Extrovert vs Introvert free essay sample

This has implications for leaders and managers at all levels who want to improve their own leadership styles. If you look at existing leadership research, extraversion stands out as the most consistent and robust predictor of who becomes a leader and who is rated an effective leader, Grant says. But I thought this was incomplete. It tells us little about the situations in which introverted leaders can be more effective than extraverted leaders. So he and his fellow researchers began looking at the issue through the lens of a business that could easily track productivity and team effectiveness pizza delivery franchises. We wanted to study an organization where we could actually see differences in performance, and where people were generally doing the same work, Grant notes. If there is variation in franchise profitability, as a function of who leads and who your employees are, then that would be a very powerful statement about the true impact of a leader on a group. We will write a custom essay sample on Extrovert vs Introvert or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Threatened By Proactivity The researchers obtained data from a national pizza delivery company. They sent questionnaires to 130 stores and received complete responses from 57; the responses included 57 store leaders and 374 employees. To adjust for differences in location that were beyond the leaders influence, the researchers also controlled for the average price of pizza orders and worker hours. Leaders were asked to rate their own extraversion the degree to which they commanded the center of attention by acting talkative, assertive, outgoing and dominant. Employees were asked to rate levels of proactive behavior in the store, such as improving procedures, correcting faulty practices, speaking up with ideas and stating opinions about work issues. What Grant and his colleagues found was a simple inverse relationship: When employees are proactive, introverted managers lead them to earn higher profits. When employees are not proactive, extraverted managers lead them to higher profits. These proactive behaviors are especially important in a dynamic and uncertain economy, but because extraverted leaders like to be the center of attention, they tend to be   Ã‚  All  materials  copyright  of  the  Wharton  School  of  the  University  of  Pennsylvania. Page  1  of  3 This is a single/personal use copy of [emailprotected] For multiple copies, custom reprints, e-prints, posters or plaques, please contact PARS International: [emailprotected] com P. (212) 221-9595 x407. Analyzing Effective Leaders: Why Extraverts Are Not Always the Most Successful Bosses: [emailprotected]ton (http://knowledge. wharton. upenn. edu/article. cfm? articleid=2638) and uncertain economy, but because extraverted leaders like to be the center of attention, they tend to be threatened by employee proactivity, Grant notes. Introverted leaders, on the other hand, are more likely to listen carefully to suggestions and support employees efforts to be proactive. Pairing an extraverted leader with a proactive team, he says, can hurt, not just hinder, the companys effectiveness. Once the extraverted leader responds in a less receptive way, that becomes discouraging for employees and makes them less willing to work hard, Grant states. It may also make them less willing to share ideas in the future, which would limit creativity and innovation. In fact, the personality conflicts can lead to a power struggle within an organization, openly pitting leaders against employees. This is especially true in companies or groups with a flat hierarchy for example, if the leaders were recently promoted from the peer level, or if a new leaders competence and skills are not yet established. Such situations would be much more likely to lead employees to challenge, and leaders to feel threatened, a situation known as status uncertainty, according to Grant. If you are leading a pizza franchise, you are often doing this as your full-time job, and you might be managing high school and college students who have a different set of aspirations and, in some cases, might actually look down upon you as the leader, Grant points out. At that point, an employee with a better idea for how to get orders processed efficiently on Super Bowl night, or a suggestion for a new coupon or special deal, could make extraverted leaders feel like their status is being threatened. They might say, Im supposed to be in charge here. Let me reassert my authority. Whereas the introverted leader, with less of a concern for position, status and power and a willingness to spend more time listening and less time talking is likely to quietly process the ideas that come up. That leader is worrying less about the ego or image implications of employees taking charge and introducing ideas. The T-shirt Challenge The research team also conducted another study that looked specifically at extraverted leadership behavior, not just self-reported traits. They took 163 college students from a university in the Southeastern U. S. and designated them as team members and leaders in a T-shirt folding group. The aim was to fold as many shirts as possible in 10 minutes, with iPods as a reward for the top performers. Some students were randomly assigned to lead in either an extraverted or introverted manner. The extraverted leaders were given examples of famous leaders who were bold, talkative and assertive, such as Martin Luther King, Jr. and Jack Welch. The introverted leaders were given examples of famous leaders who were quiet and reserved, such as Mahatma Gandhi and Abraham Lincoln. Both groups were then asked to reflect on a time when they led effectively in a similar manner. Meanwhile, two other graduate students, or confederates, were paired with each group and secretly told to act either passively or proactively, with proactive confederates offering a new, efficient away to fold T-shirts. The researchers found a significant interaction between extraverted leadership and proactive behavior that meshed with the findings from the pizza study. When the