Introduction The purpose of this project is to assess the big five personality factors. In addition to my traits, four other individuals have been assessed to gain a clear understanding of personality traits. Psychologists have used the big five personality traits as general dimensions of assessing individuals’ personalities. The big five include openness, extraversion, conscientiousness, neuroticism, and agreeableness (Matthews, Deary, & Whiteman, 2002). A component of the big five personality factors has several other more specific personality factors. Psychologists use the big five to explore various traits in individuals. A Summary of the Individuals’ Big Five Personality Results Openness reflected the ability to enjoy having innovative experiences, new adventures and seeing things in new ways (Friedman & Schustack, 2011). Individuals exhibited intellectual curiosity, appreciation of arts, and willingness to explore new ideas. Not all scores were the same and, therefore, other individuals reflected simple, familiar aspects of life and often not willing to change. Conscientiousness showed high-levels of self-discipline, professionalism, attention to detail, organization, and dependability. Individuals reflected tendencies to be dutiful and strived for excellence. Individuals’ efforts reflected this personality feature. Most scores reflected more planned behaviors instead of spontaneous ones. Extraversion reflected relatively social behaviors and abilities to engage with others. Most individuals were enthusiastic about their social relations and displayed assertive tendencies. The extraverts also showed high-levels of engagement in their social interactions while introverts were not enthusiastic about social events, but rather reserved in social environments. Agreeableness was demonstrated by all individuals, but with diverse outcomes. For instance, my results reflected that I am an altruistic and trustworthy person, I have high self-esteem and I consider and respect the feelings of other people. Besides, other people showed that they were generous, considerate, and helpful. They were also willing to consider others and sacrifice for the overall good while remaining optimistic. Neuroticism or Emotional Stability results showed that I am an equable person, and I have a tendency to remain calm, even in stressful situations. Conversely, some participants showed they could experience emotional instability, anger, and anxiety in stressful situations. Solutions for working together and the underlying principles of trait theories Psychologists have established that work performance, attitudes, and behaviors to some extent depend on trait theories (Furnham, 2008). A working environment should meet the needs of workers who wish to explore new ways and open to experiences to avoid cases of absenteeism. Workers who are open to new experiences may choose to be absent to explore excitement outside work environments. On the other hand, agreeable workers will follow organizational rules and meet their social obligations at work. Thus, working with people of various traits should account for diverse personality traits. Conflict resolution models can help employees to curb negative emotions, anxiety, and anger to attain their goals. A working environment must have mechanisms to control emotional labor, including their various forms – deep (strive to change real emotional experiences) and surface (display a different emotion from the actual one). Neuroticism, for instance, m