Leading as an Introvert In An Extroverted World challenges viewers to change their perspective of what it means to be a leader in the 21st century. Based on the book: The Dynamic Introvert: Leading Quietly with Passion and Purpose by Lesley Taylor.
The document discusses personality development and types of personalities. It defines personality development as the distinctive patterns of attitudes and behaviors that make each individual unique. It then lists eight common personality types and characteristics that define a developed personality, such as confidence, communication skills, optimism, and leadership qualities. Tips for developing one's personality include keeping composure, dressing professionally, and creating your own personal style.
This document discusses motivation for healthy behaviors and identifies potential triggers that can increase motivation. It explains that motivation fluctuates over time in waves that peak and dip. During high motivation moments, people have opportunities to adopt healthy behaviors. It identifies five potential types of triggers that can provide enough "activation energy" to reach a peak in motivation: internal triggers like self-reflection; social triggers from one's environment; triggers of necessity like health issues; triggers from habit routines; and triggers in response to goals or emotions. The document collects examples of specific triggers within each type and invites comments on other hypotheses.
The document discusses inspiration and what it means to the author. It references an inspirational speech given by Professor Randy Pausch in 2010 that was both strong and humbling. The speech had a profound impact and inspired the author. A link to the YouTube video of Pausch's speech is provided for reference.
Management Theory and Organizational BehaviourARSHAD ALAM
The presentation discusses six types of motivation: incentive, fear, achievement, growth, power, and social. Incentive motivation involves rewards for achieving goals. Fear motivation uses consequences or punishment. Achievement motivation comes from accomplishing goals and proving competence. Growth motivation is an internal desire for self-improvement and knowledge. Power motivation takes the form of a desire for autonomy or control over others. Social motivation stems from the need for connection, acceptance, and affiliation with others.
The document contains entries from a psychology journal discussing various concepts learned by the student. It discusses social facilitation and how the presence of others can increase task performance. It also discusses the sociocultural perspective, which views personal development as heavily influenced by social and cultural factors. Self-concept and its components including self-image, self-esteem, and ideal self are described. Intrinsic and extrinsic motivation and the difference between them is explained. The concept of self-fulfilling prophecy and how expectations can influence behaviors and outcomes is summarized. Counterfactual thinking, or imagining how the past could have been different, is also covered.
This document discusses personality development and outlines key aspects of developing a good personality. It defines personality as the totality of a person, including their character, behavioral traits, and attitude. Personality development aims to improve communication skills, relationships, outlook, and ethics. The document then describes Carl Jung and Briggs Myers' personality types based on extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. It lists traits of a good personality like self-confidence, positive thinking, learning from failures, and self-reliance. Approaches to developing a good personality include setting goals, managing time well, improving communication and leadership skills, maintaining good health habits, and developing self-confidence
UNDERSTANDING OF SELF & THE COMPONENTS OF SELF.
This presentation is a good work to be displayed in Meetings where you have to speak on Self from a Psychological Perspective. We have blended a whole lot of things for this beautiful presentation.
Motivation is the psychological force that pushes or pulls humans to take action. It emerges from unfulfilled needs and wants that create tension inside a person. This tension acts as the driving force that leads to behavior aimed at reducing the tension through fulfilling goals and needs. There are innate and acquired human needs. Innate needs are essential for survival while acquired needs are learned through culture and environment. When goals are achieved, humans set higher goals, but failure can lead to frustration that people deal with using defense mechanisms like aggression, rationalization, or withdrawal. Maslow's hierarchy of needs theorizes that humans are motivated to fulfill fundamental physiological needs before pursuing other needs.
The document discusses personality development and types of personalities. It defines personality development as the distinctive patterns of attitudes and behaviors that make each individual unique. It then lists eight common personality types and characteristics that define a developed personality, such as confidence, communication skills, optimism, and leadership qualities. Tips for developing one's personality include keeping composure, dressing professionally, and creating your own personal style.
This document discusses motivation for healthy behaviors and identifies potential triggers that can increase motivation. It explains that motivation fluctuates over time in waves that peak and dip. During high motivation moments, people have opportunities to adopt healthy behaviors. It identifies five potential types of triggers that can provide enough "activation energy" to reach a peak in motivation: internal triggers like self-reflection; social triggers from one's environment; triggers of necessity like health issues; triggers from habit routines; and triggers in response to goals or emotions. The document collects examples of specific triggers within each type and invites comments on other hypotheses.
The document discusses inspiration and what it means to the author. It references an inspirational speech given by Professor Randy Pausch in 2010 that was both strong and humbling. The speech had a profound impact and inspired the author. A link to the YouTube video of Pausch's speech is provided for reference.
Management Theory and Organizational BehaviourARSHAD ALAM
The presentation discusses six types of motivation: incentive, fear, achievement, growth, power, and social. Incentive motivation involves rewards for achieving goals. Fear motivation uses consequences or punishment. Achievement motivation comes from accomplishing goals and proving competence. Growth motivation is an internal desire for self-improvement and knowledge. Power motivation takes the form of a desire for autonomy or control over others. Social motivation stems from the need for connection, acceptance, and affiliation with others.