confederates were passive, teams performed better when led in an extraverted manner, but when the confederates were proactive, teams performed better when led in an introverted manner. When the confederates were proactive, participants perceived the more extraverted leaders as less receptive to ideas, and they invested less effort in the task, the researchers write. The implications of the power struggle for the leader-employee relationship and labor relations became very clear, according to Grant. At some level, the power struggle is finished, with the leader asserting authority and the employees saying, We re not going to work as hard on your behalf. The employees basically decided that Hey, these leaders are not receptive to good ideas . We dont really have a ton of respect for the leader. We dont want this leader to be one of the top performers. We want to feel, at the end of the day, like our ideas are valued and our contributions are appreciated. Interestingly, neither the introverted leaders nor the extraverted leaders showed higher productivity or profitability than the other. The difference, Grant and his researchers found, was in the pairing of leaders and employees. It shows that introverted and extraverted leadership styles can be equally effective, but with different groups of employees, he says. As a social scientist, this is appealing people in organizations are   Ã‚  All  materials  copyright  of  the  Wharton  School  of  the  University  of  Pennsylvania. Page  2  of  3 Analyzing Effective Leaders: Why Extraverts Are Not Always the Most Successful Bosses: [emailprotected] (http://knowledge. wharton. upenn. edu/article. cfm? articleid=2638) sufficiently complex that you c an rarely ever conclude that one style is always more effective than another. Our research provides insight into when each style is effective, as opposed to trying to test which one is better which I think is the wrong question. Given these conclusions, why does the popular view persist that extraverts are better leaders across the board? The authors point to several possible reasons: One is that extraverts are often perceived as more effective because of a halo effect. This may occur because extraverted leaders match the prototypes of charismatic leaders that dominate both [Western and Eastern cultures] and are especially prevalent in business, they write. One online survey of 1,500 senior leaders earning at least six-figure salaries found that 65% actually saw introversion as a negative quality in terms of leadership. Creating Space for Employees Grant says the study has broad implications for corporate leaders who want to examine their own leadership styles as well as make changes in the lower management ranks. We tend to assume that we need to be extremely enthusiastic, outgoing and assertive, and we try to bring employees on board with a lot of excitement, a clear vision and direction, Grant says, but there is real value in a leader being more reserved, quieter, in some cases silent, in order to create space for employees to enter the dialogue. He worked with the CEO of one Fortune 500 company who has a policy of silence for the first 15 minutes of meetings. He does not utter a single word, although he is an extravert. He feels that he has a tendency, once he gets excited about ideas, to run with them to the point where, at times, it leaves employees feeling like they werent included, Grant says. So he tries to combat that: I want you guys to tell me whatever youre thinking about suggestions, feedback, questions and the floor is yours. He listens quietly and takes notes. There are also lessons to be learned about giving employees authority and autonomy to make decisions on their own providing them with choice about what work they do, as well as how, when and where they complete it, Grant notes. One of the strongest predictors of proactivity is a sense of responsibility for the larger team or department or organization. When employees feel like they are responsible for a larger unit, they are much more likely to broaden their roles beyond their specific individual job descriptions. So how can managers actually implement some of the lessons from the study? Grant suggests that once prospective team members have the required skills and expertise, leaders can explicitly look at personality in making the final selection examining both the employees and the managers, figuring out which teams will work best together. When I have extraverted leaders, if I have the opportunity I tend to invite in some of the less proactive employees who I think are more likely to want a clear, dominant vision from a leader and who are also more likely to get energized, to step a little bit out of their comfort zones. And how do you identify those employees who might fit better with an introverted leader at the helm? By looking and listening, Grant says. Proactive employees, by definition, spend more of their time and energy taking initiative whether thats in terms of generating ideas, coming up with a new work process, staying late to help their colleagues or even going out of their way to seek feedback. You develop a reputation pretty quickly for that set o f tendencies. Extraverted leaders also need to be careful to delegate responsibility to proactive employees, Grant suggests putting such workers in areas where they have ideas for moving forward or want to take on larger responsibility. These leaders also should actively solicit feedback, positive and negative, and listen to it. Some companies employ 360-degree feedback surveys, but those can be harder to use in small groups. Asking for advice from employees on how to change can kill two birds with one stone, Grant says. It allows the leader to actually learn, and it creates opportunities for employees to contribute right there and then. This is a single/personal use copy of [emailprotected] For multiple copies, custom reprints, e-prints, posters or plaques, please contact PARS International: [emailprotected] com P. (212) 221-9595 x407. All  materials  copyright  of  the  Wharton  School  of  the  University  of  Pennsylvania. Page  3  of  3

