Personality Psychology and Introverts Essay Example for Free

Personality Psychology and Introverts Essay Our lives are shaped as profoundly by personality as by gender or race. And the single most important aspect of personality – the north and south of temperament, as the scientist JD Higley puts it – is where we fall on the introvert-extrovert spectrum. Our place on this continuum influences our choice of friends and mates, and how we make conversation, resolve differences, and show love. It affects the careers we choose and whether or not we succeed at them. It governs how likely we are to exercise (a habit found in extroverts), commit adultery (extroverts), function well without sleep (introverts), learn from our mistakes (introverts), place big bets in the stock market (extroverts), delay gratification (introverts), be a good leader (depends on the type of leadership called for), and ask what if (introverts). Its reflected in our brain pathways, neurotransmitters, and remote corners of our nervous systems. Today introversion and extroversion are two of the most exhaustively researched subjects in personality psychology, arousing the curiosity of hundreds of scientists. These researchers have made exciting discoveries aided by the latest technology, but theyre part of a long and storied tradition. Poets and philosophers have been thinking about introverts and extroverts since the dawn of recorded time. Both personality types appear in the Bible and in the writings of Greek and Roman physicians, and some evolutionary psychologists say that the history of these types reaches back even farther than that: the animal kingdom also boasts introverts and extroverts, from fruit flies to pumpkinseed fish to rhesus monkeys. As with other complementary pairings – masculinity and femininity, East and West, liberal and conservative – humanity would be unrecognizable, and vastly diminished, without both personality styles. Take the partnership of Rosa Parks and Martin Luther King Jr: a formidable orator refusing to give up his seat on a segregated bus wouldnt have had the same effect as a modest woman who would clearly prefer to keep silent but for the exigencies of the situation. And Parks didnt have the stuff to thrill a crowd if she had tried to stand up and announce that she had a dream. But with Kings help, she didnt have to. Yet today we make room for a remarkably narrow range of personality styles. Were told that to be great is to be bold, to be happy is to be sociable. Closet introverts pass undetected on playgrounds and in corporate corridors. Some fool even themselves, until some life event – redundancy, an empty nest, an inheritance that frees them to spend time as they like – jolts them into taking stock of their true natures. We live with a value system that I call the Extrovert Ideal – the omnipresent belief that the ideal self is gregarious, alpha and comfortable in the spotlight. The archetypal extrovert prefers action to contemplation, risk-taking to heed-taking, certainty to doubt. He or she favours quick decisions, even at the risk of being wrong; works well in teams and socialises in groups. We like to think that we value individuality, but all too often we admire one type of individual – the kind who is comfortable putting himself out there. Sure, we allow technologically gifted loners who launch companies in garages to have any personality they please, but they are the exceptions, not the rule, and our tolerance extends mainly to those who get fabulously wealthy or hold the promise of doing so. Introversion – along with its cousins sensitivity, seriousness, and shyness – is now a second-class personality trait, somewhere between a disappointment and a pathology. Introverts living under the Extrovert Ideal are like women in a mans world, discounted because of a trait that goes to the core of who they are. Extroversion is an enormously appealing personality style, but weve turned it into an oppressive standard to which most of us feel we must conform. The Extrovert Ideal has been documented in many studies. Talkative people, for example, are rated as smarter, better-looking, more interesting and more desirable as friends. Velocity of speech counts as well as volume: we rank fast talkers as more competent and likable than slow ones. The same dynamics apply in groups, where research shows that the voluble are considered smarter than the reticent – even though theres zero correlation between the gift of the gab and good ideas. Even the word introvert is stigmatised – one informal study, by psychologist Laurie Helgoe, found that introverts described their own physical appearance in vivid language (green-blue eyes, exotic, high cheekbones), but when asked to describe generic introverts they drew a bland and distasteful picture (ungainly, neutral colours, skin problems). But we make a grave mistake to embrace the Extrovert Ideal so unthinkingly. Some of our greatest ideas, art, and inventions – from the theory of evolution to Van Goghs sunflowers to the personal computer – came from quiet and cerebral people who knew how to tune in to their inner worlds and the treasures to be found there. Without introverts, the world would be devoid of Newtons theory of gravity, Einsteins theory of relativity, WB Yeatss The Second Coming, Chopins nocturnes, Prousts In Search of Lost Time, Peter Pan, Orwells Nineteen Eighty-Four, The Cat in the Hat, Charlie Brown, the films of Steven Spielberg, Google (co-founded by introvert Larry Page) and Harry Potter. As the science journalist Winifred Gallagher writes: The glory of the disposition that stops to consider stimuli rather than rushing to engage with them is its long association with intellectual and artistic achievement. Neither E=mc2 nor Paradise