Dear all,
Came across this article by Jerry Langdon ...read on..
* Locomotives: They steam-roll over people. They are angry and hostile and take out their frustrations on others. Solution: Don't take it! Tell them how their behavior affects your work, how it makes you feel, and that you need to be communicated to differently. Be assertive.
* Perfectionists: If something isn't perfect, perfectionists become negative. Their standards aren't realistic, and even excellent work that is praised by others is unacceptable to the perfectionist. Solution: Don't take their statements seriously. They are expressing their own inadequacies, not yours. Try to work with them so that they can set realistic expectations for themselves and others.
* Resisters: Any change can cause negativity. Resisters usually don't openly express their opposition to change. They do it more subtly — saying they think change is good, but then don't implement change. Extremists may even sabotage if they find a particular change exceptionally threatening. Solution: Try to gradually involve these people in the change. If they are part of the process or come up with some implementing ideas themselves, their resistance may decrease.
* Not-My-Jobbers: These people express their negativity by refusing to do any task, no matter how simple, if they decide it is not part of their job responsibilities. It is often their way of getting back at colleagues, managers or the organization because of their unhappiness with how they are being treated. Solution: Find training and development opportunities for the Not-My-Jobbers. When they feel they are in a dead-end career road, they lose their enthusiasm for work and try to do as little as possible.
* Rumormongers: They take out their negativity toward work by spreading rumors. Rumormongers sense a loss of control over their environments or other people. Rumors help them regain that control. Solution: Give people in the organization the information and facts they need. Doing so gives them little motivation to listen to the rumormongers.
* Pessimists: They experience the world as an unpleasant place. They are unhappy with the way things are no matter what you try to do for them. Solution: You won't be able to change their attitude easily. Start by trying to have them adopt some new specific positive habits to take the place of their existing negative ones.
* Criticizers: They disagree with anything that is said. They like to be right, no matter what. They find problems, never opportunities. Solution: Ask them for examples, evidence or their reasoning for disagreeing. Be persistent and don't give up.
* Crybabies: When crybabies don't get their way, they behave like children frown, withdraw, go off on a tirade or cry. Solution: Crybabies need a supportive environment and constant encouragement. Also lower their stress and pressure levels.
* Sacrificers: They come in early and stay late, do whatever you ask them to do. But they will complain about their workload and about difficult employees, customers or bosses. Their negativity is brought out by feeling that their hard work is unappreciated. Solution: Give constant positive feedback on how much their hard work and contributions are appreciated. Giving recognition in front of their colleagues, teammates and boss also is helpful.
* Self-Castigators: They get upset with themselves and become negative. They find fault with their work performance, career progress, socioeconomic status, etc. Solution: Use any strategy that will build their self-esteem.
* Scapegoaters: They shift the blame for their mistakes on others, especially when they are in a negative mood. Solution: Give specific examples of how their errors, mistakes or miscalculations were the problem.
* Eggshells: They are very sensitive, and even the slightest comment, if misconstrued, causes them to crack. Solution: When giving critical (and hopefully constructive) feedback, give it slowly, without making it personal, and be sure they understand your point before you move on.
*Micros: They like to focus on the smallest details or mistakes and forget about the big picture. Solution: Have them get into the habit of evaluating the entire project or assignment. Ask them for the main point, the overall goal, the major problems, the main objectives, and so forth.
Have a great day..
Rajat
From India, Pune
Acknowledge(0)
Amend(0)
108Came across this article by Jerry Langdon ...read on..
* Locomotives: They steam-roll over people. They are angry and hostile and take out their frustrations on others. Solution: Don't take it! Tell them how their behavior affects your work, how it makes you feel, and that you need to be communicated to differently. Be assertive.
* Perfectionists: If something isn't perfect, perfectionists become negative. Their standards aren't realistic, and even excellent work that is praised by others is unacceptable to the perfectionist. Solution: Don't take their statements seriously. They are expressing their own inadequacies, not yours. Try to work with them so that they can set realistic expectations for themselves and others.
