organization. But disagreeable employees don’t show these behaviors. There are certain situations where employers want agreeable employees like when an organization is hiring people in customer service department than they will hire people high on agreeableness scale. Where as in hiring employees for strategic positions with a strong leadership and decision making job or entrepreneur‚ the employer want disagreeable employees as they are the assets of the organization because if he or she is conveyed
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on agreeableness. The article assumes that employers always want agreeable employees by fault‚ it could not be true when in some jobs with interpersonally oriented jobs such as customer service‚ but the situation will definitely not be the same when the employer would like to hire candidates for strategic position with high potential and needs strong leadership behavior. Often‚ the effects of personality depend on the situation. Can you think of some job situation in which agreeableness is
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accommodating in social situations‚ which you might think could add to their success in life. However‚ we’ve already noted that one downside of agreeableness is potentially lower earnings. We’re not sure why this is so‚ but agreeable individuals may be less aggressive in negotiating starting salaries and pay raises. Yet there is clear evidence that agreeableness is something employers value. Several recent books argue in favor of “leading with kindness” (Baker & O’Malley‚ 2008) and “capitalizing on
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“Is There a Price for Being Too Nice?” 1. Do you think there is a contradiction between what employers want in employees (agreeable employees) and what employees actually do best (disagreeable employees)? Why or why not? I do believe there is a tremendous contradiction between what employers look for and what employees are actually good at. Most employers look for people who are agreeable; people who are easily to be liked and pleasing to be around and people who are willing or are ready to agree
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Student ID: 1191415 Case study: The nice trap Question 1: Do you think there is a contradiction between what employers want in employees (agreeable employees) and what employees actually do best (disagreeable employees)? Why or why not? Agreeableness is one of the Big Five personality models. This dimension refers to an individual’s propensity to defer to others. Agreeable individuals are better liked than disagreeable people‚ which explain why they tend to do better in interpersonally oriented
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Moreover‚ successful employees usually make compromises specially when area of conflict is reached and show more cooperation when they feel that disagreeable will not serve their personal objectives which give the impression as they are high on agreeableness. The article assumes that employers always want agreeable employees by fault‚ it could not be true when in some jobs with interpersonally oriented jobs such as customer service‚ but the situation will definitely not be the same when the employer
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these pages we’ve already noted that one downside of agreeableness is that agreeable people tend to have lower levels of career success. Though agreeableness doesn’t appear to be related to job performance‚ agreeable people do earn less money. Though we’re not sure why this is so‚ it may be that agreeable individuals are less aggressive in negotiating starting salaries and pay raises for themselves. Yet there is clear evidence that agreeableness is something employers value. Several recent books
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article is focusing on only one dimension out of 5 models of the personality dimensions. In the real life‚ individuals’ personality can’t be with only one dimension. For Example‚ someone can be very cooperative‚ good natured and trusting “high on agreeableness” as well he could be high on Conscientiousness‚ which means that he do greater effort and persistence‚ more drive and discipline and is well organized which will definitely reflect on higher performance‚ his leadership behavior is probably more
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Approach on Why Not to Act like the Nice Guy Various research studies have been conducted on the multiple facets that lead readers to the conclusion that “nice guys finish first”. These studies focused on the effects of altruism‚ conscientiousness‚ agreeableness‚ and cooperation. However‚ some of the latest research within the realm of social psychology suggests a contradictory conclusion. Taking an innovative approach‚ these researchers examined what happens when participants engage in a not so cooperative
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Incident 1 THE NICE TRAP I. Background Research shows that one downside of agreeableness is that agreeable people tend to have lower levels of career success. Agreeable people tend to perform less on their jobs compared to the more aggressive and goal oriented disagreeable employees. Agreeable employees earn less money‚ and are less aggressive in negotiating starting salaries. Yet there is clear evidence that agreeableness is something the employers value. Employers want agreeable employees even
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