Lost was dashed off by a party animal. Even in less obviously introverted occupations, like finance, politics and activism, some of the greatest leaps forward were made by introverts. Al Gore, Warren Buffett, Eleanor Roosevelt and Gandhi achieved what they did not in spite of but because of their introversion. Yet many of the most important institutions of contemporary life are designed for those who enjoy group projects and high levels of stimulation. As children, our classroom desks are increasingly arranged in pods, the better to foster group learning, and research suggests that the vast majority of teachers believe that the ideal student is an extrovert. As adults, many of us work for organisations that insist we work in teams, in offices without walls, for supervisors who value people skills above all. To advance our careers, were expected to promote ourselves unabashedly. The scientists whose research gets funded often have confident, perhaps overconfident, personalities. The artists whose work adorns the walls of contemporary museums strike impressive poses at gallery openings. The authors whose books get published – once a reclusive breed – are now vetted by publicists to make sure theyre talk-show ready. If youre an introvert, you also know that the bias against quiet can cause deep psychic pain. As a child you might have overheard your parents apologise for your shyness. Or at school you might have been prodded to come out of your shell – that noxious expression that fails to appreciate that some animals naturally carry shelter everywhere they go, and that some humans are just the same. All the comments from childhood still ring in my ears, that I was lazy, stupid, slow, boring, writes a member of an email list called Introvert Retreat. By the time I was old enough to figure out that I was simply introverted, it was a part of my being, the assumption that there is something inherently wrong with me. I wish I could find that little vestige of doubt and remove it. Now that youre an adult, you might still feel a pang of guilt when you decline a dinner invitation in favour of a good book. Or maybe you like to eat alone in restaurants and could do without the pitying looks from fellow diners. Or youre told that youre in your head too much, a phrase thats often deployed against the quiet and cerebral. Of course, theres another word for such people: thinkers. You can be a shy extrovert too There are now almost as many definitions of introvert and extrovert as there are personality psychologists. Still, they tend to agree on several important points: for example, that introverts and extroverts differ in the level of outside stimulation that they need to function well. Introverts feel just right with less stimulation, as when they sip wine with a close friend, solve a crossword puzzle, or read a book. Extroverts enjoy the extra bang that comes from activities like meeting new people, skiing slippery slopes, and cranking up the stereo. Many psychologists would also agree that introverts and extroverts work differently. Extroverts tend to tackle assignments quickly. They make fast (sometimes rash) decisions, and are comfortable multitasking and risk- taking. They enjoy the thrill of the chase for rewards like money and status. Introverts often work more slowly and deliberately. They like to focus on one task at a time and can have mighty powers of concentration. Theyre relatively immune to the lures of wealth and fame. A few things introverts are not: the word introvert is not a synonym for hermit or misanthrope. Introverts can be these things, but most are perfectly friendly. One of the most humane phrases in the English language – Only connect! – was written by the distinctly introverted EM Forster in Howards End, a novel exploring the question of how to achieve human love at its height. Nor are introverts necessarily shy. Shyness is the fear of social disapproval or humiliation, while introversion is a preference for environments that are not overstimulating. Shyness is inherently painful; introversion is not. One reason that people confuse the two concepts is that they sometimes overlap (though psychologists debate to what degree). You can be a shy extrovert, like Barbra Streisand, who has a larger-than-life personality and paralysing stage fright; or a non-shy introvert, like Bill Gates, who by all accounts keeps to himself but is unfazed by the opinions of others. You can also, of course, be both shy and an introvert: TS Eliot was a famously private soul who wrote in The Waste Land that he could show you fear in a handful of dust. Many shy people turn inward, partly as a refuge from the socialising that causes them such anxiety. And many introverts are shy, partly as a result of receiving the message that theres something wrong with their preference for reflection, and partly because their physiologies compel them to withdraw from high-stimulation environments. But for all their differences, shyness and introversion have in common something profound. The mental state of a shy extrovert sitting quietly in a business meeting may be very different from that of a calm introvert – the shy person is afraid to speak up, while the introvert is simply overstimulated – but to the outside world, the two appear to be the same. This can give both types insight into how our reverence for alpha status blinds us to things that are good and smart and wise. For very different reasons, shy and introverted people might choose to spend their days in behind-the-scenes pursuits like inventing, or researching, or holding the hands of the gravely ill – or in leadership positions they execute with quiet competence. These are not alpha roles, but the people who play them are role models all the same.

