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Personality structure and emotional intelligence of high-potentials compared to low-potentials in a business context

of: Michael Orter

GRIN Verlag , 2016

ISBN: 9783668224261 , 125 Pages

Format: PDF, Read online

Copy protection: DRM

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Price: 34,99 EUR



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Personality structure and emotional intelligence of high-potentials compared to low-potentials in a business context


 

Master's Thesis from the year 2016 in the subject Psychology - Personality Psychology, grade: 1, Sigmund Freud University Vienn (ARGE Bildungsmanagement), course: Coaching, organizational- and personnel development, language: English, abstract: A variety of companies has high-potential programs in place to support a selection of employees in their career path. The question comes up if there is a certain pattern of commonalities in these employees. What type of person is more likely to be in such programs? The thesis is analysing the specifics of high potentials in the matter of personality and emotional intelligence among other relevant attributes named in the literature. What do these people have in common and what distinguishes them from others which are not in such programs? The objective of this thesis is to find out about the difference in a selection of attributes. Employees of international companies are asked to participate in a personality and an emotional intelligence test and give answer to a questionnaire. According to the answers of the participation in a high-potential program, the data is split into two groups and examined for significant differences in these two groups. The data is evaluated statistically and the significance for each attribute is defined with the chi-square or the t-test. The evaluation shows a significant difference in some of the attributes e.g. the personality type. This makes it possible to define a pattern, which is characteristic for high potentials. The presence of this attribute pattern in a person indicates the likeliness on being considered a high potential. Einige Firmen betreiben High-Potential Programme in denen eine Selektion an Mitarbeitern eine besondere Förderung und Unterstützung erhält. Es stellt sich die Frage ob es eine Gemeinsamkeit der Personen gibt die sich in solchen Programmen befinden. Welcher Typ von Menschen hat eine höhere Wahrscheinlichkeit in einen High Potential Pool einer Firma aufgenommen zu werden? Diese These beschäftigt sich mit der Analyse der Besonderheiten von High Potentials im Hinblick auf Persönlichkeit, emotionaler Intelligenz und weiterer 'Attribute' die in der Literatur als relevante Faktoren genannt werden. Welche Ausprägung an Attributen haben die Personen in High-Potential Programmen gemeinsam und was unterscheidet sie von Personen die sich nicht in High-Potential Programmen befinden? Die Aufgabenstellung dieser These liegt darin die Unterschiede anhand einer Auswahl von Attributen sichtbar zu machen. [...]