Managing Individual Performance Work teams are vital to many companies' work structure. Some companies' success relies on excellence in team performance. A high performing team is well designed in its selection, development and management. While there is no perfect formula or recipe for the best possible team, there are guidelines or criteria by which a team leader can select the team members. In identifying strategies to be used to develop the most effective teams, Nurick (1993) suggests that informed selection, skill development, conflict management and leadership appreciation are crucial in the foundation of team development. Interpersonal skills are important when considering potential team members. Since in most cases teams are assembled based on individual technical expertise, team members must be open and tolerant to receiving new information. They need to be able to have an appreciation for a variety of perspectives. These interpersonal skills will be valuable in minimizing team conflict and supporting the need for mutual respect. Fowler points out that a team's "members should have a variety of personal styles in order to fill the different roles that are involved in effective teamworking." (Fowler, 1995. Specifically, the following skills and talents should be represented in an effective team: good listening and communication, especially active listening; assertiveness; collaboration; innovation; willingness to expand beyond status quo, and a positive attitude. Many companies today use the MBTI (Myers-Briggs Type Indicator) to help understand the relationship between various personality types. Employees can better understand how they process experiences based on their personality makeup. Managers, using the MBTI in team development can better appreciate what motivates different types of employees and may predict performance. According to Gardner and Martinko (1996): Psychological type theory proposes that people have preferred modes of perception (sensing [S]/intuition [N]) and judgement (thinking [T]/feeling [F]) as well as "attitudes" which reflect their orientation of energy (extraversion [E] and introversion [I]), and their orientation toward the outer world (judging [J], perceiving [P]). (Gardner & Martinko, 1996, p.46) Personality type can be a helpful indicator of the potential strengths and weaknesses of employees within a working environment. How an employee derives his or her energy helps to understand whether he or she is an extravert (E) or introvert (I). Extraverts typically enjoy interacting with others, likes variety and action, developing ideas, and learning new tasks by doing and talking. Authors Opt and Loffredo (2003) suggest that extraverts are often better communicators, exhibiting more qualities of dominance, openness, and relaxedness in their communication styles.
The Myers-Briggs Type Indicator Test, otherwise known as the MBTI test, is a questionnaire intended to measure and evaluates the psychological preferences of individuals in relation to their perception of the world, and generally their decision making ability. This was developed and got form typological theories that were deduced by Cal Gustav Jung. He categorized them into four psychological functions, which each unique individual uses to experience the world. They include feeling, sensation, intuition and thinking (Myers I. B., 1987).
Our society has transformed from the Culture of Character where it was important to be serious and disiplines to the Culture of Personality in which outgoing and energetic personalities are the most valued. This can essentially be perceived in a good way as well as a bad way. Although social skills and team work are extremely important in the working environment, it is critical that we allow more freedom to introverts. In order to create more effective and successful working environments, it is essential that companies have an equal combination extroverts as well as the underestimated
As we live our lives each day we probably do not contemplate our personality types or how our types intertwine themselves in our mannerisms and actions. I recently took a personality test from the “Jung Typology Test”. The test revealed that I am an extravert, sensing, thinking, and judging which we will refer to as an ESTJ throughout this discussion. The personality test reveals your four types of personality along with your two temperaments associated with your type. As an ESTJ, I fall into the SJ (sensing, judging) temperament. In this discussion, I will attempt to explain what I have learned about myself through the personality test as well as correlate my type with my temperament. With the information revealed in tests, I will reflect
The Myers-Briggs Type Indicator (MBTI) is a 30 minute assessment that describes the personality of a individual based across four areas: Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, and Judging-Perceiving. When an individuals get their report, the MBTI provides an occupational lists that shows the occupations that was selected by the personality type. The next assessment is the 5 minute O*NET Interest Profiler assessment. This assessment also helps the individual find out what kinds of careers fits them based on their person interest. Ultimately, both assessments help decide what career path someone should explore.
Over several years, psychologist and other scholars have studied the personality types of a variety of people in many different environments. Much of the studies emphasize how different personalities effects humans within their daily lives. These personalities have been divided and revealed as Extravert or Introvert, Sensor or Intuitive, Thinking or Feeling, and Judging or Perceiving; all of which can be classified in sixteen different personality types. In this study you will find the personality of a woman whose dominant preferences are Extraverted, Sensing, Thinking, and Judging. This paper will further provide an understanding of how an ESTJ woman finds ways to understand one’s self and communicate better in her personal life and professional
Personality tests help identify an individual’s characteristics, provide employees and managers information about the individual to use for discussing individual differences, promote conscious knowledge of one’s character, feelings, and motives, and provide a starting point for group discussion (Passmore, 2008). Employers that uses workplace personality tests for development purposes look for tests that are “less psychological and have more positive language, such as Myers-Briggs Type Indicator (MBTI)” (Lloyd, 2012). The MBTI is one of the most used personality tests in businesses today. It was developed over 30 years ago by Katherine Briggs and her daughter Isabel Briggs Myers. They generated their test based on Carl Jung’s theory personality types. Jung proposed that there are two psychological types of the basic personality traits—introversion and extraversion, and four functions (thinking, feeling, sensing, and intuiting). He also believed that everyone has aspects of both introversion and extraversion; however, one of those attitudes is seen more consciously and the other is more unconsciously. Myers and Myers-Briggs added two more functions to Jung’s theory (judging and per...
