Kaviani and Hatami (2016), analyzed primary research information for a correlation between personality traits and mindfulness. In this report, mindfulness is defined as paying attention to every action, and showing the ability to change (Kaviani and Hatami 2016). Personality traits reviewed in this study are: empathy, Theory of mind, openness, pro-social behavior, and suggestibility. A questionnaire focusing on all five of the listed personality traits and mindfulness, were given to a group of 275 participants. It was found that those with a high mindful rating, correlated with the listed traits to a higher degree than those in with low mindful ratings (see Appendices A for chart). There were two classifications of mindfulness (low and high …show more content…
The personality traits reviewed in this study were: agreeableness, responsibility, extroversion, and emotional stability factors. Results of descriptive surveys taken from 297 people in Iran. Regression modeling was used to analysis the collected data. There were 5 hypotheses for this research. (1) There is a correlation between job performance and extraversion. (2) There is a correlation between job performance and personality. (3) There is a correlation between job performance and emotional stability. (4) There is a correlation between job performance and agreeableness. (5) There is a correlation between job performance and responsibility. It was found that all hypotheses were correct. Job performance is highly correlated with each listed personality trait (view Appendices C for research …show more content…
The three styles were: (1) autocratic, (2) democratic, and (3) participative style leadership. Both autocratic and democratic leadership styles are usually part of leadership research. “In most studies, the concept of participative approach was highly lacking yet in the data collected, it was noted that this approach was critical to the sustainability of leadership processes especially in large work environments” (Iqbal et al. 2015). Participative leadership style is when “leaders delegate responsibility to their employees and offer guidance to trusted team members” (Iqbal et al. 2015). Four hypotheses were formed during the study. (1.) There is no correlation between leadership style and employee performance. (2.) Participative is the most effective leadership style. 3. Autocratic is the most effective leadership style. (4.) Democratic was the most effective leadership style. Their exact research model was not defined, but a conclusion was given (see Appendices F for charts on results and research variables). It was concluded that autocratic was the least effective for improving employee performance. Participative style leadership was found to be the most effective leadership style, followed by democratic then
This paper has summarized some prominent studies about leadership styles. Before understanding the styles which I may choose to practice, extensive studies on various leadership theories and approaches have been carried out. After conducting this research paper, I believe that there is no one-size-fits-all style for leadership. Lewin’s Model and Belbin’s Team Role Model have extended my knowledge and they have encouraged me to learn to assume different roles or styles in different possible situations. Therefore, I can get acquainted more easily to carrying out teamwork in my future job.
My style of leadership according to the quiz by Cherry (n.d.) is participative leadership which is a type of leadership that engages the members of the team to participate in decision making and problem solving while the leader makes the final judgment in the deliberation process. This style of leadership allows members who are experts in their fields provide input to reach a more effective and accurate decision. This fits exactly into my leadership style. I always believed that in every aspect there is a greater or lesser person than you are, so, why not focus on the best in others and tap on their expertise in knowledge or skill to get the best results.
As we may all know by now leadership style plays a key role in the productivity and overall effectiveness of an organization. There are several different types of leadership styles and often times some leader’s poses more than just one style of leadership. Although there isn’t a leadership style known to be better than the other it is important for you to determine what style of leader you are in order to use you qualities to the best of your abilities and succeeded as a leader. After researching several types of leadership styles and completing different self-assessments I came to the conclusion that the leadership style that best fits me is participative leadership.
They further stated that most leadership forms a new paradigm for understanding both the lower and higher order effects of leadership style. The style of leadership which is adopted by a leader is influenced by the leader’s background, personal experience, religion, political affiliation, ideology, inclination, culture and even orientation without necessarily being based on the dynamics of the situation. The major leadership constructs consist of transformational leadership, transactional leadership, and lazzirfair leadership others that are going are common are democratic and autocratic types of
After completing the “Leadership Style Questionnaire” and analyzing my results, I have learned what my preferred leadership style is and how that influences how I lead and may be perceived from members of the group. From the results attained from the questionnaire, my preferred style of leadership is directing. This type of leadership style is best for individuals who have a low competency and high commitment level. These types of leaders are highly focused on tasks and less focused on relationships. They make decisions without consulting with the group and communicate without regarding the group’s concerns or suggestions. This type of leader also supervises the followers intently. They are very successful in creating objectives for each follower and the group as a whole to guide the group in reaching a certain goal.
