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Stewart Black; Donald G. Gardner; Jon L. Pierce; and Richard Steers
Research has focused on what is perhaps the single most dangerous personal influence on experienced stress and subsequent physical harm. This characteristic was first introduced by Friedman and Rosenman and is called Type A personality.  Type A and Type B personalities are felt to be relatively stable personal characteristics exhibited by individuals. is characterized by impatience, restlessness, aggressiveness, competitiveness, polyphasic activities (having many “irons in the fire” at one time), and being under considerable time pressure. Work activities are particularly important to Type A individuals, and they tend to freely invest long hours on the job to meet pressing (and recurring) deadlines. Type B people, on the other hand, experience fewer pressing deadlines or conflicts, are relatively free of any sense of time urgency or hostility, and are generally less competitive on the job. These differences are summarized in Table 3.
Type A personality is frequently found in managers. Indeed, one study found that 60 percent of managers were clearly identified as Type A, whereas only 12 percent were clearly identified as Type B. It has been suggested that Type A personality is most useful in helping someone rise through the ranks of an organization. The role of Type A personality in producing stress is exemplified by the relationship between this behaviour and heart disease. Rosenman and Friedman studied 3,500 men over an 8 1/2-year period and found Type A individuals to be twice as prone to heart disease, five times as prone to a second heart attack, and twice as prone to fatal heart attacks when compared to Type B individuals. Similarly, Jenkins studied over 3,000 men and found that of 133 coronary heart disease sufferers, 94 were clearly identified as Type A in early test scores. The rapid rise of women in managerial positions suggests that they, too, may be subject to this same problem. Hence, Type A behaviour very clearly leads to one of the most severe outcomes of experienced stress. One irony of Type A is that although this behaviour is helpful in securing rapid promotion to the top of an organization, it may be detrimental once the individual has arrived. That is, although Type A employees make successful managers (and salespeople), the most successful top executives tend to be Type B. They exhibit patience and a broad concern for the ramifications of decisions. As Dr. Elmer Green, a Menninger Foundation psychologist who works with executives, notes, “This fellow—the driving A—can’t relax enough to do a really first-rate job, at the office or at home. He gets to a level that dogged work can achieve, but not often to the pinnacle of his business or profession, which requires sober, quiet, balanced reasoning.” The key is to know how to shift from Type A behaviour to Type B. How does a manager accomplish this? The obvious answer is to slow down and relax. However, many Type A managers refuse to acknowledge either the problem or the need for change, because they feel it may be viewed as a sign of weakness. In these cases, several small steps can be taken, including scheduling specified times every day to exercise, delegating more significant work to subordinates, and eliminating optional activities from the daily calendar. Some companies have begun experimenting with retreats, where managers are removed from the work environment and engage in group psychotherapy over the problems associated with Type A personality. Initial results from these programs appear promising. Even so, more needs to be done if we are to reduce job-related stress and its serious health implications. Type A personality is characterized by impatience, restlessness, aggressiveness, competitiveness, polyphasic activities, and being under considerable time pressure.
Each person is a unique combination of four personality types. Over the centuries, these basic categories have gone by several names and designations, but for our purposes, they are known as the director, the socializer, the thinker, and the supporter. As shorthand, though, we refer to those personality types as A, B, C, and D, respectively. Learning how to identify people by personality type can bring a higher level of understanding to interpersonal relationships and team building, especially for employers looking for ways to improve employee hiring and reduce turnover. Indeed, a good personality test may be the most valuable tool in a hiring manager’s toolbox. What is a Type A personality?A Type A personality likes to be in charge and be in control of their environment and their lives. They’re normally not very detail-oriented, choosing to delegate details to others. They’re usually very goal-oriented and practical in their solutions. And arriving at their solutions and goals will entail a no-nonsense, bottom-line approach. What are other names for the Type A personality?
What are Type A personality strengths?
What are Type A personality weaknesses?
What motivates a Type A personality?
What are some common words or phrases that motivate or grab the attention of the Type A personality?
What are the turnoffs, dislikes, and fears of the Type A personality?
Which jobs attract a Type A personality?
