Introversion and extroversion are just two ways of getting energized, and any forward looking organization that values relationships and people must have this in mind. Extroverts tend to be more motivated from other people, where as introverts get their energy from within. However, introversion and extroversion operates in continuum; some are near the end and others around the middle. God was never biased in his creation. He gave us different personalities, gifts and talents to ensure that we view one another as parts of one body, with its own unique features and roles (Ephesians 4:4). There are four major preference pairings that make up the sixteen personality types. They include: extroversion versus introversion, senses versus intuition, thinking versus feeling and judging versus perceiving. ENFJ-NF (ideologists) are referred to as the teachers or the givers and are people who get their motivation, energy and fulfillment from supporting and developing others. Their decisions revolve around the value systems and are people oriented. Managers can become effective leaders when they understand the different personalities that they have to deal with as they endeavor to build strong and cohesive teams. Employees can become tolerant and supportive when they discover their workmates source of energy. Thus providing closer social interaction to those who get motivated in that manner and providing adequate space to those who value solitude. TASK 1 Section I: Slightly Expressed Extrovert (1%) Extroversion or introversion is not a problem with two possibilities. It operates in a continuum, with some closer to the ends and a majority near the middle. People have both tendencies, but one tends to dominate the o... ... middle of paper ... ... gifts as an ENFJ that are specific to me and are not natural gifts for other types. Having identified and recognized these gifts, I believe I will find my place in the organization and become a more effective employee. My personality type will also help me enhance the growth of my coworkers and team leaders. Works Cited Myers, David G (1992). The Secrets of Happiness, Psychology Today. Otto K, Janet M. Thuesen and Hile R, (2002), Type Talk at Work: How 16 Personality Types Determine Your Success on the Job. Dell Pub Co ISBN: 9780440509288 Pavot, W., Diener, E., & Fujita, F. (1990). Extraversion and happiness. Personality and Individual Differences, 11, 1299–1306. The HYPERLINK "http://www.humanmetrics.com/cgi-win/JTypes2.asp"; www.humanmetrics.com/cgi-win/JTypes2.asp website The HYPERLINK "http://www.personalitypage.com"; www.personalitypage.com website
Friedman, H. S., & Schustack, M. W. (1999). Personality: classic theories and modern research. Boston: Allyn and Bacon.
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
Lischetzke, Tanja and Eid, Michael (2006), ‘Why Extraverts are Happier than Introverts: The Role of Mood Regulation’ in Journal of Personality, pp.1127-1162.
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.
“There’s zero correlation between being the best talker and having the best ideas” (Quiet). You probably find it as no surprise that introverts and extroverts differ in a multitude of ways. Looking for a job? When I was, I came across multiple employers seeking an energetic person. In other words, an extrovert. Now mind you, I was applying for introverted jobs. I’m Currently working at a library despite their job description stating they were seeking someone with an “energetic” personality. But you see if I ran a company, I wouldn’t post what personality type I want. It just doesn’t make sense to me. If anything, I’d want an introvert to be working by my side. Despite the human species overall flaws, it seems as though introverts are more knowledgeable due to their second nature of taking time to think before they speak whereas extroverts will speak now and think later.
Extraversion and its counterpart, introversion, have been the focus of many studies spanning several decades. Carl Jung (date) was the first to describe and document the trait of extroversion-introversion for study. Jung realized that extroversion differed for every person and fell somewhere on a spectrum (Guilford & Braly, 1930). According to J.P. Guilford and Kenneth W. Braly, “Extroversion is based upon a general chemical or metabolic disposition of the nervous system which produces a relative condition of general dissociation, a heightened resistance at the synapses, especially in the higher nervous centers” (Guilford and Braly, 1931). An extroverted person draws their energy from being around people where
Feist, J., & Feist, G. J. (2009). Theories of Personality (7th ed.). New York, New York: McGraw-Hill.
