Personality Types Identification in the Workplace

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Introduction

Personality types denote the psychological categorization of dissimilar kinds of mannerism. They are at times differentiated from personality traits because personality traits represent a smaller group of behavioral inclinations (Kun, Kiss, & Kapitány, 2015). The identification of one’s personality type is used by many, especially in the workplace setting. In this study, I seek to assess, identify, thoroughly explain four aspects of my personality from assessment, and evaluate how my specific personality types can enhance or obstruct successful leadership in the health care environment. The identification of one’s personality type is particularly noteworthy for its importance in growth and self-progress. Learning and employing the personality type could be an influential and satisfying experience if it is exercised as an instrument for discovery instead of a means of locking individuals into boxes or defense for one’s conduct.

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Personality Aspects

The connection involving worry, the inclination of one’s contemplations and mental reflections to focus on and generate unconstructive sentiments, the experience of a common degree of fear, and the representation of psychological impacts have been the topics of current studies (Grace, 2013). Fretting has demonstrated strong connections with shyness and dread of social circumstances. The worrier’s propensity to be afraid of social circumstances may make them seem more sequestrated. An assessment of my personality type shows that I have an extrovert personality. For example, I am flexible and accustomed to the external world. This personality type can enhance my effective leadership in the health care environment as I prefer interacting through discussion, aggressively participating, being friendly, expressive, and have a range of concerns. On the contrary, introverts have a tendency of associating with the external world through paying attention, reflecting, being reticent, and having centered concerns.

Other aspects of my personality garnered from the assessment encompass intuition, thinking, and perceiving. The sensing kinds of personality have a tendency of concentrating on the reality of present situations, ensure close consideration to detail, and are apprehensive of feasibility (Tett, Freund, Christiansen, Fox, & Coaster, 2012). On the contrary, an analysis of my personality type establishes that I have the intuitive rather than the sensing type. The intuitive personality type can improve my valuable leadership in the health care environment as I concentrate on envisioning a broad scope of possibilities; a condition that supports ideas, perceptions, and theories. By scoring high on intuition, I as well achieve high in general. For example, attributable to the intuitive personality, I tend to establish new means of accomplishing things, mull over future implications for a current action, perceive the big picture, and distinguish fundamental significance in what others say or undertake.

Since I make decisions that are anchored in sense and reason, I have a thinking type of personality. People that make decisions founded on their value structure, or the things they take to be correct, have the feeling type of personality. Normally, people employ these two types of personality while making decisions but they put more confidence in a given type as compared to the other. My thinking type of personality can boost my successful leadership in the health care environment since I make decisions in a coherent manner. For instance, I am reasonable, unprejudiced, and value what I consider to be just and right by pre-identified rules of conduct. This makes me achieve high on intelligence. On the contrary, people that have the feeling type of personality make decisions anchored in subjective and individual ideals. In interpersonal decision-making, people that have the feeling type of personality have a tendency of highlighting compromise to guarantee a favorable resolution for all. They as well have a tendency of being fairly more fearful as compared to the thinking types. In this regard, the worrier’s inclination to have a fearful impact is evident in the feeling kind of personality (Grace, 2013).

The perceiving and judging inclinations, within the framework of personality types, denote the approach to the external world, and how people live their lives daily (Tett et al., 2012). Individuals that have a judging tendency desire things to be tidy, organized, and accomplished. On the other hand, since I desire things to be flexible and spontaneous, my assessment shows that I have the perceiving type of personality. While the people with the judging type of personality desire having things resolved, I like having things open-ended. The perceiving type of personality can hinder my effective leadership in the health care environment since I tend to reschedule decisions to make out other existing alternatives. For instance, I act spontaneously, execute things the eleventh hour, and choose what to carry out as I do it, instead of considering a plan in advance.

Conclusion

Types of personality represent the psychological categorization of dissimilar kinds of characteristics. The recognition of one’s personality type is mainly remarkable for its significance in growth, in addition to self-progress. An assessment of my personality type demonstrates that I have the extrovert, intuitive, thinking, and perceiving types of personality. The extrovert, intuitive, and thinking types of personality can enhance my successful leadership in the health care environment. In contrast, the perceiving type of personality can hinder my effective leadership in the health care environment. Therefore, I need to seek the means of addressing the perceiving type of personality to lessen or eradicate its detrimental effects.

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References

Grace, C. (2013). Personality type, tolerance of ambiguity, and vocabulary retention in CALL. CALICO Journal, 15(3), 19-45.

Kun, A. I., Kiss, M., & Kapitány, A. (2015). The effect of personality on academic performance: Evidence from two university majors. Business Education & Accreditation, 7(1), 13-24.

Tett, R. P., Freund, K. A., Christiansen, N. D., Fox, K. E., & Coaster, J. (2012). Faking on self-report emotional intelligence and personality tests: Effects of faking opportunity, cognitive ability, and job type. Personality and Individual Differences, 52(2), 195-201.

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PsychologyWriting. (2022, April 5). Personality Types Identification in the Workplace. Retrieved from https://psychologywriting.com/personality-types-identification-in-the-workplace/

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PsychologyWriting. (2022, April 5). Personality Types Identification in the Workplace. https://psychologywriting.com/personality-types-identification-in-the-workplace/

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"Personality Types Identification in the Workplace." PsychologyWriting, 5 Apr. 2022, psychologywriting.com/personality-types-identification-in-the-workplace/.

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PsychologyWriting. (2022) 'Personality Types Identification in the Workplace'. 5 April.

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PsychologyWriting. 2022. "Personality Types Identification in the Workplace." April 5, 2022. https://psychologywriting.com/personality-types-identification-in-the-workplace/.

1. PsychologyWriting. "Personality Types Identification in the Workplace." April 5, 2022. https://psychologywriting.com/personality-types-identification-in-the-workplace/.


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PsychologyWriting. "Personality Types Identification in the Workplace." April 5, 2022. https://psychologywriting.com/personality-types-identification-in-the-workplace/.