Theories Of Personality And Leadership Assessments Essay

The leadership self-assessment above indicates own leadership strengths, specifically interpersonal skills. These skills include verbal and non-verbal communication, negotiation, problem-solving, and assertiveness. As a matter of point, interpersonal skills build strong working relationship among employees, hence, improving efficiency in management. Besides, political skills help to manage the organizational politics and reduce workplace conflicts (Hersey, Ken, and Dewey 15). However, self-assessment indicated some weakness in analytical and drama fairness skills that needs development.

A person’s personality allows us to see if we are passive or aggressive, along with why a person may be shy or outgoing (Lussier&Achua, 2013). My number one personality trait according to the profile assessment indicates that I am highest in conscientiousness, followed by adjustment, surgency, openness to new experiences, and agreeableness. As we continue to assess my leadership, all of these will play an important role in how I continue to be a strong leader with other motivating factors.

A person’s personality is his or her essence. It is what guides decisions, emotions, and even thoughts. Some may wonder if it is possible to explore every nuance of such a complex part of a being, but there are ways to determine what type of personality a person has, and then branch off into a more detailed examination of that person specifically. Combined with other factors, such as personality disorders and the environment that someone has grown up in, the Myers-Briggs Type Indicator, or MBTI, test (Enrichment 1) and analysis can determine an accurate portrayal of a personality. Created in 1943 by Katherine Briggs and Isabel Briggs Myers, it is a system made up of four basic functions and sub functions that combine to make a personality type. The mother and daughter team constructed it off of Jung’s theories (History 2). Based on this system, one of the most common personality types in the US population is called an ESTJ, and one of the least common personality types is called an INFJ. There are many differences and similarities between these two types. An ESTJ personality, overall, is practical, fact-based, and outgoing, whereas an INFJ personality is more private and makes decisions based on feelings; however, both are organized people who make good leaders and are capable of great success in roles that involve helping others.

Dr. John Holland created a theory and inventory to help describe personality types that can be used to identify occupations that are best suited for a particular personality type, or “Holland Code.”

They suggest that measuring one’s characteristics such as sociability, drive, self-determination and demeanor can aid one to better interpret and discern them introspectively. By taking the Myers-Briggs Type Inventory (MBTI) I am able to compare my personality traits to careers in which I may enjoy, will fit my individual personality and enable me to be successful say Drummond, Jones & Sheperis (2016). The results of my self-administered inventory are as follows; Introvert (I) 55%, Intuitive (N) 76%, Feeling (F) 86% and Perceiving (P) 67%. The four dimensions of the inventory seem to be very accurate for the manner in which I view myself. The result of INFP suggests that my personality shows a predominant association with being in a career in which I am able to care for others, such as a healer. This is a correlate with my first career as a firefighter and

The Myers-Briggs Type Indicator (MBTI) “is an introspective self-report questionnaire designed to indicate psychological preferences in how people perceive the world and make decisions” (13). It is one of several personality assessments that is popular among modern mental health experts throughout the world. Currently, it is estimated that the MBTI is “taken by more than two million people per year and is translated into 16 languages (10). “The purpose of the Myers-Briggs Type Indicator personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people 's lives” (4).

Myers-Briggs is a method used like a compass, which can give you some sense of direction as to the type of personality traits you contain within yourself. Plus, gives you an idea as to what career is most suitable or at best a profession that may be a desirable choice you may find happiness in. Giving that Carl Jung a psychiatrist, partial credit for identifying some personality types as to why individuals choose to do things in a particular manner. It’s has been recognized that Mr. Jung established the theory of the extroverted and introverted personality, archetypes, and the collective unconscious.

Leadership is an action not a position. With the proper personality, a leader can accomplish many things like knowledge of the organization. Being able to handle all type of situations shows great leadership traits. According to (Hughes, Ginnett, and Curphy) the adjustment dimension of the Five Factor Model of Personality “is concerned with how people react to stress, failure, or personal criticism” and it is important for leaders to develop their response to this dimension. Leader trait research examined the physical, mental, and social characteristics of individuals. In general, these studies simply looked for significant associations between individual traits and measures of leadership effectiveness. Physical traits such as height, mental traits such as intelligence, and social traits such as personality attributes were all subjects of empirical research. (LEADERSHIP THEORIES AND STUDIES)

Developing not only as a person but as a leader can be a complex and arduous task, and is a life-long process for those that truly take an active interest in this development. Conscious choices can be made to improve leadership skills and personality traits that support greater achievement in the workplace are possible, and thus development in these areas can be made a matter of active choosing and attention, yet properly engaging in such active development efforts requires an understanding of how personality works as an internal matter and how specific personality traits translate into leadership capabilities and effectiveness. While many different tools and methods have been created to assist in leadership development, few are as truly insightful or as concretely applicable as the Life Styles Inventory.

Today we are discussing the Myers-Briggs Type Indicator. We will also be discussing my results. I will then cover the strengths, as well as the weaknesses of my given four letter type. I will then explain how this test would be useful for employers. I will also be explaining how this test would be useful for a clinician while trying to promote meaningful interventions in treatment.

The topic of leadership is historically one of the most widely researched when it comes to explorations of organizational behavior. The success of any institution or organization is pegged on the quality of its leadership because it is the determining factor on the pattern and speed at which it achieves its growth goals. Leaders are responsible for steering an organization toward its goal by mobilizing resources (both human and material) and maximizing their efficiency. The key deliverables for many leaders include employee well-being, teamwork, adherence to organizational processes and procedures, innovation, crisis

The Myers Briggs Type Indicator is a personality test based on the theories of Carl Jung. Jung developed the theory of psychological types where people are divided into four preferences. The groups are extroverted/introverted, sensing/intuition, thinking/feeling, and judging/perceiving. There are 16 different potential personality types with the majority of the world’s population fitting into only eight of the 16 preferences. Extroversion and introversion involves a person’s preference in dealing with the external world. Sensing and intuition deals with how a person prefers to gather information. Thinking and feeling are a preference on how to make a decision. The final pair, judging and perceiving, are a reflection of a person’s lifestyle including structure and spontaneity.

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

The basic premise for leadership is the process of influencing other people to follow your lead in order to accomplish a goal. It is about the relationship between the leader and the followers. A good leader tries to motivate people to bring about positive changes revealing a common objective without using coercion or manipulation. Leadership is not about control, but permitting interaction and communication between the leader and the individual followers. With empowering others, leaders build a foundation of collaborative thinking and encourage an atmosphere of personal involvement; a leader can strengthen the respect and loyalty of his or her followers. Leaders can affect this process by applying their own personal characteristics, such

Personality can be defined as “the combination of stable physical and mental characteristics that give the individual his or her identity” (Kinicki & Kreitner, 2006, p. 132). The dimensions that make up personality include thoughts, emotions and behavior patterns (Robbins & Coulter, 2009). Personality has quantifiable aspects that remain stable throughout a person’s lifetime. The Myers-Brigg Type Indicator and the Big Five model are personality assessments that attempt to classify observable behavior. Some organizations use these assessments when hiring employees, placing them in an appropriate position, and promoting these individuals within the organization. Personality assessments can also be effectively used in groups within the