The document contains entries from a psychology journal discussing various concepts learned by the student. It discusses social facilitation and how the presence of others can increase task performance. It also discusses the sociocultural perspective, which views personal development as heavily influenced by social and cultural factors. Self-concept and its components including self-image, self-esteem, and ideal self are described. Intrinsic and extrinsic motivation and the difference between them is explained. The concept of self-fulfilling prophecy and how expectations can influence behaviors and outcomes is summarized. Counterfactual thinking, or imagining how the past could have been different, is also covered.
This document discusses personality development and outlines key aspects of developing a good personality. It defines personality as the totality of a person, including their character, behavioral traits, and attitude. Personality development aims to improve communication skills, relationships, outlook, and ethics. The document then describes Carl Jung and Briggs Myers' personality types based on extraversion/introversion, sensing/intuition, thinking/feeling, and judging/perceiving. It lists traits of a good personality like self-confidence, positive thinking, learning from failures, and self-reliance. Approaches to developing a good personality include setting goals, managing time well, improving communication and leadership skills, maintaining good health habits, and developing self-confidence
UNDERSTANDING OF SELF & THE COMPONENTS OF SELF.
This presentation is a good work to be displayed in Meetings where you have to speak on Self from a Psychological Perspective. We have blended a whole lot of things for this beautiful presentation.
Motivation is the psychological force that pushes or pulls humans to take action. It emerges from unfulfilled needs and wants that create tension inside a person. This tension acts as the driving force that leads to behavior aimed at reducing the tension through fulfilling goals and needs. There are innate and acquired human needs. Innate needs are essential for survival while acquired needs are learned through culture and environment. When goals are achieved, humans set higher goals, but failure can lead to frustration that people deal with using defense mechanisms like aggression, rationalization, or withdrawal. Maslow's hierarchy of needs theorizes that humans are motivated to fulfill fundamental physiological needs before pursuing other needs.
We consider personal development largely ‘personal’; something we do for ourselves in order to grow and develop.
Though pretty obvious yet seemingly self-explanatory concept of personal development is misleading.
Conventional definitions of personal development:
Wikipedia considers personal development as a process of gaining self-awareness, developing talent and aspiring towards a high quality life.
The Oxford online dictionary suggests that self-development is “the process by which a person’s character or abilities are gradually developed”, and
The Cambridge online dictionary explains personal development within a business context, seeing it as “the process of improving your skills and increasing the amount of experience that you have in your job”
The Big 5 Personality traits model has been analyzed based upon the traits of the famous boxer, Muhammad Ali. Includes practical examples from the life and times of Muhammad Ali.
This document outlines aspects of personality development including definitions, importance, determinants, types, and tips for improvement. It discusses inner and outer personality, communication skills, and performing a SWOT analysis. The key benefits of personality development are mentioned as personal benefits, social benefits, and group-based benefits. Overall, the document provides an overview of what personality development entails and its significance.
Marie Welsh's leadership development plan focuses on strengthening her self-image, embracing her strengths, and exploring career options in counseling or social work. She took a WELL course that helped her recognize her talents and see herself as a leader. Her goals are to improve her computer skills, explore volunteering with organizations helping women and families, and network at a women's conference to help achieve her career goals.
Self esteem refers to a positive overall evaluation of oneself and the feeling that one is competent and worthy. It is developed from both positive experiences like praise and success, as well as negative experiences like criticism or failure. Maintaining healthy self esteem involves pursuing accomplishments, focusing on strengths, and spending time with supportive people.
Personality has to do with an individual's unique behavior patterns, cognition, and emotions. As a leader, your personality will be shaped by your interactions with others and experiences over time. It is important for leaders to be conscious of their personality and how it may change as they take on more public roles. A good leader must have a personality that can tolerate different backgrounds and opinions while remaining unbiased, and use listening and reasoning skills to positively influence others. Certain traits like these help define effective leadership.
Personality refers to individual differences in patterns of thinking, feeling, and behaving. It is determined by heredity, culture/religion, and situations. Organizations also have personalities defined by unique, stable traits that set them apart such as Disney being family-oriented and friendly. Personality influences organizational behavior through an individual's locus of control (view of what controls fate), self-esteem, self-monitoring abilities, and risk-taking tendencies, which can impact decision-making styles.
The document discusses the development of self-concept from childhood to adulthood. It begins by defining self-concept and its key components, including self-esteem, identity, body image, and the influence of school, age, and adolescence. It then examines how self-concept develops through cognitive and social changes. The characteristics of a positive self-concept are described as self-confidence, acceptance of criticism, goal-setting, and risk-taking. Finally, it identifies several factors that can influence self-concept, such as media, appearance, abuse, relationships, and life experiences.
Personality & temprament individual variationGhulam Qadir .
This Presentation has been submitted to:
Course work of M.Phil Education 2016-2017
ED 802 Psychological Perspective & Issues in Education
Assigned by
Prof. Dr. Iftikhar Hussain Jaffri
By
Ghulam Qadir Khaskheli
M/ED/2k16/11
Me as a mentor: What it means to help others. The document discusses mentoring from the perspective of the author as a mentor. It defines key concepts of mentoring like representation and power. It discusses how the author's mentoring skills have helped others and quotes inspirational leaders on power and making change. The author believes mentoring involves aspects of leadership and guiding others in the right direction.
