Running head: OB ASSIGNMENT 1

Case Study on A Diamond Personality

Gaurav Sharma, 80203190161 (Div-A)

Yogeshkumar Shankariya, 80203190158 (Div-A)

NMIMS, Bangalore

Bannerghatta Road
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Abstract

This is a case study on a Diamond Personality. The main character here is Suraj Bhai and it is

basically his story and how he excels in his life and moves ahead through his challenges and

becomes a savvy entrepreneur from a jewellery store owner. His success story and the factors

which helped him in achieving his goals is what is discussed here. The Big Five personality traits

and how Suraj scored on each trait was studied here. The participants in this case study are

Gaurav Sharma and Yogeshkumar Shankariya who made a promising effort in studying the case

thoroughly and answer the questions that followed the case. Suraj Bhai was found to have scored

very highly on extraversion, conscientiousness and openness to experience. He was also very

hardworking, self- motivated, resourceful and a confident and down to earth man.
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Case Study on A Diamond Personality

Q1. What factors do you think have contributed to Suraj Bhai’s success? Was he merely

“in the right place at the right time”, or are there characteristics about him that contribute

to his success?

Ans. There are many factors that have contributed to the success of Suraj Bhai. He was not

merely someone who was “in the right place at the right time’’. Following factors has helped

him-

 Self-belief- Suraj Bhai had a lot of self-belief and confidence in himself which helped

him to move ahead with the never give-up attitude even when he was facing many

hurdles. He had a zeal in him to learn new things. Even though he was weak in English

he didn’t give up and took up language courses. He also worked at local shopping centres

to support himself. In 1997 he gave up working for someone else and decided to open his

own jewelry store. Though his business wasn’t booming initially, and he couldn’t find

customers, he didn’t get disheartened and started exploring new ways to improve his

business and later found a dealer and sold diamonds. He never lost sight of his goal.

 Intention to learn- Suraj Bhai was very keen in gaining knowledge. He not only took up

language courses to improve his English but also worked hard and received his Diamonds

and Diamonds Grading certification. He even explored other business ventures to keep

himself updated. He learnt about the diamond pricing and quality in detail. He went on to

become a savvy entrepreneur and started his own company called Abhisaz.com.

 Hardworking- He was very hardworking right from his childhood and always looked for

opportunity to improve himself. No matter how tough it gets he kept going. He had

clarity about his goals, and he had the guts to take calculated risks.
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 Motivation and resourceful- Suraj Bhai had a lot of self-motivation. He was an extremely

motivated individual with a lot of resources. He had a wonderful personality and payed

closed attention to details. He filled himself with a lot of positivity and had an ability to

stick to things. He was extremely ambitious and the kind of feedback he received from

his customers motivated him more.

Q2. How do you believe Suraj Bhai would score on the Big Five dimensions of personality

(extraversion, agreeableness, conscientiousness, emotional stability, openness to

experience)? Which ones would he score high on? Which ones might he score low on?

Ans. The Big Five personality traits was the model to comprehend the relationship between

personality and academic behaviour. The Big Five personality traits are extraversion,

agreeableness, conscientiousness, emotional stability and openness to experience. Suraj Bhai

scored quite well on each and every dimension of the Big Five traits of personality.

 Extraversion- An extrovert person is a person who is open and friendly with everyone.

Extraversion (or extroversion) is characterized by excitability, sociability, talkativeness,

assertiveness, and high amounts of emotional expressiveness.1 People who are high in

extraversion are outgoing and tend to gain energy in social situations. Being around other

people helps them feel energized and excited. People who are low in extraversion (or

introverted) tend to be more reserved and have to expand energy in social settings. Social

events can feel draining and introverts often require a period of solitude and quiet in

order to "recharge." Suraj Bhai scored high on extraversion as he was good in going out

and reaching to people and take advise from them. He liked exploring new things and

meeting with dealers and customers.

