How Personality Traits and Leadership Styles Influence Organizational Leadership

leadership, review implications of psychopathic personality traits for job performance and leadership in individuals. Odom, S. F., Boyd, B. L., and Williams, J. (2012) in an Impact of personal growth projects on leadership identity development explore how interpersonal skills of students grow as students engage in projects. Lastly, van Eeden, R., Cilliers, F., and van Deventer, V. (2008) in Leadership styles and associated personality traits: Support for the conceptualization of transactional and transformational leadership evaluate characteristics of leaders in industry. The purpose

My view of leadership consists of different types of leadership styles. It has been disclosed that leaders who possess the charismatic personality have the most effect

Results from my Jung Typology Test™ turned out that I am an ESTJ-Extravert 1%: marginal or no preference of Extraversion over Introversion, Sensing 3%: marginal or no preference of Sensing over Intuition, Thinking 9%: slight preference of Thinking over Feeling, and Judging 34%: moderate preference of Judging over Perceiving. However, because I have a marginal or no preference of Extraversion over Introversion, as well as marginal or no preference of Sensing over Intuition. The test results indicated that characteristics of more than one personality type may apply to me: ENTJ: Extraverted Thinking, Introverted iNtuition, Extraverted Sensing and Introverted Feeling, ISTJ: Introverted Sensing, Extraverted Thinking and Extraverted Intuition and INTJ: Introverted iNtuition, Extraverted Thinking, Introverted Feeling and Extraverted Sensing1.

Great examples of historic introverts include Barack Obama and Gandhi who were driven to do what they believed was right. Being shy is an attitude that reflects a lack of confidence. Whilst most introverts are stereotypically described being shy, soft-spoken and quiet (Stephens-Craig, Kuofie & Dool 2015, pp. 7), others can resemble extroverts in terms of their personality, for example outgoing, bold and assertive. Two studies have focused on how introverts approach group discussions, and the results revealed that introverts engage in talks emphasising on problems, along with working collaboratively to develop creative resolutions (Thorne 1987; Nussbaum 2002). On the other hand, extroverts indicated a tendency to be more contradictory and use conflictual discourse (Nussbaum 2002). A reason for this disparity can be found in the underlying characteristic of both groups. Introverts think before talking, differentiating from extroverts who talk before thinking. Introverted leaders are uncomfortable in providing negative feedback, often possess a calm disposition, however 84% of participants stated both extroverts and introverts can be positive leaders (Stephens-Craig, Kuofie & Dool 2015, pp. 7). Introverted leaders will tend to focus on resolving issues, and possess a continuous calm manner. This trait enables them to be heard out of respect, rather than fear

Jung Personality Typology Test is designed to determine personality type. There are 16 different personality types measured by 8 traits: extraversion, introversion, sensing, intuition, feeling, thinking, judging, and perceiving. The leader’s results are predominately extrovert, slight preference of sensing over intuition, slight preference of feeling over thinking, and slight preference of judging over perceiving (Jung Typology Test, 2017).

The Myers-Briggs Type Indicator is probably the most accepted personality assessment used today. It is used by many leading companies including Apple and General Electric. (Carr 2000, pg 29) This test was first developed by the mother/daughter team of Katherine Briggs and Isabel Myers-Briggs whom expanded on Jung’s philosophy. They added a fourth category, which describes how people relate to their environment. This third pair is judgment (J) and perception (P). Judgers are people who evaluate their surroundings to bring structure and control to their lives. On the other hand, Perceivers, take in their environment and are flexible with their activities and adapt to the environment based on what comes their way.

Understanding how I perceive myself has been my own biggest mystery. Leading successfully requires deep insight about the leader and how effectively communication is used to arrive at the intended goal. However, the idea of self-leadership delves a bit further into the personal psyche of the individual in order to manage personal behaviors of the individual person leading. I personally, have had several challenges when called to lead and have often had to do some self-reflecting and soul searching in order to properly assess the success or failure of the situation.

The best and effective leaders are not only tied be identified as charismatic, democratic or transformational in their way of interactions through leadership with others, but incorporate different leadership traits for the encouragement, motivation, and putting and influence on others (Hargis, Wyatt, & Piotrowski, 2011). Reviewing the distinct type of leadership styles and then learning from the other leaders in developing an individual into a flexible leader who utilize the different styles of leadership according to the situation is a valuable management and organizational skill.

Further research undertook by Stogdill (1948) as cited by Northouse (2013) argued that leadership traits could vary between individuals and leaders may stand out in one situation compared to another. Trait

Abstract: This paper examines the leadership position I would occupy in the fictional Commerzbank and details the leadership style I would take on as their VP of Development. As VP, I would emphasize a transformational leadership style, as that style would encourage my members of staff and the company at large to evolve to their highest potential. I would also encourage an atmosphere of transparency for the good of the company at large. I would also incorporate emotionally intelligent leadership, so as to foster an environment of acceptance and teamwork. These factors would no doubt bolster the development of the company, driving it into the next century.

One of Jungs early achievements was to make a distinction between two personality types; extraverted (people with an outward looking attitude) and introverted people with inward looking attitudes). Jung later went on to classify the four main functions of the mind—thinking, feeling, sensation, and intuition—an d stated that one or more of these functions are dominant in any personality. Results of this study were embodied in Psychological Types, 1923).

This essay will give an introduction to Carl Jung and what started his research, the essay will discuss Carls Jung’s personality types and their characteristics and will also discuss the Myers Briggs type indicator. The essay will also discuss falsification of type as well as what Carl Jung believed to be the cure for falsification of type. Criticisms of personality type and MBTI will also be discussed and in conclusion this essay will discuss how we can use personality types and MBTI within our own work.

This paper will outline my Jung Typology test results for Introvert, Intuitive, Thinking and Judging (INTJ) personality type as it relates to me Arthur W. Hynes III. The paper will summarize how each category of the INTJ personality type relates to me in my strengths, weakness, professional environment, and social settings. One may draw the conclusion of my personality type and how I interact with different personality types.

Jung. The test constructed by Myers (1962). Purpose of this test is determining which psychological functions are used by individual to understand, perceive the world. In the test, there four dimensions with two opposite polars; Introversion - Extraversion (EI), Sensation - Intuition (SN), Thinking - Feeling (TF) and Judging - Perceiving (JP). JP dimension measures individual's way of dealing with outer world. EI, SN and TF dimensions of the test are independent from each other but JP dimension, which is not a part of theory of Jung's typology, is related to SN and TF dimensions. ( Sticker & Ross, 1963). When the results from each dimension summed up, MBTI determines type of the individual. Also series of studies are conducted in order to identify whether MBTI is supporting the important factors Jungian typology or not. This studies show us except a few results there are no significant support for the factors ( e.g. stability of attitudes and functions) (Sticker & Ross, 1964).

The society always choose “the man of action” than the “man of contemplation” and that’s why introverted people and also the whole humanity lose lots of people who can make our world better. It is said that third of a half people of the world population are introverts who are the best in jobs where the creativity is needed and also in leadership positions. “And interesting research by Adam Grant at the Wharton School has found that introverted leaders often deliver better outcomes than extroverts do, because when they are managing proactive employees, they're much more likely to let those employees run with their ideas, whereas an extrovert can, quite unwittingly, get so excited about things that they're putting their own stamp on things, and other people's ideas might not as easily then bubble up to the