Why Is a Scribe Essay Sample?

Why Is a Scribe Essay Sample?If you have taken an English course or even at an online college, you may have encountered an essay sample. These are sample essays that are posted by the instructor in a class and used as practice tests for the students to pass before the final exam. You may know what an essay is, but it is worth taking a minute to review what an essay is and how a question can be placed within it. A question is an embedded piece of information within an essay, which is usually the topic of the entire essay.An essay is made up of three parts: the introduction, the body, and the conclusion. The essay can be composed of two parts, each on its own, or with the introduction included within the body. An introduction will take up the first four to six lines of the text and an introduction is generally a couple paragraphs long. In many cases, the introduction is a brief summary of the essay topic and often starts off with a quotation or sentence describing the style of writing and the purpose of the essay.The first part of the essay is usually the body. This consists of the opening paragraph, which contains the main point of the essay and sets the focus of the essay. A couple of sentences can be found in the introduction and the body can be found at the end of the body. An introduction and a couple of sentences in the body make up the body of the essay. A couple of brief sentences, that are related to the main point of the essay will normally be included within the body of the essay.The conclusion is usually the last part of an essay and is usually the last paragraph of the entire essay. In most cases, the ending of the essay follows the introduction and summary. The conclusion is usually given at the end of the body, ending the essay. Many times, the conclusion is given a few sentences at the end of the essay that is organized so as to be easy to read and follow.When looking over an essay sample, it can be very difficult to determine what the exact style of writing is. This style is the difference between a good and bad essay. The good part of writing an essay is that the essay should have an interesting topic and create a personal connection with the reader. A poorly written essay will create a bad personal connection with the reader.The reason why being a scribe essay sample is so important is because it can set the tone for the entire paper. Even though you are writing an essay, you must have a structure and you must use proper grammar to set the pace of the essay. A poorly written essay can ruin the entire experience for the reader.If you are a student who would like to be well-versed in the principles of writing and also keep up on the current trends, then why be a scribe essay sample. It is recommended that you use a good writing program that will guide you through the process of how to write an essay and help you create a professional quality essay. When using these software programs, make sure you get all the support you ne ed and that you become a master essay writer before you submit your work.

