Carl Jung is a psychiatrist specializing in psychoanalysis to develop concepts about personality types. Carl Jung develops a theory of personality types into two different types of attitudes, introverts, and extroverts, to define how people relate and respond to their environment. Carl defines the term introverts as individuals who are inward-turning, thought-oriented, and withdrawn. Introverts enjoy deep and meaningful social interactions and feel energized while spending time alone. On the other hand, Extroverts are action-oriented, very sociable, and feel energized spending time with other people and going on adventures. Each individual has the possibility to exhibit any of these personality traits to some degree, although most have their preferences.
Jung further divides the two personality types into four subtypes; thinking, feeling, sensation, and intuition, in terms of how they perceive the world. This study concludes that there are a total of eight personality types. Thinking refers to the application of the cognitive aspect to situations, while feeling involves applying one’s emotions when making conclusions. Sensing refers to the aesthetic value and paying attention to reality by getting hands-on experiences. Intuition relies on patterns and impressions to draw conclusions. Finally, intuition varies from experience in that it relies on the imagination of the future, thinking, and abstract theories. The Myers-Briggs Type Indicator (MBTI) assists in identifying an individual’s personality type according to judging and perceiving in addition to Jung’s findings (Amirhosseini & Kazemian, 2020). These two factors describe personality type according to how individuals perceive the outside world. Judging refers to firm decision-making and prefers structure while perceiving is flexible open, and adaptable. The Myer-Briggs personality types make up sixteen categories she represents into four-letter codes.
Personality type and organizational behavior and organizational go hand in hand. Personality affects the way people think, feel, and act, making it an important aspect of the organization. Personalities can affect factors such as leadership, motivation, conflict, and performance in any workplace. Organizational behavior in the criminal and justice organization affects motivation, performance, and interactions. The MBTI test classifies individuals who are Extraverted- Sensing-Thinking-Judging (ESTJ) as the best fit to be in the criminal investigation organization. Individuals with this personality type make decisions in regards to facts and tend to be great confidants.
Stressful work environments will lower their motivation, making them look for different jobs. ESTJs become critical and develop frustration in work environments that are draining to their personality types. Working for corrupt leaders, supportive roles, and peers who do not take roles seriously are some of the factors that drain these personality types. People with ESTJ personality type are extraverts, observant, thinking, and judging. These individuals are emphatic and follow solid direction through their own judgement even among adversities. These individuas value honesty, dignity, dedication, and work best in leadership positions. ESTJs in the criminal justice organization lack motivation and develop stress around untrustworthy organization leaders as they prefer working with a moral compass. Peers who do lack value for their job and take on roles that deprive them of recognition are frustrating as they prefer working with people who share their values and want to make a difference.
Organizational behavior plays a role in the way these individuals perform their tasks. ESTJ personality types find energy motivation in distinguishing right from wrong, getting opportunities in leadership, and getting recognition appreciation for deeds. These personality types are hardworking individuals who effectively tend to be productive in organized environments. ESTJ personality types enjoy a smooth-running workflow that can help them lead others to success. These individuals thrive in environments where other peers share their perspectives and have a sense of moral compass.
Organizational subcultures form when employees in an organization form their own interpretations, values, and experiences that differ from the central organization culture (Mello & Schloemer, 2021). Organization subcultures can either be negative or positive. Finding the difference between the two perspectives requires the organization leaders to develop a deep understanding of the company’s main or pivot organization cultures. Good subcultures in criminal justice help create a sense of belonging and purpose within an organization. Subcultures can help organizations find new ways of running operations and promote some sense of agility only if their values reflect those of the main organization’s culture. Good subcultures like teamwork, loyalty, support, and sacrifice can also increase job effectiveness and better employee relationships. Counterproductive subcultures develop into countercultures that end up developing disrespect to differences in the organization. These subcultures generate feelings like close-mindedness, cynicism, suspicion, bias, and suspicion.
Learning organizational behavior is essential in getting knowledge about how workers behave and perform their work tasks—creating an understanding with the employees to find ways to improve job productivity, job satisfaction, and motivation. The organizational behavior in the criminal justice department should fit the employees’ personality traits. Organizational leaders in this organization can help develop motivation tools that can help individuals maximize their productivity to reach their potential. Creating a work environment that ensures trust, openness, and cooperation is one of the best motivating factors for employees in the criminal justice organization. The organization leaders also work towards developing behavior that acknowledges the work of the employees, hard work, and responsibility, which are among the traits that help motivate individuals with personality types that best suit this type of industry.
References
Amirhosseini, M. H., & Kazemian, H. (2020). Machine learning approach to personality type prediction based on the Myers–Briggs type indicator®. Multimodal Technologies and Interaction, 4(1), 9. https://doi.org/10.3390/mti4010009
Mello, J. E., & Schloemer, H. (2021). Do organizational subcultures matter? A case study of logistics and supply chain management. The International Journal of Logistics Management, ahead-of-print(ahead-of-print). https://doi.org/10.1108/ijlm-04-2021-0230
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