Workplace Competition: Why We Compete at Work (II)

The Characteristics of a Competitive Personality

Ambition is a personality characteristic measured with the Hogan Personality Inventory (HPI). The HPI assesses the bright side of personality, or the everyday strengths that influence how we present ourselves at our best. Ambition refers to our energy and drive. It measures the degree to which someone seems socially self-confident, leaderlike, competitive, and energetic.

Similar to competition itself, the HPI Ambition scale is intrinsically neither good nor bad. Someone with a low score on the Ambition scale might prefer to belong on a team or lead from behind—effective in many circumstances. Someone with a high score on the Ambition scale might become overfocused on their own advancement or achieving results—ineffective in many circumstances.

Many people, even psychologists, prefer to minimize the fact of ambition. In cultures that value humility or group consensus, admitting you want to get ahead of others might seem tactless, arrogant, or embarrassing. At Hogan, we recognize that getting ahead is an integral part of human nature and can even help predict workplace performance. In roles where getting ahead is a key skill, someone with a competitive personality will tend to do a better job.³

Competition and Values

Why we compete at work is also related to our values. One way to think about the relationship between our ambitions and our values is what we are competing for.

Someone who values commerce might compete to earn a higher salary or larger bonus. A person who values aesthetics might compete to produce the highest quality or most appealing product. Another person who values security might compete to create the most structured, predictable environment. Someone who values recognition might compete to receive public accolades.

Values apply to organizations as well as individuals. An organization with a competitive culture places value on getting ahead. It can compete to achieve different outcomes depending on its overarching values, such as quality, community, or efficiency. The alignment between an individual’s values and their organization’s culture indicates whether their ambitions can be met at work. Someone who values taking risks and testing limits wouldn’t make a good commercial pilot because of the culture of safety necessary in airline transportation. Instead, they might make a successful entrepreneur.

Personality Predicts Performance

Both human nature and unique personality characteristics affect our approach to workplace competition. “It’s biologically ordained,” said Dr. Hogan. “You get hungry. You get sleepy. You want power.”

Scientifically valid personality assessment provides insight into how we are likely to behave. It can reveal how likely we are to compete, what we will likely compete for, and even tactics we are likely to use.

Dr. Hogan says that people are the most dangerous and consequential forces on earth. “Isn’t it worth knowing something about them?” he asks. His rhetorical question challenges us to acknowledge and appreciate getting ahead as a key motive in human affairs and a reason why we compete at work.