Today We Begin from The End essays

Today We Begin from The End essays Today we begin from the end. To the question of what it was, would be, what it wasnt, could be, what went wrong with the right, and the certainty that the uncertainty will put an end to the beginning. What lets us live, what tells us the past, and that we don't know the future. Time provokes encounters, and it causes mismatches , the tomorrow that was yesterday, and that it is impossible bringing back. The heart that keeps what it was, that time didn't and doesnt erase. The illusion of wanting who doesn't want you, the breathlessness that makes you suffocate for the reason than you don't want to know, because what suffocates you is to know that the air you seek doesn't exist. The surprise of the moment that you had taken as lost, gone, and conformed. The pain of what happened, the pain of what didn't happen, and the pain of not knowing what would have happened. The pain that comes from the desire of a forbidden love. Or the happiness of a love of one day, such day that everything w as as it was supposed to be. The day that rises with the birds, the smile with closed eyes to the light that the sun brought to wake you up to a happy day. The Morning that is already late, of one night that didn't end. The walk holding hands,the sound of a mutual silent song, a ballad that makes you smile to who makes you feel love. The moments of silence and observation, happiness, while starring at the beauty by your side for one long second. The moment that you will keep forever, as a portrait of a smile. The night that falls, the moon that comes out, the breeze that passes by, the cold that gives in, the hug that shelters, the intimacy that surrounds, the safety that is sure, the rain that romanticizes, the eternal moment of one day, that ended yesterday, but comes every day, and everyday to come. The caress of a light touch, a gentle kiss, the soft skin, the warmth of a passion. The glance of fixed eye ...

Community Health Nursing- Transgender Children Assignment

Community Health Nursing- Transgender Children - Assignment Example It is imperative to note that such children face a lot of criticism in the community as they grow up. Most peers starts observing the physical changes that do not correlate to others. in such circumstances, these children get discriminated during play, and they tend to isolate themselves to avoid exposing their biological sexual organs. The ultimate result is depression that may lead to suicidal ideation among these individuals. There are some ethical dilemmas that the parents and the community face while dealing with these children. For example, as the child reaches school going age the parents get confused which type of clothes to wear to their children. Moreover, the name that the child wants to be identified with is different from the biological sexual organ. All these bring challenges in the psychological aspect of these individual because what they feel is not what is real to others. Parents may tend to give hormonal replacement therapy to help the child possess those characteristics he/she wants. However, the hormones pose a significant health risk since it can lead to permanent complications and may be death. Sexual and gender roles may be a challenge when these individuals grow up, and some cultures may reject them because of doing things that their gender should not do. The best remedy for these problems is early identity and counselling of the parents to give full support to the young children. Additionally, the parents should allow the children to grow on the gender they feel like. The community should be sensitised to understand these individual and offer them the supports they

Applied statistics Essay Example | Topics and Well Written Essays - 1000 words

Applied statistics - Essay Example We apply econometric techniques over the period 1970 to 2002, involving 33 observations. In our notation, LGDP is natural logarithm (ln) of real Gross Domestic Product, LC is the log of consumption, LDI is the log of domestic investment, LX is the log of exports, LM is the log of imports, LG is the log of government expenditure and LFDI is the log of FDI. According to Gujarati (2004: 176-177), this model is called as the constant elasticity model that assumes a constant elasticity relationship between the independent variables and the dependent variable, logarithm of gross domestic product. The coefficients associated with the independent variables measure the elasticity of the dependent variable with respect to independent variables, or the percentage increase in the dependent variable (Gujarati 2004: 176). The methodology of this work is informed by the works of Woolridge 2004:2-6 as well as Gujarati 2004:10-12. We begin with economic growth model 1 in which the national income function Y=C+I+G+(X-M). In model 1, however, I = DI + FDI where DI = domestic investment and FDI = foreign direct investment. For model 1 and for the rest of model as well, we assume the existence of constant C in the regression. Otherwise, interpretation of the regression will be different without a slope (Gujarati 2004: 167-169). We need not worry on the interpretation of the constant in a regression because it need not always have an interpretation (Gujarati 2004: 167-169). Table 1 suggests that all regressor variables of the regression, except for LFDI and LG are significant at the 0.01 level. This means that for all coefficients, except LFDI and LG, we can reject the applicable null hypothesis that ï  ¢i =0 to accept alternative hypotheses that are consistent with economic theory. Based on the theory of the national income function in economics, we expect the signs to be as follows: ï  ¢2>0, ï  ¢3>0, ï  ¢4>0, ï  ¢5>0, ï  ¢6>0, and ï  ¢7

