Leadership in organizations can often be dark and destructive. Utilizing a so-called trait approach is particularly helpful in understanding destructive leaders. Such leaders share common personality traits, notably including narcissism, hubris and Machiavellianism.
Taking a high-quality personality test can have a range of benefits for your professional development. It helps you to prepare for your next job interview, provides you the necessary insights to make...
Job performance (sometimes also called work performance) is a widely used tool in management, however organizations rarely address what it really is, which dimensions it includes, and in which areas of work it becomes important.
When we speak informally about an individual’s personality, we may be referring to any number of qualities, from their temperament to their sense of humor, even the kind of media they like. However,...
This CQ Dossier discusses the trait-based approach to leadership and reviews those personality traits that distinguish effective from ineffective leaders. The dossier also identifies key skills or competencies that are related to leader effectiveness and can be used by organizations for selection, promotion, and training.
Many organizations use selection methods that are not valid based on myths surrounding selection and recruitment. This CQ Dossier describes and challenges those myths and provides an overview of different selection approaches and their effectiveness to predict job performance.
Research on communication in the workplace has revealed that personality traits such as assertiveness, agreeableness, conscientiousness, and extroversion tend to increase the chance that someone will communicate at work.
This CQ Dossier describes how organizations can use personality tests for selection and recruitment purposes. We focus on the Big Five Personality Model and describe the research that supports use of the Big Five for validation purposes with criteria.