* Resisters: Any change can cause negativity. Resisters usually don't openly express their opposition to change. They do it more subtly — saying they think change is good, but then don't implement change. Extremists may even sabotage if they find a particular change exceptionally threatening. Solution: Try to gradually involve these people in the change. If they are part of the process or come up with some implementing ideas themselves, their resistance may decrease.
* Not-My-Jobbers: These people express their negativity by refusing to do any task, no matter how simple, if they decide it is not part of their job responsibilities. It is often their way of getting back at colleagues, managers or the organization because of their unhappiness with how they are being treated. Solution: Find training and development opportunities for the Not-My-Jobbers. When they feel they are in a dead-end career road, they lose their enthusiasm for work and try to do as little as possible.
* Rumormongers: They take out their negativity toward work by spreading rumors. Rumormongers sense a loss of control over their environments or other people. Rumors help them regain that control. Solution: Give people in the organization the information and facts they need. Doing so gives them little motivation to listen to the rumormongers.
* Pessimists: They experience the world as an unpleasant place. They are unhappy with the way things are no matter what you try to do for them. Solution: You won't be able to change their attitude easily. Start by trying to have them adopt some new specific positive habits to take the place of their existing negative ones.
* Criticizers: They disagree with anything that is said. They like to be right, no matter what. They find problems, never opportunities. Solution: Ask them for examples, evidence or their reasoning for disagreeing. Be persistent and don't give up.
* Crybabies: When crybabies don't get their way, they behave like children frown, withdraw, go off on a tirade or cry. Solution: Crybabies need a supportive environment and constant encouragement. Also lower their stress and pressure levels.
* Sacrificers: They come in early and stay late, do whatever you ask them to do. But they will complain about their workload and about difficult employees, customers or bosses. Their negativity is brought out by feeling that their hard work is unappreciated. Solution: Give constant positive feedback on how much their hard work and contributions are appreciated. Giving recognition in front of their colleagues, teammates and boss also is helpful.
* Self-Castigators: They get upset with themselves and become negative. They find fault with their work performance, career progress, socioeconomic status, etc. Solution: Use any strategy that will build their self-esteem.
* Scapegoaters: They shift the blame for their mistakes on others, especially when they are in a negative mood. Solution: Give specific examples of how their errors, mistakes or miscalculations were the problem.
* Eggshells: They are very sensitive, and even the slightest comment, if misconstrued, causes them to crack. Solution: When giving critical (and hopefully constructive) feedback, give it slowly, without making it personal, and be sure they understand your point before you move on.
*Micros: They like to focus on the smallest details or mistakes and forget about the big picture. Solution: Have them get into the habit of evaluating the entire project or assignment. Ask them for the main point, the overall goal, the major problems, the main objectives, and so forth.
Have a great day..
Rajat
From India, Pune
Acknowledge(0)Amend(0)
Hello,
I really loved the way you have defined personalities. Until today, as a psychologist, I typically had used the MBTI way of profiling people. It's fun to read this kind of differentiation. But yes, I think, at the end of the day, everyone needs appreciation, so we should rather focus on their strengths than on their negative traits. It was a good read.
Thank you & Regards,
Poonam Ganu
Acknowledge(0)Amend(0)
I really loved the way you have defined personalities. Until today, as a psychologist, I typically had used the MBTI way of profiling people. It's fun to read this kind of differentiation. But yes, I think, at the end of the day, everyone needs appreciation, so we should rather focus on their strengths than on their negative traits. It was a good read.
Thank you & Regards,
Poonam Ganu
Acknowledge(0)Amend(0)
Namaskar Rajat ji.
There are hundreds of authorities both in the East and the West who name personality characteristics. You have listed 13 types of personalities in your article, and it seems that they are exclusive categories - 12 are negative, and one is positive.
The most famous authorities on personality types are Hippocrates, Kretschmer, and Sheldon. However, today, almost all authorities on personality accept the trait approach. The trait approach presumes that everyone has every trait, but the degree is what matters. So, may I know if there is any battery of tests for the personality types you have mentioned?
