Leadership, My Personality Type Based On The Carl Jung And Isabel Briggs Myers Typological Approach

I approach it or handle it a little differently. I tend to play a role of a mediator when conflict arises between the students or between myself and my partners. I believe that conflict can be avoided when you take early action diffuse the situation. First, I stay calm, listen to, understand and attack the problem and not the person. The main thing that lead conflict is escalation. People Anger starts to escalate when a dispute or anger arises. Due to that we sometimes because we are so overwhelming angry, we tend to stop listening to understand in order to have an exchange of words to that person. As a teacher, when I encounter a conflict at work between myself and partner, I try to take a step back and remain calm. This strategy helps me to listen, reach for information and to see where the other person is coming from or look at the bigger picture. Doing this keeps me very calm and relief. Even though conflict is inevitably using this strategy helps me resolve the conflict faster without things getting out of hands. In the result, I feel

Dynamic leaders in society enact change through organized efforts in the world. In every institution of society dominant leaders captivate individuals and motivate them to work together to reach a goal. Leaders and groups can influence employment, housing, education, social policy, and industry. What traits support the emergence of a person to prominence? Individuals who emanate strong work ethic, confidence, and critical thinking skills. However, leadership also entails the ability to manipulate and understand the interdependence of organization function, knowledge, culture, communication, and technology.

In this section of my leadership development plan, I am asked to examine my personality using the Myers-Briggs Type Indicator, which was developed as a job placement tool during the 1930s and 1940s by Katherine Briggs and her daughter, Isabel Briggs-Myers, using the theories of personality presented by Carl Jung a decade earlier (Quenk, 2009). According to the theory, each person tends to fall on one of four sides of opposing scales. The scales are Introversion (I)/Extraversion (E), Sensing (S)/Intuition (N), Thinking (T)/Feeling (F), and Judging (J)/ Perceiving (P). Therefore, it is possible to establish sixteen total permutations of four-letter combinations. After taking the assessment, my personality resulted in the permutation INTP. In this paper, I will write about each of the individual personality components of INTP and discuss the ramifications of each.

Self assessments have been used widely in recent decades. The usefulness and truthfulness of these assessments depend entirely upon the user. Utilizing a self assessment tool for the betterment of self is the goal of this report. In this report, I have completed 3 different self assessments to analyze myself. The first assessment that will be discussed is the Jung Personality Test. The next one will be the Team Role Preference Survey followed by the Work Locus of Control Survey. Each of these surveys focuses on various behavioural and personality traits. The Jung Personality Test focuses on four principal physiological

The Leadership Archetype Questionnaire (Kets de Vries, 2006b), identifies eight individual leadership archetypes. Among the eight archetypes is the strategist, who sees leadership, per Northouse, as a game of chess (2016). Envisioning an organizational future and responding to change is what makes enlisting the vision of the strategist the first step in aligning the two approaches. The strategist is not only one of the model archetypes defined by the Leadership Archetype Questionnaire; it is also one of the characteristics of a psychodynamic approach to leadership. In aligning the psychodynamic approach and the situational approach to leadership, it is important to remember, as suggested by O’Reilly, et. al. in a study published in the Leadership Quarterly, “it is clear, that leaders at all levels influence strategic initiatives and their implementation” (2010). Exactly “how aggregate leadership influences organizational performance” cannot be readily defined (O’Reilly, et. al., 2010). To clarify step one, step one is to clarify the vision.

Conflict management is different with every company. Situations differ between companies, individual departments, or individual employees. Companies should always keep in mind the styles of conflict when determining how to manage conflict. The styles only play a partial role in conflict management. Other considerations are to determine the type of culture an organization has and how previous conflict has been managed and learn from those actions. Conflict cultures are the ways that individuals are familiar with doing things. Companies would benefit by managing conflict with a small group or department first and work up. A small group or department are familiar with the way one does things and the attitudes and behaviors are normal and familiar to everyone, making conflict management easier (Gelfand, Leslie, Keller & De Dreu,

The Myers–Briggs Type Indicator (MBTI) is a self-report poll which is fundamentally intended to demonstrate mental inclinations and how individuals communicate once a day with the world and take choices. It likewise demonstrates the identity the person’s nature and habits, and approach towards different

After reading and studying different personality types I discovered that in dissecting the characteristics that comprises people’s personality it is a complicated but necessary element to ensure success both personal and business. In using the Jung Typology Test, Type to Work literature, and Personalitypage.com getting an overall analysis of my personality produced practical and applicable result. The activities used for me to become acquainted with myself gives necessary insight to the nature of my actions and sometimes lack thereof. This assignment helps to gain greater insight into personal and organizational synopsis of a worldview. There will be an overview of Meyers-Briggs Type – INFJ; which is the acronym for Introvert, iNtuitive, Feeling,

After completing the assigned Leadership Style Survey, I discovered that I mostly demonstrate the participative leadership style. According to my other survey responses, I also strongly exhibit delegative leadership traits and that I infrequently use autocratic leadership. The survey allowed my to better pinpoint my leadership traits and provided me with the opportunity to reflect on how I rationalize my make decisions. By completing the survey I learned that I am the type of leader who values others and encourages global participation. I also empower others by delegating responsibilities and promote fairness by seeking a consensus when possible. Finally, although I do not use autocratic leadership

Per the What 's Your Communication Style? Assessment by Mark Murphy, my communication style is personal communication. The plus of this style of communication is that I not only listen to what the person is saying, I am also paying attention to their nonverbal communication and their emotional language and connection. I am an active listener. It is easy for me to “smooth” over conflicts and disagreements. The downside to this style is that people tend to view personal communicators as the touchy-feely type. I do believe that

Many studies define an effective leader and different leadership styles and personality traits. However, with all the research completed about effective leadership, the argument being is it the “what” or the “who” that defines an effective leader? Is an effective leader defined by your level of education or your career by trade? Society has painted a colorful picture of many people of how the ideal effective leader looks. Based on countless statically based studies over many years, it is no secret that the majority of senior level executives in the public and private sectors in the US are educated, white men. Does this mean that white men are the only people capable of being an effective leader? This research shows that leadership is not always about scientific studies on what effective leadership styles and skills are required to be a successful leader.

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.

The importance of putting the right person in the right position can prove a daunting task. Every person is unique with a different mental and physical makeup. This make up shapes a person’s beliefs and attitudes. Putting a personality that is square in a round hole can be met with disaster. There are a number of methods to help understand a person’s personality. Myers-Briggs is a personality type indicator (MBTI). It represents a method where a person answers a set of unique questions to help establish their personality traits. Understanding these traits can provide insight into how a person processes information and interacts with others. Understanding one’s personality, in

There is no one best way to deal with conflict. It depends on the current situation. Some of the major ways that people deal with conflict is that they avoid it. Pretending that conflict is not there can usually harm a situation. Use this when it simply is not worth the effort to argue. Usually this approach tends to worsen the conflict over time. Avoiding is

The Jung Typology Type that best describes my character is Introvert, Intuitive, Feeling, Judging (INFJ); a result that is scarily accurate. The results have provided some insight into personality traits which help and hinder my successfulness. In fact, there has been research that indicates that there is a relationship between someone’s disposition and job satisfaction (Redmond, & Bower, 2015). Therefore, self-awareness, reflection and comprehension are essential to enhance effectiveness, efficiency and personal growth.