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NAME:RIYADHI ALHAMRANI

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Introduction/purpose

In order for any organization to realize its goals and objectives ,there is need to understand the personalities of all the people within the organization and above all,a firm,decisive and proper leadership has to be provided by those in authority or incharge of any aspect in the organization.

You can only get the best out of people and be able to handle them appropriately if you understand their diverse personalities.

This paper therefore tries to dwelve into understanding and analysing personality through Myer Briggs Type Indicator (MBTI),the big five ,Emotional intelligence and having a grasp on what leadership is about.

Leadership

Leadership has been defined and given different explanations by different people (Helmrich,2015). To me, leadership is about firmly and clearly showing direction that the organization is taking or should be taking and making decisions that ought to be made.To a large extent, an organization is how it is and where it is courtesy of the leadership in place.

It is therefore as clear as dawn that leadership is a critical component of an organization success and performance. However, there is no universal leadership style that can be employed by all organizations.The leadership style to be employed depends on the organization itself,the prevailing circumstances or situation.

Personality types

Each person has a given type of personality at least according to Myer Briggs Type Indicator (MBTI) (Briggs et al, 1998).My personality type is ISFJ where:

I -stands for intuitive

S-stands for Sensing

F- stands for Feeling and

J- stands judgement

This is because I possess and exhibit the following characteristics:

a) Am very industrious and down to earth.

b) Am so mindful of the feelings and tribulations of others.

c) Am very welcoming, friendly and so warm to others.

d) Am very creative and imaginative.

e) Very welcoming to new ideas.

f) Very empathic and softhearted.

g) Prefer cordial relationship in all my interactions.

h) Like doing things in a systematic and chronological manner.

i) Plan my life and activities both in the short, medium and long term.

j) Make decisions base don available facts.

k) Focus on reality not imaginations .

l) Not judgemental of others in the organization.

m) Highly conscientious.

n) High level of emotional stability.

Emotional intelligence (EI)

Tay and Diener (2011) define emotional intelligence as the ability of a person to know their own feelings as well as emotions, and being able to handle them in the most appropriate way.

I have strong and stable Emotional intelligence.This because I am able to:

(i) Know and recognize my feelings and emotions any time as they occur.

(ii) Handle my feelings and emotions even under pressure or difficult and challenging situations.

(iii) Direct and guide my feelings and emotions in such a way that it motivates me or leads me to my desired goals.

(iv) Identify and understand the feelings and emotions of others and putting myself in their ‘shoes’.

(v) Build and maintain relationships with others despite our likely differences in terms of emotions and feelings.

The big Five

There are five traits that sum up the personality of each and every individual. These traits are famously referred to as the Big Five (Boundless Management, 2014). They include:

(a) Agreeableness -this is the degree to which a person cooperates and agrees with others on any issue. Based on this trait, a person can either be a highly agreeable person or less agreeable person. A highly agreeable person tends to be very welcoming, warm, cooperative and trusting while less agreeable persons on the other hand are known to be unwelcoming and always pulling towards an opposite direction (Long, 1992).

(b) Conscientiousness –This trait describes the extent to which people exhibit responsibility and dependability in their lives and whatever they do. Based on conscientiousness, an individual can either be highly conscientious or low on conscientiousness.

A highly conscientious person is very responsible, reliable, consistent, persistent and organized and is more likely to achieve his or her goals and objectives (Long, 1992). A person low on conscientiousness is always unreliable, unpersistent (easily distracted) and poorly organized. As such, a person is not likely to achieve any goal or objective.

(c) Emotional stability - According to Brian Johnson (2013), it refers to the ability of individuals to cope with stress or any pressure exerted on their bodies or minds. According to this trait, a person can be said to have high level of emotional stability or low level of emotional stability.

Persons with high level of emotional stability are always calm, composed and feeling secure even under the most stressing situations.

Individuals with low emotional stability are characterised by low self esteem , anxiety, nervousness and feeling of insecurity.

(d) Extroversion- This refers to how individuals express themselves and how he or she relates and interacts with others. Based on this trait, an individual can either be an extrovert or an introvert.

