I took the Jung Typology Test as an individual study to better understand my personality in relation to observable behaviors found within life, more specifically the work place. I discovered ESFJ is my four letter code and SJ is my temperament. This test narrowed down my four letter code from sixteen possible personality types according to the works of Carl Jung and Isabel Briggs Myers, and then from that discovery my temperament was identified. This study went as far as to assign me my suited profession based on my personality. Extravert (E), Sensing (S), Feeling (F), and Judging (J) are the four components that make up my four letter code. I will address these key terms using studies that have been thoroughly tested with numerous observations
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Feeling (F) compared to thinking was not major with only 16% (Humanmetrics Incorporation 2016). Feelings represent applying values in decision making (BSM Consulting, 2015). I hold true to the sayings “kill with kindness” or “if you can’t say anything nice, don’t say anything at all.” My need to be kind outweighs my thinking of how people treat me, and at times people misuse my kindness. The battle of feeling in comparison to thinking researchers have found is difficult (BSM Consulting, 2015). In my job experience I do not tattle on employees to the boss if I am being negatively targeted. “Killing with kindness” did not work in this situation. My manager told me that there is nothing wrong with tattling, but I had already observed her actions of feeding drama. A leader according to Robbins & Judge (2009) motivates, directs, and communicates efficiently as well as resolves conflicts. Conflicts only escalated at this job. Control encompasses “monitoring performance, comparing actual performance with previously set goals, and correcting any deviation” (Robbins & Judge, 2009). My manager gave me an evaluation showing high performance marks only one month before she appeared to believe lies about me from a conniving employee. Control was misused and I …show more content…
Work experiences even starting as early as elementary school taught me an absolute way procedures had to be done. If I deviated I was disciplined, and shown the expected way by my superior. In fourth grade I had a math teacher that yelled causing me to never ask questions. I had problems with my division homework, so my grandfather showed me how to work the problems. My teacher gave me a failing grade, because I did not use her procedure even though my answers were correct. I agree with, Type Talk At Work coming to the conclusion that the final result is more important than the different methods used. In seventh grade I had a math teacher who taught two to three ways to work problems. I blossomed in math. Being able to, “plan, organize, lead, and control make up the management functions” (Robbins & Judge., 2009). Kroeger et al. (2002) stresses that leaders find strengths in their employees as an individual. Organizational behavior focuses on individuals as well as groups, and how as a unit they operate to make a successful business (Robbins & Judge, 2009). First, you must start with the
Feeling (F) compared to thinking was not major with only 16% (Humanmetrics Incorporation 2016). Feelings represent applying values in decision making (BSM Consulting, 2015). I hold true to the sayings “kill with kindness” or “if you can’t say anything nice, don’t say anything at all.” My need to be kind outweighs my thinking of how people treat me, and at times people misuse my kindness. The battle of feeling in comparison to thinking researchers have found is difficult (BSM Consulting, 2015). In my job experience I do not tattle on employees to the boss if I am being negatively targeted. “Killing with kindness” did not work in this situation. My manager told me that there is nothing wrong with tattling, but I had already observed her actions of feeding drama. A leader according to Robbins & Judge (2009) motivates, directs, and communicates efficiently as well as resolves conflicts. Conflicts only escalated at this job. Control encompasses “monitoring performance, comparing actual performance with previously set goals, and correcting any deviation” (Robbins & Judge, 2009). My manager gave me an evaluation showing high performance marks only one month before she appeared to believe lies about me from a conniving employee. Control was misused and I …show more content…
Work experiences even starting as early as elementary school taught me an absolute way procedures had to be done. If I deviated I was disciplined, and shown the expected way by my superior. In fourth grade I had a math teacher that yelled causing me to never ask questions. I had problems with my division homework, so my grandfather showed me how to work the problems. My teacher gave me a failing grade, because I did not use her procedure even though my answers were correct. I agree with, Type Talk At Work coming to the conclusion that the final result is more important than the different methods used. In seventh grade I had a math teacher who taught two to three ways to work problems. I blossomed in math. Being able to, “plan, organize, lead, and control make up the management functions” (Robbins & Judge., 2009). Kroeger et al. (2002) stresses that leaders find strengths in their employees as an individual. Organizational behavior focuses on individuals as well as groups, and how as a unit they operate to make a successful business (Robbins & Judge, 2009). First, you must start with the