Soft Skills: Personality Development. Writing Skills, File Handling
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Wikipedia
Soft skills, also known as power skills, common skills or core skills, are skills applicable to all professions. These include critical thinking, problem solving, public speaking, professional writing, teamwork, digital literacy, leadership, professional attitude, work ethic, career management and intercultural fluency. This is in contrast to hard skills, which are specific to individual professions.
The word “skill” highlights the practical function. The term alone has a broad meaning, and describes a particular ability to complete tasks ranging from easier ones like learning how to kick a ball to harder ones like learning to be creative. In this specific instance, the word “skill” has to be interpreted as the ability to master hardly controlled actions.
The term “soft skills” was created by the U.S. Army in the late 1960s. It refers to any skill that does not employ the use of machinery. The military realized that many important activities were included within this category, and in fact, the social skills necessary to lead groups, motivate soldiers, and win wars were encompassed by skills they had not yet catalogued or fully studied. Since 1959, the U.S. Army has been investing a considerable amount of resources into technology-based development of training procedures. In 1968 the U.S. Army officially introduced a training doctrine known as “Systems Engineering of Training” covered in the document CON Reg 350-100-1.
PG Whitmore cited the CON Reg 350-100-1 definition: “job-related skills involving actions affecting primarily people and paper, e.g., inspecting troops, supervising office personnel, conducting studies, preparing maintenance reports, preparing efficiency reports, designing bridge structures.”
In 1972, a US Army training manual began the formal usage of the term “soft skills”. At the 1972 CONARC Soft Skills Conference, Dr. Whitmore presented a report aimed at figuring out how the term “soft skills” is understood in various CONARC schools. After designing and processing a questionnaire, experts formulated a new tentative definition: “Soft skills are important job-related skills that involve little or no interaction with machines and whose application on the job is quite generalized.”
They further criticized the state of the concept then as vague with a remark “in other words, those job functions about which we know a good deal are hard skills and those about which we know very little are soft skills.” Another immediate study by them also concluded in a negative tone.
Psychologist Nicholas Humphrey famously stated that social intelligence, rather than qualitative intelligence, defines humans. Many industries today give prominence to the soft skills of their employees. Some companies now offer professional training of soft skills to their employees.
Soft skills are a cluster of productive personality traits that characterize one’s relationships in a social environment. These skills can include social graces, communication abilities, language skills, personal habits, cognitive or emotional empathy, time management, teamwork and leadership traits. A definition based on review literature explains soft skills as an umbrella term for skills under three key functional elements: people skills, social skills, and personal career attributes.
The importance of soft skills lies in the fact that they are not restricted to a specific field. These thinking dispositions consist of a group of abilities that can be used in every aspect of people’s lives, without any need to readapt them based on the situation. Their ductility helps “people to adapt and behave positively so that they can deal effectively with the challenges of their professional and everyday life”. Soft skills make people flexible in a world which keeps changing.
Interest in soft skills has increased over the years. The more research that is conducted, the more people understand the relevance of this concept. The huge amount of fund companies and worldwide organizations are investing in the training and development of this field shows this interest. The European Commission launched the program Agenda for new skills and jobs in 2012 in order to train and explain to young adults this new set of skills.
In the 21st century, soft skills are a major differentiation, a sine qua non for employ ability and success in life. The Nobel Prize-winning economist James Heck man claims that “soft skills predict success in life, that they casually produce that success, and that programs that enhance soft skills have an important place in an effective portfolio of public policies”. The significance employers give to the topic is shown by the fact that soft skills are now as important as GPA (once considered the most important factor in making decisions) in hiring a new worker.
The high request, and the broadly diffused confusion about the meaning and the training of soft skills represent two elements that can explain the lack of soft skills in the job market. Employers struggle to find leaders and worker able to keep up with the evolving job market. The problem is not limited to young people who are looking for a job, but also for actual employees. A 2019 survey by the Society for Human Resource Management found that three-quarters of employers have a hard time finding graduates with the soft skills their companies need.
“Hard skills include technical or administrative competence”. Soft skills are commonly used to “refer to the “emotional side” of human beings in opposition to the IQ (Intelligent Quotient) component related to hard skills”. Hard and soft skills are usually defined as similar concepts or complements. This fact demonstrates how these two different types of abilities are strictly related.
