Agreebleness reflects the level of distance individuals maintain in their relationships with others. It encompasses the social type, which easily conforms to the opinions of others, and the personal type, which keeps a certain distance from all interpersonal relationships.
It assess the degree of conformity to the social atmosphere, including traits such as cooperativeness, kindness, gullibility, self-centeredness, and generosity.
In general, as long as Agreebleness falls within a moderate range, it should not have a significant impact on work and can be considered as an expression of individuality flavor.
Due to the simple notion of "company equals teamwork", there is a tendency to assume that high cooperativeness is always desirable. However, as mentioned below, high Agreebleness can have side effects, and certain job positions may be better suited for individuals with low Agreebleness.
High Agreebleness: Merit and risk
Individuals with high Agreebleness are empathetic and kind. They have a quick reaction to the emotions and reactions of the people they are conversing with. They are well-suited for roles that involve interpersonal services, such as customer service positions.
However, in the case of individuals who have highest Agreebleness, there is a concern that they may become overly attached and lose sight of themselves, allowing others to take control.
Due to their susceptibility to manipulation and a tendency to become overly reliant on others' opinions, they may excel in customer service but struggle with making sales proposals. When considering roles that require a certain level of assertiveness, such as sales representatives or managers, it is important to evaluate them within the moderate range of the spectrum.
Low Agreebleness: Merit and risk
Individuals with low Agreebleness exhibit a high level of independence in interpersonal relationships and are less influenced by the atmosphere of a situation.
In roles that require consulting work based on rational judgments and persuasive reasoning, or in positions that demand negotiation skills without being easily deceived, individuals with low Agreebleness are well-suited. Additionally, jobs that involve individual action in the work process, such as artisanal professions, are better suited for individuals with a high degree of independence.
However, in the case of individuals who have significantly low Agreebleness, there is a concern regarding their high level of suspicion and their tendency to engage in confrontational communication. According to the DSM-5, there is a concern about narcissistic personality disorder, and in cases where trustworthiness is low, there is an increased risk of impulsive and antisocial behavior.
Interview points to assess Agreebleness
Appropriate Agreebleness range varies depending on the industry and job type, so it is important to first understand the measurement results of high-performing individuals and determine the suitable level for your own company.
Generally, as long as it falls within a moderate range, there shouldn't be significant issues.
However, it is important to be aware of the bias towards favoring individuals with high cooperativeness. It is necessary to assess them comprehensively in conjunction with other traits.
In any case, individuals who exhibit extreme high/low Agreebleness can potentially lead to troubles, so it is crucial to observe and be cautious during interviews.
