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Entrepreneurial Personality Traits DiscernedEntrepreneurship, and successful entrepreneurship in particular, is far from a perfect science. Success in this field is predicated on a host of different factors, including various aspects of marketing, product, client base, market conditions, and possibly even some luck. Nonetheless, there are a number of different traits of entrepreneurs that one is able to study and which may truly affect the ability of one to succeed in this role. Furthermore, there are certain conditions and other characteristics that could compromise the former, and even instances in which the former is able to compromise the latter. Fortunately, there is a bevy of research which has explored these personality traits and their impact both on entrepreneurs and their particular ventures. A prolonged examination of this research, in addition to a synthesis of findings, readily demonstrates the personality traits of most importance to entrepreneurs are those pertaining to assertion and the sort of characteristics, both implicit and explicit, that assertion involves.
In order to properly explicate this thesis, it is necessary to consider assertive characteristics that are largely bereft of emotion prior to considering those that involve emotion. Quite simply, there are a couple of key personality traits associated with assertion and positive outcomes for entrepreneurship performance which do not involve feelings....
Being able to work autonomously and aggressively take risks was determined by Staniewski et al. (2015) as critical in this regard (p. 1942). What is important to realize about these characteristics is that they are traits that people can exhibit regardless of how they actually feel. Entrepreneurs can take risks and work autonomously regardless of any particular emotions. There are other authors that emphasize the value of risk-taking and assertion as part of the traits that help entrepreneurs achieve admirable performance outcomes. The notion of entrepreneurial orientation is explored by Khedhaouria et al. (2014) as one that comprises innovation, risk, taking and pro-activeness (p. 1). These traits are essentially synonyms for assertion in a business environment. According to Zahra and Covin (1995), the confluence of risk taking, innovation, and aggression (which is a synonym for assertion if surely one ever existed) are useful for determining financially viable opportunities for both products and markets (43).
Perhaps the more interesting personality traits that pertain to the success of assertiveness for entrepreneurs in terms of achieving positive performance outcomes are those that actually involve emotion. It is difficult to separate personality from emotion, as the former influences the latter and the latter influences the former. What is most fascinating about the relationship between emotion and personality…
Personality The term personality can simply be defined as a person's unique image; what makes them different from other people in terms of attitudes, abilities, capacity, interests, behavioral modes, and individual structures, and determines how they interact with the environment. It is crucial for people to identify and understand their own personalities, because only then will they be able to uncover those things that are important to them and which require
Agreeableness & Workplace Diversity Agreeableness and Workplace Diversity The Big Five framework of personality traits is a common psychological categorization of very broad dimensions of human personality (Hurtz & Donovan, 2000). The five dimensions are surgency, agreeableness, adjustment, conscientiousness, and openness to experience. Each dimension consists of multiple traits that may be applicable to an individual's personality. Together the Big Five comprise the Five Factor Model (FFM). Of the five dimensions, agreeableness is
Topic: How different personalities work together to achieve organizational goals. Article: Bakker, A.B. (2015). Towards a multilevel approach of employee well-being. European Journal of Work and Organizational Psychology 24(6): 839-843. Link: https://doi.org/10.1080/1359432X.2015.1071423 Annotation: Employee wellbeing is strongly associated with collaboration in the workplace and the collective commitment to reaching organizational goals, according to prior literature. Bakker (2015) builds on prior literature in the areas of personality diversity and organizational objectives. This article first
Personality and Leadership Personality most certainly has an impact on a person's leadership style, effectiveness, and overall competence. And clearly the personality traits shown by leaders impact underlings and employees in numerous ways. In this paper personality -- as linked to leadership skills and styles -- will be viewed through scholarly references and research. Also, the issue of nature vs. nurture will be reviewed and critiqued as well. What is Personality? The New
Although interpersonal and group level communications reside at a lower level than organizational communication, they are major forms of communication in organizations and are prominently addressed in the organizational communication literature. Recently, as organizations became more communication-based, greater attention was directed at improving the interpersonal communication skills of all organizational members. Historically, informal communication was primarily seen as a potential block to effective organizational performance. This is no longer
Low emotion level - this is an area that will need improvement considering that a perspective employer may view me as an individual that is not overall enthusiastic in nature, this can also be perceived as a lack on enthusiasm in my work and corporate morale. Low trust level - Work is needed in this area in order to make interactions with others more fulfilling. If everyone is perceived