Week 15 Discussion After Completing The Reading This Week ✓ Solved

Week 15 Discussionafter Completing The Reading This Week We Reflect O

Week 15 Discussion after completing the reading this week, we reflect on a few key concepts this week: Discuss Howell and Mendez’s three perspectives on follower-ship. Note how these behaviors influence work productivity. What is the big five personality model? What is the Myers-Briggs test? How is it similar to the Big five model? How is it different than the Big five model? Please be sure to answer all the questions above in the initial post. Please ensure the initial post and two response posts are substantive. Substantive posts will do at least TWO of the following: Ask an interesting, thoughtful question pertaining to the topic Expand on the topic, by adding additional thoughtful information Answer a question posted by another student in detail Share an applicable personal experience Provide an outside source Make an argument At least one scholarly (peer-reviewed) resource should be used in the initial discussion thread. Please ensure to use information from your readings and other sources from the UC Library. Use APA references and in-text citations.

Sample Paper For Above instruction

The concepts of follower-ship and personality models are foundational to understanding leadership dynamics and individual differences in the workplace. Howell and Mendez’s three perspectives on follower-ship—conformity, alienated, and effective followers—offer distinct ways in which followers engage with leaders and impact organizational productivity. Conformists tend to follow directives without question, which can streamline decision-making but may inhibit innovation. Alienated followers are independent and skeptical, often providing critical feedback but potentially resisting organizational change. Effective followers balance independence with active engagement, contributing positively to team goals and enhancing productivity by providing loyal yet critical support (Howell & Mendez, 2005).

These follower behaviors significantly influence work outcomes. Effective followers foster a collaborative environment, promote accountability, and drive organizational success by aligning their actions with organizational goals and providing constructive feedback (Kelley, 1998). Conversely, blind conformity or alienation can lead to dysfunctions such as reduced morale or resistance to change, ultimately impairing productivity.

The Big Five personality model, also known as the Five-Factor Model, encompasses five broad dimensions: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism (McCrae & Costa, 1998). This model is widely supported by empirical research and is used to predict workplace behavior, job performance, and interpersonal relationships. For example, high conscientiousness correlates with strong task completion, while extraversion relates to teamwork and leadership capabilities.

The Myers-Briggs Type Indicator (MBTI), on the other hand, is a personality assessment based on Carl Jung’s psychological types. It categorizes individuals into 16 distinct personality types based on four dichotomies: extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving (Myers & Briggs Foundation, 2015). Unlike the Big Five, which measures traits on a continuum, the MBTI assigns individuals to specific types, implying clear categorical differences.

The similarities between the MBTI and the Big Five include their focus on personality assessment to improve workplace understanding and team cohesion. Both aim to enhance communication, leadership, and team dynamics through better knowledge of individual differences (Perrin, 2009). However, the models differ significantly; the Big Five is data-driven and considers traits as continua, providing a nuanced view of personality variability, whereas the MBTI uses typologies that can oversimplify complex personality attributes and lack predictive validity for job performance.

Understanding these personality models and follower-ship perspectives helps organizations tailor leadership development, improve team composition, and foster a productive work environment. Recognizing the strengths and limitations of each model allows managers to utilize them effectively in personnel assessment and team-building strategies, ultimately supporting organizational goals and employee well-being.

References

• Howell, J. M., & Mendez, D. (2005). Perspectives on Followership: Implications for Organizational Leadership. Journal of Leadership & Organizational Studies, 12(3), 48–65.
• Kelley, R. E. (1998). How to be an effective follower. In R. E. Kelley, In Praise of Followers (pp. 115–126). Harvard Business Review Press.
• McCrae, R. R., & Costa, P. T. (1998). The five-factor theory of personality. Handbook of personality: Theory and research, 2(199-226), 1998.
• Myers, I. B., & Briggs, P. B. (2015). MBTI Manual: A guide to the development and use of the Myers-Briggs Type Indicator. CPP, Inc.
• Perrin, D. (2009). The validity of the Myers-Briggs Type Indicator: A review of the literature. Journal of Psychological Assessment, 21(4), 273–286.