Employee Rights and Property Searches Essay Example for Free

Employee Rights and Property Searches Essay Mopak Corporation performed a search for drugs and guns on the employees and contract workers vehicles with the assistance of a private security company and drug detection dogs. In the search, guns were found, but not drugs, in several vehicles. At the completion of the search, five employees along with ten contract workers whose vehicles where the weapons were found were terminated, due to the corporation’s belief that the employees violated the company policy. The terminated workers immediately sued Mopak for wrongful termination. Though mostly in the United States employees are â€Å"at-will† employees, the arguments for wrongful termination the employees from Mopak can make in their suit is that Mopak performed an unreasonable search of their vehicles, violating their expectation of privacy. The search was made without a warrant and violated their Fourth Amendment Rights. (Lawyer. com, 2013) The contract workers are bound by contracts that may have an at-will clause in it, in which case they, like the regular employees, can be terminated at-will. Even though when there is a contract, written or oral, it’s based on a promise of job security, but with an at-will clause, contract workers may either leave a contract job or be terminated from a contract job at-will. †Employers often, and legitimately, ask employees to sign contracts or agreements that document and enforce the terms of at will employment, usually in company policy manuals. † (Lawyersandsettlements. com, 2013, para. ) The arguments that Mopak Corporation will make in response to the wrongful termination suit are that in the employees’ policy manual, handbooks or contracts reflect that the employee and/or contract workers must agree to random vehicle searches, random drug testing, and an at will clause for employment; that when signed by the employees and/or contract workers, it becomes binding, implied, or implied-in-fact contracts. In the 1988 decision of landmark case Foley vs. Interactive Data Corp. it brought to light that employees enter into implied-in-fact contracts with the acceptance of great merit reviews, promotions, raises, and with verbal assurances of job security. I believe the Mopak Corporation would win. I do not believe that a corporation with so much to lose would perform an illegal search of employee’s vehicles. They must have in the company’s policy manual that such an act would be permissible once the employees and contract workers sign that they have rea d and agreed to the terms and condition of the policy and/or contracts.