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 Agreeableness – An agreeable person is one who would agree upon and listen to other’s

suggestion. This personality dimension includes attributes such as trust, altruism,

kindness, affection, and other prosocial behaviours.  People who are high in

agreeableness tend to be more cooperative while those low in this trait tend to be more

competitive and sometimes even manipulative. Suraj Bhai had good amount of

agreeableness in him as he always agrees to the discussions he has with his dealers and

listens to his friends.

 Conscientiousness – It is about the conscience of a person that helps him decide if

something is good or bad. Standard features of this dimension include high levels of

thoughtfulness, good impulse control, and goal-directed behaviours.

Highly conscientious people tend to be organized and mindful of details. They plan

ahead, think about how their behaviour affects others, and are mindful of deadlines.

Suraj Bhai scores high on conscientiousness also because he was always aware of his

goals and what he had to do. He was aware of his customer demands and what is good

for his business.

 Emotional Stability – It refers to the person’s balance and stability on his/her emotions.

Those high in this trait tend to be more stable and emotionally resilient. Individuals who

are low in this trait tend to experience mood swings, anxiety, irritability, and sadness.

Suraj Bhai is emotionally stable and he scores high on this trait. He doesn’t get

disturbed by his company’s failures and motivates himself to move ahead always.

 Openness to experience – Openness to experience are those people who are very open

to take up new experiences and challenges. This trait features characteristics such as

imagination and insight. People who are high in this trait tend to be more adventurous
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and creative. People low in this trait are often much more traditional and may struggle

with abstract thinking. Suraj Bhai scored high on this trait as he was someone who

welcomed challenges with open arms.

Q3. Do you believe that Suraj Bhai is high or low on core self-evaluations? On what

information did you base your decision?

Ans. The core self-evaluation is how people see themselves as capable and effective in the

control of environment.

In some cases, I believe that Suraj Bhai is high on core self-evaluation. First of all, he came from

Surat to Delhi city and he work at local shopping center. After that his friend’s girlfriend suggest

that he should work at a jewelry shop. First, he did not believe in her but later started working in

a jewelry store where he learns about diamond pricing and quality. Then he started his own

venture regarding online shop of jewelry but business didn’t run successfully hence he started to

sale online loose diamond where someone suggested him that business would not run well in

future, but he believed in himself and was determinant to pursue his goal. And because he

followed his own goal, in just first three months he sold 2,50,000 RS worth diamond and in

2004, he sold 2.06 million worth of diamond which is 140 percent increase from 2013. He gains

certificate for language which shows his hard work. He also thinks out of the box like in today’s

world where high graduate like MBAs and engineers are not capable to think outside of their

field. Suraj Bhai who doesn’t know the English language properly is still capable to think about

online business and despite some people demotivating him to do business he sticks to his own

goal which shows his self-confidence. It also reflects that he is very high on self-core self-

evaluation.
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Q4. What information about Suraj Bhai suggests that he has a proactive personality?

Ans. If you are proactive, you make things happen, instead of waiting for them to happen to

you. Active means "doing something." The prefix pro- means "before." So, if you are proactive,

you are ready before something happens. In organizational behaviour and industrial/

organizational psychology, proactivity or proactive behaviour by individuals refers

to anticipatory, change-oriented and self-initiated behaviour in situations. Proactive behaviour

involves acting in advance of a future situation, rather than just reacting. It means taking control

and making things happen rather than just adjusting to a situation or waiting for something to

happen. Proactive employees generally do not need to be asked to act, nor do they require

detailed instructions.

Suraj Bhai has a proactive personality as he was always ready for any challenges and learnings

that he had to go through. He was very much enthusiast about the work he used to do. He moved

out of his comfort zone and went to a new city to learn English and to work at a local shopping

centre. He was suggested to become a diamond jeweller and he took up a certification course on

Diamonds and Diamonds Grading and learnt about the price and quality standards of diamond.

Even then he wasn’t satisfied and looked into new business ventures all of his own. In 1997 he

got tired of working for someone else and decided to open his own jewellery store. Internet was

something new to him, but he gave no second thoughts and worked upon selling diamonds online

despite being mocked by one of his dealers. He worked harder and earned more profits and all

this was done by him alone. He later became a consultant for his customers to choose the right

diamond and became a savvy entrepreneur and started his own company called Abhisaz.com. He

was a born leader and a visionary.

