As you know, a valuable employee not only knows how to perform work duties, but is also a good person. He manages everything, listens to others, takes the initiative, has a sense of humor, is loyal to the company, adores customers, and so on.
Therefore, in addition to experience, education and skills, personal qualities should be indicated in the resume. At the same time, if you do it moderately and do not describe in detail all the character traits, you will make your resume more attractive.
What personal qualities to write in a resume
Of course, in the resume you need to indicate your positive and strongest qualities. If you do it beautifully, you will stand out from a huge stream of resumes.
Common mistake
Often, when consulting clients on career issues, they send me a resume describing the abilities of a superhuman:
- Purposefulness.
- Sociability.
- Stress tolerance.
- Initiative.
- Focus on results.
- High learning ability.
- Systems thinking.
- And so on and so forth.
This is a bad and banal way to increase your importance. According to statistics, such a list of abilities is found in 9 resumes out of 10. Let's get rid of this and learn to attractively indicate personal qualities in a resume. There are two ways to present yourself effectively:
- Just delete the whole list. Leave only your professional skills.
- The second way is stronger and more effective. Choose one of your abilities (the strongest) and write about it in detail. You can choose two abilities, but this is the maximum.
Examples of personal qualities in a resume
To write beautifully about your qualities, be more specific and try to be concise. Here are some examples:
- (instead of leadership) Presentable, energetic, able to speak in public and inspire people.
- (instead of sociability) Sociable, open (I can not just go to conferences, but make useful contacts there; I can effectively use social networks for business and sales).
- (instead of stress resistance) I can act quickly in situations of time pressure.
- (instead of initiative) I am open in communication with management, I can offer new ideas, as well as think through and implement them.
Look for the right wording and criteria and write about personal qualities in a resume deliciously. It will work!
Discipline, accuracy, timely completion of tasks;
Readiness for additional work;
Ability to overcome difficulties;
Initiative;
Ability to make decisions;
Use your time rationally;
Attitude towards learning and self-learning;
sociability, sociability;
Potential for professional and career growth;
Organizational skills.
;3 Professionalism (the ability and inclination of a person to effectively perform a certain activity):
Level of intellectual development;
Ability to analyze and generalize;
Logic, clarity of thinking;
The desire to search;
Possession of theoretical and special knowledge, skills and abilities.
4 moral qualities:
industriousness;
integrity;
Honesty;
Responsibility, integrity;
Mandatory;
Self-criticism;
Motives to work.
5 Potential( characterizes the possibility of carrying out certain types of activities ), abilities and personal qualities, necessary for the performance of official duties :
Independence, determination;
Self-control, self-control;
Speed of reaction;
Emotional and neuropsychic stability.
For managers, additional assessment factors are the ability to:
Plan activities;
Organize the work of subordinates;
Manage in critical situations;
Work with documents (develop, coordinate draft decisions, monitor their implementation);
Delegate authority (provide subordinates with clear instructions, rationally distribute responsibilities, determine and control deadlines, provide necessary assistance);
Develop subordinates (help in adapting, mastering a new job, organizing training and advanced training);
Interact with other departments (coordinate activities, negotiate, build good relationships);
Maintain moral principles;
Innovate (look for new approaches to problem solving, be creative at work, overcome resistance).
Attestation assessment of personnel - activities in which the employee himself, his work and the result of his activity are evaluated. Attestation assessment of personnel is the basis of many management actions: internal relocations, layoffs, enrollment in the reserve for a higher position, material and moral incentives, retraining and advanced training, improvement of the organization, techniques and methods of managerial work. Preparation for certification includes the following activities:
Drawing up the necessary documents for the certified;
Development of certification schedules;
Determination of the composition of the attestation commissions;
Organization of explanatory work on the goals and procedure for certification.
