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Executive Summary:
This study is based on this subject of that employers want or don't want their employees to be agreeable. Employees will cooperate and consent often so that can be regarded as a good choice when it can be incorrect so dangerous like in certain situations. Discussions were also conducted whether compromise impacts workers ' wages, and whether distinctions between men and women may be made. So I have made the below provided study on that context and provided various viewpoints on basis of the various aspect of the subject.
Introduction:
agreeability may be seen as a distinguishing attribute of leadership, intimacy, love, sympathy, etc. F or all of the people in and out of the work environment, these kind of people try to be nice. Workers may be individuals with these qualities who can identify with their superiors and employees. This article examines the beneficial and detrimental effects of these behavior. The disparity in gender-based actions is often addressed and attempted. Furthermore, providing an in depth view over all aspects of the matter.
Contradiction between Employer’s need and employee behavior:
As it has been shown that people want to have pleasant interactions with their colleagues and socialize at work, a combination between personalities and values is expected in the working atmosphere. To excel or develop your company, you need staff who work hard and thrive at everything they do, but still mix them with nice people to make the employees' experience comfortable and easy.
Any stuff should be avoided if you believe your approval is hindering their job progress. Agreeable employees are keen to provide help to anyone dealing with an issue. But they sould also seek other’s help in return, this can be a good strategic application of their agreeable behavior (Kumar and Gupta, 2017). A further recommendation is making the goals more coordinated and focused. If possible, they can remain a good colleague, but they cannot sacrifice their own work to help others. Through their humility, nice people might even seek to rule their workplace.
Although agreeable people find it difficult to foster accomplishments in front of others. it's no mistake to make others aware of good results. Accommodate individuals can take advantages from selecting their conflicts. Many who wish to take steps are more likely to avoid conflict, but if appropriate, they should be able to enhance their results. Agreeable individuals prefer to be more applicable in social settings which that contribute to the quality of their lives. It is also noticed that a hardship of being agreeable is it could lower wages of individuals. However, the reason for this is not definite, but the agreeable people are often less competitive in terms of discussing salary and compensation rises.
However, it is clear that the employers value the acceptability of the employees. Several recent books argue in favor of "leading with kindness" (Baker & O'Malley, 2008) and "capitalizing on kindness" (Tillquist, 2008). Other articles in the business press have argued that the sensitive, agreeable CEO. In many circles, individuals desiring success in their careers are advised to be "complementary," "kind," and "good" (for example, Schillinger, 2007). If we take Lindblad Expeditions as an example considering 500 workers. The example emphasizes on the hiring decisions of agreeableness. Anybody can teach people almost all the technical skills, but nobody can't teach the people of a workforce how to be an open-minded and kind-hearted person.
Although managers look for for agreeable workers while recruiting, but agreeable
workers are less productive and less effective. So they are also less successful in their careers. The obvious paradox can be explained by recognizing that managers admire friendly workers for various reasons: they are more fun and supportive to other people in worm environments, even if that are not part of their job. Most research shows that agreeable people prefer agreeable people as colleagues. This to some extant is anticipated from people who enjoy themselves. The preference of agreeable employees from employers can be explained through the behavior of non-agreeable employees. Non agreeable employees are considered as harder to control than the agreeable employees (O'Connor, 2018). Maybe everyone wants to hire agreeable people just because everyone likes to be around them.
Moreover, analysis of managerial candidates and CEOs has demonstrated that this paradox is indeed true for members of the organizations. Studies also analyzed the characteristics and capabilities of 316 candidates in acquisition and investment capital transaction firms focused on scores from an executive recruitment company. They find that whether an applicant for CEO is hired is not the best thing for him or her. CEO applicants were especially likely to be recruited for strong "agreeable" attributes such as appreciation for others, growth, and teamwork. However, these same features, particularly coordination and respect for venture capital CEOs,...