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Q5. Why do bad guys (dark triad) win at work? Give few research-based evidences to

support your answer.

Ans. First, we take three types of bad guys.

1)Psychopath

2)Narcissist

3)Machiavellians

Psychopathic individuals are generally more dishonest, egocentric, reckless, and cruel than the

population average. Machiavellians is somewhat more related to superficial charm, interpersonal

manipulation, deceit, ruthlessness, and impulsivity. People who score highly on this trait are

morally feeble and likely to endorse the idea that “the end justifies the means” or agree that “it is

hard to get ahead without cutting corners here and there.” Narcissism relates to unrealistic

feelings of grandiosity, an inflated. He always thought of insecurity and sense of self-worth, and

a selfish sense of entitlement coupled with little consideration for others. As the term, and the

legend of Narcissus, suggests, narcissistic individuals are so self-indulged that they may end up

drowning in their own self-love – this makes it harder for them to focus on others. Narcissists are

often charming, and charisma is often the socially desirable side of narcissism. In a recent study

on representative German businesses, narcissism was positively linked to salary, while

Machiavellians was positively linked to leadership level and career satisfaction.

Previously, an impressive 15-year longitudinal study found that individuals with psychopathic

and narcissistic characteristics gravitated towards the top of the organizational hierarchy and had

higher levels of financial attainment. In part, because there is clearly a bright side to their dark

side. As found in a study examining the overlap between positive and negative personality

characteristics, extraversion, openness to new experience, curiosity, and self-esteem are generally
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higher among dark triad personalities. In addition, studies have shown that psychopathic and

Machiavellian tendencies facilitate both the seduction and intimidation tactics that frighten

potential competitors and captivate bosses. This explain why individuals with these personality

characteristics are often great actors, as well as succeeding in (short-term) sexual relationships.

Yet it is important to understand that all these individual gains come at the expense of the group.

Although there is clearly an adaptive element to the dark triad, which explains why bad guys

often win, their success comes at a price, and that price is paid by the organization. In

evolutionary terms, dark triad personality characteristics constitute the essence of the freeriding.

And the more polluted or contaminated the environment in a political sense the more these

parasitic personalities will thrive. Not surprisingly, a number of studies have linked the dark triad

to higher incidents of bullying. Moreover, meta-analytic studies have shown significant

associations between the dark triad and counterproductive work behaviors (theft, absenteeism,

turnover, sabotage, etc.). In an impressive analysis of all the scientific studies published between

1951 and 2011, Machiavellians, narcissism, and psychopathy were all positively linked with

counterproductive work behaviors and poor organizational citizenship, and Machiavellians and

psychopathy were also negatively linked to actual job performance (as opposed to career

success). As reviews have highlighted, “Ponzi schemes, internet fraud, embezzlement, insider

trading, corruption, and malfeasance” can all be attributed to dark triad personality traits.

But as the saying goes, everything is better in moderation (except of course moderation). For

example, studies have shown that an intermediate rather than low level of Machiavellians

predicts the highest level of organizational citizenship, perhaps because Machiavellian

individuals are politically savvy and good at networking and managing upwards. In another

study that examined military leadership, the best leaders displayed the bright-side features of
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narcissism while inhibiting its dark-side traits: they were high in egotism and self-esteem but low

in manipulativeness and impression management. Bad guys play dirty. They don’t play by the

rules, and quickly learn that it’s pretty easy to lie to others and get away with it. That’s why so

many of us are duped by con artists, unscrupulous sales people, or others with bad motives and

also bad guys understand power dynamics.

Q6. What are the characteristic traits of introverts? How can you make best use of an

introvert’s potential in your team?

Ans. Characteristic traits of introverts.

An introvert is often thought of as a quiet, reserved, and thoughtful individual. They don’t seek

out special attention or social engagements, as these events can leave introverts feeling exhausted

and drained.

They prefer time to them self.

