by Dawn L. Billings, Founder of RelationshipHelp.com
Susceptibility to entitlement can vary among individuals regardless of their personality traits. Personality is typically measured using various models. One common model is the Big Five personality traits: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (OCEAN). Each trait exists on a continuum, and individuals may display a combination of these traits.
The Big Five personality trait model, also known as the Five-Factor Model (FFM), is a widely accepted framework for understanding and categorizing personality traits. The model identifies five broad dimensions that capture the majority of individual differences in personality. These dimensions are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (often abbreviated as OCEAN). The development of the Big Five model can be traced through several key milestones:
Prior to the Big Five model, personality research involved various theories and models, such as the Myers-Briggs Type Indicator and the Eysenck Personality Questionnaire. These models focused on specific traits or dimensions.
Lexical Hypothesis:
The origins of the Big Five can be traced back to the lexical hypothesis, which suggests that the most crucial individual differences in personality are encoded in language. Researchers began analyzing dictionaries and thesauruses to identify terms that describe personality traits.
Factor Analysis Studies:
The development of the Big Five gained momentum through factor analysis studies that aimed to identify the underlying structure of personality traits. Researchers analyzed self-reported personality descriptors and conducted factor analyses to identify the core dimensions.
Early Trait Models:
Several early trait models contributed to the development of the Big Five. For example, Hans Eysenck's personality model included dimensions of extraversion, neuroticism, and psychoticism. Raymond Cattell proposed a 16-factor model that highlighted key dimensions of personality.
Emergence of the Big Five Model:
In the 1980s and 1990s, a consensus began to emerge around the five-factor structure of personality. Researchers, including Paul Costa and Robert McCrae, played a significant role in refining and popularizing the Big Five model.
Costa and McCrae's NEO Personality Inventory:
Costa and McCrae developed the NEO Personality Inventory (NEO-PI) and its shorter version, the NEO Five-Factor Inventory (NEO-FFI), to assess the Big Five dimensions. These inventories became widely used in personality research.
Cross-Cultural Validation:
The Big Five model has been validated across various cultures and languages. Its universality in describing personality differences has contributed to its acceptance as a comprehensive and cross-culturally applicable framework.
Continued Research and Refinement:
The Big Five model continues to be a focus of research, and refinements to the model have been proposed over time. Some researchers have explored additional facets within each dimension, providing a more nuanced understanding of personality.
The Big Five model has become a cornerstone in the field of personality psychology and is used in diverse areas such as psychology, sociology, organizational behavior, and more. Its comprehensive nature and empirical support have made it a valuable tool for understanding and studying individual differences in personality.
While personality traits alone may not determine entitlement, certain traits and tendencies may be associated with a higher likelihood of entitlement. In terms of the Primary Colors Relationship Help Personality Tests, we describe these traits as extreme versions of our six color personality tendencies. I will compare add color tendencies to the examples below. Here are some considerations:
Low Agreeableness: Individuals low in agreeableness may be less concerned with the needs and perspectives of others. A lack of empathy and cooperation, which are facets of agreeableness, may contribute to entitlement. On the Primary Colors Personality Color Wheel people with strong purple color personality tendencies are more interested in effectiveness and efficiency than they are with levels of agreeableness. People behaving out of the purple extreme color personality tendencies simply want you to get the job done, or task completed effectively, by when you agreed you would have it done. They do not feel that empathy has very much to do with getting a job done. The task at hand is their only focus and feelings are not a consideration for them. Therefore people can often feel that their agreeableness is low to say the least. People who behave out of the red extremes also are low in agreeableness. When they say "Jump!", they simply want you to respond, "How high sir?" People who are behaving out of the red extremes are never considered agreeable, considerate, or even concerned with the needs or feelings of someone else. In their extremes their attitude is that it is their way, or the highway.
High Extraversion: High levels of extraversion may, in some cases, be associated with assertiveness and a desire for attention or recognition. In certain contexts, this could potentially lead to entitlement. On the Primary Colors Personality color wheel, high extraversion and strong need for attention are associated with extreme orange color personality tendencies. In their extremes, people with strong orange personality tendencies struggle with focus, discipline and the mundane. In their extremes people with strong orange personality tendencies are outrageous, loud, over-the-top, risk takers who can't be bothered with potential consequences of their impulsive behavior. In people with strong orange color personality tendencies, high extraversion can look like a drive to be around groups of people. In their center people with orange color personality tendencies are delightful clowns who enjoy entertaining others. But in their extremes, these delightful, funny characters turn into addicted, irresponsible, impulsive, out-of-control versions of themselves that leave chaos in their wake.
Low Conscientiousness: Low conscientiousness may be linked to a lack of self-discipline and a sense of entitlement, as individuals may be less inclined to put in the effort required for achievements or success. On the Primary Colors Personality color wheel, a lack of self-discipline can certainly be associated with extreme orange color personality tendencies as I have mentioned above. Details are not something they care anything about, and they would much rather have fun than to work. However, low conscientiousness can also be associated with extreme green color personality tendencies who believe in 'fairness' above all. Therefore in their extremes they can convince themselves that what other's have, they deserve without exerting any effort. They label this 'fairness imperative' things like equity and a level playing field.
High Narcissism: Narcissistic traits, characterized by a grandiose sense of self-importance and a lack of empathy, are often associated with entitlement. Narcissistic individuals may believe they are inherently deserving of special treatment. On the Primary Colors Personality color wheel, a grandiose sense of self-importance is most often associated with extreme red color personality tendencies. People operating out of extreme red personality tendencies can believe they are superior and deserve respect and absolute adherence to their barked orders. However people behaving out of their extreme blue color personality tendencies can also believe that they are superior, especially with regard to intellect, and definitely suffer from a lack of empathy for others.
Low Humility: Lack of humility, which involves an honest assessment of one's strengths and limitations, may contribute to an entitled mindset. Individuals with low humility may overestimate their worth or abilities. On the Primary Colors Personality color wheel, red, blue, and purple colors personality tendencies, in their extremes can suffer from a lack of humility. Each of these colors, while in their extremes can justify treating people curtly and abruptly. In their extremes, people behaving out of these personality color tendencies feel no compulsion to make room for another's feelings, especially in the workplace.
It's crucial to note that personality is multifaceted, and many other factors, including upbringing, cultural influences, and life experiences, can shape attitudes and behaviors related to entitlement. Additionally, individuals may exhibit entitled behaviors without necessarily fitting a specific personality type. Entitlement is a complex psychological trait influenced by various factors, and it's essential to consider the interplay of personality, environment, and individual experiences.