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
101Came 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
Hello,
I really loved the way you have defined personalities, Till date being a psychologist i typically had the MBTI way of profiling people.Its fun to read this kind of differentiation. But yes, i think at the end of the day, everyone needs appreciation, so we rather use their strengths than focus on the negative traits.
Good read.
Thanx & Regards,
Poonam Ganu
I really loved the way you have defined personalities, Till date being a psychologist i typically had the MBTI way of profiling people.Its fun to read this kind of differentiation. But yes, i think at the end of the day, everyone needs appreciation, so we rather use their strengths than focus on the negative traits.
Good read.
Thanx & Regards,
Poonam Ganu
Namaskar Rajat ji.
There are hundreds of authorities both in east and west to name personalty characteristics. You have posted 13 types of personalites which as it appears from your article that they are exclusive categories-12 are negative and one is positive
The most famous authorities on personality types are are Hippocrates,Kraetschmer and Sheldon. But as one to day almost all authorities on personality accept trait approach. Trait approach presumes that every one is having every trait but what is the degree that matters. So may I like to know if there is any battery of tests of the personality types you have mentioned?
regards
From India, Delhi
There are hundreds of authorities both in east and west to name personalty characteristics. You have posted 13 types of personalites which as it appears from your article that they are exclusive categories-12 are negative and one is positive
The most famous authorities on personality types are are Hippocrates,Kraetschmer and Sheldon. But as one to day almost all authorities on personality accept trait approach. Trait approach presumes that every one is having every trait but what is the degree that matters. So may I like to know if there is any battery of tests of the personality types you have mentioned?
regards
From India, Delhi
:shock: :shock: :shock: there is no normal type, is there? i am shocked :shock: which type will i become?
From India, Mumbai
From India, Mumbai
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
From India, Madras
Vani ji
There are many ways to assess a person's personalty. Normally the tests are meant for the welfare of the testee. In such a situation question of dishonesty does not arise. When it is a challenging situation content analysis and participant observations are the best methods. Certain standardised tests also contain fakeability/lie scales which can give you the honesty/dishonesty scores also.
regards
From India, Delhi
There are many ways to assess a person's personalty. Normally the tests are meant for the welfare of the testee. In such a situation question of dishonesty does not arise. When it is a challenging situation content analysis and participant observations are the best methods. Certain standardised tests also contain fakeability/lie scales which can give you the honesty/dishonesty scores also.
regards
From India, Delhi
Namaskar friends.
Here are several threads on personality and psychometric testing iin citehr. But I think there is much mis undestanding 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 personalty fetched less mark. Statistics was very dear to me as I had mathematics till pre-university stage and answers on statistics fetched good marks. To study personality one will have to have strong statistical grounding also
But in my second regular job personality was the core area. So I had to toil. The reliabilty and validity of The tests which I used in my first project were determined on a sample of my population of study and then published in a professional journal a professional journal. Then I went for the main work. This work and findings fetched doctoral degree to me. The core area of my nect job also was on personalty.
The purpose of sharing this experience is that the subject of personalty may be interesting but togh as well. So it need not be taken casually.
From the discussions in various threads what I gather that corporate sector needs psychologists with strong grounding. The following posts ending the thread on behavioural tests(MBIT,FIRO-B and 16PF)illustrate
that:
hi arvind ,
can u plz tell me more abt MBTI and FIRO-B test for recruitment. shall be highly obliged.
dips
_________________
Deepali Singh,
HR,
New Delhi.
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Author Message
krupa
CiteHR New Member
Joined: 28 Jun 2005
Posts: 7
Location: india
User Attitude: 0
85 Points
Post subject: Re: Behavioural tests [MBTI. FIRO-B, 16 PF]
Posted: Wed Jun 29, 2005 3:26 pm
--------------------------------------------------------------------------------
hi all,
ive read quite some posts on this topic...
can somebody please help me understand how does one take some course on becoming a certified administrator for any of the discussed tests? and what would be the pre requisites to undertake such a course?
im an HR student yet... ive heard and read stuff saying theory is not always used practically... so just wanted to know do companies in india proactively use these tests???
