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. [...]
Table of Contents
1 Preface
1. 1 Structure of the Thesis
1. 2 Summary and Perspective
2 Theoretical Introduction
2. 1 A Discourse on High Potential
2. 1. 1 Potential
2. 1. 2 Leadership
2. 1. 3 High Potential – Low Potential
2. 1. 4 Innate or Acquired
2. 1. 5 Constancy
2. 2 Attributes
2. 2. 1 Personality
2. 2. 2 Emotional Intelligence
2. 2. 3 Upbringing
2. 2. 4 Political Activities
2. 2. 5 Social Network
2. 3 Additional Attributes
2. 3. 1 Authenticity and Type-Inadequate Behaviour
2. 3. 2 Intelligence
2. 3. 3 Power
2. 4 Typology
2. 4. 1 Personality Models
2. 4. 2 Typology - F. Riemann
2. 4. 3 Riemann Test
2. 5 Aims of the Study
2. 5. 1 Statement of the Problem
2. 5. 2 Research Question
2. 5. 3 Hypothesis
3 Methodology and Design
3. 1 Sample
3. 2 Measures
3. 2. 1 Online Tests
3. 2. 2 Online Questionnaire
3. 2. 3 Risk Mitigation
3. 3 Data Analysis
3. 3. 1 Aggregation of the Raw-Data
3. 3. 2 General Statistics
3. 3. 3 Data Analysis used for Hypothesis 1 – Personality Type
3. 3. 4 Data Analysis used for Hypothesis 2 - EQ
3. 3. 5 Data Analysis used for Hypothesis 3 - Environment
3. 3. 6 Data Analysis used for Hypothesis 4 - Attributes
3. 3. 7 Data Analysis used for Hypothesis 5 - Attribute Pattern
3. 3. 8 Data Analysis used for Hypothesis 6 - Early Detection
3. 3. 9 Data Analysis used for Hypothesis 7 - Income
4 Results
4. 1 General Statistics
4. 2 Results for Hypothesis 1 – Personality Type
4. 2. 1 Hypothesis 1 - Dominant Personality Type
4. 2. 2 Hypothesis 1 - Personality Type Pattern
4. 2. 3 Hypothesis 1 - Analysis
4. 3 Results for Hypothesis 2 - EQ
4. 3. 1 Hypothesis 2 - EQ Test Scores
4. 3. 2 Hypothesis 2 - EQ Components
4. 3. 3 Hypothesis 2 - Analysis
4. 4 Results for Hypothesis 3 - Environment
4. 4. 1 Hypothesis 3 - Birth Order
4. 4. 2 Hypothesis 3 - Family Structure
4. 4. 3 Hypothesis 3 - Family Wealth
4. 4. 4 Hypothesis 3 - Analysis
4. 5 Results for Hypothesis 4 - Attributes
4. 5. 1 Hypothesis 4 - Political Activity
4. 5. 2 Hypothesis 4 - Regard for the Social Network
4. 5. 3 Hypothesis 4 - Analysis
4. 6 Results for Hypothesis 5 – Attribute Pattern
4. 6. 1 Hypothesis 5 - Attribute Combination
4. 6. 2 Hypothesis 5 - Analysis
4. 7 Results for Hypothesis 6 – Early Detection
4. 7. 1 Hypothesis 6 - Early Detection
4. 7. 2 Hypothesis 6 - Analysis
4. 8 Results for Hypothesis 7 - Income
4. 8. 1 Hypothesis 7 - Average Income
4. 8. 2 Hypothesis 7 - Job Satisfaction
4. 8. 3 Hypothesis 7 - Average Income, Job Satisfaction and Personality Type
4. 8. 4 Hypothesis 7 - Analysis
5 Discussion and Conclusion
5. 1 Interpretation of Research Results
5. 1. 1 General Statistics
5. 1. 2 Attributes and Potential
5. 1. 3 Early Detection
5. 1. 4 Personality Type, Job Satisfaction and Income
5. 2 Conclusion
5. 3 Critical Reflection
5. 3. 1 Critical Reflection on the Personality Type
5. 3. 2 Critical Reflection on the Riemann Test
5. 3. 3 Critical Reflection on High-Potential
5. 3. 4 Critical Reflection on the Data Pool
5. 3. 5 Critical Reflection on the Constancy
5. 3. 6 Limitations of the Study
5. 4 Further Research
Objectives and Topics
This thesis investigates the specific personality structures and emotional intelligence attributes that distinguish high-potential employees (HiPos) from those with lower potential (LoPos) in a business environment. By applying F. Riemann's personality typology and D. Goleman's emotional intelligence framework, the study seeks to identify common attribute patterns that contribute to an individual being selected for high-potential development programs.