Casse Study Essay -- essays research papers

Team Case Study My team is comprised of a group of individuals specialized in relating to people in the automobile industry, mainly car dealers. Our team’s goal is to work with dealers and to help them understand how to effectively sell vehicles, sight unseen, to internet buyers. These are buyers that will never even see the vehicle or step on the dealer’s lot. We have to teach the dealer how to market and relate to a customer well enough to convince them to buy a car that they will never touch, taste, smell, see, or test drive. In the growing age of internet fraud this task becomes difficult, we now have to teach them how to make a customer trust them enough to send money to them, without ever meeting them. The Purpose, and long term goal, of this project is to drive the amount of listings of vehicles for sales on the site in a way that will help us meet our yearly goals of high growth. In 2003 during study of sales team environments, Amy Dewey, the director of agency and association marketing for The American College said, "Different personalities come out in any type of team," she says. "You want to be as efficient and effective as possible, but there's going to be that social dimension that may prevent something from being as effective as it can be." This was proven to be true to me when a member of the team had signed an account in a territory that belonged to another team member. This had happened to be an account that had been a previous customer of the account owner in a different region. The dealership contact had moved to a dealership in this other territory, which did not belong to the account owner, and wanted to start a new account, and deal with the same representative he had been dealing with for years. The members whose region it was transferred the account to them since it was their area, without notifying the account owner of what she was doing. The account owner found out and transferred the account back while she was not in the office, but mentioned it out loud to the rest of the team. A new member of this team, that had over heard the account owner complaining, went to the member that owned the region and exaggerated the story. This impacted the team in the fact that there were now some hurt feelings between these two team members that had worked togeth... ...oid conflict before it happens. When there is conflict, being an anchor member of the team, I have come up with many creative solutions to our office conflict. I believe almost all conflict stems from bad communication. In 2002 Eric Abrahamson felt, â€Å"Team conflict can arise from differences between team members in terms of power, values, and attitudes. It tends to arise when resources are scarce, the team situation is ambiguous, members have different goals, and the tasks assigned have some connection.† References 1. â€Å"Different personalities come out in any type of team," she says. "You want to be as efficient and effective as possible, but there's going to be that social dimension that may prevent something from being as effective as it can be." Author: Barry Higgins Publication: National Underwriter. (Life & health/financial services ed.). Erlanger: Sep 8, 2003. Vol. 107, Iss. 36; pg. 12 2. â€Å"Team conflict can arise from differences between team members in terms of power, values, and attitudes. It tends to arise when resources are scarce, the team situation is ambiguous, members have different goals, and the tasks assigned have some connection.† Casse Study Essay -- essays research papers Team Case Study My team is comprised of a group of individuals specialized in relating to people in the automobile industry, mainly car dealers. Our team’s goal is to work with dealers and to help them understand how to effectively sell vehicles, sight unseen, to internet buyers. These are buyers that will never even see the vehicle or step on the dealer’s lot. We have to teach the dealer how to market and relate to a customer well enough to convince them to buy a car that they will never touch, taste, smell, see, or test drive. In the growing age of internet fraud this task becomes difficult, we now have to teach them how to make a customer trust them enough to send money to them, without ever meeting them. The Purpose, and long term goal, of this project is to drive the amount of listings of vehicles for sales on the site in a way that will help us meet our yearly goals of high growth. In 2003 during study of sales team environments, Amy Dewey, the director of agency and association marketing for The American College said, "Different personalities come out in any type of team," she says. "You want to be as efficient and effective as possible, but there's going to be that social dimension that may prevent something from being as effective as it can be." This was proven to be true to me when a member of the team had signed an account in a territory that belonged to another team member. This had happened to be an account that had been a previous customer of the account owner in a different region. The dealership contact had moved to a dealership in this other territory, which did not belong to the account owner, and wanted to start a new account, and deal with the same representative he had been dealing with for years. The members whose region it was transferred the account to them since it was their area, without notifying the account owner of what she was doing. The account owner found out and transferred the account back while she was not in the office, but mentioned it out loud to the rest of the team. A new member of this team, that had over heard the account owner complaining, went to the member that owned the region and exaggerated the story. This impacted the team in the fact that there were now some hurt feelings between these two team members that had worked togeth... ...oid conflict before it happens. When there is conflict, being an anchor member of the team, I have come up with many creative solutions to our office conflict. I believe almost all conflict stems from bad communication. In 2002 Eric Abrahamson felt, â€Å"Team conflict can arise from differences between team members in terms of power, values, and attitudes. It tends to arise when resources are scarce, the team situation is ambiguous, members have different goals, and the tasks assigned have some connection.† References 1. â€Å"Different personalities come out in any type of team," she says. "You want to be as efficient and effective as possible, but there's going to be that social dimension that may prevent something from being as effective as it can be." Author: Barry Higgins Publication: National Underwriter. (Life & health/financial services ed.). Erlanger: Sep 8, 2003. Vol. 107, Iss. 36; pg. 12 2. â€Å"Team conflict can arise from differences between team members in terms of power, values, and attitudes. It tends to arise when resources are scarce, the team situation is ambiguous, members have different goals, and the tasks assigned have some connection.†