Great Expectations: Injustices And Poor Conditions Committed On Women :: Great Expectations Essays

Great Expectations: Injustices and Poor Conditions Committed On Women and Children Great Expectations, authored by Victorian novelist Charles Dickens, is considered one of his finest works of literature. It was indicative of Dickens's strong feelings for injustices and poor conditions committed on women and children of that time. Through the main character, Pip, Dickens's demonstrated the compassion he felt for children. Most readers, like myself, are able to associate Pip's experiences with their own. Pip endeavored upon many things that I can see myself doing. From the beginning of the novel Pip had felt an impending feeling of guilt. It is a common theme in Great Expectations and is one that I have felt numerous times before. In one instance, my friends and I were at a party playing with a water balloon launcher shooting balloons down the street. My neighbors had just put in a new set of porch windows that were quite expensive. With a slight aiming misalignment we broke a window and had to confess to my neighbor and give her our apologies. Pip, however, had the guilt weighed on his conscience forever-he did not have the courage to tell Mrs. Joe that he had taken a pork pie that was for Christmas dinner. Mrs. Joe only made it harder for Pip when she asked, "And were the deuce ha' you been?" (page 20). Pip had to make a moral judgment about whether or not to tell the truth about what he did and is challenged with many more of these decisions throughout the book. Pip was later introduced to Estella, Ms. Havisham's adopted daughter, whom was taught to pursue retribution on all of the male population for her "mother". Pip became easily infatuated with Estella's good looks, money, and attitude. Estella considered Pip to be common and pointed out the ways when she said, "He calls the knaves, jacks, this boy! And what coarse hands he has! And what thick boots!" (page 55). Pip once again has the feeling of guilt, this time for just being a common laborer and the humility of his background. I have felt intimidated just as Pip was. It is extremely uncomfortable to be around someone who arrogantly shows that they are of a "higher class" than you. In my own experience some adults speak condescendingly to teenagers and it causes me to feel like less of a person just like Pip did. Pip has also felt extreme amounts of stress throughout the novel. Everyone is always encouraging him to satisfy his "great expectations". I have been pressured in a comparable way in early schooling when I was accepted to the

Baroque Oratorio

Oratorio, which literally means â€Å"hall for prayer†, strictly refers to the musical setting usually pertaining to religion having a storyline. Usually, the text or story is based on religious books such as bibles. It is like an opera minus the scenery, costumes and actions, but has a lot of recitative. In addition to this, at some time, the forms and styles that is present in the oratorio is almost fairly accurate than that of the opera and focuses greatly on chorus (Boynick, 1996, February 1).Handel’s â€Å"Hallelujah Chorus† from his oratorio â€Å"The Messiah† features elements such as basso continuo, homophony, combined instrumental-vocal forms, and a pleasant harmony. Basso continuo refers to the sustaining of either the bass or and the keyboard instrument. This would result to the development of a continuous accompaniment. Furthermore, this is notated with a new music notation system. Homophony refers to the use of one melodic voice while being ac companied by instruments. Handel used a musical technique called the text-painting.It is a technique wherein the melody mimics its lyrics. Melodic rhythm can be observed in â€Å"Hallelujah Chorus†. The rhythm kept changing wherein the word â€Å"hallelujah† was sung in so many different ways. The rhythm of the piece in macro- and microbeats is â€Å"Bah-Bum Bum Bah; Bah-Bah Bum Bah† (Runfola and Taggart, 2005). Handel’s â€Å"Hallelujah Chorus† is still popular nowadays because it is often heard in churches. In addition to this, Handel’s â€Å"Hallelujah Chorus† continues to change or adapt with the generation.There are variations of this piece that becomes familiar to everybody, especially those who are really religious. The piece is also intriguing that it states a story from the bible in a way that excites the audience. References Boynick, M. (February 1, 1996, October 10, 2000). Musical Forms: Oratorio. The Grove Concise Dictiona ry of Music Retrieved February 3, 2008, from http://w3. rz-berlin. mpg. de/cmp/g_oratorio. html Runfola, M. , & Taggart, C. C. (2005). The Development and Practical Application of Music Learning Theory. USA: GIA Publications.