Introverts are described with words like “guarded,” “loner,” “reserved,” and “private”—narrow, ungenerous words that suggest rudeness and smallness of personality (Rauch). The truth is, one is not necessarily nicer or warmer than the other; the two simply have different personality types, and society should be welcoming, warm, and forgiving to both! These different personalities are not black and white. Frankly, every person has a different personality; one may be more introverted or extraverted than the other. In work situations, it is clear that each different personality in a room can bring something different to the table of completing a task as well. Extraverts and introverts have each proven to carry different qualities into society with students in school, in social situations, and in leadership skills; therefore, authorities should look into a prospective employee’s personality type when interviewing them for specific
According to our text, Communicating at Work, an effective team has eight characteristics. These characteristics are: clear and inspiring shared goals; a results driven structure; competent team members; unified commitment; collaborative climate; standards of excellence; external support and recognition; and principled leadership. A group goes through four stages in becoming an effective team; forming, storming, norming, and performing (Adler and Elmhorst, 240, 251). Most of the characteristics of an effective team are brought to the team by one or more members, others are formed during the development process.
The following information can be found in the “Results and discussion” section: “The analyses reported above show that MBTI items fail to form the factors hypothesized by the test’s authors” (Saggino, Cooper, & Kline, 2001). The information I found in this study complimented the conclusion of the other article I reviewed. They both concluded that the Myers-Briggs Type Indicator had many faults and was not reliable nor valid as far as solid science is concerned.
Abstract: This paper observes a particular personality trait. The ESTJ personality trait is the acronym for Extraverted, Sensing, Thinking, and Judging. The paper will highlight the characteristics of ESTJ and will breakdown each letter of this acronym. This paper will highlight the strengths and weaknesses of ESTJ and observe and examine the applications of work and ESTJ in a personal example.
Working in teams provides an opportunity for individuals to come together and establish a rapport towards others within a group. Teamwork is classified as people with different strengths and skills who work together to achieve a common goal. When a team works well, specific objectives are fulfilled and satisfied. Teamwork plays a crucial role in implementing and fulfilling a common goal in a team project. Each member plays a role and takes on different responsibilities combined together. In different stages of teamwork, conflicts and arguments may occur for as members have different standpoints which need to be harmonized within the team. The key to having an effective teamwork is to explore each member's unique abilities to motivate them.
Many businesses place an emphasis on the importance of teamwork. A good team consists of people with different skills, abilities and characters. A successful team is able to blend these differences together to enable the organisation to achieve its desired objectives.
The Myers-Briggs Type Indicator is another model that attempts to inventory personality traits. Isabel Briggs Myers created the MBTI based on psychologist Carl Jung’s work regarding psychological types. Myers developed the model to “help people understand themselves and each other so they could find work that matches their personality.” (Phillips & Gully, 2014) Four scales are explored with the MBTI. The first scale assesses extroversion/introversion; the same idea described in the first dimension of the Big Five. The second scale identifies sensing or intuitive individuals. Sensing individuals are detail and fact oriented when focusing on information, whereas intuitive people interpret and add meaning to information. The third scale classifies
Skills and knowledge possessed by every member is also important for a team to become high performance. Although it is among the most important factors, however, it must be coupled with a good working relationship with every team member and good collaboration with every team member. The members who possess the good skills and wide knowledge will be a useful resource to the team if that team member can share their strengths with the other team members and vice versa. It is usually misconstrued that having skillful and intelligent team members is already enough to make a team work right. This kind of thinking is the reason why most teams, despite all of those competent members they have, fail to achieve their goals. A team should establish one common goal, not to think that way and develop a good working relationship with each member. (retrieved from: http://www.strictlysuccess.com, August 18, 2005) This can be done by self awareness exercises, like the DISC assessment and other assessments or any other kind of self awareness exercises regarding communication style differences. Then these factors and important pieces of information should be taken into full consideration before the actual project is begun. These exercise or assessments can be great ice breakers and mark the difference between a group of individuals merely assigned to a team, as opposed to functioning as...
In order for teamwork to be successful in the workplace it involves building a relationship and working with other people. The ability to work as part of a team is one of the most important skills in today’s job market. Working cooperatively and contributing to groups with ideas, and suggestions benefits everyone. A key to team effectiveness