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Some Character-Types Met within Psycho-Analytic Work is an essay by Sigmund Freud from 1916, comprising three character studies—of what he called 'The Exceptions', 'Those Wrecked by Success' and 'Criminals from a Sense of Guilt'.
Psychopaths' undesirable personality traits may be easily misperceived by even skilled interviewers. Skilled interviewers can easily discern psychopathic qualities by including extremely skeptical high performing loyal employees throughout the entire interview of each interview while maintaining emotional balance.
Physiognomy (from Greek φύσις (physis) 'nature' and γνώμων (gnomon) 'judge, interpreter') or face reading is the practice of assessing a person's character or personality from their outer appearance—especially the face.
The process culminates with the AI system telling you your Big 5 personality traits. Many have commented on Maiberg’s tweet to discuss how dystopian these tests feel.
In Bad Leadership: What It Is, How It Happens, Why It Matters, Barbara Kellerman suggests that toxicity in leadership (or simply, "bad leadership") may be analysed into seven different types: Incompetent: The leader and at least some followers lack the will or skill (or both) to sustain effective action.
A minor character flaw is an imperfection which serves to distinguish the character in the mind of the reader / viewer / player / listener, making them memorable and individual, but otherwise does not affect the story in any way. Examples of this could include a noticeable scar, a thick accent or a habit such as cracking their knuckles.
However, the theory stipulates that only in situations where these personality traits are valued on the job (i.e., expression of traits is beneficial to quality job tasks), does "activating" the trait lead to better job performance and the potential for subsequent increased extrinsic rewards (e.g., pay and other benefits).
Personality–job fit theory is a form of organizational psychology, that postulates that an individual's personality traits will reveal insight into their adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. [ 1 ]