Extraversion In The Workplace

In Leadership: Theory and Practice, Northouse (2012) states, “Extraversion is a preference for obtaining information, inspiration, and energy from outside the self” (pg. 332). My career field is customer service and working in the medical field we are constantly working with people every day. I have to be sociable in order to be able to do my job effectively. My second typology trait is sensor. Sensors are known to be detailed oriented and love precision and accuracy (Northouse, 2012, pg. 333).

Extraversion can be described as a love for being around others, being social, and outgoing. This is often a positive trait however; it also is difficult for an extrovert to work well alone. Being an extrovert is a weakness at times because I find that I have a harder time being motivated and staying on track when I work in a solitary environment. I see this often in the office, during the traditional work week of Monday-Friday I am very productive. On these days I will interact with hundreds of people. If I work from home or work on the

The Book Quiet challenges cultural Biases for and against extroversion and Introversion. The book focuses on the different personality types, and how each type has its positive and negative effects. Introverts are generally people who are often more reserved, contemplative and passive. In the U.S, The extrovert personality is dominant. Assertiveness, charisma, social dominance reflects a superior type of person.

Jordan is interviewing for a job at a fast food restaurant. During the interview, it would be in Jordan’s best interest to display the characteristics of an extroverted person. Eysenck described someone that is of high degree in the extroversion scale as someone that is “ outgoing and sociable”(436). The interviewer would like someone that is outgoing instead of shy because customers appreciate someone that is approachable. He would also look for someone that is sociable because customers like someone that can carry out a conversation. Displaying these traits during the interview would make a lasting impression on the interviewer.

The personality trait from the mini IPIP6 –scale descriptions analysed in this report is Extraversion. With a mean score of 5.5 compared to the mean score of sample 4.05, standard deviation of 1.17 and z score of 1.24, over all I scored above average compared to the mean total score of participants. By incorporating previous research on Extroversion and the mini –IPIP6 scale, an observation can be made that my score was above average due to my lack in introvert behaviours. These scales are self-reported data (S- Data), which can decrease the validity as self- report data can only measure what the individual is willing to express. The personality trait from Jackson-5 Scales of revised Reinforcement Sensitivity Theory - Scale description analysed

While I he American culture, extroversion is the desirable trait for that majority of jobs there are still jobs that introverts are more suited to hold. Growing up with a huge family, I think influenced me the most for being very low on the extroversion scale. While women score higher on the agreeableness scale which is why I probably score higher on the scale like my fellow women. I also, sore high n the openness, because ever since I was little my parents have traveled all over the world bringing my siblings and I along for the journey. My conscientiousness comes from my mother and grandmother whom were both neat freaks and were always on top of us kids to be organized and clean up after our-selves from a very young age. And my neuroticism

Eysenck stated that extraverts need more stimulation (e.g. engaging, loud, exciting situations) for optimal performance, whereas introverts require minimal stimulation (e.g. quiet isolation). Does the extravert’s reliance on constant activity mean that they will underestimate a period of time if they are not in a stimulating situation? Will introverts appreciate the lack of stimulation and overestimate that same period of time? H1 was that there would be a negative correlation between extraversion and time estimation (one-tailed test). 49 subjects were given an EPQ-R-s questionnaire to complete, to determine their EPQ-E (extraversion) score. They

a. According self tests using the Five Factor Model, my personality has low extraversion and emotional stability, a high degree of openness, and moderate levels of agreeableness and conscientiousness. Low extraversion is demonstrated in both professional and social envionments. While working a corporate job as a financial analyst, taking the time and initiative to interact with coworkers beyond the scope of the job was limited to a brief conversation once a day with the same two people. In large social gatherings, interactions are limited to familiar people with whom I have pre-existing friendships. If I attend a concert by myself, I will bring a book to read in between musical acts to prevent people from speaking to me. Low emotional

Perceived self-esteem was positively connected with recognised traits of extraversion, conscientiousness and emotional solidity. Together, these results insinuate that the perceivers believed that individuals who were classed as extraverted, conscientious and emotionally stable possessed greater levels of self-esteem. It is crucial to comment that these associations emerged after controlling for self-reported personality features.

Extraversion means you are out going versus introversion which means you are an insider. I have a slight preference of extraversion over introversion by 16%. Someone who senses base things off facts versus intuition which is to base something off an impression. I have a moderate preference of sensing over intuition by 25%. Thinking means to weigh pros and cons whereas feeling you base things off by value and caring. I have a moderate preference of thinking over feeling by 43%. Judging means organization versus perceiving which is flexibility. I have a slight preference of judging over perceiving by 22%.

experienced negative, strongly stressful and work related life events displayed poor psychological wellbeing (Rose et al., 2006). This is true for David because he often begin to feel stressed and overwhelmed. In another study done by (Lan 2015), they show the relationship between extraversion and subjective well-being, with this relationship tending to be weaker in women than in men. This means that people who are more of an extravert tend to have a better well-being. In David’s case we are unsure if he is either and extrovert or not. Therefore, the fact that extraversion exerted a stronger effect on subjective well-being in men than it did in women may primarily be because of cultural factors. (Lan, 2015). With most cultures men are looked

(PSU, L4, P5.). In the area of extraversion, I scored high. Having these qualities has helped me to get more involved in things and have more experiences furthering my development. There is an old adage ‘there are two sides to every coin’, this may apply here as well. As an extravert, I am very talkative, but I may lack in my active listening skills. I completed an active listening self-assessment, and found that my tendencies to start processing responses and even sometime interrupt before the speaker is completed their thought is an important area for my personal development.

The workplace is difficult enough without us having to worry about the different personalities we encounter each and everyday. Our jobs are a place where we come in contact with many people, both co-workers and clients, and each of their distinct personalities. If we all had the same personality it would be easy for us to predict what the other person is thinking and feeling, but since we don't we must learn to deal with the many different personalities that we come into contact with each day.

According to many psychologists and other social experts, there exist two major social behaviors that are widely adopted globally by a person as they mature into young adulthood: extraversion or introversion. Extroverts are expressive individuals who appear to be energized and enjoy seeking activities that involve socialization with others where as a reserved individual (introvert) prefers solitary pursuits where he or she often partakes in a favorite pastime. In her novel Introvert Power: Why Your Inner Life is Your Hidden Strength, Laurie Helgoe statistically explores the fact that more than one half of the American populace claims to be reticent and encourages those folks to embrace their natural selves (“Book Details” 1). Introverts

Extraversion personality is considered to be directing leadership style. In this personality model, people would like to show of themselves, they have enough confident, energy and communication skill to talk to others. Directing leadership behavior can relate to this personality, because this include showing how goals can be achieve and giving direction, this kind of people can show their communication skill and their power to others to reach the target easier. Also, this personality can relate to bond motivation style, because bond motivation means people feel proud of belonging to the organization. According to this personality, they have high self-confident and brave enough. Therefore, they would love the organization, because they are courageous