Hard skills were the only skills necessary for career employment and were generally quantifiable and measurable from an educational background, work experience or through interview. Success at work seemed to be related solely to the technical ability of completing tasks. For this reason, employer and companies used to hire new people based only on their objective competencies. This clarifies why nowadays people with good soft skills are in such shorter supply than workers with good hard skills.
The trend has changed in the last years, in part due to more businesses adopting a hybrid work environment. Hard skills still represent a fundamental aspect, but soft skills equaled them for importance. According to the leadership professor Robert Lavasseur, most of the researchers he interviewed in this field “rated soft skills higher than technical skills”. Studies by Stanford Research Institute and the Carnegie Mellon Foundation among Fortune 500 CEOs confirm this idea establishing that 75% of long term job success resulted from soft skills and only 25% from technical skills (Sinha, 2008). Another study found that 80% of achievements in career are determined by soft skills and only 20% by hard skills.
In employment sectors that have seen rapid growth, employers have stated that newly graduated employees possess a skill gap. This skill gap resides between soft and hard skills, these newly graduated employees possess the hard skills required and expected, but are lacking the soft skills.
Studies by the OECD in 2015 suggested soft skills can be meaningfully measured within cultural and linguistic boundaries. Such measures include a combination of methods that include self-reported personality, behavioural surveys and objective psychological assessments. These measurements can be improved by collecting data from multiple sources across learning contexts such as the school environment, family context and the wider community and triangulating the data (OECD, 2015).
This is because surveys can be subject to bias and having multiple sources such as self, teacher, peer and parental reporting can provide unique perspectives on student’s skills as well as infer latent personality (John and De Fruyt, 2014). In addition, anchoring vignettes is another method that can be implemented to lessen biases and increase data quality as well as improve cross-cultural comparability of soft skill assessments (Kyllonen and Bertling, 2014).
Because of their rising importance, the need to teach soft skills has become a major concern for educators and employers all over the world. Because soft skills are poorly defined, teaching them is more challenging, compared to classical skills. For this reason, the first step consists of understanding how to evaluate them, so that educators can track student progress.
As for teaching, evaluating soft skills is harder than technical skills. “Quizzes or exams cannot accurately measure interpersonal and leadership skills”. Group projects seem to be a good way to develop soft skills, but evaluating them still represents a hard obstacle. Researchers consider peer evaluation a good compromise between working in groups and an objective evaluation. The researches conducted on this topic reported both positive and negative results. The study carried out by professor Zhang of Georgia Southern University, although with few participants, “is an initial step in designing and validating a peer assessment scale”.
“The development of soft skills is much more difficult than the development of hard skills because it requires actively interacting with others on an ongoing basis and being willing to accept behavioral feedback”. While hard skills can be learned studying from a book or from individual training, soft skills needs a combination of environment and other people to be mastered. For this reason, learning doesn’t depend solely on the person, but it is influenced by different factors that make the education harder and unpredictable.
Training transfer, “defined as the extent to which what is learned in training is applied on the job and enhances job-related performance”, is another reason why the education of soft skills is hard. “Prior research and anecdotal evidence has emphasized that soft-skills training is significantly less likely to transfer from training to job than hard-skills training”. This forces companies and organizations to invest more money and time in training, and not all are willing to do it.
The OECD ‘’Future of Education and Skills 2030’’ report released in 2019 highlighted the growing importance of soft skills in education due to trends such as globalization and rapid advancements in technology and artificial intelligence, which demand changes of the labor market and the skills future workers require in order to succeed. It says, “to remain competitive, workers will need to acquire new skills continually, which requires flexibility, a positive attitude towards lifelong learning and curiosity”.
Research has been conducted investigating the transfer of soft skills and knowledge through formats such as play (DeKorver, Choi and Town, 2017) as well as project-based learning (Lee and Tsai, 2004). Another key finding from the literature is that in order to maximize benefits of soft skills over the long-term, they should be focused on young children particularly from the age of 1 – 9 years old. Nobel prize winners Heckman and Kautz (2012) provided evidence of this in their analysis of the Perry Preschool Soft Skills program, where they found how personality traits can be changed in ways that produce beneficial life outcomes. The program involved teaching social skills to 3 and 4-year-old children from low income black families with initial IQ scores below 85 at age 3. 128 children participated in the four year high-quality preschool education program which emphasized active learning. The children were involved in activities designed to develop their decision making and problem solving skills and that were planned, executed and reviewed by the children themselves with support from adults. Teachers also paid weekly 1.5 hour visits to each student’s home to involve the mother in the educational process and help implement the preschool curriculum at home.