An individual is said to be an extrovert if he or she is:

a) Sociable and lively.

b) Interacts freely with others.

c) Talkative and assertive.

d) Outgoing. Introverts on the other hand are very timid,quiet but reflective and interact only with close friends and relatives.

(e) Openness to experience-This refers to the extent to which people are creative, imaginative and ready to try new concepts and interests. Based on this trait, individuals can either be creative or artistic or conservative. Creative or artistic individuals are those who are always curious, creative, and imaginative and possess high level of intellectualism. Conservatives on the other hand are individuals who prefer maintenance of status quo, are pragmatic and are comfortable in traditional ways of doing things.

Area of interest: Abraham Maslow Hierarchy of needs

Abraham Maslow Hierarchy is one such theory that has helped a lot in understanding human needs and subsequently their motivation. According to Macleod (2007), human beings will always act or behave in a given manner that will enable them satisfy their needs.

Maslow theory is based on the following assumptions and propositions:

1. Human beings have needs and these needs are hierarchial in nature starting from the most pressing needs at the bottom of the hierarchy to less pressing but high level needs at the top of the hierarchy.

2. All needs are never fully satisffied and only unsatisfied needs influence behaviour in other words needs already satisfied do not motivate individuals.

3. A person moves to the next higher level of the hierarchy only if he or she has satisfied the needs in the lower level of the hierarchy.

According to Maslow(1943,1954) ,human needs can be grouped into five levels which are:

Source: Norwood, 2014

(i) Physiological needs

These are needs which are for human survival or rather basic needs for example food, water, shelter, clothing, water, air and sex. Needs at this level can be satisfied through: providing free meals, decent salaries and wages, providing housing and housing allowances.

(ii) Safety needs

These are needs for security both physical and mental or the need to be free from any threats. Such needs can be fulfilled by ensuring there is conducing working environment,providing insurance cover,providing sustainable pension schemes or even giving employees security of tenure or long term contracts.

(iii) Social needs

This refers to the need for affection, love, friendship, sense of belonging and being in relationships. These needs can be satisfied through measures such allowing employees to join groups and clubs,encouraging free communication,organizing get together parties and outings amongst others

(iv) Self-esteem needs

This is individual need for respect, status, recognition, appreciation and prestige. They are also known as ego needs. These needs can be met by giving individuals prestigious titles, reserved parking, promotions, giving people more responsibilities.

(v) Self actualization needs

This refers to the need for realization of one’s full potential and self worth.such needs can be achieved through giving employees very challenging tasks,creating avenues for their career growth and advancement.

References

Briggs Myers, Isabel, McCaulley, Mary H., Quenk, Naomi L., Hammer, Allen L. (1998). A Guide to the Development and Use of the Myers-Briggs Type Indicator®. Mountain View, CA: CPP, Inc.

Hoffman, E. (1988). The right to be human: A biography of Abraham Maslow. Jeremy P. Tarcher, Inc.

McLeod, S. A. (2007). Maslow's Hierarchy of Needs. Retrieved 3 March 2015from http://www.simplypsychology.org/maslow.html

Tay, L., & Diener, E. (2011). Needs and subjective well-being around the world . Journal of Personality and Social Psychology, 101(2), 354.

“The Big Five Personality Traits.” Boundless Management. Boundless, 08 Dec. 2014. Retrieved 03 Mar. 2015 from https://www.boundless.com/management/textbooks/boundless-management-textbook/organizational-behavior-5/personality-42/the-big-five-personality-traits-220-3935/

Thomas G. Long (October 1992). "Myers-Briggs and other Modern Astrologies". Theology Today 49 (3): 291–95. doi :10.1177/004057369204900301ource: Boundless. “The Big Five Personality Traits.” Boundless Management. Boundless, 08 Dec. 2014. Retrieved 28 Feb. 2015 from https://www.boundless.com/management/textbooks/boundless-management-textbook/organizational-behavior-5/personality-42/the-big-five-personality-traits-220-3935/