The specific dates, as well as the schedule for the certification and the composition of the certification commissions are approved by the head of the organization and brought to the attention of the certified employees. The next certification does not include persons who have worked in organizations for less than a year, young professionals, pregnant women and women with children under the age of
Issues for discussion
1 Describe the methods of personnel assessment.
2 By what criteria is the work of the applicant evaluated?
3 Describe the personal means of assessing staff.
4 What is the essence of the expert assessment of personnel?
5 What are the main tasks to be solved when assessing the effectiveness of labor activity?
6 What indicators characterize the activities of employees in relation to advanced training?
7 How can personnel assessment affect production efficiency?
8 What is the significance of assessing different categories of workers?
Staff development
Scientific and technological progress, which has covered all spheres of social production, constantly requires an increase in professionalism and a systematic change in the content and technology of labor. Changes in the goals of social development and ways to achieve them, functioning in market conditions dictate the need for retraining of personnel in terms of mastering market mechanisms, adapting to new social conditions, retraining in connection with structural changes in the development of production and the introduction of modern technologies and labor methods. The staff required high professionalism and at the same time the ability to quickly adapt to constant changes and fluctuations in the internal structure of the organization and in the external environment. However, the training of new personnel is not carried out in a short period, and the one-time release of workers with long work experience can develop into a major social problem. Therefore, each organization faces the task of training its staff along with the selection of new employees and their professional adaptation. Postgraduate professional education is carried out through postgraduate studies, doctoral studies organized at institutions of higher professional education and scientific institutions that have received the right to do so. The constant improvement of the educational standard, the complexity and responsibility of the work of personnel, changing working conditions and technologies require continuous additional education. It is carried out on the basis of a license for additional educational programs by institutions of advanced training, courses, vocational guidance centers.
Personnel development is a set of organizational and economic activities in the field of training, advanced training and professional skills of personnel, and stimulation of creativity. The possibility of development should be presented to everyone, because as a result, not only the person himself improves, but also the competitiveness of the organization where he works increases.
The need for professional development is due to the need to adapt to changes in the external environment, new models of equipment and technology, strategy and structure of the organization.
Training is a method of personnel training aimed at improving the efficiency of the organization. It allows:
Increase the efficiency and quality of work;
Reduce the need for control;
Solve the shortage problem faster;
Reduce turnover and the costs associated with it.
Specific objectives of staff training:
Raising the general level of qualification;
Obtaining new knowledge and skills, if the nature of work changes or becomes more complicated, new areas of activity are opened;
Preparation for a new position;
Acceleration of the adaptation process;
Improving the moral and psychological climate.
first step in the organization of training is the analysis of work (a list of special knowledge and skills required for its implementation).
Second step. Comparison of the job specification with the level of training of the employee, which allows you to identify the problems he has
(lack of skills, experience, ignorance of methods, etc.) and formulate learning objectives.
Third step- determination of how the learning process can solve these problems, where and in what form it should be carried out - in the workplace on the job, in the organization; with a break from production (all kinds of centers, schools, other organizations).
The current labor legislation provides for the following forms of training for employees of enterprises: vocational training, retraining, advanced training, training in second professions.
Training of new employees – initial vocational and economic training of persons hired by the enterprise and who previously had no profession, their acquisition of the knowledge, skills and abilities necessary for occupying a position.
Retraining (retraining) is organized for the development of new professions by the released workers who cannot be used in their existing specialties, as well as by persons expressing a desire to change their profession, taking into account the needs of production.
Training - training after receiving basic education, aimed at consistently maintaining and improving professional and economic knowledge, skills, and increasing mastery in the existing profession.
briefing It is an explanation and demonstration of working methods directly at the workplace and can be carried out both by an employee who has been performing these functions for a long time, and by a specially trained instructor.
