Business Module 2 SLP
How does personality type affect my career and effectiveness at my job?
Work and careers constitute very important activities in life, since most of the adults spend most of their time working. Despite the era of flexible workers and career mobility, the majority of individuals stick to the job sector that they first select (Lounsbury et al., 2003). In this case, most of the people find it difficult to choose careers that they are comfortable with, ending up having regrets. The relationship between personality and choice of career has high implication for most of the employers with the hopes of having an understanding of their occupational fitness. Personality traits influence the likelihood of success or failure in a career choice; therefore, it is essential to understand an individual’s personality. For instance, with reference to a management career, the understanding of the strengths and weaknesses, as well as true value is essential in finding ways to pick up to excellent positions, whilst managing weaknesses.
The results of the test indicate that I have a moderate preference of Extraversion over Introversion (44%), marginal or no preference of Sensing over Intuition (1%), moderate preference of Feeling over thinking (50%) and a slight preference of Perceiving over Judging (22%). The analysis of the results indicates that I am able to absorb extremely complex theoretical materials essential for managerial supreme strategies. Management requires the essence of future orientation, with the ability to see the bigger global picture. The moderate preference of feelings over thinking is essential in handling other employees and colleagues. In addition, the presence of strong insights and intuition in my personality is essential, as they trust implicitly. Extroverts have successful careers in the field of actual selling of products and not developing them. Sensors are essential when it comes to practical, real world tasks as well as putting structures and guidelines in place.
The intuitive character is essential in detecting patterns, which link many different sets of data together hence, sensing future opportunities. The intuitive personalities are best in career choices that require strategic thinking, such as managerial careers. As a feeler, I tend to find it easier to deal with different situations requiring higher emotional interlect essential at the human resources department. However, this does not mean that the logical skills are inferior, but it is simply strength when choosing a career especially at the human resource department. One of the weaknesses is my logical and practical personality. This makes it difficult in handling some situations that require more emotional person. My personality has a great impact on motivation to pursue my career. For example, in the management career, moderate preferences of feeling personality are critical in understanding what other employees are going through making it easier to interact with people of different personalities (Seibert & Kraimer, 2001).
To increase strengths and build up weaknesses, it is important for me to fully, understand my personality and how it affects my career. This is because without understanding of personality it is easier to make mistakes with higher risks of failing to work in an environment with more individuals. Furthermore, it will help in the cultivation of a holistic personality with more judging preference, which is essential in planning. With the judging preference, it is easier to plan and live a decisive life essential in any career choice. Understanding my weaknesses will also aid in finding new possibilities, whilst weighing of the human consequences of acting on each possibility. Finding ways to deal with personality weaknesses could open doors to wider career possibilities.
References
Lounsbury, J. W., Loveland, J. M., Sundstrom, E. D., Gibson, L. W., Drost, A. W., & Hamrick, F. L. (2003). An investigation of personality traits in relation to career satisfaction. Journal of Career Assessment, 11(3), 287-307.
Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of vocational behavior, 58(1), 1-21.
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