An employee whose personality traits closely match the traits that are ideal for his or her job is likely to earn more than an employee whose traits are less congruent (一致的), according to new research.
Findings from previous research have shown that some personality traits are generally beneficial when it comes to a work environment. Being highly conscientious (勤勉认真的), lead researcher Jaap J.A. Denissen notes, is connected with being hard-working and well-organized, qualities that are typically prized in employees. But Denissen questioned the idea that there is an ideal personality type. The researchers thought that the match, or mismatch, between a person's traits and job requirements, might be important when it comes to important outcomes like income.
The researchers developed a new way of directly comparing the fit between a given employee and a given job, using the well-established Big Five personality traits to quantify (量化) the traits that a job requires. The researchers examined personality, yearly income, and jobs of 8,458 persons living in Germany.
The results showed that fit really does matter, at least when it comes to extraversion, agreeableness, and openness to experiences. For these three traits, greater congruence between an employee's own personality and a job's requirements was connected with higher income. Importantly, the data also showed that employees who were more agreeable, more conscientious, or more open to experiences than their jobs required actually earned less than people who had congruent levels of those traits.
The researchers note that additional studies will be required to understand how job experiences, job satisfaction, and job performance might influence the association between the individual job personality fit and income. The results of the present study do suggest that achieving the right fit requires a special approach to knowing both personal traits and job-related traits. Paying attention to the approach could have important implications for both employees and employers.
【小题1】What does the previous research show?A.Conscientious people earn much. |
B.Certain personality traits are advantageous in jobs. |
C.Job requirements are decisive in choosing an employee. |
D.People's income can be predicted simply by the work environment. |
A.How the new research was done. |
B.A study on Big Five personality traits. |
C.Denissen's opinions on previous research. |
D.Why certain personalities are needed for a job. |
A.Employees with a strong personality earn more than others. |
B.Having too little of a given trait will cause less job satisfaction. |
C.A perfect individual job personality fit contributes to higher income. |
D.Conscientious employees earn more than those who are open to experiences. |
A.It still needs further studies. |
B.It has been applied to job interviews. |
C.It will help people find the right job easily. |
D.It has proved the previous study totally wrong. |
All across America, students are anxiously finishing their “What I Want To Be …” college application essays, advised to focus on STEM (Science, Technology, Engineering, and Mathematics) by experts and parents who insist that’s the only way to become workforce ready. But two recent studies of workplace success contradict the traditional wisdom about “hard skills”.
Google originally set its hiring systems to sort for computer science students with top grades from top science universities. In 2013, Google decided to test its hiring theory by quickly dealing with large amounts hiring, firing, and promotion data collected since the company’s establishment.
Project Oxygen shocked everyone by concluding that, among the eight most important qualities of Google’s top employees, STEM capability comes in dead last. The seven top characteristics of success at Google are all soft skills: being a good coach; communicating and listening well; possessing comprehension into others; being supportive of one’s colleagues; being a good critical thinker and problem solver; and being able to make connections across complex ideas.
Those characteristics sound more like what one gains as an English or theater major than as a programmer. Could it be that top Google employees were succeeding despite their technical training, not because of it? After bringing in more experts to dive even deeper into the data, the company enlarged its previous hiring practices to include humanities majors, artists, and even the MBAs (Master of Business Adminstration).
Project Aristotle, a study released by Google this past spring, further supports the importance of soft skills even in high-tech environments. Project Aristotle analyzes data on inventive and productive teams. Google takes pride in its A-teams, assembled with top scientists, each with the most specialized knowledge and able to throw down one creative idea after another. Its data analysis revealed, however, that the company’s most important and productive new ideas come from B-teams comprised of employees who don’t always have to be the smartest people in the room.
Project Aristotle shows that the best teams at Google exhibit a range of soft skills: equality, generosity, curiosity toward the ideas of your teammates, understanding, and emotional intelligence. And topping the list: emotional safety. To succeed, each and every team member must feel confident speaking up and making mistakes. They must know they are being heard.
STEM skills are vital to the world we live in today, but technology alone, as Steve Jobs famously insisted, is not enough. We desperately need those who are educated to the human, cultural, and social as well as the computational.
【小题1】The underlined word “contradict” most probably means “_____”.A.add to | B.back up | C.bring about | D.conflict with |
A.determine what makes a workplace-ready student |
B.check whether its hiring system serves the purpose |
C.prove soft skills are more important than hard ones |
D.impress its competitors with the employees’ excellence |
A.Emotional safety enables people to express themselves freely. |
B.Listening and hearing helps develop problem-solving abilities. |
C.Learning from mistakes doesn’t necessarily mean improvement. |
D.Those without specialized knowledge can also make inventions. |
A.STEM skills our society needs for better education |
B.The principal focus students have on application essays |
C.The surprising thing Google learned about its employees |
D.The soft skills Google programmers lack for career growth |
People worry that developments in Artificial Intelligence, or A.I., will bring about a point in history when A. I. overtakes human intelligence, leading to an unimaginable revolution in human affairs. Or they wonder whether instead of our controlling artificial intelligence, it will control us.
The situation may not arise for hundreds of years to come, but this doesn’t mean we have nothing to worry about. On the contrary, The A. I. products that now exist are improving faster than most people realize and promise to fundamentally transform our world, not always for the better. They are only tools, not a competing form of intelligence. But they will reshape what work means and how wealth is created.
Unlike the Industrial Revolution and the Computer Revolution, the A. I. revolution is not taking certain jobs and replacing them with other jobs. Instead, it is believed to cause a wide - scale elimination of jobs -- mostly lower - paying jobs, but some higher - paying ones, too.
This transformation will result in enormous profits for the companies that develop A.I., as well as for the companies that adopt it. We are thus facing two developments that do not sit easily together; enormous wealth concentrated in relatively few hands and enormous numbers of people out of work. What is to be done?
Part of the answer will involve educating or retraining people in tasks A.I. tools aren’t good at. Artificial intelligence is poorly suited for jobs involving creativity, planning and “cross - field” thinking. But these skills are typically required by high - paying jobs that may be hard to retrain displaced workers to do. More promising are lower - paying jobs involving the “people skills” that A.I. lacks: social workers, barmen, doormen -- professions requiring human interaction. But how many barmen does a society really need?
The solution to the problem of mass unemployment will involve “service jobs of love.” These are jobs that A. I. cannot do, that society needs and that give people a sense of purpose. Examples include accompanying an older person to visit a doctor, helping at an orphanage and serving as a sponsor at charity organization. The volunteer service jobs of today, in other words, may turn into the real jobs of the future.
Other volunteer jobs may be higher - paying and professional, such as compassionate medial service providers. In all cases, people will be able to choose to work fewer hours than they do now.
【小题1】In what aspect is theA.I. revolution different from the Industrial or the Computer revolution? A. The A.I. revolution will finally become one beyond human’s control. |
B.A. I. is believed to lead to a point in history when it takes over human intelligence. |
C.Higher - paying jobs will take the place of lower-paying ones in the A.I. revolution. |
D.It may bring about mass unemployment to matter how much employees are paid. |
A.promotional | B.demanding |
C.guaranteed | D.potential |
A.It is sensible to encourage people to take volunteer jobs. |
B.People should be instructed to do less demanding jobs. |
C.The problem of job loss can be solved by creating lower-paying jobs. |
D.Jobs requiring knowledge in different fields are suitable for displaced workers. |
A.The A.I. Revolution Creates New Job Opportunities. |
B.Challenges the A. I. Revolution Brings to Job Market. |
C.A Double - edged Sword: the A.I. Revolution. |
D.Interrelationship between A.I. and Unemployment. |
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