Telenor Organizational Behavior - Free Essay Example

Sample details Pages: 5 Words: 1531 Downloads: 1 Date added: 2017/06/26 Category Management Essay Type Case study Did you like this example? Introduction The company chosen for this research is Telenor and the paper that follows will give a detailed analysis of its internal organizational performance, culture, structure, communication and general behavior of employees within the organization. The company has been performing well and is specifically known for its ability to retain employees, keep them satisfied and happy as well as provide them benefits of all kind. The company is a very successful one that operates in Europe as well as Asia (Birchall Tovstiga, 2005). Type of culture, (Pluralism, Dualism or Salad bowl) Telenor is a Norwegian Telecom company that has its operations in Scandinavian countries, Asia as well as in Europe. It is one of the most popular Telecommunication and Networks Company in the world, and is known popular for its rich company culture. Telenor is seen as a company that is an ideal employer in terms of satisfied employees who are loyal towards the company. The organization operates as a salad bowl, which means it believes strongly in diversification of cultures and equality amongst people of different cultures and countries (Kautz Heje, 1996). Telenor treats all its employees equally in terms of benefits and perks given to employees. The environment is very friendly and informal. Office space is not allocated according to rank. Everyone has equal opportunities to excel and similar facilities to benefit from. Moreover, the flat hierarchy of the company allows easier communication and discussion, and thus involves all employees in decision making one way or the other. It has been found that employees working in Telenor are satisfied with their jobs and the employee turnover rate is very low. Even though it is difficult to maintain a salad bowl culture in a company and to keep everyone satisfied, Telenor has successfully been doing this and has been making profits for the company. The company is working very well and it is claimed that the credit for its success goes to the employees and indirectly to the company culture with strong values embedded in it. These values get inculcated in the employees who work there whose loyalty, hard work and determination leads to the success of the company (Ward, 2008). Team work is particularly apparent amongst the employees. Instead of negative competition, everyone works together as a team toward specific goals of the organization and internal synergy reflects very well in the way people work together, help each other, suggest improvements and give their best. For instance, there is a specified quota in Telen or for hiring people who belong to different backgrounds and they also have a minimum quota for hiring females. Don’t waste time! Our writers will create an original "Telenor Organizational Behavior" essay for you Create order Modes of communication (Describe the dominant communication form used . e.g.written or verbal) Communication at Telenor is considered to be ideal in terms of its effectiveness and benefits. There are no barriers to communication because the offices of Telenor are a single unit with no allocated space, no closed doors and no hurdles to halt communication. The environment is generally informal and there is no restriction on employees regarding any kind of communication for work purposes or even for leisure (Reuvid, 2011). The best thing is that this power is not misused and everybody is comfortable with each other. Verbal communication is the main form of communication but written communication is nearly as important too because all the companys information is shared through intranet that works within the organization. Both forms of communication are used depending on the situation and are effectively working for the organization owing to the shorter chain of command and a strong two way communication with both, bottom-up and top-down communication is done according to the nee d and demand of the situation. Differences in ranks do not create an element of hesitation amongst the employees, because the CEO and an intern might be seated together and may as well be working together. This allows for a higher learning quotient of learning within the organization, as well as floatation of new ideas and plans that could be used by the company. Informal meetings amongst employees, internal events and functions as well as regular team meetings are a norm in the company as well as a tool to measure performance of the company. Employees are not blamed for bad performance but are provided with potential ways to improve, and are appreciated for good performance which helps increase their morale. For the purpose of verbal communication, any employee can walk to the others cabin any time to ask anything related to