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? Answer: The 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 enhanced in the form of persistence, attention to details and setting high standards.Other studies on personality found that traits that matter most for Business success of all about Conscientiousness.
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. Can you think of some job situation in which agreeableness is an important virtue? And in which it is harmful? Answer:In situations like business crises, change management during mergers & acquisitions, when the chairman (or) maybe the board of directors is taking the lead to drive the company during the hard time, agreeableness from all subordinates would be an important virtue. There would not be more time to stop, argue and disagree. They will only require full cooperation, compliance and abiding the rules from each and everyone in the organization. Examples of jobs that requires agreeable situations: * Social workers * Nurses , Special Care to patients like Alzheimer patients * School teachers * Customer ServiceOn the Other hand, for job situations that requires bargaining skills where the job requires a dog-eat-dog attitude such as labor negotiation, defending solid business case to get approval, Agreeableness would be harmful for the company, because agreeable people in less likely to get into accidents while such situation needs some sort of disagreement as conflict with a healthy level can boost the performance
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