The Proposition That ' Different Personalities Contribute For Effective Teams '

Over the last 100 years, the underpinning concepts in the fields of psychology and counseling were wrought. Within this period, these concepts have transformed and evolved from somewhat crude conceptions of the psyche toward more holistic interventions and approaches. As the profession continues to move forward, adaptations of the original theorists regarding the nature of man and the development of personality continue to emerge. These adaptations, along with the integration of new concepts and ideas, continue to contribute to the field. The author describes his view of man and human nature, personality development, and explores potential implications for counseling.

In a team, we tend to meet people with different working styles. Based on Kurt Lewin's Change Model (Lewin,1947) during "unfreezing" stage, I have to change my mind set when working with different people. I learnt that I am adaptable to changes as a member of a peer team.

A team is a type of organizational group with independent members. They share common goals and work together to meet these goals (Northouse, 2016). The organization where I work has teams at various levels for maximizing the success. These teams include, core teams, coordinating teams, patient aligned care team (PACT), contingency teams, ancillary teams, support and administration teams (Veterans Health Administration [VHA], 2015). Some of these teams have interdepartmental members while others have intradepartmental staff. Successful teams have a concrete blueprint and that contributes to their effective functioning. There are several factors that affect these teams irrespective of the level. The factors comprise the presence of a clear task, separation from non-team members, authority, and stability. The factors like working conditions, team process and bridging the gaps are concerns for the executive level. The complexity of the task, individual skills and their diverse specializations affect the selection of the team members. The team’s meaningful interactions decide their success. Independent teams can help promote friendly competition within the organization and lead to better staff performance. An efficient leader can design and launch an effective team through careful planning and selection of the right members. He/she keeps the factors that affect the success of the team in mind when designing the teams. The patient care units

For this reflection paper, I was asked to take a personality test and how these traits are useful when working together with colleagues and clients on an intervention plan during a team meeting. Over the years, I have taken different types of personality tests in my teaching career from a color personality test to what type of teaching style I prefer to use in a classroom learning environment. As a result, I understand the importance of how personality traits identify one’s strengths and challenges for growth in daily interaction with people and the world. The personality type results for me were for the most part accurate in that they classified me as an introvert, intuitive, feeling, and perceiving kind. This personality is known as the “The Mediator” and their strengths in the work place are that they “work hard to ensure that every voice and perspective is heard” (“Mediator strengths and weaknesses, n.d.). However, the personality challenges for this type are a “dislike for dealing with data and taken things personally” (Mediator strengths and weakneses, n.d.). My personality strengths of supporting equity and contribution in a team meeting would effectively focus on a client centered practice and a

Identifying my learning style has allowed me to make more effective decision in choosing learning strategies. By identifying my personality type has helped me evaluate the way I react to people and situations. There are two assessments available to help figure out your learning style and personality. The first is Multiple Pathways to Learning which is based on Professor Howard Gardner’s Multiple Intelligence Theory that focuses on peoples learning strengths and preferences. The second is The Personality Spectrum based on the Myers-Briggs Type Inventory which identifies which personality

There are four different types of personalities in my group: ESTJ, who is efficient, outgoing, analytical, systematic, and dependable. INFJ, who is Idealistic, organized, insightful, dependable, compassionate, and gentle. Also, an INTJ who is Innovative, independent, strategic, logical, reserved, and insightful. Then finally, ISTJ who is

However, other models used to asses personality traits within teams exist such as the Team Diversity Personality (TDP), 'which is a team’s mean level on a particular personality trait or set of personality trait ' (Neumen et al., p.31), this would be useful to company X as it would help them analyse which personalities dominate most in certain teams. This model is an average and so takes into account any extreme personalities in a team, it must also be noted that while personalities are usually reoccurring sometimes personalities that are not usually displayed, may become evident in certain situations for example, a person who is usually not conscientious may become more conscientious in order to complete an important task.

The topic under discussion within this paper is that of learning styles and how each individual has a dominant way of learning. There are many types of ,learning styles which are being discussed throughtout the paper and the succussfulness of these theories. There is also a reflective account to the learning styles presentation and how effective this was within a group, presented through kolbs learning style cycle.

Interestingly, shared mental model theory suggests that when teammates hold similar cognitive representations, they are well capable to anticipate one another’s needs and actions, and to engage in added efficient searches for vital information. Furthermore, “because of this, the effectiveness of the mental factor strategy should naturally be moderated by the validity of the expert model used to structure team discussions and the human capital that team members possess and use to solve the problems they uncover” (Smith-Jentsch, et al., 2008, pg.322). Therefore, a favorable mental attitude facilitates learning while the factor of interest is closely related in nature to that of representational drive and

The ideal team should consist of a mixture of individuals who have different behavioral styles. In addition to the mixture, managers should also take the

The aim of this investigation was to test if there is a connection between particular personality traits and any differences in the personality traits of individuals who play team sports and individuals who play individual sports, such as strong agreeableness and extraversion seen in team sports played.

Kroeger, Thuesen, and Rutledge (2002) also concur that my thinking type will ascend me a management position (Kroeger, Thuesen, & Rutledge, 2002, p. 94). I will work on learning how to best motivate people because this is a weakness for my type. I will be an effective manager if I am successful in "looking for the good in employees, rewarding their accomplishments, helping them work through failures, and valuing each person and his or her contribution to the workforce" (Kroeger, Thuesen, & Rutledge, 2002, p. 94). In addition to leadership, teamwork and goal-setting are a part of organizational behavior. Concerning teamwork in an organization, I can be a good co-worker by using my communication wisely to express my work needs and not talking just to talk (Kroeger, Thuesen, & Rutledge, 2002, p.

There are many leadership styles and is important to know which style you are. There are many ways one can learn their leadership style, for example, through assessments. Knowing your leadership style will help you become a better leader. Although there are many leadership assessments our text discussed four assessments that can give insights into building blocks of personality most commonly identified by peers, subordinate employees, and supervisors (Ledlow, et al, 2014). These assessments include: Hemisphere Dominance assessments; Jungian assessments; Vark test; Struder Group; Price Group; and many

According to Gülbahar and Alper (2011) learning styles can be described as the means of perceiving, processing, storing, and recalling attempts in the learning process. In Gülbahar and Alper (2011) research, various cognitive and learning style theories and models have been proposed over the course of many years, identifying and categorizing individual differences like Hill’s Cognitive Style Mapping (1976), Dunn and Dunn Learning Styles (1978), Howard Gardner’s Multiple Intelligence Theory (1983), Kolb’s Learning Styles (1984), Gregorc Learning Styles (1985), Felder Silverman Learning Model (1988), Grasha-Reichmann Learning Style Scales (1996), and Hermann Brain Dominance Models (1996). These models of learning styles are currently being used in today’s society.

Countless studies and meta-analysis have been done on the effect of the individual personality on success, whether it be within the workplace or an educational institute (ETS, 2016).