This longitudinal study was evaluated using randomized controlled trials (RCT). It was found that the group which experienced the enrichment preschool program compared to the control group which didn’t participate had significantly more positive life outcomes than their peers by the age of 40. This included that 60% of the program group earned more per year (over US$20,000) as compared to the 40% that the non-program group. In addition, 77% of the program group graduated high school whereas only 60% of the non-program group graduated. Other life outcomes included program school participants were less likely to get arrested, owned their own home and car and had fewer teenage pregnancies (Heckman and Kautz, 2012). Evidence from other studies are consistent with the findings from the Perry Preschool Program, such as data from Project STAR (Student/Teacher Achievement Ratio) carried out by Krueger and Whitmore (2001) and Project PATHS (Promoting Alternative Thinking Strategies) that teaches self-control, emotional awareness and social-problem skills aimed at elementary school children (Bierman et al., 2010. Both studies have found implementing soft skills education to small groups of children at a young age have led to significantly higher wages in early adulthood compared to their peers and other lifetime successes (Dee and West, 2011; Durlak et al., 2011
Personality development encompasses the dynamic construction and deconstruction of integrative characteristics that distinguish an individual in terms of interpersonal behavioral traits. Personality development is ever-changing and subject to contextual factors and life-altering experiences. Personality development is also dimensional in description and subjective in nature. That is, personality development can be seen as a continuum varying in degrees of intensity and change. It is subjective in nature because its conceptualization is rooted in social norms of expected behavior, self-expression, and personal growth. The dominant viewpoint in personality psychology indicates that personality emerges early and continues to develop across one’s lifespan. Adult personality traits are believed to have a basis in infant temperament, meaning that individual differences in disposition and behavior appear early in life, potentially before language of conscious self-representation develop. The Five Factor Model of personality maps onto the dimensions of childhood temperament. This suggests that individual differences in levels of the corresponding personality traits (neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness) are present from young ages.
The development of personality is supported and attempted to be explained by theories of personality.
The Psychoanalytic Theory of personality was developed by Sigmund Freud. This theory consists of three main ideas that make up personality, the id, the ego, and the superego. The three traits control their own sections of the psyche. Personality is developed by the three traits that make up the Psychoanalytic theory conflicting.
The Trait Theory of personality is one of the main theories in the study of personality. According to this theory, traits make up personality. Traits can be described as patterns of behavior, thought, or emotion.
The social cognitive theory of personality views personality development in terms of reciprocal interactionism, that is, a perspective that considers the relationship of person-society as an interactive system that defines and molds personal development. Personal interaction with other individuals, society, and nature create experiences in which self-identification is organized in relation to social environment. In other words, personality traits are a function of complex cognitive strategies used to effectively maneuver through social situations. Furthermore, according to the social-cognitive perspective, cognitive processes are central to an individual’s unique expression of personality traits and affective processes. Through cognitive mechanism and social competencies, individuals interpret contextual situations to derive beliefs that guide their thoughts and behaviors, thus developing an enduring pattern of personality traits.
The evolutionary theory of personality development is primarily based on the evolutionary process of natural selection. From the evolutionary perspective, evolution resulted in variations of the human mind. Natural selection refined these variations based on their beneficence to humans. Due to human complexity, many opposing personality traits proved to be beneficial in a variety of ways. Primitive humans were collectivists due to tribe culture. The personalities of individuals within a tribe were very similar. The division of labor resulted in differentiation in personality traits in order to achieve a higher efficiency. Differentiation in personality traits increased functionality, therefore becoming adaptive through natural selection. Humans continued to develop personality and individuality through evolution.
Classic theories of personality include Freud’s tripartite theory and post-Freudian theory (developmental stage theories and type theories) and indicate that most personality development occurs in childhood, stabilizing by the end of adolescence. Current lifespan perspectives that integrate theory and empirical findings dominate the research literature. The lifespan perspectives of personality are based on the plasticity principle, the principle that personality traits are open systems that can be influenced by the environment at any age. Large-scale longitudinal studies have demonstrated that the most active period of personality development appears to be between the ages of 20–40. Although personality grows increasingly consistent with age and typically plateaus near age 50, personality never reached a period of total stability.
