Nursing Project

Question

Address the questions below: When you’re working with others to improve a process, it helps to know a bit about human psychology. Different people may need different kinds of information — presented in different ways — before agreeing to try something new. In this lesson offered through IHI, you’ll learn about the Myers-Briggs Type Indicator, a tool that can help you make the most of these differences, instead of allowing them to become a barrier to change. Further, you’ll explore two different types of motivation — intrinsic and extrinsic — and evaluate which is likely to be most effective in your setting. As you learned in Quality Improvement 102, Lesson 5 at IHI, running a set of linked Plan-Do-Study-Act (PDSA) cycles is one way to address the reality that many people resist change. By starting with a small test of change involving a small number of people, then expanding your tests to include more people and situations, you can iron out the kinks in your idea, solicit feedback, and gain buy-in as you go. Further, if you want your improvement effort to “stick,” it is important to take into consideration during the planning, testing, and implementation processes how people prefer to work and how they are motivated. 1.  What’s your Myers-Briggs Type Indicator (MBTI) personality type? Go online and take a quick assessment based on Jung’s dichotomies at http://www.humanmetrics.com/cgi-win/JTypes2.asp. It’s no substitute for a formal MBTI assessment followed by a session with a trained interpreter, but it’ll give you a bit of a sense of your own preferences.Share your findings.  2. Discuss how each of your four MBTI personality preferences expresses itself on a daily basis. For instance, if you’re an extravert, you might discuss your preference to work and think around other people. If you’re a perceiver, you might discuss your tendency to turn in work right before the deadline.  3. Consider how these preferences differ from those of one of your colleagues — maybe someone you work with often — and how his or her preferences might complement your own. How might what you have learned this week change how you work with this individual? Be specific in your answer. Cite and reference in APA if appropriate

Answer

Nursing Project

            Knowledge of human psychology is important in order to effectively deal with people and day-to-day situations. Different individuals act and react differently to information and occurrences that happen in their lives due to the inherent differences in their personalities. The importance of integrating these differences and capitalizing on them as opposed to shunning them cannot be overemphasized. Several theories have been advanced in an effort to explain human differences and why people behave the way they do, examples being the Myers-Briggs Personality Type Indicator, type A and type B personality theory, Holland’s RIASEC model and Spranger’s personality model  (Briggs, 1998). These theories aim to explain an individual’s personality type, describe his/her weaknesses and strengths as well as their interactions with other personality types. In this paper, I use the Myers-Briggs Personality Type Indicator to discuss my own personality type and also compare and contrast it with my colleague’s. According to Jung’s typology of Myers-Briggs Personality Type Indicator, I am an INTJ (introverted, intuitive, thinking and judging): 38% introverted, 31% intuitive, 69% thinking and 62% judging (Jung, 2014). INTJs are most commonly defined as idea people who have the capacity to be great thinkers and innovators. They seem definite, sure of themselves and self-confident, qualities which may be mistaken for arrogance by the less decisive personality types. Moreover, they are perfectionists, always wanting to improve on things, but this quality is controlled by their pragmatism, often preferring practicality over idealized views. Their independence of mind frees them from authority, sentimentality and conventional thinking, making them free thinkers and non-conformists. INTJs often find themselves in science and engineering careers, and in some cases, even law, due to their ability to portray the much-needed high levels of intellectualism and critical thinking. In the workplace, INTJs take it upon themselves to make and implement crucial decisions even though they may not have their supervisors’ consent. They have a gift for seizing opportunities, expect people to always make sense and care deeply for any cause they send their mind to. Individuals with this personality type often rise to managerial positions when they take time to display their abilities and improve upon them. In relationships, INTJs care deeply for their partners and are often the ones willing to ‘work at’ the relationship if differences arise (Briggs, 1998).

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            As an introvert, I am inclined to work and think on my own, preferring to keep to myself as opposed to seeking other people’s company. After spending long periods of time in social events or interactions, I like to spend time by myself to somehow ‘recharge’ and get my energy back. Lengthy conversations sometimes seem taxing and I prefer to take a break then get back to the conversation after a few minutes. In class or when doing group assignments. I am usually very certain of what it is I know and what I do not know, even before the learning or research process begins. This personality ties in well with my intuitive trait. In most life situations, be it in the school environment or in my personal life, I portray a strong, distinct preference for making decisions based on hard facts as opposed to considering my feelings. I prefer to ‘judge’ situations as opposed to ‘feeling’ them. When it comes to highly emotional situations and occurrences that involve expressing empathy, I tend to shy away. I believe in strict observance of rules irrespective of the emotional aspects involved which is an illustration of my “Judging” trait.

            One of my colleagues whom I work closely with is an ENFP (extrovert, intuitive, feeling and perceiving) (Jung, 2014). While she is naturally outgoing, warm, friendly and a people-person, I am not innately social and prefer not to interact with many people. My colleague is spontaneous in her actions regardless of the level of practicality; in contrast, I never proceed with an activity unless it is preplanned. Her personality complements my own quite well in the workplace. For instance, when a risky decision needs to be quickly made, she is always at hand to make move ahead while I lurk in the shadows trying to work out the finer details. In dealing with clients and other members of staff, my colleague handles the one-on-one interactions while focus on attending to everyone’s tasks and responsibilities. I intend to use the vast knowledge I gained this week on personality types to improve the efficiency of my interactions with my colleague since I now understand why she acts the way she does. For example, the next time she insists on chair meetings and leading team-building activities, I will understand that she holds no ill-will against me, that she is merely trying to be the center of attention just like any other people person.

References

Briggs, K. C. (1998). The Myers-Briggs Type Indicator, Form M. New York, NY: Consulting Psychologists Press.

Jung, C. G. (2014). Psychological types. London: Routledge.