Work - is the use of mental and physical abilities of people, their skills and experience in the form of goods and services necessary for the production of economic and social benefits. Stimulation of labor is the central link in the management system. One of its most important areas is the regulation of wages. Wage is the payment for labor, or the price of labor. It should reflect its volume, quality, physical and moral-psychological, intellectual costs, the complexity of the process, the degree of risk, etc. Wages in any socio-political and socio-economic system are regulated by the state. Forms of remuneration - piecework and time. To optimize personnel management, if conditions permit, incentive types of remuneration are selected. Material incentives for personnel must meet certain requirements. These include:
Simplicity and clarity of the incentive system for each employee;
Efficiency to encourage positive results;
Formation among employees of a sense of a fair system of incentives;
Increasing interest in the overall results of the activities of the unit, organization;
Striving to improve individual performance.
Issues for discussion
1 Certification of personnel.
2 Stages of the certification process.
3 Explain what is meant by staff development.
4List the main areas of professional training and advanced training of personnel.
Head in the personnel management system
Management style social production - a set of methods and techniques that make it possible to exert a targeted impact on the labor activity of people.
To determine the style, the following parameters of interaction between the leader and subordinates are usually used: decision-making techniques, the method of bringing decisions to the executors, distribution of responsibility, attitude to the initiative, recruitment, own knowledge, communication style, nature of relations with subordinates, attitude to discipline, moral influence on subordinates.
The style a leader uses is determined by two factors: tricks with which he encourages employees to perform their duties, and methods , which controls the results of the activities of their subordinates.
Authoritarian style leadership is based on the absolute will of the leader within the institution, the idea of his infallibility and the consideration of the team as the executor of orders. The authoritarian style leader makes decisions alone, commands, orders them to be carried out, assumes primary responsibility, suppresses initiative, selects workers who cannot become his rivals, keeps a distance from subordinates, resorts to punishments as a powerful method of stimulating work.
Democratic style (from Greek demos - people and kratos - power) is based on the active participation of the entire team in solving managerial problems, respecting the rights and freedoms of participants in the labor process, developing their creative potential and initiative, with the leader playing the leading role in making decisions and ensuring their implementation. A leader of a democratic style in his activity always relies on public organizations and middle managers, encourages initiative from below, emphasizes his respect for subordinates and gives instructions not in the form of instructions, but in the form of suggestions, advice or even requests. Listens to the opinion of subordinates and takes it into account. Control over the activities of his employees is carried out by him not alone, but with the involvement of other members of the team. The head of the democratic style manages people without brute pressure, encourages the creative activity of subordinates, and contributes to the creation of an atmosphere of mutual respect and cooperation in the team.
liberal style (from lat. Liberalis - free) is based on providing the team with maximum freedom of activity, regulated only by the ultimate goal, without active interference in the methods of achieving it. A leader adhering to this style makes decisions at the direction of superior employees or based on the decision of the team. He relieves himself of responsibility for the progress of work and transfers the initiative into the hands of subordinates. In relations with subordinates, the liberal leader is polite and friendly, treats them with respect, tries to help in resolving their requests. But the inability of such a leader to direct the actions of employees can lead to the fact that freedom will be mistaken for permissiveness.
In real life, no leadership style is found in its purest form. In the behavior of almost every leader, there are features inherent in different styles with the dominant role of any one of them. The success of choosing a management style is determined to a decisive extent by the extent to which the manager takes into account the abilities of subordinates and their readiness to implement his decisions, the traditions of the team, as well as his own capabilities, due to the level of education, work experience and psychological qualities. The style of work chosen by the leader depends not only on himself, but also to a large extent on the preparation and behavior of his subordinates.
