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The secrets of the 'high-potential' personality
Testing for workplace personality
Workplace personality tests are used to sort people according to various thinking styles, such as into/extroversion and thinking/feeling.
Many psychologists feel that the theory behind the different categories fails to predict performance or to find high-performing candidates. Some critics even claim that it is a pseudoscience.
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Testing for workplace personality
Workplace personality tests are used to sort people according to various thinking styles, such as into/extroversion and thinking/feeling.
Many psychologists feel that the theory behind the different categories fails to predict performance or to find high-performing candidates. Some critics even claim that it is a pseudoscience.
Traits and workplace success
Recently, six traits were identified that are consistently linked to workplace success: Conscientiousness, adjustment, ambiguity acceptance, curiosity, courage, and competitiveness.
Each trait may have drawbacks at extremes. The relative importance of each trait will be determined by the job you are doing. Knowing the traits can also aid in personal development so that you can identify your own strengths and weaknesses and the ways you may account for them.
Conscientiousness
Conscientious people are committed to plans and ensure they carry them out accurately. They consider the wisdom of their decisions for the long-term.
They are essential for strategic planning but can be too rigid.
Adjustment
People with high adjustment can cope well with anxieties under pressure. Stress doesn't negatively influence their behavior and decision-making.
People with low scores on this scale can suffer from poor performance at work, but reframing a stressful situation as a potential for growth can help.
Ambiguity acceptance
People with a high tolerance for ambiguity can take in many viewpoints before coming to a decision. They find it easier to react to changes and to cope with complex problems.
People with a low ambiguity tolerance may be dictatorial, but this can be useful when a more ordered approach is needed.
Curiosity
People with this trait are more creative and flexible and learn more easily.
But, in excess, curiosity may lead to moving from project to project without completing any of them.
Risk approach (or courage)
People with this trait prefer to avoid potentially unpleasant confrontations.
Dealing with difficult situations in the face of opposition is critical for management positions.
Competitiveness
Competitiveness can be a powerful motivation that leads you to go the extra mile.
At worst, it can lead to unhealthy jealousy of others.
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The pursuit of mastery
Mastery, once a sought-after attribute, is falling out of favour, according to the 2016 World Economic Forum report, and is slowly clearing the field for employees who can:
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Expertise decline consequences
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The light side of human nature
The light triad of human nature consists of three distinct factors:
- Kantianism (treating people for who they are, not as means)
- Humanism ...
The dark triad of personality
The dark triad of personality consists of narcissism (self-importance), Machiavellianism (strategic exploitation and deceit), and psychopathy (callousness and cynicism).
We are all at least a little bit narcissistic, Machiavellian and psychopathic.
The average person displays both triads
The light triad is not simply the opposite of the dark triad. There is a little bit of light and dark in each of us.
A study revealed that the average person is leaning more toward the light triad than the dark in their everyday patterns of thoughts, behaviors, and emotions. Extreme malevolence is rare in the general population.
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"Indifference of the indicator"
Over 100 years ago, Charles Spearman made discoveries about human intelligence. One is that the general factor of intelligence (g-factor) conforms to the principle of the "indiffer...
The dark traits of personality
We all know people who consistently display ethically, morally and socially unreasonable behavior. Personality psychologists refer to these characteristics as "dark traits."
Researchers emphasize that these dark traits are related to each other, so they suggest that a D-factor exists. This is defined as the basic tendency to maximize one's own goal at the expense of others, and believing that one's malicious behaviors are justified.
Scoring high on the Dark factor
- Those who score high on the D-factor aren't always uncooperative, as they can be very strategic in choosing when to cooperate.
- Those scoring high on the D-factor will not be motivated to help others in need without it benefiting themselves.
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