What do Type A personality traits look like at work?People with Type A personalities can typically be identified by the following traits:
Type A personalities don't like a lot of restraints or restrictions placed on them. Instead, they prefer to work independently and set their own schedules. Since they often tend to be workaholics, it’s not unusual to see them put in whatever time and effort it takes to accomplish their goals. They may seem impatient at times, especially if they believe someone is spending too much time going over details with them or impeding the successful completion of whatever goal or project they’re focusing on at the moment. Don't be surprised to see this personality type in a supervisory position or management. Having an entrepreneurial streak, they may be a business owner or strive to own their own business someday. The Type A personality is not easily discouraged and will normally exude confidence. If a Type A personality sees their day-to-day job as routine or repetitive, they’ll get bored easily and won’t enjoy the work. They’ll want others to view them as tough in these situations, but internally they may be miserable if the job is too routine. In keeping with their dominant traits, Type A personalities will do whatever is necessary to prevent themselves from falling into patterns or routines and seek freedom and independence instead. They’ll also be very dissatisfied if they believe someone is trying to take advantage of them or hold them back. A Type A personality may not be very good at recognizing coworker's feelings and needs. It’s not necessarily because they don't care; rather, they’re extremely focused on achieving their goals and may not notice. If you're looking for someone who works well under pressure and seems to excel in high-stress situations, the Type A personality is probably what you're looking for. What is a Type B personality?The Type B personality is a very outgoing, energetic, and fast-paced individual who likes to be around people and enjoys being the center of attention. They’re good relationship builders, and most people like them right away. Their driving need is for approval, so they try to like everyone in hopes everyone will like them too. Compliments, acknowledgement of their achievements, words of admiration, and even applause from groups will be the most important thing you can do for them. What are other names for the Type B personality?
What are Type B personality strengths?
What are Type B personality weaknesses?
What motivates a Type B personality?
What are some common words or phrases that motivate or grab the attention of the Type B personality?
What are the turnoffs, dislikes, and fears of the Type B personality?
Which jobs attract a Type B personality?
What do Type B personality traits look like at work?People with Type B personalities can typically be identified by the following traits:
Type B personalities love to talk about themselves. Some may view that as self-centered, but a Type B’s real motivation is to be liked. For an extreme (and funny) example, think of the character played by Bette Midler in the movie Beaches, when she invited an old friend up to see her lavish apartment and told her about her great success. Then she said to the friend: "Enough about me. Let's talk about you. So, what do you think of me?" The Type B personality’s biggest fear is being humiliated in public, since that might make many people disapprove of them, and the thought of that would be devastating. The B personality doesn't want to appear unattractive or unsuccessful either, so they’ll make sure their appearance is impeccable and will always give the impression of being very successful at whatever they do, whether they are or not. Some of the strengths you can count on from the Type B personality are their enthusiasm, outgoing behavior, friendliness toward others, and their ability to persuade even the most skeptical of people. They tend to be dreamers and can often turn those dreams into very practical ideas in the workplace. Type B personalities are normally spontaneous and use their quick wit and humor to make people like them. They aren't very good about hiding their own feelings either, so if they’re hurt or disappointed, you'll probably be able to read it in their mannerisms and overall disposition. Some of the natural weaknesses that are associated with the Type B personality include being impatient, having a relatively short attention span, and not being very detail-oriented. In business, Type B personalities may tend to oversocialize and not spend as much time doing their work because they strive for the social interaction. During the hiring process, they may be inclined toward unstructured, rambling interviews rather than structured ones, and bad interviews can lead to bad hires. Despite their natural tendency, many Type B personalities have learned to keep their counterproductive impulses in check while benefiting from the positives of having a social nature. What is a Type C personality?The Type C personality is a very detail-oriented individual who likes to be involved in things that are controlled and stable. They’re interested in accuracy, rationality, and logic. People who can't seem to control their emotions will bother them because Type C personalities believe being emotional makes objectivity difficult or perhaps impossible. They also dislike being around people who are full of hype, since they desire facts, accuracy, and logic. Other people's emotions may not be a priority for them, as they tend to strive for the facts and let the chips fall where they may. What are other names for the Type C personality?
What are Type C personality strengths?
What are Type C personality weaknesses?
What motivates a Type C personality?
What are some common words or phrases that motivate or grab the attention of the Type C personality?
What are the turnoffs, dislikes, and fears of the Type C personality?
Which jobs attract a Type C personality?
What do Type C personality traits look like at work?People with Type C personalities can typically be identified by the following traits:
Type C personalities tend to be quite controlling, both of themselves and others. They don't like things to get out of hand and may not appear very expressive at times because they don't really want themselves to display a lot of emotion. They’re very outcome-driven and will be sticklers for following procedures and protocol in getting the job done. They’re careful, resourceful, and, above all, excellent thinkers who will look at all aspects of an issue before taking a stand. Once they take a stand on an issue, though, they’ll have the facts to back it up, so anyone who challenges them better be prepared. If you have a Type C personality on your job candidate shortlist, you’ll want to prepare some thoughtful interview questions if you don’t want a carefully rehearsed response. They like their jobs to be clearly defined and want to know exactly what’s expected of them. Knowing those facts, they will be able to prioritize their tasks and see them through to completion. When in decision-making roles, they’re cautious and logical, requiring many details and facts before they make a decision. People who try to sell them something by trying to get them emotionally involved usually fail; the Type C personality would consider such an effort to be hype and would wonder what facts the other person is trying to hide. In more public roles, the Type C personality will strive for originality, cleverness, and uniqueness in all things. Because of their detail orientation, they’re meticulously prepared to defend their decisions against any possible objections. Many accountants and lawyers, for example, are Type C personalities. They’re excellent for any job that requires creative thinking based on patience, facts, and accuracy. What is a Type D personality?A Type D personality takes a slower, easier pace toward their work and life in general. They seek security and longevity on the job and are very happy doing a repetitive task, day in and day out. The repetition allows them to become very skilled in what they do. Likewise, they won't like it if the rules change a lot, as that’s contrary to their desire to minimize change and stick with what they know works. For the Type D personality, even though the current way may be unpleasant, they worry that the unknown may be even worse. What are other names for the Type D personality?
