If managers are always telling their workers about things that they are doing wrong they will lose self-esteem. Tell them about the good that they do as well. ? Always listen to workers. Their feedback can be invaluable at times and listening makes workers feel valued.
Knowing Which Careers to Avoid for ENFJ Personality Types Do you know someone who is enthusiastic, is affirming, is upbeat, gets along with everyone, has natural leadership skills, and communicates eloquently? Most likely, this person has an ENFJ (Extroverted, iNtuition, Feeling, Judging) personality type. ENFJs are known to be warm and caring, and they thrive to provide guidance to others. They are focused on people, rather than things, ideas, or machines, so they are not too objective or logical and prefer to base their decisions on how they feel about a certain person or situation. They are charismatic, are excellent communicators, and can easily influence or manipulate others, making them suitable for leadership positions and even sales jobs.
Extroverts can be described as sociable, active, risk takers and they tend to be tough minded. People who are considered extroverts are assertive and also search for excitement. “Research suggests that extroverts tend to achieve high overall in job performance. They are also more likely to be attracted to jobs based on personal relationships, such as sales and marketing positions.” (Organisational Behaviour, managing people and organisations > Griffin/Moorhead > Eight edition) Extroverts are characterised by the fact that they express their energies outwards to other peoples behaviour and reactions. Extroverts experience problems in the workplace when working alone they tend to become very bored lacking company, when looking back on key issues, when thinking before acting and also when concentrating on a single duty.
Conversely, introverts – managers who are lows in extraversion – tend to be less inclined toward social interaction and have a less positive outlook. Thus, the characteristic of each task will depend on the mannerism of the manager. 2) Negative affectivity is the tendency to experience negative emotions and moods, feel distressed, and are critical of oneself and others around him. As a result, managers high in negative affectivity will usually be more critical and complain about their own and oth... ... middle of paper ... ..., expectations, values, norms and work routines that influence the ways in which teams interact with one another and cooperate to achieve organizational goals also has an effect on the performance of an institution. Some companies instate formal relations and are unyielding, while some have informal rule and are flexible.
A fun environment with good interaction are one of the elements that builds teamwork which eventually helps mentoring process smoother in creating learning process (Hosoda, 2006). However, team work do have disadvantages which may cease learning environment to take place. Conflict within members are one of the major issue in team work which results in workplace morale. Some members do not function as a team when the skill mix differ and this shows unequal participation. Moreover certain individuals has an attitude of working on their own and do not function well in teams (Dunn, 1995).
On the one hand, someone may clearly lack confidence and have a low opinion of themselves, whereas, some people may appear to have confidence but their efforts to take charge and be in control is a cover for their low self esteem. Many of these people do not admit to themselves that they have any problem and continue to aggressively appear full of self esteem. There are many people who have leadership positions who deep down have low self esteem despite pretending to be someone who is in control and who makes decisions confidently. This will lead to a lot of stress and pain as the pretence is covering up the real person inside. You will see the true reality of this kind of person when they face real problems and when things go wrong.
In this society, both introverts and extroverts may feel different as that lack the valued characteristics of the other group. Introverts may be criticized for their lack of social participation as they tend to be over stimulated and overwhelmed when attempting to follow the pace of extroverted peers. Extroverts on the other hand would feel impatient and lonely when energizing situations are not available to them. In conclusion, being an introvert doesn’t make one more inferior than extroverts, both traits are needed in order for a well-balanced society. Regardless of what personality trait you may have, it is important to nurture your own type of personality and adjusting to life as one’s life path should be measured according to your own purpose and values, not external achievements.
The first case make it on purpose. Some people work done well, but there are ethical issues, such as greedy, selfish, and so on. Such a person easily tempted and make mistakes. The second is inadvertently made a mistake. Some people 's character is very good, but is careless at work, or poor memory and so on.
People who rate low on conscientiousness, also known as unconscientious people are often regarded as unreliable and disorganised individuals with a lack of determination to achieve. They often come across as laid back in their approach and become easily distracted when it comes to performing a task. They usually lack the ability to follow procedure, possibly due to their lack of motivation and their inclination towards being a reactive rather than a proactive type of person. They are more suited to a highly structured work environment in order to avoid exposing weaknesses.
Extraversion that characterises people who are talkative, sociable, assertive and energetic. People who are highly in extroversion are sociable, outspoken, adventurous that show the positive towards the teamwork while lowly on extroversion are feel embarrassed, passive, quiet in anytime and less communication with others (Seibert and Kraimer 2001). When team members are in extroversion which may bring positive to the group work because less conflict will occur, everyone participate the group work without solo and the most important thing is teammate’s willing to focus on the tasks given by the organisation. Harmful performance will occur without teammates talkative, quiet and not active in every discussion. It could conflict with team members, team`s motivations will decrease and lead to low effectiveness in group work.