The Expectations On Personality Types

The Myers-Briggs Type Indicator Personality (MBTI) was developed by Briggs Myers and her mother Katharine Cook Briggs in 1943 during the onset of World War II (Ham, 2016). Briggs recognized the need for psychological instruments that would value human differences and utilized the C G Jungs theory in creating the MBTI (The Story of Isabel Briggs Myers, n.d). According to The Myers & Briggs Foundation (2014) Myers and Briggs initially tested a group of 20 relatives and friends. They utilized such sample, because they thought they could predict their personality solemnly on observation which by observation. The initial random sample did not truly represent a whole population, but merely were used due to availability.

Transformational leadership’s influence on job performance, job satisfaction, employee attitudes, and employee engagement has been studied and compared to the influence of transactional leadership on the same. This paper compares three studies by three different researchers. Wright and Pandey (2010), Emery and Barker (2007), and Hechanova and Cementina-Olpoc (2013) conducted empirical research to determine the degree of influence transformational leadership played in each of their sample populations. This

The behavioral sciences have made many contributions to understanding this function of management. Personality research and studies of job attitudes provide important information as to how managers can most effectively lead subordinates. For example, this research tells us that to become effective at leading, managers must first understand their subordinates’ personalities, values, attitudes, and emotions.

A good working relationship between leader and follower is needed to create conditions that are conducive to increased safety and high performance. Research conducted by Hackman & Wageman (2007) concluded that few individuals are actually leaders and Ciulla (2003) found that the majority of leaders spent most of their working lives in “following” roles rather than leading ones. According to Bennis (2008) commitment and action on the part of followers is not necessarily dependent on the leaders behaviors and attributes, but also on the followers’ attributes and views. Cavell (2007) stated, “We need to be good, supportive followers for our leaders to be successful.” All leaders possess traits that will likely lead them to being successful and identified the following traits of a good leader: visionary, effective communicator, honesty, attentive listener, patience, decisive, developed positive objectives, exuded high energy and passion, was self driven and charismatic.

The Behavioral theory of personalities states that a personality is developed through our experiences, classical training methods, and observation learning. This holds more weight than the others, when we think of training methods we often think of another person with more experience training the trainee, while there are plenty of examples of this, I wondered how many people have thought that they may be training themselves subconsciously we all do it some extent. A personal example would be when I learned to text faster, my friends constantly commented on my slow texting being a millennial I felt inadequate, the only people who were considered slow at texting where “old” people I couldn’t have my peers thinking I belonged with that group, so I started texting constantly to speed up my fingers. Now it is something that is second nature, I think we do this like to ourselves those voices in our head train as much as another person.

Extraversion is one of the five core personality traits described in the big five theory of personality. This trait is characterized by sociability, assertiveness, emotional expressiveness and excitability. People who are high in this trait are often described as being outgoing ad talkative, while those low in this trait are described as quiet and reserved. An extroverted disposition ; concern with what is outside the self rather what is inside.

personality types, behavioural styles theories, personality and testing systems - for self-awareness, self-development, motivation, management, and recruitment

The fourth letter represents how I prefer to organize your life. The way in which I prefer to organize my life is Judging. When I saw the word judging I was for sure this was inaccurate because I associated that with judging people. I never judge people and this word really made me feel insulted and uncomfortable. I was sure this was going to be inaccurate. In Gifts Differing: Understanding Personality Type, Isabel Briggs Myers and Peter B. Myers wrote:

Researchers have focused their efforts towards the link between effectiveness of leaders and personality traits. They tend to reach a consensus indicating that the effectiveness of a leader is established by her/his personality traits. In this context, the performance and success of leaders is measured by personality traits. Organizations use different models to assess an individual's personality traits. Some strategies employed to determine included the use of trait approach in establishing whether a leader is charismatic (Anderson, Reckenrich & Kupp, 2011).

While the behavioral paradigm severed for the basis of a new leadership theory, meta-analytic studies revealed that the behaviors of leaders are important for predicting leadership effectiveness (Derue et. al, 2001). In contrast, Zaccaro (2007) stated that while a situation is important in explaining variance in leadership behavior, it might not be as important when differentiating between leaders and followers. The relative stability or malleability to a specific situation may differ over time and between different leadership traits (Zaccaro, 2007).

I've always been one of those “silently judging you types”. You know, the ones that make you feel a little uncomfortable and vulnerable because it feels like they can see inside your soul. I try to stop myself, truly I do... but I just can’t. My urge to know what people are thinking and feeling is almost primal. I NEED to understand why they think and behave the way that they do.

Moreover, the trait approach gives a deeper understanding of the leader element in the leadership process by emphasising exclusively on the leader, (Gore et al, 2011). The trait theory does not offer hypotheses about the role of situational variance or characteristic of the followers. Instead, this approach provide information about leaders, and about which traits cause which behaviours and that certain set of traits are central to the leadership process and play an indispensible part of effective leadership.

This paper explored facets of my personality revealed and defined by Pearson Education, as well as insights gained from our textbook, Type Talk at Work and The Gospel and Personal Reflections. With the results from the assessment test I will relate the different personality categories to how I operate in the organization, how I relate to others in the organization and life in the organization. Each of these categories will reveal scores that will signify high or low ability, consequently indicating where improvement is needed for better organizational results. Moreover, Dr.Fischer underscores that organizational behavior is predicated on individual behavior that’s affected by individual personality traits. Furthermore, the more we understand our personality type, the better we will be at understanding others. Likewise, grounded in my Christian worldview and framework we know that sin can also be found in our personality traits and it’s through the discovery of our flawed selves, we can self- correct in our personal and corporate lives.

Outgoing and spontaneous, or level headed and reserved: these are ways in which people identify the others surrounding them every day. These personality indicators may seem easy to distinguish; however, at times, finding one’s own personality type can be difficult. In the early 1900s, a Swedish psychologist named Carl Jung introduced the idea of categorizing personalities into identifiable types (Boeree). By investigating the subconscious, Jung was able to classify personality types that have certain characteristics in common. This became known as typology (Boeree; TheFreeDictionary.com). Several years later, Katherine Briggs and her daughter, Isabel Briggs-Myers, took Jung’s typology to the next level. Together they separated

leadership styles and its sub-scales have a significant role in job satisfaction. These results were consistencewith previous research results that doing in this field.