Personality refers to characteristic patterns of thinking, feeling and behaving. A personality disorder involves inflexible and maladaptive patterns of perceiving, relating to and thinking about the environment and oneself that cause distress or impairment. These patterns are stable and of long duration, appear by early adulthood, and are not better explained as a manifestation or consequence of another mental disorder.
McClelland's Needs Theory identifies three important needs that motivate behavior: the need for power, the need for affiliation, and the need for achievement. The need for power involves influencing and controlling others, while the need for affiliation centers around developing social relationships and avoiding rejection. The need for achievement involves taking moderate or calculated risks to achieve goals and overcome obstacles. McClelland determined that these needs are learned over time based on life experiences rather than innate, and they influence the types of situations and roles that motivate different people.
This document discusses self-concept and its components. It defines self-concept as a person's mental image of oneself and notes it has four dimensions: self-knowledge, self-expectation, social self, and social evaluation. The key components of self-concept are identified as identity, body image, role performance, and self-esteem. Factors that influence self-concept are also outlined such as age, appearance, gender, culture, education, relationships, life experiences, and stressful life events. Nursing diagnoses related to challenges in self-concept are identified.
This document discusses personality development and defines personality as one's character and behavior in different scenarios. It states that developing a good personality can improve success. Some key aspects of a good personality include self-confidence, positive thinking, learning from failures, self-reliance, and selfless service. Developing a good personality requires goal setting, time management, communication skills, and leadership qualities. Maintaining a healthy mind and body through nutrition, exercise, and disciplining daily routines is important for personality development.
Dear friends i have uploaded this presentation as a part of my assignment.
More number of views, more my presentation will be rated, thank you all.
Contact: dheebika.kuppusamy@gmail.com
This document discusses self-awareness and its importance. It defines self-awareness as knowing one's own attitudes, feelings, motives, desires, strengths, and weaknesses. The key areas of self-awareness include personality traits, personal values, habits, emotions, and psychological needs. The document recommends self-reflection and getting feedback from others to improve self-awareness. It identifies self-analysis, self-esteem, and self-efficacy as important components of self-awareness and discusses how to develop high self-esteem and a strong sense of self-efficacy.
The document discusses intrapersonal communication, which is communication with oneself through thinking, self-talk, and internal dialogue. It covers key aspects of intrapersonal communication like self-concept, perceptions, needs, and communication with others. The objectives are to reflect on self-introspection, understand how self-concept relates to intrapersonal communication, and gain a deeper understanding of one's own self-communication skills.
1. The document is an assignment submitted by a student named Chirag Sankeshwari for a People & Organizations module. It includes 6 sections that critically assess topics related to individual personality, motivation theories, group behavior, management of change, organizational design, and a bibliography.
2. The first section analyzes individual personality and covers determinants of personality like the Big Five personality dimensions and Myers-Briggs Type Indicator. The second section analyzes motivation theories like Maslow's hierarchy of needs and McClelland's needs theory.
3. The third section analyzes group behavior and covers topics like groupthink, group shift, and de-individualization. The fourth section analyzes models of
The document discusses Albert Bandura's theory of self-efficacy, which is defined as one's belief in their ability to succeed in specific situations. Bandura identified four main sources of self-efficacy: mastery experiences, social modeling, social persuasion, and psychological responses. People with strong self-efficacy are more likely to view challenges as things that can be overcome through effort, while those with weak self-efficacy tend to avoid challenges and dwell on failures. Bandura's 1977 paper on self-efficacy became highly influential in the field of psychology.
Personal Essay : My Personal Qualities
Big Five Dimensions Of Personality Essay
My Own Theory Of Personality
Examples Of A Personality Paper
Essay on Psychology: Personality Theories
Human Personality Essay
Essay on Personality in the Workplace
Factors Influencing Personality
Examples Of Personality Psychology
Personality Reflection Essay
ENTP Personality
Essay on Me Myself and Personality Traits
Personality Paper Essay
Examples Of Implicit Personality Theory
Types of Personality Essay
Personality Test Analysis Essay
An Individual s Personality Change Essay
Introduction to Personality Essay
Essay on Personality Analysis
Humanistic Perspective on Personality Essay
We consider personal development largely ‘personal’; something we do for ourselves in order to grow and develop.
Though pretty obvious yet seemingly self-explanatory concept of personal development is misleading.
Conventional definitions of personal development:
Wikipedia considers personal development as a process of gaining self-awareness, developing talent and aspiring towards a high quality life.
The Oxford online dictionary suggests that self-development is “the process by which a person’s character or abilities are gradually developed”, and
The Cambridge online dictionary explains personal development within a business context, seeing it as “the process of improving your skills and increasing the amount of experience that you have in your job”
The Big 5 Personality traits model has been analyzed based upon the traits of the famous boxer, Muhammad Ali. Includes practical examples from the life and times of Muhammad Ali.
This document outlines aspects of personality development including definitions, importance, determinants, types, and tips for improvement. It discusses inner and outer personality, communication skills, and performing a SWOT analysis. The key benefits of personality development are mentioned as personal benefits, social benefits, and group-based benefits. Overall, the document provides an overview of what personality development entails and its significance.