Regards
From India, Delhi
Acknowledge(0)Amend(0)
There are hundreds of authorities both in the East and the West who name personality characteristics. You have listed 13 types of personalities in your article, and it seems that they are exclusive categories - 12 are negative, and one is positive.
The most famous authorities on personality types are Hippocrates, Kretschmer, and Sheldon. However, today, almost all authorities on personality accept the trait approach. The trait approach presumes that everyone has every trait, but the degree is what matters. So, may I know if there is any battery of tests for the personality types you have mentioned?
Regards
From India, Delhi
Acknowledge(0)Amend(0)
:shock: :shock: :shock: there is no normal type, is there? i am shocked :shock: which type will i become?
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Hi, Personalities are interesting to know about but on analysing ones own many a times its not a very honest one.... Very good post and valuable reading.... Thanks Vani
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hi,
Personalities are interesting to know about, but upon analyzing one's own, many times it's not a very honest assessment.
This is a very good post and valuable reading.
Thanks,
Vani
Vani ji,
There are many ways to assess a person's personality. Normally, the tests are meant for the welfare of the testee. In such a situation, the question of dishonesty does not arise. When facing a challenging situation, content analysis and participant observations are the best methods. Certain standardized tests also contain fakeability/lie scales, which can provide honesty/dishonesty scores as well.
Regards
From India, Delhi
Acknowledge(0)Amend(0)
Personalities are interesting to know about, but upon analyzing one's own, many times it's not a very honest assessment.
This is a very good post and valuable reading.
Thanks,
Vani
Vani ji,
There are many ways to assess a person's personality. Normally, the tests are meant for the welfare of the testee. In such a situation, the question of dishonesty does not arise. When facing a challenging situation, content analysis and participant observations are the best methods. Certain standardized tests also contain fakeability/lie scales, which can provide honesty/dishonesty scores as well.
Regards
From India, Delhi
Acknowledge(0)Amend(0)
Namaskar, friends.
Here are several threads on personality and psychometric testing on citehr. However, I think there is more misunderstanding than understanding. So let me share my experience.
As a student of psychology, I always avoided the area of personality for two reasons: it was difficult, and answers on personality fetched fewer marks. Statistics were very dear to me as I had mathematics until the pre-university stage, and answers on statistics fetched good marks. To study personality, one will have to have a strong statistical grounding as well.
But in my second regular job, personality was the core area. So I had to toil. The reliability and validity of the tests which I used in my first project were determined on a sample of my study population and then published in a professional journal. Then I went for the main work. This work and findings fetched a doctoral degree for me. The core area of my next job was also on personality.
The purpose of sharing this experience is that the subject of personality may be interesting but tough as well. So it need not be taken casually.
From the discussions in various threads, what I gather is that the corporate sector needs psychologists with a strong grounding. The following posts ending the thread on behavioral tests (MBTI, FIRO-B, and 16PF) illustrate that:
Hi Arvind,
Can you please tell me more about MBTI and FIRO-B tests for recruitment? I shall be highly obliged.
Dips
Deepali Singh,
HR,
New Delhi.
Author Message
Krupa
CiteHR New Member
Joined: 28 Jun 2005
Posts: 7
Location: India
User Attitude: 0
85 Points
Post subject: Re: Behavioral tests [MBTI. FIRO-B, 16 PF]
Posted: Wed Jun 29, 2005 3:26 pm
Hi all,
I’ve read quite a few posts on this topic. Can somebody please help me understand how one can take a course to become a certified administrator for any of the discussed tests? What are the prerequisites for undertaking such a course? I am an HR student, and I’ve heard and read that theory is not always used practically. So, I just wanted to know if companies in India proactively use these tests?