In a team managed by democratic style, organization and performance indicators are stable regardless of whether the head is in the position or on a business trip, vacation, etc. authoritarian In the same style of work, the absence of a leader leads to a significant deterioration in activity, which is activated again with his return. In the presence of a liberal leader, workers tend to be less active than when he is outside the team. It should also be noted that leadership style is not set once and for all, it can and should change depending on conditions. It is necessary to take into account the composition of the team, the level of knowledge and skills of its members, the time frame of work, the urgency of the tasks, the degree of responsibility depending on the needs that are dictated by the prevailing conditions. An important condition that determines the effectiveness of management is the authority of the personality of the leader . If it is high, then both democratic and authoritarian methods of government are acceptable. But great authority can bring not only benefits, but also harm. On the one hand, the leader makes it easy to achieve the fulfillment of his instructions and subjugate people, and on the other hand, it helps to suppress the independence and initiative, creative thinking of subordinates. A modern leader needs to be aware of the requirements of the time and be flexible, and in case of changing external conditions and the emergence of new needs, change outdated styles and methods of leadership.
Special tact has to be shown when it is necessary to show the shortcomings of the work of people who are older in age, occupying positions in their time and having a high status.
Any leader has hours of reception of employees on personal issues, in the solution of which he takes an active part. An employee must be sure that the organization will support him in a difficult situation, and this will not be done in the form of handouts, but as recognition of merit and respect for his personality.
Issues for discussion
1 The nature and content of managerial work.
2 Psychological problems of leadership.
3 Restrictions that prevent the effective work of the team.
4 Biographical characteristics of the leader.
5 Abilities.
6 Personality traits.
7 Factors of successful activity of the head.
8 Describe leadership styles.
Motivation of labor activity
Attitude towards work - the degree of use of human capabilities, how a person uses his capabilities for highly effective activities.
In this way, motivation is a set of internal and external driving forces that motivate a person to activity.
Need - the primary source - the need for what is necessary for a normal existence: food, housing, procreation.
Needs: spiritual, intellectual, cultural and social.
Interest - a conscious need for goods, objects, activities. Interest induces a person to certain social actions.
motive - conscious attitude to their activities.
Value Orientations - this is a more rigorous concept that characterizes a stable attitude towards ideals (the highest goal).
Incentives - the provision of external influence on a person in order to induce him to certain labor actions (certain labor behavior).
Incentives are influenced by a large group of objective and subjective factors that shape a person's attitude to work.
Objective factors - socio-political situation, economic compliance of regions, working conditions at the enterprise, level of organization and culture at the enterprise, demographic structure of the team, moral and psychological climate.
Currently, either a recruitment agency or a personnel management service is engaged in personnel assessment. And for each of them motivational criteria are different.
Subjective factors - personal characteristics of the employee himself (gender, age, education, upbringing, profession, length of service, personal experience, professional culture, job orientations).
Through objective factors, the level of task management by positions, the discipline of labor activity, the degree of initiative, creative search, and ways to improve performance are determined.
Through subjective factors, the degree of satisfaction with the work of an employee, individual work capacity, and the mood of an employee are determined.
There are always different social groups in the team.
social group - employees with common features that unite them (profession, level of education, work experience). Social groups form the social structure of the team, which is the most important component that affects the effective work of the department (organization).
Personnel management should influence the motivation of people so that the employee has a desire to work, a desire to prove himself from the best side. Worker models are extremely important. In his work, the manager must create integrity, he must be aware of what result of the work will be the final one. At the same time, his subordinates must see the importance of work (have material incentives), be able to participate in decision-making and, of course, there must be a connection between the manager and the employee. Evaluation of the effectiveness of the employee's work depends only on the manager. Therefore, it must be objective and fair. Designed on the basis of these principles, the work ensures the internal satisfaction of each participant. It was on the basis of these data that a model of job characteristics in terms of motivation was developed.
Issues for discussion
1 What is motivation?
2 What is included in the structure of the motive?
3 Tell us about the mechanism of labor motivation.
4 In what groups can needs be combined according to the theory of A. Maslow?
5What are the main functions of staff incentives?