What are Type D personality strengths?
What are Type D personality weaknesses?
What motivates a Type D personality?
What are some common words or phrases that motivate or grab the attention of the Type D personality?
What are the turnoffs, dislikes, and fears of the Type D personality?
Which jobs attract a Type D personality?
What do Type D personality traits look like at work?People with Type D personalities can typically be identified by the following traits:
They seek the respect, sincere admiration, and acceptance of others. The Type D personality will gladly work hard to please the people they work for as long as they feel appreciated and receive plenty of reassurance that they’re needed. They need that sense of security. Type D personalities often think the Type A personality is crazy for taking so many risks and not showing much concern for security and longevity. Type D personalities are usually very organized; being around a messy environment or disorganization will bother them. They’re also good at playing a very supportive role with others and are normally very caring, thoughtful, and compassionate. They are patient, tend to be good listeners, and will persevere when all others have given up. They especially like working in a group or on a team and will be a stabilizing force in these scenarios. Although they may not be as fast as others, they’re accurate and thorough. They’ll usually keep their feelings to themselves and are reluctant to express themselves, even if a more assertive type seems to be taking advantage of them. They tend to go along to get along. To attract the Type D personality in a job ad, be sure to talk about the company benefits package and the long-term growth potential within the company. Having a secure, stable environment will be very important to the Type D personality. What is a Type X personality?Whenever two or more personality types are equal in strength within a person, that person is considered a Type X personality. For example, if an individual's two highest-strength personality types were A and B, they might be identified as AX and BX. In the extremely rare event that all four personality types were identical, that person would be considered simply as a Type X personality. Type X personality traitsThe X indicates a cross, or an intersection, of two or more types. It’s not unusual to see the X between two of the four personality types, and it doesn’t necessarily have to include the primary (or strongest) personality. However, when it does include the primary personality, the individual in question may have a tendency to be like one type in one situation and the other type in another. And when all four types are very close in strength, the individual may seem like a chameleon of personalities. This can be beneficial for many jobs, especially when it’s important that the person gets along with almost everybody, such as consultative sales people for example. The Type X personality tends to change personality "colors" as needed based on who they may be with. Although somewhat unpredictable at times, this rare combination could be an important asset if utilized fully. How to use the 4 basic personality types: A, B, C, and DThe descriptions above are the same, or similar, to what you will see printed on the Hire Success® Overview Report. Each applicant is instructed to respond to the Hire Success® Personality Profile form based on how they are at work, and the results will indicate which of the four personality types they draw from most, and to what degree. The system automatically provides a description of the primary personality at the beginning of the Overview Report. Variations of the above will be printed if the test taker is a combination of more than one personality type, or a Type X. You can compare the results against the baseline you developed to help speed up your hiring process. In the Summary Report, a bar chart is provided along with a percentage, or strength, of each of the four personality types. The higher the percentage, the more dominant that personality type. When two or more personality types are close, or the same, in strength, the applicant may be characteristic of both types equally. These Type A, B, C, and D personality descriptions are classic descriptions designed to provide you with some background information about a particular personality. The Hire Success® system uses these descriptions for contrast to the specific descriptions and values found in the traits section of the report. In many cases, the applicant's individual traits may differ, at least to some degree, from what you may see described in the overall personality description. The Hire Success® system determines traits independently of the personality calculation and doesn’t base trait information on what might be expected from a particular personality type. The inclusion of these expanded traits is one of the ways the Hire Success® system differs from other systems, like Myers-Briggs®, and opens the door to highlight those differences that make the applicant a unique individual — not one squeezed into one of four boxes. If and when you see a trait differ from what might be described in the personality overview, it’s not a mistake. Quite the contrary, it’s most likely the true trait you can expect to see from the applicant on a day-to-day basis and not just an expectation based on a traditional Type A, B, C, or D personality description. |
Most top executives tend to be type b personalities.
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