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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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Competitiveness can be a powerful motivation that leads you to go the extra mile.
At worst, it can lead to unhealthy jealousy of others.
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 ...
People with this trait prefer to avoid potentially unpleasant confrontations.
Dealing with difficult situations in the face of opposition is critical for management positions.
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 jo...
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 nee...
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.
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.
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