BUS603: Managing People

Promotion is an important outcome for those with a TNT profile, because higher positions are more likely to be accompanied with a higher income and more status, power, and autonomy (outcome activation), which are associated with fewer constraints on trait expression. Especially those low on honesty-humility are more likely to use impression management techniques (e.g., ingratiating superiors) in politicized organizations, which may ultimately help them to advance. The higher the position, the more harm a TNT leader can do to the organization, and thus the more important it is to have adequate promotion selection mechanisms in place.

For promotion the same applies as for selection, but generally more information about the person from within the organization is available during a promotion trajectory, and thus in theory it should be easier for an organization to determine whether the TNT are present or not. However, during this phase, the organization can mistakenly interpret TNT behaviors in terms of leadership attributes, i.e., leader dishonesty in terms of "cunningness," leader disagreeableness in terms of "toughness," and leader carelessness in terms of "willingness to delegate". Furthermore, the organization can mistakenly only rely on supervisory instead of 360° reports. Whereas TNT leaders are less likely to let their supervisors become aware of dishonest, disagreeable, and possibly even careless behaviors, subordinates are more likely to be confronted with such behaviors. Ambition, which is related to career success and a higher income, is often regarded as a positive attribute, but it may also be indicative of greed, a facet of low honesty-humility. Arguably, organizations should select on humility instead. Leader humility has been found to improve interpersonal team processes, which, in turn, has been found to result in greater team performance.