Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Personality analysis test
Personality in organizational behavior easily
Personality traits in leadership influences
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Personality analysis test
Individual Personality The first personality test was the basic personality test. The assessment from the basic personality type indicated that my personality classification is an ESTJ (Llorens, 2010). The results found that I am more extroverted than introverted; I tend to be more sensing than intuitive, more of a thinker versus a feeling individual, and I am judging versus perceiving. The interpretation indicated that I am realistic, logical, analytical, decisive, organized, and I like to run things. The results were interesting, the analysis and interpretation was extremely accurate to my tendencies and my current role in my organization. The result provided me with insight to my tendencies and approaches to situations that I face each day as a leader in a multi-faceted organization (Llorens, 2010). Additionally the results indicated that my personality type matches my career aspirations as an Executive Program Manager in a corporate setting. Understanding and accepting my tendencies as an ESTJ personality type helps me be more introspective and insightful of my approaches and how I treat people and convey expectations will make me a more aware of weaknesses and strengths and use the knowledge to improve how I engage with others. The second assessment was to determine if I have type-A or type-B tendencies. While I was certain I did not possess a hardcore type-A personality, I was enlightened that my scores indicated that I fell in the type-B+ personality scale and have some personal tendencies as a type-A personality type because of my drive to achieve more and sometime become impatient when progress and change stagnates (Rastogi & Dave, 2004). Upon reflection, when I entered management in 1996, I am positive that my... ... middle of paper ... ...r, R. (2011). Zoom in, zoom out. Harvard Business Review, 89(3), 112-116. Retrieved from EBSCOhost. Llorens, J. (2010). Taking inventory of Myers-Briggs. T+D, 64(4), 18-19. Retrieved from EBSCOhost. McFerran, B., Aquino, K., & Duffy, M. (2010). How personality and moral identity relate to individuals' ethical ideology. Business Ethics Quarterly, 20(1), 35-56. Retrieved from EBSCOhost. Pychyl, T. (2011). Procrastination: Oops, where did the day go? Psychology Today, 44(5), 58. Retrieved from EBSCOhost. Rastogi, R., & Dave, V. (2004). Managerial effectiveness: A function of personality type and organisational components. Singapore Management Review, 26(2), 79-87. Retrieved from EBSCOhost. Rich, B., Lepine, J., & Crawford, E. (2010). Job engagement: Antecedents and effects on job performance. Academy Of Management Journal, 53(3), 617-635. Retrieved from EBSCOhost.
Through the completion of the Myer-Briggs Personality and Jung Typology Test my personality traits were defined. With the defined personality that was developed, I am able to clearly depict my strengths and weaknesses. By detailing each individual aspect of my personality, I was able to further develop an understanding of my personality and how it is influenced and its influences on others. In order to be an effective employee, co-worker, and manager, I need to be able to asses my personality and how it influences my work environment. Furthermore, in order to continue to succeed, I must be able to adapt my personality to the work environment and understand that my personality many not always relate to others. Through deciphering each aspect
For this project; I will be discussing the findings of my personality type. According to “Jung’s Personality Test”, I am an ENTJ. Various sources point to this type as;” The Executive.” The research I have done has brought tremendous insight into; who I am as a person, the functions of my thinking process and how to utilize my strengths to be more of an efficient/successful person. I also learned about the various careers the best suit my personality type which; helps me when It comes to job seeking after graduation. It is very important to know yourself and see how you can maximize on your God given potential. For that reason, I am very glad I took the personality test and studied this subject manner. I would advise everybody to do the same,
Their research interest is in hospitals and the health care industry. Both transformational and transactional leadership styles were used as variables in the study. Other variables used were effectiveness, effort, motivation, and charism (all personality traits). There were two hypotheses for this study. (1) there is no connection between leadership personality traits and job performance in a health care company (Khan, 2016). (2) There is very little correlation between leadership personality traits and job performance in a health care company (Khan, 2016). 30 test subjects were given questionnaires at random, from three different health care hospitals. From the surveys, the data was modeled using linear regression techniques. It was found that both hypotheses were wrong. Depending on the type of leadership style, there was a strong connection to organizational
Tulgan, B., Meister, J., & Matos, K. (2013). 2012 Employee Job Satisfaction and Engagement (ISBN 978-1-586-44329-0). Retrieved from Society for Human Resource Management (SHRM) website: http://www.shrm.org/LegalIssues/StateandLocalResources/StateandLocalStatutesandRegulations/Documents/12-0537%202012_JobSatisfaction_FNL_online.pdf
There are personality types that a person can bring to an organization. Looking at these types of personalities can be detrimental to the type of behavior that a person brings to the organization as a leader or even as a person that is taking orders. Some people might look at rewards and promotions as a motivation to do better which is a big part of their personality type. There are a lot of key factors that can play a role in how behavior works in an organization. It is important to understand the personalities of employees because it helps determine the working relationships between everybody because there could be some similarities and non-similarities amongst people. So by taking the Pearson Prentice Hall Self-Assessment test itself determine
After taking the Jung Typology test I have summarized each of the individual personality types that corresponded to the ISTJ personality type that I was given. The validity of them along with any disagreements of them I have are included. In this paper I have a discussion of how these personality types are used to my advantage at work and how I have learned to work with my weaknesses. I believe that this type of personality test, along with learning how to use the information, is something every transformative leader must have in order to be successful.