Marie Welsh's leadership development plan focuses on strengthening her self-image, embracing her strengths, and exploring career options in counseling or social work. She took a WELL course that helped her recognize her talents and see herself as a leader. Her goals are to improve her computer skills, explore volunteering with organizations helping women and families, and network at a women's conference to help achieve her career goals.
Self esteem refers to a positive overall evaluation of oneself and the feeling that one is competent and worthy. It is developed from both positive experiences like praise and success, as well as negative experiences like criticism or failure. Maintaining healthy self esteem involves pursuing accomplishments, focusing on strengths, and spending time with supportive people.
Personality has to do with an individual's unique behavior patterns, cognition, and emotions. As a leader, your personality will be shaped by your interactions with others and experiences over time. It is important for leaders to be conscious of their personality and how it may change as they take on more public roles. A good leader must have a personality that can tolerate different backgrounds and opinions while remaining unbiased, and use listening and reasoning skills to positively influence others. Certain traits like these help define effective leadership.
Personality refers to individual differences in patterns of thinking, feeling, and behaving. It is determined by heredity, culture/religion, and situations. Organizations also have personalities defined by unique, stable traits that set them apart such as Disney being family-oriented and friendly. Personality influences organizational behavior through an individual's locus of control (view of what controls fate), self-esteem, self-monitoring abilities, and risk-taking tendencies, which can impact decision-making styles.
The document discusses the development of self-concept from childhood to adulthood. It begins by defining self-concept and its key components, including self-esteem, identity, body image, and the influence of school, age, and adolescence. It then examines how self-concept develops through cognitive and social changes. The characteristics of a positive self-concept are described as self-confidence, acceptance of criticism, goal-setting, and risk-taking. Finally, it identifies several factors that can influence self-concept, such as media, appearance, abuse, relationships, and life experiences.
Personality & temprament individual variationGhulam Qadir .
This Presentation has been submitted to:
Course work of M.Phil Education 2016-2017
ED 802 Psychological Perspective & Issues in Education
Assigned by
Prof. Dr. Iftikhar Hussain Jaffri
By
Ghulam Qadir Khaskheli
M/ED/2k16/11
Me as a mentor: What it means to help others. The document discusses mentoring from the perspective of the author as a mentor. It defines key concepts of mentoring like representation and power. It discusses how the author's mentoring skills have helped others and quotes inspirational leaders on power and making change. The author believes mentoring involves aspects of leadership and guiding others in the right direction.
Personality refers to characteristic patterns of thinking, feeling and behaving. A personality disorder involves inflexible and maladaptive patterns of perceiving, relating to and thinking about the environment and oneself that cause distress or impairment. These patterns are stable and of long duration, appear by early adulthood, and are not better explained as a manifestation or consequence of another mental disorder.
McClelland's Needs Theory identifies three important needs that motivate behavior: the need for power, the need for affiliation, and the need for achievement. The need for power involves influencing and controlling others, while the need for affiliation centers around developing social relationships and avoiding rejection. The need for achievement involves taking moderate or calculated risks to achieve goals and overcome obstacles. McClelland determined that these needs are learned over time based on life experiences rather than innate, and they influence the types of situations and roles that motivate different people.
This document discusses self-concept and its components. It defines self-concept as a person's mental image of oneself and notes it has four dimensions: self-knowledge, self-expectation, social self, and social evaluation. The key components of self-concept are identified as identity, body image, role performance, and self-esteem. Factors that influence self-concept are also outlined such as age, appearance, gender, culture, education, relationships, life experiences, and stressful life events. Nursing diagnoses related to challenges in self-concept are identified.
This document discusses personality development and defines personality as one's character and behavior in different scenarios. It states that developing a good personality can improve success. Some key aspects of a good personality include self-confidence, positive thinking, learning from failures, self-reliance, and selfless service. Developing a good personality requires goal setting, time management, communication skills, and leadership qualities. Maintaining a healthy mind and body through nutrition, exercise, and disciplining daily routines is important for personality development.
Dear friends i have uploaded this presentation as a part of my assignment.
More number of views, more my presentation will be rated, thank you all.
Contact: dheebika.kuppusamy@gmail.com
This document discusses self-awareness and its importance. It defines self-awareness as knowing one's own attitudes, feelings, motives, desires, strengths, and weaknesses. The key areas of self-awareness include personality traits, personal values, habits, emotions, and psychological needs. The document recommends self-reflection and getting feedback from others to improve self-awareness. It identifies self-analysis, self-esteem, and self-efficacy as important components of self-awareness and discusses how to develop high self-esteem and a strong sense of self-efficacy.
The document discusses intrapersonal communication, which is communication with oneself through thinking, self-talk, and internal dialogue. It covers key aspects of intrapersonal communication like self-concept, perceptions, needs, and communication with others. The objectives are to reflect on self-introspection, understand how self-concept relates to intrapersonal communication, and gain a deeper understanding of one's own self-communication skills.
1. The document is an assignment submitted by a student named Chirag Sankeshwari for a People & Organizations module. It includes 6 sections that critically assess topics related to individual personality, motivation theories, group behavior, management of change, organizational design, and a bibliography.
