case study

Table of Contents
    Executive Summary
    1
    Introduction
    1
    Conflict of Interests
    2
    Agreeableness is An Important Trait
    3
    Impact of Agreeableness on Men’s and Women’s Earnings
    4
    Conclusion
    6
    References
    6
Executive Summary
Agreeableness comes with the inherent conflict of interests in the workplace since the employers want agreeable people in the organization. But because the agreeable people fail as often as disagreeable people or do not earn as much as disagreeable people there will be a conflict of interests and contradiction prevailing in all the workplaces. The agreeableness defined by the kindness, empathy and sympathy, cooperation is desirable in certain fields like medical, team sports, teaching, military, and counselling. These are the fields which require increased trust among the group members, higher group cohesiveness, higher empathy with the clients and patients another dimension that need to be looked at is the gender. The impact of success in the career does not solely depend on the disagreeableness in the workplace but also on the gender. The disagreeable men tend to earn more as compared to the disagreeable women based on a study and it generally pays off for the men due to the prevailing stereotypes.
Introduction
There are 5 personality dimeennsions in which a person can be categorized. These are openness to experience, extraversion, conscientiousness, agreeableness , and neuroticism.
Extrovert people are more outgoing and they tend to make more connections in a workplace. Agreeable people are more helpful in nature. Conscientious people tend to focus more on the work and they are highly industrious. Based on personality dimensions people behave differently in the workplace.
Agreeableness is one of the five fundamental personality traits. It can be defined as the characteristics of kindness, sympathy, considerate behavior and cooperation. Agreeableness is an important personality trait and it could be desirable in one job and not so desirable in another. Agreeable employees tend to negotiate less on the salaries and they are more kind and helpful in nature. Agreeable employees empathize more with the colleagues and subordinates. This trait impacts differently to the earnings of men and women and we can analyze that. The job performance is highly correlated with this trait of the employees and one train of thought is that the agreeable employees tend to be more successful.
However, the agreeable employees are paid less and this difference is more for the males as compared to the females. In general, men are less agreeable as compared to the women. Agreeableness is not that desirable in an individual in a workplace. However, this is not true for all the professions and there are numerous professions where this personality trait is extremely desirable. Several joint studies have taken place to understand how the agreeableness can be quantified in the increase or decrease in the salaries as well as how the genders play a role in expected wages.
CONTRADICTIONS
A contradiction around what employees want and what employers want. Employers want to hire more and more agreeable people as compared to disagreeable. Agreeable people tend to engage into lesser conflicts and this improves the work-place environment. Agreeableness is the personality trait which is highly correlated with interpersonal conflicts. There will be less revolt from these employees and hence more peaceful decision making will take (Jensen‐Campbell, L.A., Gleason, K.A., Adams, R. and Malcolm, K.T., 2003.) place. In the short term, the employers seem to be winning this battle since they can regulate the sort of employees they can higher and a personality test can be conducted to filter the potential employees. Employers can higher the less disagreeable people and hence this will lead to short term enhanced performance. At the same time, if we think from the long term perspective, there is no clear correlation that the agreeable people tend to make better CEOs. In the short run, the employers can improvise the profitability by making sure that the salary payments are in line with the industry standards.
The clear contradiction shows up when the disagreeable tend to have more salary demands and employers might not be willing to do this. Disagreeable people tend to oppose the norms, rudimentary thinking. They are more innovative in nature and try to come up with better solutions. Due to this, there will be more and more conflicts with the presence of such personality traits in the organization. This could lead to more bitterness among the colleagues and the environment of kindness is diminished. For an individual's growth, disagreeable people tend to be more successful due to not negotiating behavior. Disagreeable people earn more compared to the agreeable people. There is a (Judge, T.A., Livingston, B.A. and Hurst, C., 2012) clear conflict of interests that employees will choose to be less and less agreeable for better growth prospects and the employees will want the employees to be less and less...