As a participant of the Masters of School Administration program at UNC Pembroke, my peers and I were given the opportunity to understand more about our personality and the personalities of others through the Myers-Briggs Type Indicator. Upon reviewing the results of my MBTI, the combination of preferences I chose were: Introverted, Intuitive, Thinking, and Judging (INTJ). It is important to note that INTJ personality types make up a narrow 2.1% of the general population. Knowing my personality type will help me to better understand and develop my leadership skills which will allow me to access the tools needed to be a strong leader and relate to a faculty with various personality types.
Over the last decade, various scholars have defined employee engagement as a two-way relationship between the employer and the employee based on an intellectual commitment of the employee to the organisation (Baumruk et al, 2006; Shaw, 2005). As employees perform their role they expresses themselves physically, cognitive and emotionally (Kahn, 1990), they are psychologically present (Saks, 2005) and have a positive, fulfilling, work-related state of mind that is characterised by vigour (energy and involvement), dedication (enthusiasm, pride to work for the organisation, inspiration, and challenges), and absorption (concentration) (Schaufeli et al, 2002; Baker et al, 2008).
Saks, A. (2006). Antecedents and consequences of employee engagement [electronic version]. Journal of Managerial Psychology, 21(1), 600-619.
Job performance manages the information, skills, mentality, and information that are obliged to help one to perform the undertakings task in the set of expectations of the organization. Job Performance can be distinguished into two different classifications, which includes task and contextual behavior (counterproductive behavior and citizenship behavior)(Rotundo & Sackett, 2002). Rotundo and Sackett (2002) expressed that one of the task performance behavior have the capability of changing over the company recourses into a merchandise. Overall, organizations are constantly utilizing employment execution, which portray of guaranteeing the greatest potential of job performance on each worker. Yet, personality had as of late settled a lot of consideration by numerous organizations. This is because the relationship between personality and job performance are distinctive base on their surrounding workforce. Beside, job performance may be able to lead the organization to success or failure. As a few of researchers had been directed, a proper of meaning of personality is a synthesis of trademark example that made up of thoughts, feelings, and behavior that make an individual one of a kind from others (Buchanan & Huczynski, 2010).
Although it is possible to adopt a fairly atheoritical, empirical approach to assessing personality, even psychologists make assumptions or have some preconceptions with regard to the expected outcome and nature of their research. Unfortunately, theories are often based on a minimum of actual observations of the objects of their efforts. At the very least, it should be recognised that some frame of reference, some conceptual guidelines can be helpful in assessing and explaining personality. It is obviously very important to have some explanation as to why people do the things they do and expectations of what they may do under certain circumstances. This becomes imperative when managing a business.
It is remarkable that by answering a few basic questions, a person can learn key characteristics of his or her personality. After taking the personality test, I learned my general personality type is “The Consul” (ESFJ-A). Individual traits of my personality type are more extroverted than introverted, more observant than intuitive, more feeling than thinking, more judging than prospecting, and more assertive than turbulent. My role is Sentinel and my strategy is People Mastery (“Consul Personality,” 2017). The results of the personality test offered insight into my overall personality type and its social and workplace implications.
Differing management practices, leadership styles and organizational behaviour outcomes play a critical role on how an individual person functions within an organization. Vice versa individual personality traits may influence and impact a company’s performance at the individual, group and organisational level. As such it is important to examine specific personality traits to suit specific job roles such as managerial or leadership roles which if not assessed robustly could lead to a company failing. By mapping my personality profile using Big Five personality factors (or dimensions), I critically assess my strengths and weaknesses in relation to my job within an educational institution and propose areas to focus on to improve my management
One of the most prominent trends in organization today is the use of team to accomplish the work, which have assigned to an individual. Every team is made up of specific individuals and they are specialized in certain area of interest. If one of the specifications is missing It can be reflected on their performance. It indicates that, every individual is important for the organization. An individual’s performance within an organization and its relationship with its subordinates and coworkers is highly influenced by the Big Five personality traits. My Big five test results depicted that I am traditional/conventional individual with significantly high percentile of conscientiousness and agreeableness. I also have lower neuroticism and slightly
...e result, it has showed that I was highly goal-oriented with control desire, confidence with self-ability, competence and competitive with others. Test results have also illustrated I am typical Type A personality, which were impatient, anger and frustration with others, over responsible and highly control desire, it were not helpful for my future career development because excess control manner will lead employee resist authority and lack of communication, also high unrealistic expect will not only hurt relationship between me and employees, but also harm my physical healthy.