Cognitive Styles Cools\' (2010) Review

¶ … Cognitive Styles

Cools' (2010) review of cognitive styles on organizational behavior and management indicates how empirical research on the subject has shown that familiarity with the cognitive style of the individual is beneficial for both the individual and a prospective employer.

Different cognitive styles prefer different work environments. Certain profession, apparently, appear to be drawn more towards one style than another. It appears, therefore, that one can group professions according to sectors of cognitive style and, in reverse, one can predict the particular profession that an individual will be drawn to based on his or her cognitive style. The assessment of fit or misfit of position to style is valuable not only to the employer but also to the individual since the individual garners more satisfaction in an environment that matches his cognitive character. Ramifications, therefore, of knowing one's cognitive fit are vast since job satisfaction greatly results in wider satisfaction in life in general, therefore less stress, therefore, plausibly, enhanced health and conditions that extend to all sectors of the individual's life including his relationship to family and friends.

From the employer's perspective, too, ramifications would accord similar advantages since on-site job conflict would, presumably be less, and cost-effectiveness would be achieved by employer not having to pay for stress-related consequences such as health issues, conflict-related issues (e.g. arbitration), employer takign days off, exit, and turnover.

Cognitive style also influences decision-making behavior - including strategic decision-making -- where, for instance, sensing individuals prefer concrete and actual data whilst intuitive types prefer hunches and heuristics. Depending on their cognitive style is the type of decision that the individual reaches and the confidence with which he or she reaches that decision.

Moreover, cognitive styles also influences social relationships, including dyadic relationships (e.g. mentor-student) and teamwork dynamics, where, for instance, people with a knowing style prefers a more direct way of dealing with others, whilst planners tend to be more diplomatic in their response. Whereas cognitive dissimilarity may breed conflict. In short, Cools' (2010) collections of research results indicates that cognitive styles influence general aspects of one's life and recognizing one's cognitive style will invariably help the employee and employer.

It seems to me, however, that whilst there may be much truth in the matter, the concept of cognitive styles may also be overrated in (a) that many other elements (such as socio-emotional factors and task-related aspects in terms of social relationships) may intrude, and b. there are diverse theories of cognitive styles with some conflicting with others. Research is inconsistent and inconclusive in various areas, aside from the fact that there is a lack of qualitative and longitudinal research, and a lack of contextualization.