The idea of being home alone is thrilling, not taxing. These periods of solitude are crucial to an

introvert’s health and happiness. Whether you’re simply spending time resting or engaging in an

activity, solitude is a welcome relief. Introverts often enjoy reading, gardening, crafting, writing,

gaming, watching movies, or doing any other activity that’s performed alone.

They are drained by social interactions

While extroverts would not dare miss a Friday night out with friends, introverts know when

they’ve maxed out and need to refuel their batteries. That’s not to say all introverts will flake out

of parties they can and do enjoy them as much as any extrovert but at the end of a long night,

introverts need to escape to recharge and reset.

They prefer working alone.

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If a group project feels overwhelming or loathsome, you may be an introvert. Introverts often

work best when they work alone. The isolation allows introverts to focus deeply and produce

high-quality work. This isn’t to say introverts don’t work well with others; they just prefer to

retreat and focus on the task at hand, rather than navigate the social aspect of working in a group

setting.

They have a close circle of friends and like it that way.

Don’t mistake an introvert’s small circle of friends as a sign that they can’t make friends or don’t

like to socialize. In fact, they enjoy talking with people and getting to know others. They also

prefer the solitude of a small circle of friends.

They are introspective and curious.

They may find them self-daydreaming or working things out in their mind long before they put a

plan of action in place or lift a single finger to change anything. Introverts have a very active

inner thought process. That also leads them toward self-reflection and research. Introverts are

dedicated to pursuing their interests and feeling prepared and well-read.

They are accused of zoning out a lot.

Introverts often “escape” from a situation by zoning out or letting their mind wander away from

the task at hand. For them, this may be a way to leave a situation that feels too chaotic or

uncomfortable; it’s a survival mechanism of sorts. But to others, it may seem like you’re

unfocused.

They prefer writing over talking.

They are more comfortable writing out their thoughts rather than speaking, especially when

they’re unprepared. They prefer to think through their response because their communication

style is focused and considerate. They can carry on conversations, but if decisions are necessary,
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they may want more time to consider and weigh their options, so they feel confident in the

choice.

By doing following things, we can do for introvert to get best from them.

1. Give Them Time and Space

In Quiet, Cain says that introverts’ deliberate style of thinking naturally lends itself to sharp,

creative, innovation that is particularly productive. In fact, many creative leaders are known to be

introverts and have leveraged their private space to conceive cutting-edge creation. Like Steve

Wozniak, who invented the first Apple computer from the “confines” of his cubicle.

Psychological studies have proven that we inherently mirror those we are in groups with—and

thus new ideas are often born in solitude. Allow the introverts on your team the room they need

for “deliberate practice” by giving them ample time to prepare for meetings, and by letting them

get back to you via e-mail after they’ve had time to regroup, instead of answering your question

on the spot. The right amount of time and space will help the introverts on your team reach new

creative heights.

Let Them Play to Their Strengths

While they may not be the first people who come to mind when you think of networking,

introverts tend to have a knack for establishing deeper, more genuine connections. It can be a

huge asset to the workplace, especially when it comes to building relationships and loyalty

among clients. It’s also a pro in terms of teamwork—introverts often delegate shrewdly, make

more careful decisions, and strive to patiently understand the various perspectives of their team.

In his book Quiet Leadership: Six Steps to Transforming Performance at Work, David Rock cites
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research that suggests effective leadership strategies—such as mentoring and empowering a team

—as being more consistent with innately introverted traits. Instead of writing the introverts on

your team off as unfit leaders, allow them to exercise their unique moderating styles of

leadership
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Bibliography

 HARWARD BUSINESS REVIEW JOURNAL (PSYCHOLOGY)

by Tomas Chamorro-Premuzic

 FORBES journal

Jan Bruc (contributor)

 Medically reviewed by Timothy J. Legg, PhD, CRNP on July 31, 2018 —

Written by Kimberly Holland

 Quick Base website

Diann Daniel (contributor)

 www.owl.purdue.edu

 www.slideshare.net/ZenobiaSukhia/diamond-personality