- Correlation between personality types (Riemann typology) and professional potential
- Impact of emotional intelligence (EQ) components on career success
- Influence of environmental factors such as upbringing and birth order on potential
- Role of political activity and social networking in professional advancement
- Statistical validation of an "attribute pattern" characteristic of high-potential individuals
Excerpt from the Book
2. 1. 1 Potential
First of all potential is needs to be defined. In “Praxishandbuch Managementdiagnostik” (Lackner, 2012) the “ladder of success” describes the central mechanic of the advancement from talent to success (own representation):
Potential is the second step in the ladder of success, based on talent and leading to competency. The prerequisites to advance to potential is a job related context.
The fundament is talent, which is to a certain degree given by the genes and consequently inherited from the parent’s genes, see chapter 2.1.4 Innate or Acquired. This fundament is the starting point and therefore determining the chance for success in a context that is requiring a respective talent. A talent, e.g. for creativity, will be useful for an artist. But for an accountant it may be contra productive and frustrating because the talent probably cannot be run free.
For a potential to develop, the corresponding talent needs to be present. The talent will be of no use, if the context does not require that specific talent. As a result the talent never advances to potential. E.g. a talented programmer will only be able to gain potential in a programming department. A person with no talent for logical and abstract thinking will not gain potential in programming skills, even in the programming department.
Competency derives from knowledge and experience of using the potential. It needs to be used in the proper context and enriched by training to develop competency in that environment. E.g. a potential junior executive requires training, mentoring and experience to gain competency and to be able to successfully lead a department.
Summary of Chapters
1 Preface: Introduces the research context, the motivation behind examining HiPos, and the focus on personality and emotional intelligence as key success factors.
2 Theoretical Introduction: Defines core concepts like potential and success, details the Riemann personality typology, and establishes the theoretical framework for attributes like EQ, upbringing, and social networks.
3 Methodology and Design: Outlines the quantitative study design, participant sampling from various European companies, and the use of Riemann and EQ self-assessment tests.
4 Results: Presents the statistical data analysis, testing seven hypotheses regarding the correlations between personality, environment, early detection, and professional success.
5 Discussion and Conclusion: Critically evaluates the research findings, addresses limitations such as sample size and social desirability bias, and provides a final conclusion on the characteristic attribute patterns of high potentials.
Keywords
High Potentials, Personality Structure, Emotional Intelligence, Riemann Typology, Career Success, Talent Management, Leadership Ability, Workplace Psychology, Professional Development, Attribute Pattern, Potential Assessment, Job Satisfaction, Employee Engagement, Early Detection, Social Network
Frequently Asked Questions
What is the primary focus of this research?
The research investigates the differences in personality structure and emotional intelligence between high-potential employees (HiPos) and those with lower potential (LoPos) within a business context.
Which theoretical models are used to evaluate personality?
The study primarily utilizes the Riemann typology (based on fear structures) and references the Big Five model and Goleman’s emotional intelligence framework.
What is the central research question?
The study aims to determine which specific personality traits and emotional intelligence levels distinguish high-potential employees from their counterparts in an international corporate environment.
How is the data collected and analyzed?
Data is collected via a voluntary online questionnaire including Riemann and EQ self-assessment tests, followed by statistical analysis using Chi-Square and t-tests to identify significant differences.
What does the "attribute pattern" represent?
It refers to the specific combination of personality traits, EQ components, and background factors that appear statistically more prevalent in individuals identified as high-potentials.
Which keywords define this study?
Key terms include High Potentials, Riemann Typology, Emotional Intelligence, Career Success, and Attribute Pattern.
Does the birth order impact a person's potential?
The study’s analysis of upbringing factors, including birth order, proved inconclusive, suggesting limited direct impact on being considered a high-potential in this sample.
Is there a correlation between income and job satisfaction?
The study found that while income is generally higher for HiPos, a higher income does not necessarily correlate with higher job satisfaction, suggesting a complex relationship between financial success and personal fulfillment.
Can high potential be detected at an early age?
The study notes that while 80% of HiPos report noticeable behaviors in childhood, the statistical significance for using this as a definitive early detection method remains inconclusive.
- Citar trabajo
- Michael Orter (Autor), 2016, Personality structure and emotional intelligence of high-potentials compared to low-potentials in a business context, Múnich, GRIN Verlag, https://www.grin.com/document/322475