2. The first section analyzes individual personality and covers determinants of personality like the Big Five personality dimensions and Myers-Briggs Type Indicator. The second section analyzes motivation theories like Maslow's hierarchy of needs and McClelland's needs theory.
3. The third section analyzes group behavior and covers topics like groupthink, group shift, and de-individualization. The fourth section analyzes models of
The document discusses Albert Bandura's theory of self-efficacy, which is defined as one's belief in their ability to succeed in specific situations. Bandura identified four main sources of self-efficacy: mastery experiences, social modeling, social persuasion, and psychological responses. People with strong self-efficacy are more likely to view challenges as things that can be overcome through effort, while those with weak self-efficacy tend to avoid challenges and dwell on failures. Bandura's 1977 paper on self-efficacy became highly influential in the field of psychology.
Personal Essay : My Personal Qualities
Big Five Dimensions Of Personality Essay
My Own Theory Of Personality
Examples Of A Personality Paper
Essay on Psychology: Personality Theories
Human Personality Essay
Essay on Personality in the Workplace
Factors Influencing Personality
Examples Of Personality Psychology
Personality Reflection Essay
ENTP Personality
Essay on Me Myself and Personality Traits
Personality Paper Essay
Examples Of Implicit Personality Theory
Types of Personality Essay
Personality Test Analysis Essay
An Individual s Personality Change Essay
Introduction to Personality Essay
Essay on Personality Analysis
Humanistic Perspective on Personality Essay
Personality is defined as the characteristic sets of behaviors, cognition's, and emotional patterns that evolve from biological and environmental factors. While there is no generally agreed upon definition of personality, most theories focus on motivation and psychological interactions with one's environment.
The study of personality can be said to have its origins in the fundamental idea that people are distinguished by their characteristic individual patterns of behavior the distinctive ways in which they walk, talk, furnish their living quarters, or express their urges.
This document discusses personality and its importance in organizational behavior. It defines personality and explains that it is determined by both nature and nurture. It describes the Big Five personality traits - extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience - and how they influence employee behavior. Understanding personality can help managers select and place employees in jobs that match their traits. The document also discusses other personality attributes like locus of control, Machiavellianism, and Holland's theory of personality types and career choices.
This document provides an overview of personality, including key definitions, theories, and concepts. It begins by defining personality as the sum of typical ways of acting, thinking, and feeling that make each person unique. It then discusses three main factors that influence personality: heredity, experience, and culture. Two major personality types - Type A and Type B - are also introduced in relation to stress responses. The document outlines the major stages of personality development across the human lifespan. Finally, several prominent theories of personality traits are summarized, including Myers-Briggs, Allport's theory, and the Five-Factor Model.
This document discusses various topics related to voluntary organizations, including:
- The different types of voluntary organizations and the roles volunteers play
- The three broad types of voluntary work: mutual support, service delivery, and campaigning
- Maslow's hierarchy of needs theory and other theories of human motivation
- Factors that enable people's efforts in organizations like motivation, roles, groups, and power/influence
- Understanding individuals' preferred work environments and psychological needs
- Managing roles, stress, and complexity in voluntary organizations
The document discusses the three core traits of effective coaches, mentors, and leaders: compassion, curiosity, and courage. Compassion involves feeling for others and alleviating their pain with self-awareness and kindness. Curiosity incorporates creativity and exploring ideas through mindfulness and learning. Courage is doing the right thing while aware of risks, with clarity of values and resilience. These traits help stimulate and support developing the same in others through making better sense of their worlds and choices. A lack of any of these traits often underlies leadership failures.
My research began with finding a few articles that were more individual, sharing their experience. Once I began to search out these topics separately, there were more expert opinions and information to build my outcome with. It was very interesting to research and find how this information can be applied to many career paths, that may not be expected of an introvert. I learned that introversion does not preclude success in comedy and other creative fields that require public performance, as introverts possess traits like persistence, concentration, and insight that can aid their work. Effectively managing alone time appears important for introverted comedians to recharge and avoid burnout.
The document describes the results of the author's Life Style Inventory assessment. It identifies the author's primary thinking style as self-actualizing and their limiting style as dependent. Regarding management style, the author scores moderately in planning and organizing due to their perfectionistic tendencies. Their thinking styles were influenced by their parents' high expectations leading them to strive for perfection. The author concludes the assessment provided insight into their thought patterns and behaviors.
Albert Bandura (1925-2021) was the David Starr Jordan Professor Emeritus of Social Science in Psychology at Stanford University. He was a major influence on the transition between behaviorism and cognitive psychology and contributed to the field of psychology in many ways for over 70 years.
He proposed the Social Cognitive Theory that talked about human beings getting influenced by models they observe around them. These models could emerge out of a person’s daily interactions, experiences, and also media influences. This was another view of behavior as opposed to looking at it from the perspective of what was reinforced or has the consequences of punishment.