6 How do the theories of A. Maslow and F. Herzberg compare?
7 What is the most important point of V. Vroom's theory?
To successfully carry out activities in a managerial position, a person needs to have a whole list of qualities - confidence, responsibility, perseverance, the ability to make quick choices, calculate a profitable outcome for the company, skillfully handle business documentation, reasonably delegate duties. All these personal qualities can be given to a leader by nature. If desired, the strengths of character can be independently brought up by him in himself, honed and improved by his own purposeful actions. What is the set of these qualities? This and more is discussed below.
Formation of a set of qualities of a leader to ensure the effective activity of subordinates
Although the totality of personal qualities of a leader is directly dependent on the characteristics of managerial activity, psychologists and theorists in the field of management identify sets of qualities that should be inherent in a person in any leadership position.
Thus, the results of psychological tests show that the combination of an official boss and an unofficial leader in one person increases the efficiency of employees by 20-30%. The essence of the phenomenon lies in doubling the strength of the leader's influence on the group, using not only the power granted officially, but also the personal qualities of the leader, the possibilities of persuasion and suggestion to inspire employees. The same psychological tests confirmed that the official authority of the leader justifies only 60% of the capabilities of the working group, while the psychological or unofficial authority allows you to achieve 85-90% of the return of employees.
To build an effective system for managing the activities of employees, the manager should know the personal orientation. The orientation of the leader is based on the attitudes that in the process of personal communication receive the greatest advantage. It is equality, potential and creativity. The predominance of one or two of the above attitudes in the communication process can become the basis for effective group management and will help maintain cohesion in the team.
Neglect of each of the three settings is an indicator of an ineffective management style.
Requirements for leaders
A lot of research of the last decade has been devoted to attempts to determine the perfect set of personal qualities of a leader. They included the construct of the ideal personality of a leader, the formation of leadership and subjective qualities, a list of necessary skills, and so on. Many studies really confirmed that the effective work of the company depended on the intellect of the leader, his reliability, responsibility, activity, social position and other things. However, these qualities did not exclude the manifestation of negative traits, especially in stressful situations. In addition, there is evidence that leaders with the above list of positive characteristics did not succeed. The factor of quantitative distribution of efforts on each personal characteristic also plays a role, as well as on the depth of their manifestation in communication with subordinates.
A person is not able to become a good leader only if he has certain character traits. The style of managerial activity of a person, his behavior with employees is essential.
Researchers agree that a leader cannot do without the following qualities:
- Enthusiasm, energy, reasonable inclination to risk and fight, strong motivation to win;
- permanence;
- Ability to properly organize a team, personal approach to subordinates, rational delegation of duties, coordination of actions;
- High intelligence, competence, the ability to correctly assess one's own capabilities, developed imagination, intuition, insight;
- Ability to communicate, long-term communication;
Determination of the primary personal qualities of a leader and their development
A survey of CEOs of leading Russian companies showed what character traits, from their point of view, people who want to become leaders must have:
The interviewed employees also identified other traits that their leader should possess:
- The presence of strategic thinking.
- Self confidence.
- The ability to bring the group together.
- Ability to prioritize.
- Sociability.
Clearly, there is agreement on three points out of five. However, sociability dropped from first to fifth place, and self-confidence from fourth to second. Employees give the leading place to strategic thinking - the talent to solve problems and achieve goals with the least expenditure of resources. It is this personal quality of the leader, according to subordinates, that can lead the enterprise to prosperity.
Skills of a Professional Leader
Summing up the above, we can distinguish the following skills inherent in a competent manager:
- Psychological balance. The ability not to lose self-control in difficult situations that require tough and quick reactions. Subordinates must see that the leader, regardless of the situation that has arisen, has not lost his composure.
- Striving for victory. An experienced leader must motivate employees, demonstrate inexhaustible enthusiasm. Career advancement is impossible without the desire to climb up and occupy new high positions.
- Practical intelligence- the talent to think logically, to calculate your steps in the future, to see the consequences of your actions.
- Social intelligence. It has much in common with empathy - the ability to put yourself in the place of another and fully share his feelings. An intelligent manager uses this tool most effectively during the distribution of duties - he knows what specific work should be given to this or that person, and he will be sure that it will be done well.
