My Personality Model Of Organizational Behavior

Extraversion: According to results, i am an introvert. Getting answers from within or not looking outside for stimulation is described as an introvert nature. I do enjoy the company and like to be around with people. However, it is not necessary for me to be with people around for stimulus.

After completing the Jung Typology Test, and the Four Temperaments exercise, I have discovered what exactly my personality traits are and I have narrowed down what some of my strengths and weaknesses are based on a human metrics scale. Throughout this paper I will be discussing the Four Temperaments which are relevant to my test scores being, Extravert, Intuitive, Feeling, and Judging and how both my strengths and weaknesses in those temperaments can relate to my everyday work life. I will show those strengths and weaknesses by giving examples and researching which will show validity to why I scored what I did on the Jung Typology Test. Throughout this paper I will also be discussing the NF- “The Idealists” style and how being categorized as, “The Teacher” or “The Giver” type is fitting to my lifestyle. Lastly, I will reference the “Type Talk at Work” textbook in discussing what role I play in my organization and how I can better understand why my personality traits have such a major impact on who I am, how my co-workers view me and what I’ve learned. In conclusion, the Jung Typology Test and the Four Temperaments exercise will ultimately allow me to grow as a member in my organization.

As my result connotates, I am predominantly introverted, intuitive, feeling, and judging. I had only a slight preference of introvert over extrovert, playing likewise to the facts that INFJs have outward-reaching outlooks and seek to empathize with others on an intimate level.

Covenant – Is an agreement, that must be kept, that binds two or more entities together (Van Groningen, 1996). Therefore, through God’s divine grace he elected to enter into a covenant with the patriarchs and the people of Israel, whereby he defined the terms of the covenant

It is virtually impossible for a team to be truly effective or successful without the individual personalities that make up the team taking the time to develop the best way to work together. Our textbook defines organizational behavior (OB) as “a field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness” (Robbins & Judge, p. 10). The benefits and deficiencies of personality that each person possesses should all be determined and strategically positioned to best suit the team or task at hand. As stated by Dr. Kahlib J. Fischer, “So it is important that you understand your own behavioral tendencies and the behavioral tendencies of other individuals if you really want to understand how organizations behave and how they should behave according to God’s purpose” (Fisher, 2006). For the purposes of this paper, we will take an in depth look at my personal inventory assessment results and provide recommendations for growth in corporate, spiritual and personal areas.

Introved is always my clearest results when it comes to tests like these, I received 66% in this category. I am a very shy and quiet girl.; at social gatherings I tend to do more observing than socializing. For my future career in couples therapy I can see how my introversion will both help and hinder me. On one side my silence helps me to be extremely focused and observational, so I am able to catch things that others might not. But, on the other hand, my quietness might be perceived as coldness and make others uncomfortable. I am aware my personality can come off as harsh at times because I am very straight to the point.

The idea of covenant is central to the Bible’s story. “Covenant presents God’s desire to enter into relationship with men and women created in his image. This is reflected in the repeated covenant refrain, “I will be your God and you will be my people” (Exodus 6:6-8). Covenant is all about the relationship between the Creator and his creation. The idea may seem simple; however the implications of covenant and covenant relationship between God and humankind are immeasurable” (Gentry & Wellum, 2012, p21).

This paper explores the personality traits of the Myer-Briggs personality INFJ. Research for this assignment was conducted using the text book, the internet, and my personal account. While completing this project I gained a better sense of self and an individual, leader, and worker. It is my hope that this project can be used as a resource for others who have the same personality type as myself.

As human beings, we different from one another. We are created with a lot of character traits. We all can gain knowledge about our own personalities, we develop our perceptive about strengths and weaknesses, and clarify what we truly value as individuals. The Myers Brigg personality assessment classified me as an Introvert, Sensing, Feeling, and Perceiving (ISFP) personality type. Results showed slightly Introvert 16 %, sensing 12%, feeling 19%, and perceiving 3%. Throughout this paper I will analyze the diverse parts of my own personality traits and how those traits have effected both my personal and my working environment.

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)

In the clearest sense a covenant is a special type of relationship. Normally practiced in the ancient Near East, covenant making allowed two parties, who were not related by blood, to enter into a special bond. There is considerable evidence to suggest that the concept of covenantal relationship was common in the ancient Near East. J. Arthur Thompson believes that one should keep the idea of covenant sacred, “In translating the word it may be helpful to use different terms such as agreement, alliance, league, or treaty, according to the sense, and to preserve the term “covenant” for the berîṯ between God and man.”

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

An organization is an entity comprising multiple people, who work interdependently to achieve a collective goal. Management is the process of achieving these organizational goals by working through people and other organizational resources (McShane, Olekalns, & Travaglione 2013). A necessary criteria for an organisation to operate at peak efficiency is to maximise employee job performance. A clear understanding of the personality that comprise their employees is quintessential for employers. Personality is the unique and relatively enduring pattern of thinking, feeling and acting that characterizes an individual and it can be explained by the Five Factor Model (Hurtz & Donovan 2001). By interacting with employees and analysing how they act

Organizational behavior (OB) is the study of how people interact within groups and can be used to achieve a covenant relationship within organizations similar to the relationship that God has with His people. Personalities have a significant role in OB and personality tests create value by allowing organizations to determine ahead of time where potential conflict may arise between employees. The Jung Typology Test classifies people into one of the sixteen personality types determined by Isabel Briggs Myers and one of the four temperaments defined by David Keirsey. This discussion examines the effect of my ISTJ personality type and SJ temperament on myself and those around me on a personal and professional level. The analysis covers the strengths, weaknesses, and sources of conflict associated with each individual aspect of the ISTJ personality—introverted, sensing, thinking, and judging—as well as assessing the personality type as a whole. Lastly, the discussion concludes with lessons I have learned regarding the use of OB in workplace improvement efforts, as well as specific areas where I can use OB to enhance my performance as an employee, co-worker, and manager.

To understand how personality has consequences and influences it has on performance, it would be vital to contrast organisations and a psychologists approach as well definition of personality in an accurate and detailing understanding. Personalities can play a vital role in employee performance, as psychology attempts to distinguish the differences between individuals. "Personality is the psychological qualities that influence an individual 's characteristics behaviour patterns, in a stable and distinctive manner" (Huczynski & Buchanan 2013). It would also be necessary to consider the performance of employees which would affect the needs and expectations of stakeholders '. Organisations and employees would be required deliver satisfying results which would benefit in profit and an exceptional reputation for the organisation, however not all organisations seek to earn profit. This would be classified as performance management, "performance management is a process by which the company manages its performance in line with its corporate and functional strategies and objectives" (Bitici, Carrie & McDevitt 1997. This essay will investigate how personality predicts employee performance and explore factors which organisations need to scrutinize in order to accomplish certain tasks.