work, or they can also use the inline telephone network for contact. For formal documentation or for providing documented information, e-mail can be used along with the internal online chat system for any queries. Nature of authority (recognized social rank) Owing to the fact that the company has a flat organizational structure, the nature of authority within the company is also aligned with that of a flat organization (Kyng Mathiassen, 1997). Employees are highly empowered and have real authority of doing work the way they want to. They are given responsibility as well as made accountable for their work. They are allowed to make decisions and take up challenges so that work does not get monotonous for them and becomes rewarding if they perform well. This way they are able to explore new horizons to knowledge and wisdom to polish their skills. The nature of authority at Telenor illustrates that the company wants to build a sense of trust within its employees and make them confident about themselves as well as create a feeling of worth and value for the employee. When employees are made to feel that they are an important part of the organization, they automatically feel motivated to work and determined to achieve the objectives of the company. Employees of Telenor are hence increasingly confident, decisive and ready to accept challenges. They have an attitude of humility and loyalty towards the organization and the authority given to them helps them realize their significance for the organization. To add to the above, it also inculcates a sense of leadership amongst the employees who know how to deal with adversities in the most efficient manner, and create value for the company. This is also one of the reasons for stronger communication amongst employees. They are taught to work both, in teams as well as individually- towards the betterment of the company. For instance, people from different departments are assigned to work on a specific project deliberately so that they can communicate with each other and share their expertise amongst themselves to create better outputs. Motivational techniques (Describe the motivational driving forces e.g. Intrinsic or extrinsic used to influence productivity and performance?) One thing that this company is really admired for is its employees who are motivated and loyal. They do not want to leave the company and are happy working for it. The company is certainly to be appreciated for creating an environment suitable for its employees who belong to different backgrounds and regions yet are satisfied with their work. The company uses several motivational techniques that are embedded within its system. Extrinsic motivation involves the tangible facilities and monetary items involved which provide physical benefit to the employees (Birchall Tovstiga, 2005). This system is a very strong component of the company because employees are given numerous benefits by the firm. However, the fact is that simply extrinsic motivation is not enough. It is equally important to provide intrinsic driving forces which ultimately become the real reason for the companys success and good performance of the employees. The ways that the company uses to motivate the employees inte rnally include the ones mentioned above also such as giving challenges to employees, delegation of work, giving them responsibility as well as recognition for their work. This is exactly linked to Telenor being a flat and horizontal organization where employees are empowered enough to take decision themselves. Areas of EQ incorporated (Describe how the organization embraces the theory of emotional intelligence) Emotional Intelligence is the ability to feel, judge and manage emotions of others effectively. This is a way to empathize with others and it helps create bonding amongst people. Within an organization there are certain ways to manage emotions of others. For instance this trait is important when a conflict arises and emotions need to be controlled. According to the overall outlook of this firm, EQ is very important for this firm because its employees are very important for it. It is hence very important for the company to keep employees satisfied. How are the components of a virtual organization embraced? (Explain how the organization embraces new paradigms such as teleworking and virtual offices?) The organization is a highly technically advanced one as it works n developing networks and communication. Furthermore, it has worked to facilitate employees to work from home virtually. It has created networks and servers for employees in this global situation to make it easy for employees to work efficiently, quickly and from anywhere in the world. The company has its own software and all employees know how to work on it. Other than that the company makes virtual teams so that employees coordinate each other to complete projects that are their responsibility