- Adequate self-esteem of a leader lies in the ability to analyze the entire amount of information about oneself, perceive it critically and correctly, and then correct one's behavior. Also, adequate self-esteem allows you to correctly assess your capabilities and not take on overwork.
Improving character strengths
The most effective honing of leadership skills is constant practice, with overcoming difficulties, ups and downs. This is the only way to improve your strengths, to grow a person who is confident in himself and in his actions.
You can also do the following exercises to develop leadership qualities and skills:
- Set ambitious goals for yourself. For the development of leadership skills, it is more useful to complete 80% of the most difficult task than to complete 150% of a simple task that does not promise any prospects.
- Find a common language with the team. After talking with subordinates, conveying to them the company's goal and the role of the working group in achieving it, the financial result of the economic entity's activities often increases.
- Joint professional development will benefit both the leader and his subordinates.
- A simple conversation with a client can also be a good leadership exercise. By asking an ordinary person about his goals in life, you can get ideas for developing your own business.
Personal qualities of a leader for characterization
A characteristic for a manager is a document containing a list of positive personal qualities of a person, as well as a list of his professional merits.
The characteristic may be needed by state authorities, as well as third-party organizations when deciding on transfers to other branches and to higher positions.
The document is drawn up in free form. The characteristic includes the personal data of the manager, the specifics of his work activity and a list of professional successes. The document also briefly describes the character traits and behavior of the leader.
Examples of personal qualities of a leader to characterize:
Personal qualities of a leader in a resume
For a person who wants to get a job as a manager, creating a competent, adequate, concise, but as informative resume as possible should be a paramount task.
It is necessary, at the same time, not to exaggerate one's skills, but also not to be modest, to impress the employer and, then, to prove oneself from the good side in managerial activities.
The resume should be subject to regular adjustments as qualifications improve. Don't forget to update information.
The summary should contain detailed and informative points relating to professional knowledge and skills, strengths, skills and positive qualities.
Personal qualities that should be present in a manager's resume are as follows:
- Professional skills. You should list everything that matters for the position you hold. At the top of the list should be skills that are directly relevant to successful employment. Other positive, but not primary character traits for work, place at the end of the list.
- Ability to deal with negative emotions and stressful situations.
- Perseverance and diligence - they help to cope with the tasks set, create a reputation as a pedantic and scrupulous leader.
- Ability to get along with subordinates.
- The desire to improve their own professional skills.
- Talent for leadership.
Thus, the leader must have a fairly impressive list of personal qualities that allow him to effectively manage his subordinates and cope with other professional tasks assigned to him.
For resume. As a rule, employers pay special attention to this point. After all, no one needs a hysterical or mentally unbalanced person. So now we'll see how to write a resume correctly. What to write? Personal qualities - which are valued the most? All this will be discussed.
Fast learner
So, we will start with the most interesting point, which future workers usually forget about. This is fast learning. This characteristic is important, especially if your profession covers several areas of science. Capturing everything on the fly is a wonderful personal trait on a resume. Example: You are going to work in a fast food restaurant. There are several so-called zones - cash desk, kitchen and cleaning. This position is claimed by a person who is very quickly able to retrain from a cleaner to a cook. You didn't mention this feature. With the highest degree of probability, your rival will fill the vacancy.
A quick learner lets the employer know that you can make a good all-rounder. These are the ones that are valued right now. If the bosses are honest, then for this merit you will still receive pleasant bonuses - promotion, bonuses, and so on. Otherwise, an unscrupulous boss can sit on your neck. Now let's see what other personal qualities for a resume can help you in getting a job.
A responsibility
Another very important point that must be indicated without fail is responsibility. Any adult should be aware of what one or another of his actions can lead to. And you will have to answer for the consequences. And independently.
