Leadership Reflections: Extrovert and Introvert Leaders

Farrell, Maggie

doi:10.1080/01930826.2017.1300455

Cited by 25 publications

(63 citation statements)

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“…Carl Jung introduced personality theory in his book, Psychological Types, in 1923(Abrams, 2017Opt & Loffredo, 2000;. He popularized the terms introvert and extrovert (Bernstein, 2015;Dossey, 2016 to describe different attitudes used to direct energy (Farrell, 2017). His book suggests individuals are born with certain temperamental traits (Opt & Loffredo, 2000), which has since been supported by research (Grant, 2017).…”

Section: Personality Theorymentioning

confidence: 99%

“…Outgoing individuals are viewed as better-looking, more intelligent and more interesting (Korn, 2017). The strengths of extroversion are highly valued (Farrell, 2017).…”

Section: Extrovertsmentioning

confidence: 99%

“…Someone with a slight preference for introversion will behave differently than someone with a strong preference (Varvel et al, 2004). Personality style is a preference (Farrell, 2017), and while individuals tend to prefer one over another, everyone possesses both introverted and extroverted traits . Individuals can overcome their preference when the situation demands (Farrell, 2017).…”

mentioning

confidence: 99%

“…Personality style is a preference (Farrell, 2017), and while individuals tend to prefer one over another, everyone possesses both introverted and extroverted traits . Individuals can overcome their preference when the situation demands (Farrell, 2017).…”

mentioning

confidence: 99%

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Personality Styles: Why They Matter in the Workplace

2020

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Personality style is a popular topic. Extroversion has historically been celebrated while society has tried to cure introversion. Most individuals fall somewhere in the middle of the personality spectrum and possess both strengths and weaknesses related to their preference. A variety of personality styles are represented in every workplace and these can cause tension and conflict. Understanding the nuances associated with varying personality styles will allow organizations to accommodate the needs of individual employees leading to greater workplace productivity.

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Section: Personality Theorymentioning

confidence: 99%

“…Outgoing individuals are viewed as better-looking, more intelligent and more interesting (Korn, 2017). The strengths of extroversion are highly valued (Farrell, 2017).…”

Section: Extrovertsmentioning

confidence: 99%

mentioning

confidence: 99%

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confidence: 99%

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Personality Styles: Why They Matter in the Workplace

2020

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“…Selected styles of leadership in the hospitality industry were investigated using case study method of inquiry, resulting in increased employee performance. In this study, a style of leadership will be defined, in general, as a technique applied by an individual in the process influencing a group of people to achieve a common goal; this includes communication, participation and working well with stakeholders (Farrell, 2017). Consequently, three objectives were developed to guide this study, namely: a) To examine the relationship between democratic style of leadership and the level of employee performance among selected hotels in Mid-Western Uganda; b) To investigate the relationship between autocratic style of leadership and the level of employee performance among selected hotels in Mid-Western Uganda; c) To examine the relationship between laissez faire style of leadership and the level of employee performance among selected hotels in Mid-Western Uganda.…”

Section: The Problemmentioning

confidence: 99%

Enhancing employee performance using selected leadership styles of middle-line managers in the hospitality industry in Mid-Western Uganda

Mwesigwa¹

2018

J. Hosp. Manage. Tourism

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This study explains the success of employee performance using selected leadership styles of middleline Hotel managers in Mid-western Uganda. The simple random sample included 196 employees from ten Hotels. The respondents completed the measures of styles of leadership (democratic, autocratic and laissez faire) and employee performance. Bivarriate correlations and regression matrices were used to test for the relationship of these distinct styles of leadership on employee performance. Results revealed that a style of leadership explains the degree of employee performance in the hospitality industry. Therefore, employees in the sector have reactive attributes to each of the selected styles of leadership exhibited to them. The results provide insight into the relationship between styles of leadership and employee performance in the hospitality industry. In particular, it was found that while employee performance is higher under a specific style of leadership that gives them freedom to exercise their abilities at the place of work, employee performance may exist in every style of leadership. From the employee perspective, we find that choice of a style of leadership has a significant effect on the degree of employee performance in the hospitality industry. These outcomes provide implications for future research in the aspect of leadership within the hospitality industry as well as insight and direction for middle-line managers.

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Introverts as Leaders: How Involvement in a Professional Learning Community Can Facilitate Development of Skills

Kiekel

2020

Palgrave Studies on Leadership and Learning in Teacher Education

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Leadership Reflections: Extrovert and Introvert Leaders

Cited by 25 publications

References 1 publication

Personality Styles: Why They Matter in the Workplace

Personality Styles: Why They Matter in the Workplace

Enhancing employee performance using selected leadership styles of middle-line managers in the hospitality industry in Mid-Western Uganda

Introverts as Leaders: How Involvement in a Professional Learning Community Can Facilitate Development of Skills

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