Complete the questions 1, 2, 3, below, working with personality types. Learn more about these personality types at LINK: and complete the following: Briefly explain (total 5 paragraphs; 1 paragraph is = to 8 sentences) in the Myers-Briggs categories (1 paragraph of 8 full sentences (phrases are not sentences (a couple of you wrote phrases instead of sentences in last assignment) . There are 2 peer employees that you simply cannot get along with or you are in arguments often at meetings. Let’s call them Albert and Jennifer. Albert is a ISTJ and nothing ever bothers him. Unfortunately, he agrees to everything, even if it’s apparent that doing his method will lose your company thousands of dollars ($240,000). List 2 sentences stating HOW YOU can get Albert to give his true feelings – communicate with the group if he believes the group plans will succeed or fail and why. (How can you make him talk?) Jennifer is YOUR OPPOSITE personality type. What personality type is opposite you? (answer this) Other peers have noticed that neither you or Jennifer stand down/compromise.  List 2 sentences stating HOW YOU can improve this communicate. (I know, I said “YOU” and not her. Work conflicts are difficult.)

In order to understand the dynamics of personality types and their impact on workplace relationships, it is important to consider the Myers-Briggs Type Indicator (MBTI). The MBTI is a widely used assessment tool based on Carl Jung’s theory of psychological types. It categorizes individuals into sixteen different personality types based on their preferences in four dichotomies: extraversion (E) or introversion (I), sensing (S) or intuition (N), thinking (T) or feeling (F), and judging (J) or perceiving (P).

Albert, who is described as an ISTJ, falls into the introversion (I), sensing (S), thinking (T), and judging (J) categories. ISTJs are known for their logical and systematic approach to problem-solving, as well as their attention to detail and adherence to rules and procedures. They tend to be reserved and private individuals who may find it challenging to express their true feelings. However, there are strategies that can be employed to encourage an ISTJ like Albert to communicate his thoughts and opinions more openly.

Firstly, creating a supportive and non-judgmental environment can be instrumental in getting Albert to open up. By ensuring that he feels safe to express his true feelings without fear of criticism or backlash, he may be more inclined to share his thoughts on the group’s plans. Additionally, actively soliciting his input and opinions during meetings can give him a sense of validation and importance, creating a conducive atmosphere for open communication.

Furthermore, utilizing a structured approach to discussions can also be effective in engaging an ISTJ like Albert. Providing clear guidelines or agendas for meetings can help him feel more comfortable and prepared, enabling him to organize his thoughts and contribute more effectively. Additionally, giving him time to reflect before expecting a response can also be beneficial, as ISTJs generally prefer to carefully analyze situations before forming an opinion or sharing their thoughts.

On the other hand, Jennifer is described as having an opposite personality type to you. In order to determine the opposite personality type, it is necessary to know your own MBTI type. Assuming that it is not provided, it is not possible to determine the exact opposite type. However, it is important to note that conflicts between individuals with opposite personality preferences can be common due to differences in communication styles and decision-making approaches.

To improve communication with Jennifer, it is essential to recognize and respect the differences in your respective personality types. Open and honest dialogue can be facilitated by actively listening to each other’s perspectives and seeking a mutual understanding. Additionally, finding common ground and areas of agreement can help to bridge the gap and foster collaboration.

Finding compromise in work conflicts can be challenging, but it is important to approach the situation with a willingness to find common solutions. This may involve seeking mediation from a supervisor or a neutral third party, who can help facilitate constructive dialogue and guide the discussion towards a resolution. Additionally, taking the time to reflect on your own communication style and approach can also be helpful in identifying areas for improvement and finding strategies to address conflicts in a more constructive manner.

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