This document provides an overview of personality development. It begins by defining personality as the dynamic organization of psychophysical systems that determine characteristic behavior and thoughts. It then discusses various theories and approaches to understanding personality, including:
- Types A and B personality
- Freud's psychosexual stages of development
- Erikson's psychosocial stages of development
- The Big Five model of personality traits (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism)
- Tripartite theory involving the Id, Ego, and Superego
- Behavioral theories like classical and operant conditioning
- Humanist theories focusing on self-worth, self-image, and ideal self
1. The document discusses personality development, defining it as patterns of thinking, feeling, and behaving that characterize individuals.
2. It outlines four types of personality: average, reserved, role-models, and self-centered.
3. Stages of personality development from infancy through adolescence are described based on Erikson's psychosocial theory, including developing trust, autonomy, initiative, industry, and identity.
Similar to Leading as an introvert in an extroverted world webinar slides october 2016 (16)
Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
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Managers in all types of banks now confront the same challenge: how to get the utmost output from
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standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Sethurathnam Ravi: A Legacy in Finance and LeadershipAnjana Josie
Sethurathnam Ravi, also known as S Ravi, is a distinguished Chartered Accountant and former Chairman of the Bombay Stock Exchange (BSE). As the Founder and Managing Partner of Ravi Rajan & Co. LLP, he has made significant contributions to the fields of finance, banking, and corporate governance. His extensive career includes directorships in over 45 major organizations, including LIC, BHEL, and ONGC. With a passion for financial consulting and social issues, S Ravi continues to influence the industry and inspire future leaders.
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Org Design is a core skill to be mastered by management for any successful org change.
Org Topologies™ in its essence is a two-dimensional space with 16 distinctive boxes - atomic organizational archetypes. That space helps you to plot your current operating model by positioning individuals, departments, and teams on the map. This will give a profound understanding of the performance of your value-creating organizational ecosystem.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
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New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
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A presentation on mastering key management concepts across projects, products, programs, and portfolios. Whether you're an aspiring manager or looking to enhance your skills, this session will provide you with the knowledge and tools to succeed in various management roles. Learn about the distinct lifecycles, methodologies, and essential skillsets needed to thrive in today's dynamic business environment.
3. People can be divided into two types:
Introverts: these are people who are quiet and
self-centred, not high in confidence, not looking
to lead
Extroverts: confident and outgoing people with
high opinions of themselves, they tend to be
leaders
Source: Examining Physical Education for AQA, Kirk Bailey, 2001.
4. “When I did the MBTI I was disappointed to learn that I
was an introvert because I had an attitude that
introversion was not as good as extroversion.”
- Survey Participant
4
5.
6. “I think many of us are dynamic.
We just make less fuss and noise about
being dynamic than some extraverts.
Our energy and enthusiasm is often hidden
from the external world.”
- Dr. Judy
Curson
http://www.introvertedleaders.co.uk/
7.
8. “During my university student
placements in physiotherapy,
supervisors expressed concern about
whether or not I had chosen the right
career path because I did not want to
sit with the group and socialize in the
noisy hospital cafeteria during staff
breaks. That feedback really affected
me and made me feel that I was a
lesser person because I was different.
I knew then that I needed to have that
time alone and away from
everything/everybody in order to
recharge for the rest of the day.”
Survey Participant
9.
10.
11. Extroverts are often
seen as being more
creative than introverts
because they talk faster
and more confidently. –
Susan Cain
12.
13.
14. “It is probably a better time to be an
introverted leader now than at any other
previous time on record.”
- Dr. Adam Grant
Wharton Business School
U of Pennsylvania
15. A term coined by Dr. Brian Little to describe introverts
who push themselves to become more extroverted in
order to succeed at their jobs.
16. “The biggest difference between people who
get what they want out of life and people who
don’t is energy.”
- Mira Kirshenbaum
17. If you are an introvert who spends a lot of
social energy during the day make sure you
take time out to recharge.
In today’s extroverted organizations introverts may feel overlooked, excluded, and misunderstood even when they are in the majority. Why is this important? For individuals this may mean a loss of potential (careers may stall), loss of earnings, poor grades (if they are in school), and a decreased feeling of engagement. For organizations this may mean a shortage of leaders/leadership, loss of engagement = decreased productivity, poor decisions, overall loss of talent (as the best people may leave the organization).
At least 50% of the population has introverted personality traits but in the early 1960s Isabel Myers one of the developers of the Myers – Briggs Personality Type indicator or MBTI estimated that introverts were in the minority…somewhere in the 25 – 30% range of the population. This was the % mentioned in books and articles written about introverts/introversion until just recently. New research has shown that in fact introverts make up half the population.
When I began doing research for my book (in 2012) I found that definitions such as the one above were quite common. This definition on this slide, from a physical education text book, prompted Dr. Judy Curson, a medical doctor in the UK, to question what was being taught in schools (this was a textbook being used by her son’s teacher) and to want to raise awareness about introverts…particularly about their leadership potential. As a result she helped create a valuable website for introverted leaders and providing leadership development for physicians in the National Health Service in the U.K. As an aside. This text book is still in use and the definitions have not changed.
The purpose of the MBTI® personality inventory is to make the theory of psychological types described by Carl Jung understandable and useful in people's lives. The MBTI is a self-report questionnaire designed to indicate psychological preferences in how people perceive the world and make decisions. The questionnaire was developed by Isabel Myers and her mother Katherine Briggs based on their work with Carl Jung's theory of personality types.
