Grit: the good, the bad and the ugly

Abstract

PurposeThe concept of grit has been receiving increased attention in recent years. Grit is a trait that enables individuals to persevere while facing challenges and obstacles in life, sometimes “winning at any cost”. The purpose of the study is to understand how ethical views may vary among different groups of people segmented on grittiness. Our key argument is that grittier segment is more inclined towards Machiavellian factors (amorality, desire for control, desire for status, distrust of others) and materialism.Design/methodology/approachData derived from self-administered questionnaires completed by convenience samples of Indonesians living in Daerah Istimewa Yogyakarta (DIY), a region commonly considered as the miniature of Indonesia. Turning to market segmentation tools (n = 467), we first segment people based on their level of grittiness and, subsequently, investigate each segment's perception towards various Machiavellian factors (amorality, desire for control, distrust of others) and materialistic attitudes.FindingsThe study identified three segments of grittiness: The Least Gritty (the Good), The More Gritty (the Bad) and The Most Gritty (the Ugly). The results of this study showed the dark side of grit. Individuals with higher grit traits are more likely to behave unethically which could be referred to as “bad” and “ugly”. To help them succeed, cheating and lying are more likely considered acceptable by gritty individuals compared to less gritty “good” individuals.Practical implicationsMerely focussing on grit–be it grit promotion or training–may produce individuals who achieve success at all costs and disregard ethical values. An implication from the study is not to discourage developing grit in individuals but instead to add and emphasise ethical components. This implication is especially critical for educators and managers developing grit as a part of their activities.Originality/valueThe results of this study will have important theoretical implications and managerial implications educators balancing the consequences of teaching grit, but also for managers interested in understanding employees' level of grit within their workplaces along with ethical considerations.

We Need to Talk about Grit

“…Grit is also associated with certain negative personality traits, such as Machiavellianism, perfectionism, narcissism, and a disregard for ethical values. 10,11 We could think of grit more simply as having a high threshold for changing strategy (e.g., when Winston Churchill said, “Never give in, never give in, never, never, never, never—in nothing, great or small, large or petty—never give in except to convictions of honor and good sense”). 12 People who score 1 SD above average on grit were found to be 35 percent less likely to change jobs; however, if a company is foundering or badly managed, jumping ship might be smart.…”

The willing successor: an exploration of grit and situational cues in family firms

“…Finally, although this paper posits that activation of grit is a positive influence on the family firm, some researchers have explored the potential negative effects of "too much" grit. A recent study by Arli et al (2021) found that those with high levels of grit may be more likely to engage in Machiavellian behaviors, such as amorality, desire for control and distrust of others. Likewise, Khan et al (2021) found a curvilinear relationship with grit and work goal progress.…”

Segmentasi Konsumen Pupuk Non-Subsidi Di Provinsi Nusa Tenggara Timur

“…Sementara Kotler & Keller (2016:24-54) Segmentasi pasar adalah salah satu konsep yang banyak digunakan dalam pemasaran, digunakan di bidang seperti aktivitas fisik, gaya hidup. Ide dasar segmentasi adalah untuk membagi populasi, pasar, atau audiens menjadi kelompok yang anggotanya lebih mirip satu sama lain daripada anggota segmen lain (Arli et al, 2020).…”