If, due to the negligence of an employee, someone was harmed, then, naturally, the employer does not particularly want to be responsible for this himself. Therefore, the personal qualities indicated in the resume should reflect your independence and seriousness. This is both a guarantee that you should have a minimum of "jambs", and a sign that you are ready to be responsible for your actions. So include these personal qualities in your resume. Example: due to a recent conflict, all employees of the company are afraid of layoffs. Who will fall under the distribution first - the one who responsibly treats his tasks, or the person "negligent"? Probably the second one. So, if you do not want to fall into the ranks of workers who are not particularly valued, then you will have to treat your profession with responsibility.
Stress tolerance
And we continue to write a resume for a job with you. Personal qualities, of course, cannot be the same for all professions. Nevertheless, we are considering those items that are absolutely necessary for every employee. Next on our list is resilience.
The thing is that now at work, many people suffer from nervous breakdowns. The reasons may be completely different, but the result is the same - such people cannot fully cope with their work. Instead of, for example, compiling an annual report, the employee sits at home and is treated with a sedative. In addition, hot-tempered people usually move to work in a new place very quickly. They don't stay in the same company for long.
With a person with high stress resistance, as a rule, it is easier to establish contact. Such a worker will not be afraid of difficulties and crises. It is these "stone walls" that are very necessary for every employer. They are the guarantees that the company will develop and function, despite the difficulties.
Personal qualities for a resume, complemented by stress resistance - this is another plus in your direction. Let's look at a vivid example where a person will have a hard time. For example, by mail. Operators have to sit in a stuffy office all day and interact with different people. Some individuals are able to piss off the most calm person. Thus, a stress-resistant worker will be able to "grit his teeth" and honestly work out his hours. And then he will not go to write a letter of resignation. Just blow off steam at home and then get back to work. As you can see, this point is very important.
Willingness to work in a team
Personal qualities for a resume should be diluted with such "things" as communication skills. In particular, the willingness to work in a team. This is a very important characteristic, especially if you have chosen to work as a manager or call center operator. The thing is that quite often such companies hold various promotions. Then all employees should quickly cooperate and start attracting new customers together.
A lone person will not be able to cope with this task. Independence is, of course, good, but you should also help and accept help. Sometimes you have to go to corporate parties (sometimes competitions). This is where teamwork skills come in handy.
In addition, such personal qualities indicate that you are a rather sociable person. This means that you can find an approach to almost every client. And this is a very important element, especially in the field of sales. Do you want to have an advantage over others? Then do not forget about sociability and willingness to work in a team.
non-conflict
If you are puzzled by indicating personal qualities for a resume when applying for a job, then do not forget about such a fad as non-conflict. This is another plus for you.
The thing is that different situations can develop during work. This is the relationship with superiors, and with other employees, and with customers. Agree, because some individuals will not make friends with you, maybe there will be "skirmishes" with one of them. And this does not reflect well on the work of the company. We'll have to learn to find a common language with everyone. It is then that our non-conflict comes to the rescue.
In general, this quality is valued not only when applying for a job. It will help you through life. Everyone can have conflicts, for example, with the boss. And such that you want to send him very far away and leave. For example, with repeated delays in wages. If you freak out, then you can fly out of work forever. Thus, non-conflict will help you avoid disastrous consequences.
The desire to earn
And here is another rather interesting item that can be indicated in personal qualities for a resume. It is the desire to make money. At first glance, it may seem that this quality does not mean anything. Maybe it is for you. But for your future boss - no.
The thing is that if the employer sees that the employee wants to receive more money, then he can provide him with such an opportunity. Especially if a person quickly and efficiently copes with his tasks. Different part-time jobs, additional tasks - all this will allow you to win over your bosses, and also bring income.
True, unscrupulous bosses can sometimes sit on the neck of such employees. Literally fill them with work (for 2-3 people), and pay the same salary. In this case, it is better to look for another place. Remember that there is no universal example of personal qualities. However, the character traits discussed today will definitely help you.
