Over the past year, many researchers have shown that the personality model – the “Big Five” model – uses five distinct scales to describe personality: conscientiousness (the extent to which a person is dependable, responsible, dependable, persistent, and achievement-oriented), emotional stability (calmness and self-control), extroversion (a measure of sociability, d ambition and narcissism), agreeableness (the degree to which one is cheerful, cooperative, and trusting), and openness to experience (a measure of imagination, sensitivity, and curiosity) (Robbins, Judge, Millett, & Boyle, 2014). It is evident that individuals have unique combinations of these big five patterns, such that personality traits affect job performance differently in terms of motivation and employee selection. First, it determines how and why we are motivated to achieve certain goals – for example, people who score high on extraversion are more motivated to achieve a goal if there is a reward involved, such as money or a increase ; or, some people are motivated by being recognized by their colleagues and therefore want their success to be celebrated at the staff lunch (Bailey, 2014). Second, according to the research of Barrick & Mount (1991), the relationship between the big five model and job performance can predict job performance via job selection. For example, at the customer's