Krupa
Author Message
Rams05
CiteHR New Member
Joined: 24 Aug 2005
Posts: 24
Location: Bangalore
User Attitude: 0
265 Points
Post subject: Re: Behavioral tests [MBTI. FIRO-B, 16 PF]
Posted: Fri Sep 02, 2005 1:33 pm
Hi Arvind,
I would like to know more about 16 PF reports to hire the right candidate. Please mail me at: rameshatkims@yahoo.co.in
Ramesh K
HR Exec
Author Message
Dr. Jogeshwar Mahanta
Super Senior Member
Joined: 15 Apr 2005
Posts: 755
Location: Delhi, India
User Attitude: 3.05
8785 Points
Post subject: Re: Behavioral tests [MBTI. FIRO-B, 16 PF]
Posted: Mon Sep 05, 2005 12:32 pm
Rams05 wrote:
Hi Arvind,
I would like to know more about 16 PF reports to hire the right candidate. Please mail me at: rameshatkims@yahoo.co.in
Ramesh K
HR Exec
I think Mr. Ramesh Kumar is also disappointed like Krupa.
Regards,
Dr. Jogeshwar Mahanta
Regards
From India, Delhi
Acknowledge(0)Amend(0)
Here are several threads on personality and psychometric testing on citehr. However, I think there is more misunderstanding than understanding. So let me share my experience.
As a student of psychology, I always avoided the area of personality for two reasons: it was difficult, and answers on personality fetched fewer marks. Statistics were very dear to me as I had mathematics until the pre-university stage, and answers on statistics fetched good marks. To study personality, one will have to have a strong statistical grounding as well.
But in my second regular job, personality was the core area. So I had to toil. The reliability and validity of the tests which I used in my first project were determined on a sample of my study population and then published in a professional journal. Then I went for the main work. This work and findings fetched a doctoral degree for me. The core area of my next job was also on personality.
The purpose of sharing this experience is that the subject of personality may be interesting but tough as well. So it need not be taken casually.
From the discussions in various threads, what I gather is that the corporate sector needs psychologists with a strong grounding. The following posts ending the thread on behavioral tests (MBTI, FIRO-B, and 16PF) illustrate that:
Hi Arvind,
Can you please tell me more about MBTI and FIRO-B tests for recruitment? I shall be highly obliged.
Dips
Deepali Singh,
HR,
New Delhi.
Author Message
Krupa
CiteHR New Member
Joined: 28 Jun 2005
Posts: 7
Location: India
User Attitude: 0
85 Points
Post subject: Re: Behavioral tests [MBTI. FIRO-B, 16 PF]
Posted: Wed Jun 29, 2005 3:26 pm
Hi all,
I’ve read quite a few posts on this topic. Can somebody please help me understand how one can take a course to become a certified administrator for any of the discussed tests? What are the prerequisites for undertaking such a course? I am an HR student, and I’ve heard and read that theory is not always used practically. So, I just wanted to know if companies in India proactively use these tests?
Krupa
Author Message
Rams05
CiteHR New Member
Joined: 24 Aug 2005
Posts: 24
Location: Bangalore
User Attitude: 0
265 Points
Post subject: Re: Behavioral tests [MBTI. FIRO-B, 16 PF]
Posted: Fri Sep 02, 2005 1:33 pm
Hi Arvind,
I would like to know more about 16 PF reports to hire the right candidate. Please mail me at: rameshatkims@yahoo.co.in
Ramesh K
HR Exec
Author Message
Dr. Jogeshwar Mahanta
Super Senior Member
Joined: 15 Apr 2005
Posts: 755
Location: Delhi, India
User Attitude: 3.05
8785 Points
Post subject: Re: Behavioral tests [MBTI. FIRO-B, 16 PF]
Posted: Mon Sep 05, 2005 12:32 pm
Rams05 wrote:
Hi Arvind,
I would like to know more about 16 PF reports to hire the right candidate. Please mail me at: rameshatkims@yahoo.co.in
Ramesh K
HR Exec
I think Mr. Ramesh Kumar is also disappointed like Krupa.
Regards,
Dr. Jogeshwar Mahanta
Regards
From India, Delhi
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Innovative HR Practices-.doc