar, established ways of doing things.

As it can be seen, the models name HEXACO is an acronym for the six factors.

Origin and Development of the HEXACO Model of Personality Structure

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Importance of the HEXACO Model of Personality Structure

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The HEXACO Model of Personality Structure as a measurement tool

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Application

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The HEXACO Model in Project, Program and Portfolio Management

The HEXACO Model of Personality Structure has gained attention in recent years for its potential applications in various fields, including project, program, and portfolio management. The model provides insights into an individual's personality traits, which can be beneficial in the planning and execution of projects. In this section, we will discuss how the HEXACO Model can be used in project, program, and portfolio management.

Project Management: In project management, understanding the personalities of team members is crucial to ensure effective communication, collaboration, and delegation of tasks. The HEXACO Model can help project managers to identify the personality traits of their team members and use that information to create a harmonious and productive work environment. For instance, individuals with high scores in Honesty-Humility may be well-suited for teamwork and collaboration, while those with high scores in Emotionality may be more sensitive to criticism and need extra support. By understanding these traits, project managers can tailor their leadership style and communication approach to meet the needs of each team member and improve team performance.

Program Management: In program management, the HEXACO Model can be used to assess the compatibility of different programs and projects to ensure they are aligned with organizational goals. For instance, programs with high levels of Emotionality may require extra support and resources, while programs with high levels of Extraversion may require more outreach and marketing efforts. By understanding the personality traits of the programs and projects, program managers can make informed decisions on resource allocation, prioritize programs, and ensure successful outcomes.

Portfolio Management: In portfolio management, the HEXACO Model can provide valuable insights into an organization's culture and the personalities of key stakeholders. By understanding the personality traits of stakeholders, portfolio managers can tailor their communication and decision-making approach to ensure buy-in and support for portfolio initiatives. For example, stakeholders with high levels of Conscientiousness may be more detail-oriented and may require a thorough explanation of portfolio initiatives, while those with high levels of Agreeableness may be more inclined to support initiatives that align with the organization's values.

Organizational Behaviour

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Personnel Selection

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Well-being Research

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Assessment and Measurement

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Criticism and Limitations

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Reference

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