A personality trait enhances job performance and most success, new study

If someone tells you that a secret trait will guarantee your work performance and career success, you probably want to cultivate it, don’t you? New research has allowed cats to get out of the bag. Psychologists have examined the Big Five scientific models of personality traits, which include extroversion, consent, conscience, openness, and nervousness. The Big Five model is used to find similarities between personality, job roles, and general life success. Measuring the five dimensions of your personality identifies the tasks that are most suitable for you. The model can help companies recruit and retain the most suitable personalities for a particular job. If you are a quiet, shy employee who likes to work alone, for example, a high-pressure sales job may not be your wheelbarrow.

In a new study, scientists have identified one of the five personality traits that are most important for job performance and career advancement: consent. If you agree, it’s easy to be with you, collaborative and communicative, and work as a team member. You tend to be more optimistic, less skeptical and hostile. Based on their research, researchers have synthesized eight common themes that best describe how compliance works for both employees and businesses.

  1. Self-transcendence. Motivation to have a desire for self-directed growth and to show care and concern for others
  2. Satisfaction. Ability to adapt to life as it is and to adapt successfully to new contexts and organizations
  3. Relational investment. Motivation to build and maintain positive relationships with others
  4. Action performed in groups. The empathetic ability to coordinate goals with others and the ability to collaborate effectively regardless of the role to play in achieving collective goals.
  5. Work investment. Desire to spend effort for work, do quality work and show responsiveness to work environment
  6. Emphasize lower results. The tendency to focus less on goal setting and individual outcomes and to rate the performance of others more generously
  7. Social norm adaptation. Greater sensitivity and respect for behavioral compliance with social rules and regulations and avoidance of breaking rules and injustice
  8. Social cohesion. Social role and the ability to successfully integrate into the organization and reduce the likelihood of crime, antisocial behavior and turnover

One of the authors of the study, Michael Wilmot, Assistant Professor of Management at the University of Arkansas. “We know this is important – perhaps more so now than ever before – because consent is a personality trait that primarily relates to helping people and building positive relationships that are not lost on organizational leaders.”

Indeed, research has shown that work engagement and productivity increase when employees feel viewed and cared for by company honchos. In the workplace, you never know that hidden emotional burdens are borne by employees, coworkers, or employers on a daily basis. But when employers hold their decision at arm’s length and are curious about an unpleasant or unacceptable employee situation, it can help them respond more positively and contribute to a culture of caring, collaborative work.

Gridlock occurs when high-ranking people in the company or a co-worker are stuck with their own point of view, unable or unwilling to see workplace problems in terms of an employee’s advantage. They communicate their feelings as truth and turn the deaf ear to the other person’s thoughts and feelings because they have already decided that they are right. They emphasize that point by pointing, pointing fingers, or criticizing and judging. Gridlock between the two parties in the workplace leads to defensiveness, criticism, withdrawal and in some cases contempt – the four symptoms of a complete breakdown of communication that create negative morale and distrust in management and reduce job satisfaction, motivation and productivity.

Practicing consent does not mean that you are a “yes employee”. This means that you have enough thick skin that you can enjoy a peer’s point of view without arguing or being defensive. If you wish to temporarily suspend your point of view, try to look at the other’s point of view and try to find a collaborative solution. You are not an appellant, and you do not dormatize yourself or support poor performance. Consent takes you out of the gridlock from your own point of view and lets you see the situation from a peer’s point of view even if you disagree. It enables you to respond to work issues with less judgment and hostility and more maturity, objectivity, fairness and equality. Good communication is the key to creating a strong and healthy workplace. Consensus between management and employees and between colleagues is mutual, free flowing and has the following five qualities:

1. Both parties are willing to communicate openly about issues and concerns in the workplace.

2. Neither side is interested in conflict, judgment and criticism or negative interpretation of each other’s actions.

3. Both sides strive for a harmonious connection through empathy and respect for each other’s point of view.

4. Irresistible episodes of praise happen frequently, and both parties are sensitive to empathy and sympathy and have an uncontrollable urge to extend it.

5. Both sides use a win-win strategy instead of a win-lose approach, which automatically eliminates tensions and conflicts to the benefit of both parties.

Given that job hoppers in “The Great Regency” are looking for a more humane work culture, companies can use this new information to hire and retain employees who are most suitable for a particular job.

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