Doesn't define the notion of a 'trait'. Most of the variables included in this analysis aren't traits in the psycho-social sense as an individual difference that's stable over time and situations.
And no treatment of the correlation among the variables. For instance, cognitive and education are almost certainly highly correlated.
Folks there's good science on the topic of conscientiousness and work performance. Numerous meta-analyses. I'm not a fan of personality assessments for decision making in the workplace. But I encourage you to at least familiarize yourself with a bit of the existing research base before sharing opinions and anecdotes. You sound kinda silly.
As a funded research academic who's studied cognitive ability(ies) for 25+ years, there are too many wacky and mistaken statements in these comments. Intelligence (aka g or IQ) is one of the best researched constructs in social science. We know more about it than virtually any other concept in the people space. We know what it predicts, we know alot about group differences on the variable, and -- to the extent possible in any science -- we know that the group differences are real and not a result of systemic bias in the assessments. We know there's a strong genetic component and, of course, enriching experiences like education can increase it to some extent. We know it's relatively stable from 21 to 60 and, at the group level of analysis, it decreases as folks move from middle age to old age.
So, this is one of those areas I know way too much about and many of the comments seem wrong-headed. Makes me wonder how much faith I should put in comments on topics where I don't know as much.
Notice how there are no clear criteria for evaluation in this space? No math. No models. Just loose concepts strung together with words and sprinkled with calls to authority (e.g., Andy Grove) to add credibility. No evidence. No science.
As an organizational "scientist" it's amazing to me that organizations are ubiquitous and yet we know so little about how to construct good ones. Software design is in a better state IMO but not by much.
Here's a simple question that should be answerable in any approach to org design. What's the optimal *span of control* for management at each level in the organizational hierarchy? If you can't answer this question, you can't "design" an organization.