When discussing individual behavior this week, Agreeableness was one personality trait from the "big five" that I feel my manager may have too much for a management position. Although my manager shows great aspects of agreeableness, being trusting, helpful and courteous, I believe that being a little tougher,a little more skeptical may enhance her management role and authority. I do believe my manager has a lot of authority but is only tough towards certain individuals and sometimes holds getting along with others, a higher level of importance than being tough and gaining control.
Enhancing her management skills could begin by getting a little tougher, equally towards everybody rather than only a few she feels capable of leading. Whilst still delivering the same qualities of trust and helpfulness, she could have monthly meetings to discuss issues with employees that are too controlling for their position and in a polite way, over time, show them that she is manager and has control. As agreeableness is a great trait that many people like, disagreeableness can be just as important when managing a business, to ensure control and high performance.
I actually choose the same characteristic trait. I believe that agreeableness is the key element that is needed between an employee and employer. Agreeableness makes everything more smooth, if you know your manager has this characteristic trait you can approach them easily and there would be more positive energy at the work place because agreeableness allows you to get along with others, whether it's your boss or even your co-worker.
ReplyDeleteeverybody want to work with someone they can agree with. but you right, in management position you need to disagree sometimes.
ReplyDeleteI do agree that agreeableness can be a slightly negative characteristic if an individual in a leadership role acquires too much of it. Although, I chose conscientiousness I do feel that this characteristic is also very important because it is somewhat more "medium". Whereas conscientiousness is only benefical on the postive end.
ReplyDeleteIn my past experiences, I also felt that managers getting too close to employees often cause problems. I felt that people often mix up public and private matters. Of couse it is ideal that if managers and employees get along comfortably, but if things are not getting done properly and efficiently, there is no point being friendly at WORK.
ReplyDeleteAn employee that does not feel equally treated by a manager can lead to a lot of problems: may feel unappreciated, undervalued, and may not work as hard as needed. I agree equal treatment toward employees is very important.
ReplyDeleteI cannot say I am as agreeable as your manager, but I totally agree with you Adam on the question of agreeable/disagreeable. Ok, no more word "agreeable". Oops, I said it again.
ReplyDeleteThe great example is the story of Henry Ford deciding to produce a V-8 motor with all eight cylinders cast in a single block. At that time this sounded impossible and all his engineers told Ford that it could not be done. If Ford easily agreed with them, the progress would not have been made. On the contrary, he was rightfully disagreeable and ordered them to proceed until they reach the goal.
Of course the goal was reached.
I agree that disagreeableness is important in being a manager as well as being agreeable. It is important to make sure employees can run over you and take advantage. They definitely must understand who is fully in charge at the end of the day.
ReplyDeleteI think that as a manager, a distinct line should be drawn between agreeableness and disagreeableness. There should be a balance, or negative or positive results will ensue.
ReplyDeleteI am glad someone got this important point! Agreeableness is not the most important trait for managers; in fact, it can be destructive to a certain degree. Good analysis.
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