_________________
Krupa
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Author Message
rams05
CiteHR New Member
Joined: 24 Aug 2005
Posts: 24
Location: Bangalotre
User Attitude: 0
265 Points
Post subject: Re: Behavioural tests [MBTI. FIRO-B, 16 PF]
Posted: Fri Sep 02, 2005 1:33 pm
--------------------------------------------------------------------------------
Hi arvind
Would like to knw more abt 16 PF reports to hire the right candidate.
plz mail me at : rameshatkimsyahoo.co.in
ramesh K
Hr Exec
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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: Behavioural tests [MBTI. FIRO-B, 16 PF]
Posted: Mon Sep 05, 2005 12:32 pm
--------------------------------------------------------------------------------
rams05 wrote:
Hi arvind
Would like to knw more abt 16 PF reports to hire the right candidate.
plz mail me at : rameshatkimsyahoo.co.in
ramesh K
Hr Exec
I think Mr. Ramesh Kumar is also disappointed like Krupa.
regards
_________________
Jogeshwar mahanta
regards
From India, Delhi
Here are several threads on personality and psychometric testing iin citehr. But I think there is much mis undestanding 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 personalty fetched less mark. Statistics was very dear to me as I had mathematics till pre-university stage and answers on statistics fetched good marks. To study personality one will have to have strong statistical grounding also
But in my second regular job personality was the core area. So I had to toil. The reliabilty and validity of The tests which I used in my first project were determined on a sample of my population of study and then published in a professional journal a professional journal. Then I went for the main work. This work and findings fetched doctoral degree to me. The core area of my nect job also was on personalty.
The purpose of sharing this experience is that the subject of personalty may be interesting but togh as well. So it need not be taken casually.
From the discussions in various threads what I gather that corporate sector needs psychologists with strong grounding. The following posts ending the thread on behavioural tests(MBIT,FIRO-B and 16PF)illustrate
that:
hi arvind ,
can u plz tell me more abt MBTI and FIRO-B test for recruitment. shall be highly obliged.
dips
_________________
Deepali Singh,
HR,
New Delhi.
Back to top
Author Message
krupa
CiteHR New Member
Joined: 28 Jun 2005
Posts: 7
Location: india
User Attitude: 0
85 Points
Post subject: Re: Behavioural tests [MBTI. FIRO-B, 16 PF]
Posted: Wed Jun 29, 2005 3:26 pm
--------------------------------------------------------------------------------
hi all,
ive read quite some posts on this topic...
can somebody please help me understand how does one take some course on becoming a certified administrator for any of the discussed tests? and what would be the pre requisites to undertake such a course?
im an HR student yet... ive heard and read stuff saying theory is not always used practically... so just wanted to know do companies in india proactively use these tests???
_________________
Krupa
Back to top
Author Message
rams05
CiteHR New Member
Joined: 24 Aug 2005
Posts: 24
Location: Bangalotre
User Attitude: 0
265 Points
Post subject: Re: Behavioural tests [MBTI. FIRO-B, 16 PF]
Posted: Fri Sep 02, 2005 1:33 pm
--------------------------------------------------------------------------------
Hi arvind
Would like to knw more abt 16 PF reports to hire the right candidate.
plz mail me at : rameshatkimsyahoo.co.in
ramesh K
Hr Exec
Back to top
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: Behavioural tests [MBTI. FIRO-B, 16 PF]
Posted: Mon Sep 05, 2005 12:32 pm
--------------------------------------------------------------------------------
rams05 wrote:
Hi arvind
Would like to knw more abt 16 PF reports to hire the right candidate.
plz mail me at : rameshatkimsyahoo.co.in
ramesh K
Hr Exec
I think Mr. Ramesh Kumar is also disappointed like Krupa.
regards
_________________
Jogeshwar mahanta
regards
From India, Delhi
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