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Management Principles and Practice
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.
Personality theories and personality-based assessment tools have a wide range of significant roles to play in the effective management of modern organisations. Not only do they enable and encourage employee self-assessment and self-awareness; they are also used as a selection tool in many organisations, and act as a guide for directing and interacting with employees. By knowing the employees’ personality type, it is easier for management to identify whether employees will be suited to a certain type of job, enabling management to identify how employees will react to different situations and how they will go about solving problems.
MYERS-BRIGGS PERSONALITY TYPE INDICATOR (MBTI)
The MBTI is based upon Carl Jung’s theories about the nature of the psyche. Jung, one of the founders of psychoanalytical theory and practice, was an early colleague of Freud, and for a time was his designated successor. The two men, at first, had many ideas in common, but entirely dissimilar personalities. ...
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...will be suited to a certain type of job, enabling management to identify how employees will react to different situations and how they will go about solving problems.
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Reference List
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Rytting, R. and Ware, R. (1992) Reinterpreting the NEO-Pi From the Pespective of Psychological Type, Journal of Personality (Special Issue). 60(2),
Willis, G. (1984) Myers-Briggs Type Indicator, Test Critiques Vol 1 pg 482-490, Cansas City, U.S.A.
The purpose of this analysis is to identify my personality type, temperament, and how it relates to my behavior and success in the workplace. The first phase of this paper is to identify my four letter personality type using the Jung Typology Test which is based on Carl Jung’s and Isabel Briggs Myers personality type theory (Jung Typology Test, 2016). I will also discuss where I fall within Keirsey’s Temperaments; this personality typing combines two of the four sets of preferences in to four distinct temperament categories (Personalitypage, 2015a). Keirsey identified four basic temperaments known as Guardian, Rational, Artisan, and Idealist (Keirsey, n.d.). I will explain each of the four letters of my type and provide specific examples of how they relate to me in both a professional and personal level. In the final phase I will discuss my personality strengths and weaknesses and how I can use the assessment for overall personal growth.
Friedman, H. S., & Schustack, M. W. (1999). Personality: classic theories and modern research. Boston: Allyn and Bacon.
Our book was divided into different chapters on various theorists and explained the major theories of personality that were proposed by the different psychologists. One of the theories that we learned about was the trait theories. Gordan Allport introduced the trait theory and his theory suggested that individual personalities are primarily composed of broad dispositions’. Eysenck’s three dimensions of Personality was also a part of the trait theory. Eysenck developed that model of personality upon three universal trails. And at last, the trait theory had the Big five dimensions which proposed that there are give basic dimensions of personality. One of the four conclusions in our textbook suggested that “until more unambiguous empirical research is available, the best one can do is to evaluate the various theories personally, and to accept concepts that make sense and reject those that do not”(531).
This paper demonstrates the value of utilizing personality assessment tools to recognize my strengths and weaknesses within my behavior. I pride myself on my values and often find myself pushing them onto others. I am a highly motivated individual that takes my work seriously, enjoys advancing in my career and I do what needs to be done to get the job done. My decision-making is often dependent upon the facts and how the outcome will affect others. I need all the details before I make a decision and lack innovation. My extroversion allows me to feel at ease when communicating with others, but I often am to probing in my approach and can seem aggressive in conversation. My leadership style varies depending on the situation. I often know what
The goal of the personality assessments was to provide a better understanding of all of the individuals. Prior research indicated that certain personality types are best matched with certain tasks. However, it is challenging to meet both the technical and personal criteria to create the “perfect” employee. Therefore, it was determined that the knowledge of the individual’s personality style and that of their team members provided a more realistic solution toward communicating effectively and working together as a team. Further instruction is planned for the group to discuss how individuals need to communicate based on their own results and the r...
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...
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
Magnavita, J. J. (2002). Theories of personality: Contemporary approaches to the science of personality. New York: Wiley.
Mccrae, R. R. and Costa, P. T. 1989. Reinterpreting the Myers-Briggs Type Indicator From the Perspective of the Five-Factor Model of Personality. Journal of personality, 57 (1), pp. 17--40.
"Personality Test Based on C. Jung and I. Briggs Myers Type Theory."Personality Test Based on C. Jung and I. Briggs Myers Type Theory. Humanmetrics, 1998. Web. 11 June 2014. .
A person’s personality has been the subject of psychological scrutiny for many years. Psychologists have drawn up several theories in an attempt to accurately predict and determine one’s personality. Foremost amongst these, is the “Big Five Trait Theory” which stemmed from Raymond B. Cattell’s theory.
Employee personalities are an essential component to the success or failure of a company. Given that, a person’s ability to function in a work environment relates to that person’s personality traits. Each person’s personality traits can be broken down into The Big five personality traits are categories. Thus, The big five traits are neuroticism, extraversion, openness to experience, agreeableness and conscientiousness. In addition to understanding the big five factors in a general sense, It is helpful to understand them in a personal sense; due to this I will describe my big five results.
Personality has been inherently defined as possession of a particular set of characteristics possessed by people which influences their behaviour and reactions in different situation along with their motivation level to react to difficulties at the workplace. However, understanding personality traits and their development has been a contentious matter. Nonetheless, various theories have been forwarded to rather contribute to this contentious debate. For example employers set goals and encourage involvement with the company to have a better employee performance, which would result in higher motivation level subsequently leading to increased efficiency. Studies regarding the relationship between personality traits of a particular employee and their workplace performance have been conducted on a large scale. The studies have revealed an interesting observation that there is rather only a small link between the two factors and other factors persisting in the workplace or economy contribute more towards the employee’s performance. However, recent studies have increased the complexity of the situation by revealing that an increase in employee performance can be achieved by increasing the use of personality judgment. One can analyse that this persistent debate over the definition of personality in relation to employee performance has and will cause continual problems in the using it as a tool to increasing employee performance. Nonetheless, a theory namely Big Five has been adopted by majority of the companies because if not being the most correct prediction of the personality traits in relation to employee performance, it has been suggested to be the closest prediction of personality traits in employee performance.
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).
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,