Humanistic psychology emphasizes individual choices as voluntary actions that ultimately determine personal development. Individual personalities traits, although essential to the integrated self, are only parts that make up the whole of observable human experiences. Thus, personality development is articulated in terms of purposeful action geared towards experiencing mastery of free choice. Rather than compartmentalized elements of personality traits such as feelings, thoughts, or behavior, Humanistic psychology integrates these elements as functions of being in a greater encompassing system such as societies, cultures, or interpersonal relationships. Consequently, personality development is subjected to shifts in personal meaning and individual goals of achieving an ideal self.
Personality traits demonstrate moderate levels of continuity, smaller but still significant normative or mean-level changes, and individual differences in change, often late into the life course. This pattern is influenced by genetic, environmental, transactional, and stochastic factors.
Twin and adoption studies have demonstrated that the heritability of personality traits ranges from .3-.6, with a mean of .5, indicating that 50% of variation in observable personality traits is attributable to genetic influences. In contrast, family and adoption studies have demonstrated a low heritability factor of .22. A study conducted on German women using an IAT (implicit association test), shows a connection between the function of specific neurotransmitters and the predisposition to have certain personality traits like anxiety or extraversion. With the effects of genetic similarity removed, children from the same family often appear no more alike than randomly selected strangers; yet, identical twins raised apart are nearly as similar in personality as identical twins raised together. These findings suggest is that shared family environment has virtually no effect on personality development, and that similarity between relatives is almost entirely due to shared genetics.
The weakness of shared environmental effects in shaping personality surprised many psychologists, spurring research into non-shared environmental effects, the environmental influences that distinguish siblings from one another. The non-shared environment may include differential treatment by parents, individually-distinct reactions to the shared family environment, peer influences, experiences outside the family, and test error in measurement. In adults, the non-shared environment may also include the unique roles and environments experienced after leaving the family of origin. Further effects of environment in adulthood are demonstrated by research suggesting that different work, marital, and family experiences are associated with personality change; these effects are supported by research involving the impact of major positive and negative life events on personality.
A culmination of research suggests that the development of personality occurs in relation to one’s genetics, one’s environment, and the interaction between one’s genetics and environment. Van Gestel and Van Broeckhoven (2003) write, “Almost by definition, complex traits originate from interplay between (multiple) genetic factors and environment.” The corresponsive principle of personality development states that “life experiences may accentuate and reinforce the personality characteristics that were partially responsible for the particular environmental elicitations in the first place”. This principle illustrates how gene-environment interactions maintain and reinforce personality throughout the lifespan. Three main types of gene-environment interactions are active (the process by which individuals with certain genotypes select and create environments that facilitate the expression of those genotypes), passive (the process by which genetic parents provide both the genes and the early environmental influences that contribute to the development of a characteristic in their children), and reactive (the process by which non-family individuals respond to the behavior produced by a genotype in characteristic ways).
An example of the way environment can moderate the expression of a gene is the finding by Heath, Eaves, and Martin (1998) that marriage was a protective factor against depression in identical twins, such that the heritability of depression was as low as 29% in a married twin and as high as 51% in an unmarried twin.
Over the course of an individual’s lifespan, the stability of their personality has been shown to be variable, although this variability levels out in adulthood. Behavioral genetics can account for the variability experienced across the lifespan. This is highly evident in the transitions between childhood, adolescence, and adulthood. From childhood to mid-adolescence, the rate of individual differences in personality increases, primarily due to environmental influences. However, genetic influences play a larger role than environmental influences in adulthood, resulting in fewer individual differences in personality between individuals who share similar genetics. The stability of personality across one’s lifespan is further evidenced by a longitudinal study conducted on individuals across the span of fifty years from adolescence through adulthood. The results of this longitudinal study suggested that the personality was malleable, although variations in the level of malleability stabilized in adulthood.
A study published in the Journal of Personality and Social Psychology examined personality developing in college students based on the Big Five personality trait domains and facets within those domains. The results suggested that the rank-order stabilities of facets were high, with values greater than .50 (indicating a strong correlation); the results for trait domains were similar to individual facets. High rank-order stability is further evidenced by another study that integrated personality structure, process, and development. This study included previous research that indicated high-order rank stability; it also included research that indicated variation in this stability across periods of the lifespan, such as adolescence and adulthood. The stability and variation of personality is explained by a complex interaction between one’s genetics and one’s environment.