Introversion and management – between classical barriers and opportunity of the upgraded perception
Modern literature brings to attention the tendency of the present society to link success with characteristics which are more likely consistent with the extraverted personality, apparently making room for the talkative, imperative, social and dominant type of persons to prove their potential and rise on the ladder of possibilities. Although this approach is fruitful foremost of the people – as extraversion is found within most of the population – introverts, around a quarter of the total population, seem to face several disadvantages. It has been observed – both in professional literature and in practice – that introverts are less likely to be recognized as valuable within a workplace because they lack abilities (and interest) of affirm. Also, it is more likely to find appraisal of success based on hierarchical positions – hence – more pressure in making most of the people in the work field to prove their abilities to manage as opposed to finding, exploring and maintaining those activities which are most suitable for their personality types. The present paper offers a case of study which – based on personality assessment and structured interviewing – provides the reader with a concrete example of one trying to prove managing skills despite the introverted characteristics and the results of such an attempt. The case of study is destined for human resources specialists, readers interested in personality structures and workplace adaption but also to vocational counselors.
|Keywords:||introversion, personality assessment, personality and management|