Selfishness, arrogance, aggressiveness... these attitudes harm the company
11 April 2011
Read by 1750 persons
Diversity in personalities is a source of richness, but we must ensure that small flaws do not become harmful to the group spirit and its cohesion. A written code of conduct is sometimes necessary.
Individualism, provocation, rebellion, verbal aggressiveness; such character traits make the work environment unpleasant and, through the frustrations or disputes they create, greatly harm productivity.
In this regard, an HR consultant wishes to recall the story of this manager who paid the price for his excessive arrogance and oversized ego. A graduate in finance, he had just completed an MBA in France. Newly recruited as general manager by a holding company operating in several sectors of activity, he had to leave very quickly after a failure. The reason: his haughty and threatening attitudes. He despised his colleagues; he barely said hello in the morning. The small humiliations were countless: he belittled working methods and ideas, never failed to insist on the shortcomings of others and always forgot to highlight successes. In fact, he was trying to demonstrate his strength and authority. As a consequence, there was a lack of work synergy, a bad work environment, open conflicts... The presidency did not take long to react by thanking him after four months of collaboration.
It is not surprising that recruiters hunt for these character traits and bad behaviors from the job interview. Skipping an appointment or not bothering to apologize for being late already gives an idea of a person's nature. And this is only a small detail among all the flaws a person may present. In this regard, it is public knowledge that almost all recruitment firms have one or more personality tests on hand to carry out very thorough investigations. This is certainly not for folklore or to "do like everyone else". The goal, even if the reliability of certain tests is questionable, is to ensure that a candidate can occupy a given position or if they truly fit the mold of the company given the activity or environment. For example, put an unfriendly person at the reception of a leisure center, it is almost certain that customers will be less inclined to return. This means that personality counts as much as training and skills.
According to psychologists, the human being can respond to four types of psychological cores: the pervert, the paranoid, the hysteric, and the obsessive. But these characters are not pathologies, knowing that every human being possesses some signs that classify him in one of these cores. In other words, no one is perfect.
Management style can generate negative attitudes in a team
Moreover, for many specialists in human behavior, sociologists, psychologists, or management experts, diversity is a source of performance. Stigmatizing a person's nature from the start means losing their qualities. Freeing initiatives means first respecting particularities.
"A person can get carried away very often while adding value to the company. In this case, it can be tolerated. The problem arises when the flaws become dominant. We must always be in the right measure and know how to compensate with positive points," comments Essaid Bellal, CEO of the Diorh firm.
Houriya Cherif Haouat, HR consultant and development director at the BMH Coach firm, agrees. "There is no such thing as good or bad behavior. Generally, the company needs all types of personalities, the essential thing is to find a job/profile match. I have no prejudices when I have a candidate for a position in front of me. Everyone has their own personality. It all depends on the context."
Let's not forget that company culture can also bring out character traits that are harmful to group life. A directive style within a structure will always generate individualistic or belligerent behaviors..., because everyone will try to protect themselves, even if it means undermining a colleague.
Conversely, in a work environment that promotes sincerity and truth, we will find that individuals collaborate, take initiatives, become less arrogant....
A complainer is not easy to live with, just like a "curious" person ready to snoop into a colleague's private life. However, "it is not necessary to focus on such specimens," analyzes Aziz Taib. For him, group life demands effort from everyone. The more one is correct and respectful of colleagues or superiors, the more the latter will be led to do the same.
However, everything does not work as we want in a group. This is why it is useful to "impose written codes," emphasizes Mr. Taib. But we will always agree that working well together cannot be decreed.
Published April 6, 2011
Posted online April 11, 2011
Lavieeco.com
Individualism, provocation, rebellion, verbal aggressiveness; such character traits make the work environment unpleasant and, through the frustrations or disputes they create, greatly harm productivity.
In this regard, an HR consultant wishes to recall the story of this manager who paid the price for his excessive arrogance and oversized ego. A graduate in finance, he had just completed an MBA in France. Newly recruited as general manager by a holding company operating in several sectors of activity, he had to leave very quickly after a failure. The reason: his haughty and threatening attitudes. He despised his colleagues; he barely said hello in the morning. The small humiliations were countless: he belittled working methods and ideas, never failed to insist on the shortcomings of others and always forgot to highlight successes. In fact, he was trying to demonstrate his strength and authority. As a consequence, there was a lack of work synergy, a bad work environment, open conflicts... The presidency did not take long to react by thanking him after four months of collaboration.
It is not surprising that recruiters hunt for these character traits and bad behaviors from the job interview. Skipping an appointment or not bothering to apologize for being late already gives an idea of a person's nature. And this is only a small detail among all the flaws a person may present. In this regard, it is public knowledge that almost all recruitment firms have one or more personality tests on hand to carry out very thorough investigations. This is certainly not for folklore or to "do like everyone else". The goal, even if the reliability of certain tests is questionable, is to ensure that a candidate can occupy a given position or if they truly fit the mold of the company given the activity or environment. For example, put an unfriendly person at the reception of a leisure center, it is almost certain that customers will be less inclined to return. This means that personality counts as much as training and skills.
According to psychologists, the human being can respond to four types of psychological cores: the pervert, the paranoid, the hysteric, and the obsessive. But these characters are not pathologies, knowing that every human being possesses some signs that classify him in one of these cores. In other words, no one is perfect.
Management style can generate negative attitudes in a team
Moreover, for many specialists in human behavior, sociologists, psychologists, or management experts, diversity is a source of performance. Stigmatizing a person's nature from the start means losing their qualities. Freeing initiatives means first respecting particularities.
"A person can get carried away very often while adding value to the company. In this case, it can be tolerated. The problem arises when the flaws become dominant. We must always be in the right measure and know how to compensate with positive points," comments Essaid Bellal, CEO of the Diorh firm.
Houriya Cherif Haouat, HR consultant and development director at the BMH Coach firm, agrees. "There is no such thing as good or bad behavior. Generally, the company needs all types of personalities, the essential thing is to find a job/profile match. I have no prejudices when I have a candidate for a position in front of me. Everyone has their own personality. It all depends on the context."
Let's not forget that company culture can also bring out character traits that are harmful to group life. A directive style within a structure will always generate individualistic or belligerent behaviors..., because everyone will try to protect themselves, even if it means undermining a colleague.
Conversely, in a work environment that promotes sincerity and truth, we will find that individuals collaborate, take initiatives, become less arrogant....
A complainer is not easy to live with, just like a "curious" person ready to snoop into a colleague's private life. However, "it is not necessary to focus on such specimens," analyzes Aziz Taib. For him, group life demands effort from everyone. The more one is correct and respectful of colleagues or superiors, the more the latter will be led to do the same.
However, everything does not work as we want in a group. This is why it is useful to "impose written codes," emphasizes Mr. Taib. But we will always agree that working well together cannot be decreed.
Published April 6, 2011
Posted online April 11, 2011
Lavieeco.com
