Personality Traits and Professional Capability

This article discusses the benefits of having a healthy balance in the workplace for Type A personality traits. It also provides a summary of the author's assessment results and how they maintain a balance between being competitive and caring about collective objectives.

Running head: PERSONALITY TRAITS AND PROFESSIONAL CAPABILITY
Personality Traits and Professional Capability
Name of the university
Name of the student
Author note

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Summary of the results
According to the assessment results, I have qualified the minimum criteria of being
‘Type A’ personality. ‘Type A’ personality traits are comprised of three characteristics. In
order to be identified under this type, a person must have speed and impatience, job
involvement and competitive nature to compete against all the odds. My score in all these
three areas are 16, 11 and 18 respectively. I have determined my total score by adding these
numbers which is 45. As per the theory any score between 61 to 44 can be considered as a
balanced traits of ‘Type A’ personality. It has been observed that people who falls under this
type are likely to deliver a productive behaviour and strong work ethics. Managers can
depend on them regarding responsibility more than anyone else. My score reflects a healthy
balance indicating my quality of generating benefit out of my traits. I am not speed freak.
Although I maintain a moderate speed to complete my works while taking care of quality too.
I am competitive yet do not consider it as ultimate criteria to evaluate myself. For me
competition is to become better version of myself yet contributing towards shared goals of
team or organisation. As per the results, for me job involvement is good for enhancing skills
and performance yet sacrificing health and personal life is not a good decision. According to
Fiksenbaum (2014), such social supports are helpful to motivate an individual.
Benefits of having healthy balance in workplace: ‘Type A’ character
As mentioned, employees with high competitive behaviour is helpful for an
organisation as they continue to try to make themselves better than their peers. As discussed
in Gayathiri et al. (2013), they focus on individual performance in a competitive setting only.
As a result, they do not care to perform when other employees are underperforming as well.
While competing, some of them forget the shared goals and team unity. My benefit is I can

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maintain a healthy balance between being competitive and care about collective objective at
the same time.
Speed and impatience is a perception where an individual thinks of accomplishing as
many job responsibilities as possible within a short span of time. The idea is to get a
promotion based on the capability of doing multiple things at a rapid speed. However, this
attitude enhances chance of submitting poor quality work. Moreover, frustration, stress and
an impatience nature develop as traits of an individual if he or she tends to follow this
method. As I am a balanced character, while doing a work I try to maintain quality as well. I
take the responsibilities as per my capability and ensure keeping a balance between the
number of work I am delivering and the provided quality. As supported by the study Ugwu
et al. (2015), this helps me to avoid sudden outburst that is favourable for maintaining work
relationship too.
With a high rate in job involvement, comes a bad work-life balance. People tend to
sacrifice everything personal to get the job done. At one point, they start to think and live
everything around their work. People suffer while maintaining their personal life and health
too. Being a balanced character, I understand the importance of managing work and personal
engagements. Job involvement is beneficial for enhancing both the organisational and
personal betterment. However, if a person is indifferent to health he will fall sick and
consequently cannot perform or attend office. Therefore, apart from job performance a person
must be fit enough to commute to workplace regularly.

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ReferencesFiksenbaum, L. M. (2014). Supportive work–family
environments: implications for work–family conflict and well-being. The
International Journal of Human Resource Management, 25(5), 653-672.
Gayathiri, R., Ramakrishnan, L., Babatunde, S. A., Banerjee, A., & Islam, M. Z. (2013).
Quality of work life–Linkage with job satisfaction and performance. International
Journal of Business and Management Invention, 2(1), 1-8.
Ugwu, F. O., Onyishi, I. E., Ugwu, C., & Onyishi, C. N. (2015). Type A behavior pattern,
accident optimism and fatalism: an investigation into non-compliance with safety
work behaviors among hospital nurses. International journal of occupational safety
and ergonomics, 21(4), 464-470.

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Appendix
Test results