The bases of this paper will be based on the results that I had obtained when I took the Myers-Briggs personality test. The results that I had obtained was that I was determined to be an ENFJ. I will go into depth about letter and how each represents that a specific aspect of my personality. The results that I had received were not what I had expected, but the more I read about the trait the more I realized how it suited me. I will also talk about the information that I had found useful from the book, Type Talk at Work: How the 16 Personalities Types Determine Your Success on the Job by Otto Kroeger, which gave me insight on how to interact with other personality types especially in the work environment. The information that I absorbed from the personality test and from the book will go into use in my personal and work life so that both environments will be cohesive and peaceful.
To prepare for this paper, I took personality and academic tests. I listened to lectures, and researched papers. The purpose of this paper is to get to know myself and familiarize myself with the jobs that suit me. “There are no good or bad personalities. There are positive and negative traits of each personality. Positive traits carried to the extreme become negative traits.” (McConnell)
Cognitively, these behaviors may influence how individuals understand the characteristics of their jobs, as is the situation when individuals with optimistic core self-evaluation understand intrinsic job features more completely, even controlling for real job complexity. Affectively, these personalities might stimulate job satisfaction through their outcome on mood or mood at the organization. Lastly, employees who are emotionally steady, extroverted and conscientious may be better-off at work because they are more possible to achieve sustaining results at work. Part of this outcome may operate through job presentation, such that conscientious employees achieve better and are more content with their jobs because of the intrinsic ...
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
There is a range of different types of leadership styles. You have Autocratic leadership where an individual makes all the decision making allow and does not consider what input others have. This type of leadership is where an individual is concerned with the task only. Then there is Democratic leadership where everyone is able to have an input in the decision making process. This is a balanced concern concerning a task but also with the employees. Laisse-Faire style is the last type of leadership where the task is not a concern, the employees are the only concern in this type of leadership.
There are a few different types of well known leadership styles, authoritarian, delegative, and democratic. To assess my leadership style I used two online tests to help me determine my style. I felt the results were accurate and I fall into a democratic style/participative style. If I am leading I prefer to include the group and get their feedback on solving issues. However, I still make the final decision after listening to the thoughts of the group on a particular topic. This is considered to be a positive style of leadership that is inspiring to the group involved. The leaders decision making tends to be more accurate due to the input of other experts. (Cite)
The Big Five personality factors are the modern way of describing someone’s feelings, actions, and traits. This new factor map, improving Hans and Sybil Eysenck’s two-dimensional map which consisted of a stable/unstable axis and an introverted/extroverted axis, has five different factors. They are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism and everyone can be described using these five criteria. This paper will discuss and interpret my results from a Big Five personality test including how accurate I believe it is and how this might change in the future.
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
Personality traits can be manifested as strengths or weaknesses depending on the situation, and personality tests can help individuals maximize strengths and minimize weaknesses within the organizational structure. Organizational behavior is critical to organizational effectiveness, and these tests can also point individuals toward certain careers or organizations that are good fits. Pearson Education’s MyManagementLab (2016) contains a series of personality tests and the following discussion analyzes the results of these tests as they apply to my personality and my career. The writing contains illustrations of my personality traits in action. The text also highlights areas of improvement that will enable me to be a better employee, co-worker,
In this paper I will look at the four major leadership styles, their characteristics, advantages, disadvantages, and in what situations a particular leadership style is desired. Additionally, I will look at my leadership style and how I acquired this style throughout my career.