Today, the inventory is one of the most widely used psychological instruments in the world.
Introversion is a personality trait…and sits at one end of the introvert/extrovert continuum.
The main difference between introverts and extroverts is where they get their energy from. Introverts draw energy from our internal world of ideas, emotions and expressions BUT many of us also derive energy from physical and social activities.
Introverts are often described as being passive, withdrawn, quiet, and as we saw in a previous slide, not looking to lead.
But many introverts describe themselves as social, enthusiastic, and even dynamic. Blogger, James Pratt, Jr. notes that to be dynamic is to be every changing, every growing and every developing…NEXT SLIDE…
Dr. Judy Curan told me that she believes….”many of us are dynamic…but we are still fighting stereotype of limited perceptions of introverts…NEXT SLIDE…
We believe that talkers are smarter than listeners even though IQ tests and GPA prove this to be wrong.
This is a list of some of the challenges faced by introverts while they are in school and in the workplace.
This young man knew enough about himself to realize that he needed to some quiet time during his busy student placement at a hospital. How did he know that he needed to find a way to recharge? I have spoken to a few young introverts. One young woman told me that her mother realized that she was an introvert and “coached” her during high school. Her mother also encouraged her to join Toastmasters. A young man who I met at a Toastmasters conference told me that he thought he was shy and needed to change to become more extroverted. But when he read the definition of introversion in high school text book and understood about energy expenditure, with introverts "recharging" more from alone time and "expending" more energy in large social situations with extroverts being the opposite. When he realized that he was an introvert he felt that he no longer needed to change in order to be a success. ”I found this definition much more practical as well since, being close to graduation, my social life and academic demands had been growing, so, by realizing my need to "recharge" alone, I was able to remain calmer, and less stressed during my final year of high school, being named one of the top 5 students from my graduating class in the process (I was named one of the top 5 in grade 11 as well, but I had been much more frazzled during that year if I recall correctly). The definition also made being an introvert into less of a dirty word to me, and, when people are puzzled by my self-declaration of being an introvert these days (as many of my roles require interpersonal skills, a friendly and outgoing manner, as well as public speaking and group leadership), I explain the energy expenditure definition as it serves as a stress-management tool so that I do not burn myself out by being too social and ignoring my own needs.”
We are conditioned to believe that the traits typically associated with extroversion are desirable in our leaders. But Level 5 leadership (which I’ll touch on in a minute) comes only through listening actively, engaging your teams and creating a culture where people feel that they have a voice and where their opinions and ideas are listened to, encouraged and nurtured.
There is 0 correlation between being the best talker and having the best ideas. Susan Cain, author of QUIET: The power of introverts in a world that can’t stop talking.
Shyness and introversion are often confused. Introvert is not another word for shy. We are born with introverted preferences but we are not born shy. Shyness is different, shyness is a fear and avoidance of social situations. Unlike introverts who feel energized and enjoy spending time alone, shy people often want to connect with others but are afraid to do so. Both introverts and extroverts can be shy. If you think you are shy its important to confirm your suspicions. Indiana University Southeast has a Shyness Research Institute where you will find some resources.
Try new things. Keep a success journal. Join Toastmasters. See a counsellor.
Many of you will have read or at least heard about the book Good to Great, the 2001 an international best seller.
As a result of his research Jim Collins coined the term Level 5 leader. By studying the behaviors and attitudes of these Level 5 leaders, Collins found that many of them displayed an unusual mix of intense determination and profound humility. These leaders focused on mentoring and developing people rather than taking all the credit themselves. Their focus was on the long-term benefit of the team and the company.
The Leadership Challenge is another best selling leadership book that is based on over 30 years of research. The book focuses on the experience of a wide range of leaders: men and women, young and old, volunteers and paid employees. The authors, Kouzes and Posner did not study introverts and extroverts per se but their research supports the growing argument that organizations need all types of leaders in order to succeed.
We now have research to explain why introverts make good leaders. A recent collaboration between Harvard, Stanford and Chicago universities was published by the National Bureau of Economic Research and suggests that we might have been looking at our leaders all wrong. In a study of 4,591 CEOs, researchers found that companies run by introverted CEOs outperformed their peers. Publicly traded companies run by extroverts averaged a 2% lower return on assets. Although this research did not prove causation it does support the research done earlier by Jim Collins and his associates. More research needs to be done. Correlation vs causation.
Adam Grant told me in an email conversation that he thought the introverted leader advantage is growing because the need for employee proactivity is growing. Organizations have become flatter, and work has become more dynamic and unpredictable, so we rely more heavily on proactive employees to take initiative and create change from the bottom up. His studies showed that introverted leaders tend to be highly effective when paired with proactive employees. Why? Because we are able to listen to and engage people.
Dr. Brian Little, a former Harvard University psychology professor was described by his students as an “entertaining” professor and often received standing ovations at the end of his lectures. He was so effective at what he did that he won awards for his teaching. What might surprise you is that Dr. Little is an introvert. How did he manage to accomplish what he did? He pretended to be an extrovert or what he later termed “pseudo extroversion”. Like many other successful introverts he was able to do this because he was passionate about the work that he was doing.