By nature, these leaders are well organized and are willing put a lot of thinking into each matter, making them detailed and precise when compared to their extroverted counterparts. These leadership qualities are however often overlooked in the characteristic of a good leader. Introversion and extroversion are concepts that were founded by Carl Jung, a personality theorist that explained the differences between these two extremes. Introverts are people who are more reserved as they relish solitude. They have an active inner life, and are at their best when in deep thoughts. Extroverts, however are more energetic and prefer a higher level of stimulation in their surroundings compared to introverts (Cain, 2013). Both personality have different leadership styles, but are equally competitive. For this reason, introverts should be given the opportunity to lead because there needs to be a balance in an organization so that the best outcomes can be obtained. The misconception that extroverted leaders are the only good trait of a good leader must be justified or else we will continue to live in a world with no balance, of all “yang and no yin” (Cain, 2011). Hence, introverts do have strong
There has yet to be any determining evidence defines the characteristics of extraversion. The experimenters in this particular experiment have hypothesized that the facets of extraversion are somehow linked by reward sensitivity. This hypothesis was also tested against a model in which they are linked by sociability. There has been much work on this topic in the past, beginning with the works of Jung and James in the early 20th century—to the work of Watson and Clark in 1997. And even after a century of study, they are still unable to truly define the characteristics of the extraversion dimension of personality. In the many attempts to define extraversion, Watson and Clark have defined six basic facets of the personality trait. These are: venturesome, affiliation, positive affectivity, energy, ascendance, and ambition. Researchers Depue and Collins, in 1999, also offered a more succinct depiction of the characteristics of extraversion, this only having three basic parts. The first being affiliation, the enjoyment and value of close interpersonal bonds, also being warm and affectionate. The second, agency, being socially dominant, enjoying leadership roles, being assertive and exhibitionistic, and having a sense of potency in accomplishing goals. The final facet being impuslivity, but this one has been argued upon whether it should be included at all in the characteristics of extraversion at all.
There are two distinct personality types: introverts and extroverts. Introverts like to keep their thoughts to themselves and prefer to be alone; however, introverts are not always shy. On the other hand, extroverts are comfortable with sharing their ideas and opening up to others quickly. According to Anthony Hilling in “Extrovert and Introvert—what is the difference?, “It is wrong to think of introverts as being antisocial.” Furthermore, introverts and extroverts choose to socialize differently. Carl Jung defines “introversion as an attitude-type characterised by orientation in life through subjective psychic contents (focus on one's inner psychic activity).” Introverts are known for articulating their thoughts clearly in writing because they “tend to stop, reflect and absorb information before speaking, they reflect this kind of deliberate thought in their writing.” There is an apparent difference between the two personality types, explaining why many people believe that introverts and ex...
Introverts tend to be more quiet and reserved and prefer interaction only with close friends. On the
Matthews, G., Deary, I. J., & Whiteman, M. C. (2009). Personality traits. Cambridge, UK: Cambridge University Press.
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
German psychologist Hans Eysenck’s Model of Nervous System Temperament links temperament traits, specifically introversion and extraversion to the Central Nervous System. Introverted people are typically quiet, reserved, and timid whereas extraverts are active, sociable, and outgoing (151). According to Eysenck, introverts have high levels of brain arousal, which is controlled by the ascending reticular activating system (ARAS). Therefore, introverts do not need to seek external arousal leading them to be more reserved. Contrastingly, he argues that extraverts have lower levels of brain arousal and therefore are more sensation seeking in order to make up for it. In this paper, I will aim to synthesize and summarize some of the research regarding introversion and extraversion and their link to the central nervous system and states of arousal. I will synthesize this information to support the idea that while introversion and extraversion are on some level linked to states of arousal, Eysenck’s arousal hypothesis is not alone sufficient to explain the biological differences between introverted and extraverted individuals and their behaviors as such.
On the other hand, introverts are people who are concerned with and interested in their own mental life and often perceived as more reserved and less outspoken in groups. Unlike extroverts who are feeling energized when they are around a large group of people, introverts have energy drained from them through human interaction. Hence, it is essential for them to spend some alone time to “recharge”. Al...