Some introverts don’t want to push themselves to be more extroverted and that is ok, but I think that in order to succeed in many jobs introverts need to learn how to speak in public, deal with conflict, teach, facilitate meetings, etc. etc. But they also need to learn how to manage their energy so that they don’t burn out. Dr. Little wrote Me, Myself and Us: The Science of Personality and the Art of Well-Being.
For introverts to succeed as leaders they need to understand how they access and manage their energy. Introverts prefer to focus inwardly in order to re-energize while extroverts boost their energy by focusing on the world around them, e g introverts might read, go for a walk, or do yoga. Extroverts need people around them in order to boost their energy.
In the book The Power of Full Engagement, authors Jim Loehr and Tony Swartz emphasize the need to balance stress and recovery. We need to stress our bodies by challenging ourselves mentally and physically but we also need to find time to rest. As introverts we need to learn how to “pulse” – to move between expending energy and renewing energy and we need to learn how to do this consciously if we want to be successful leaders. NEXT SLIDE…
It takes an introvert longer to recover when her energy is depleted. Recharging is different for each of us and will depend on the type of work we do and the industry that we work in. We will all develop different strategies to help us recover our energy. Perhaps the most important thing we can do is to be clear about our needs and communicate this to the people we are engaged with at work or at school. This may feel awkward at first but people will get used to it and you will become a role model for other introverts (and extroverts…we all need to stop and breathe throughout the day). If you can slot some respite time into your week, either during or after work, and tell people that these commitments are non-negotiable, you will find that your energy levels improve. Senior leaders of some of the most successful companies schedule time during the day so that they won’t be interrupted. NEXT SLIDE…
Cubicles may be a thing of the past in some organizations but at least they afford some personal space. In many organization’s today workspace is meant to be shared by everyone and there is little privacy. Saving money on office space is one reason cited by companies that move to an open plan. A question that must be asked though is “will introverts be as productive in open offices and will they feel engaged if their needs for privacy and personal space are ignored?” NEXT SLIDE…
There is a lot of interest these days about work environments and since collaboration among co-workers can lead to creative problem solving and innovation many companies are experimenting with open offices. These open plan offices might be ideal for extroverts but can be challenging for introverts if there is no-where to go and be quiet, to think and process what they are learning.
Here are some questions to ask yourself when you are looking for a job:
What type of work environment would make it difficult for me to get my work done?
What type of environment inspires me and energizes me?
Which organizations or jobs will provide me with this type of environment?
Consider asking questions about the work environment at your next job interview.
Your work environment includes more than physical pace. It also extends to something called “job fit”.
The best personality fit will also decrease job turnover and stress, absenteeism, and poor job satisfaction. Personality-job fit theory or person-environment (P-E) fit is a match between a worker's abilities, needs, and values and organizational demands, rewards, and values.
Questions to think about when you are looking for a job or a career advancement:
What is a typical day like?
Does this job allow you to focus on one task at a time, or is multi-tasking more the norm?
Can you manage your own time or is the day structured for you?
How much interaction with other people is there? What's the nature of the interaction - your role in the interactions, number of people at a time, frequency of interactions, opportunities for breaks?
If the job responsibilities are less than ideal, what (if anything) can you do - in or outside of work - to manage your introvert preferences and make the job work for you.
Questions to think about:
How - and how often - will your manager want to communicate with you for updates and progress reports? Face-to-face? Phone? Email?
What is the energy level of the hiring manager and others; how does it mesh with your own?
How often are staff meetings held? How are they structured?
How are group decisions made?
Are there opportunities for individual contributions, or are most activities/projects team-oriented?
If the people you'll be working with and communication styles are less than ideal, what (if anything) can you do - in or outside of work - to manage your introvert preferences and make the job work for you.
Companies have personalities, and even if the job itself is a fit, and a specific manager seems compatible, the culture of the company may be at odds with your personality. This may be reflected in expectations made of employees with regard to frequency and kind of interactions, as well as in the physical environment itself. You can uncover much of this information through observation and informational interviews.
Questions to think about:
Does the company promote camaraderie through social functions that employees are expected to attend?
How does the company view those who don't participate?
Do people typically eat lunch together?
What is the physical layout of the offices? Are there cubicles with little privacy, conversations that waft over the cubicle walls, or people interrupting your flow of thought? Do you have a private work space with the opportunity to concentrate on your work without interruption?
Are there places to go to recharge your battery?
If the company culture is less than ideal, what (if anything) can you do - in or outside of work - to manage your introvert preferences and make the job work for you.
How does the job “fit”. What can you do to accommodate?
In summary, become aware of your personality type. Learn as much as you can about introversion. Learn to understand and manage your energy needs. Human resources departments in many organizations are becoming aware of the needs of introverts and the importance of ensuring that introverted employees can succeed in their organizations. As Adam Grant’s mentioned to me, this may also be the best time in recent history to be an introvert. Since the publication of Susan Cain’s block buster book, Quiet: The Power of Introverts in a World that Can’t Stop Talking, there has been an explosion of interest in the topic of introverts and introversion: new research, blogs, books, articles, TED talks etc.