Running Head: INTROVERT AND EXTROVERT

An Introverts and Extroverts Extent of Engagement

Amanda Bryant
Siena Heights University

INTROVERT AND EXTROVERT

An Introverts and Extroverts Extent of Engagement

There is a growing importance of knowing, the most effective motivation techniques to
engage introverted and extroverted leaders, their extent of engagement in relationship to
psychological conditions, the relationship between introverts and extroverts, and how introverts
and extroverts correlate with different management styles.
According to Kuofie, Stephens, and Dool (2015), introverts are often observed as being
unknowledgeable, rough with large groups, and have an inability to express themselves.
Extraversion has a positive correlation to job satisfaction and performance, but it does have a
relationship with finances within an organization (Oh, Kim, & Van Iddekinge, 2015).
In a study completed by Oertig & Buergi (2006), when introverts did not share their
knowledge in meeting leaders directed their questions to the introvert, which in turn, encouraged
others to speak. Introverts were pulled out of their shells (p. 3). An overcompensating extrovert
would be pulled to the side, and reprimanded in a nice way. Oertig & Buergi (2006), implies that
introverts are possibly more knowledgeable than their extroverted coworkers.
Management refers to looking at the way something can be accomplished. Leadership, on
the other hand, refers to what and why a task is accomplished. Leaders are visible to patients, the
requests of individuals, and the demands of their organization (McCann, Graves, & Cox, 2014).
To keep up with the needs of new age employees, it is important to incorporate new motivational
techniques (Kumar, 2011).

INTROVERT AND EXTROVERT

Introverts and Extroverts

In reference to extroverts, they are outgoing and more probable to take pleasure in
relations with others. Introverts are usually rehabilitated when by themselves. Introverts prefer
peaceful interactions, and alone time. While extroversion is social, introverts are busy inventing,
writing, and reading desirable things (Parveen & Ramzan, 2013). Extroverts, in general, prefer
the outside world of people and things; whereas introverts prefer their own attitudes and beliefs
(Bahreinian & Soltani, 2013). Being open to new experiences is another trait of an introvert.
Openness includes curiosity, creativity, and the need to avoid monotony (Cooper, Knotts,
McCord, & Johnson, 2013).
Research Questions
This paper will emphasize the succeeding research questions:

What is the degree of an introverts and extroverts level of engagement?

What is an introverts extent of engagement correlated to employee engagement?

What is the relationship between an introvert and an extrovert?

Motivating Employees
According to Fomenky (2015) rewarding employees is a great way to motivate them. One
of the top ways to motivate an employee is financially. Employees prefer finances over having
gatherings and/or being offered additional vacation time. There are other employees who prefer
to get promoted to a higher position, which also involves finances. Employees prefer these

INTROVERT AND EXTROVERT

methods because the reward has a long-term effect. Because of the differences involved with
introversion and extroversion, it can be difficult for the two personality types to resolve
differences (Cain, 2012).
Susan Cain
As described by Cain (2012), introverts have extrovert tendencies. Introverts at times,
must express themselves as extroverts, in order to be accepted by society. For example, Rosa
Parks refused to give up her seat to a white man on a Montgomery, AL bus December 1, 1955.
Her response when he asked her to move was No. She was bold. Because of her bold attitude,
citizens boycotted busses for 381 days. When she passed away years later, she was described as
diffident, fearful, soft spoken, and quiet. Introverts are talented individuals but it is not until
introverts realize this talent that they become powerful. Her personality was that of an introvert.
Yet, she was bold, and acted as an extrovert.
Characteristics
According to Kuofie, Stephens, and Dool (2015), in order for an introverted leader to be
successful, they have to possess extroverted qualities. Kello (2012), argues that introverted
personality traits are only a preference and merely a set of immovable, unchangeable behavioral
rules (p. 1). Studies have been completed to help show the correlation between organizational
structure and characteristics (Kumar, 2011).
Correlation between Different Management Styles

INTROVERT AND EXTROVERT

Notably, there are two types of leadership styles task oriented and relationship oriented.
Task is associated with introverts, and relationship oriented is associated with extroverts. Task
oriented individuals are more likely to succeed (Bahreinian & Soltani, 2012). Stephens, Kuofie,
& Dool (2015) all state that introverts and extroverts can both be positive leaders. It was found
that education does not play a role in the correlation between different management styles, in
relationship to communication. Communicative management styles are defensive (Hassan, B.,
Maqsood, A., & Muhammad, 2011).
Psychological Disorders
In detail, engagement is referred to as a phenomenon that occurs when people have a
sense of control over what they are doing, and where they feel competent and efficacious in their
ability to do their work (Rothmann & Welsh, 2013, p. 3). Attention Deficit Hyperactivity
Disorder (ADHD) can be problematic for adults to manage because of the continuous tendency
to want to be organized and perfect (Prevatt & Levrini, 2012).
Research completed by Rothman & Welsh (2013), shows that psychological
meaningfulness and psychological availability were respectively strongly and moderately related
to employee engagement. Quantitative data includes an introverts extent of involvement
correlated to employee engagement.
In a study completed by Flensborg-Madsen, Tolstrup, Srensen, & Mortensen (2012),
there were 4,497 respondents, 237 individuals (5.3%) were registered with an anxiety disorder at
some point, similar to that of an extrovert. Extrovert personality is comparative to anxiety. Social

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factors were considered in this study. Each individuals social network was examined. Also
example was the amount of time each participant has spent with their partner and friends.
Psychological factors included current mental state concerning their partner and how
content they were with their partner was also measured. Some other factors included friendships,
employment status, and how they view themselves. Later in the study, their ability to forgive,
how they feel around loved ones, feeling included, and their level of happiness were all
measured. Their overall quality of life was the most important (Flensborg-Madsen et al., 2012).
In a study completed by Benti, Manicavasagar, Proudfoot, and Parker (2014) bipolar
disorder was examined. It was determined that there are unique indicators when it comes to
bipolar disorder and unipolar disorder. There are more than one depressive episodes within both
personality types.
Measuring Personality Types
Big 5 Personality Test is a personality test based on personality traits (Burtaverade &
Mihaila, 2011). The limitations and problems with the most popular personality assessment
framework, the Myers-Briggs Type Indicator, are discussed (Cooper et al., 2012, p. 1). MBTI is
commonly purchased by leaders and utilized by the majority (Bahreinian et al., 2012). Measuring
personality type has been proven to be challenging. When completing personality assessments
retrospective recall and subjective assessment are also measured (Trull et al., 2008).
According to Koch, Ortner, Eid, Caspers, & Schmitt (2014), one of the more reliable tests
is called the Objective Personality Test. The OPT does not measure characteristics it measures

INTROVERT AND EXTROVERT

mannerism. This is not a self-reporting assessment. For this reason, the OPT is comparatively
more reliable than MBTI.
A questionnaire was created specifically for the study completed by Kumar (2011). In
Kumars (2011) study, 56 questions were asked. The questions pertaining to work involvement,
interest in work, intrinsic and extrinsic part of the job, and job satisfaction.
Validity of Tests
Bahreinian, Ahi, & Soltani (2012) utilized a sample size that included 83 middle-level
managers from Iran. This study is ethnographic. The researcher chose these individuals because
they were managers. Also, the researchers wanted to know the relationship between personality
type and leadership style. It is believed this is a big enough sample size to determine the
relationship. Completing self-reporting questionnaires requires interpreters to be cautious
(Smillie, Cooper, Witt, & Revelle, 2012). It was determined that there was faking while
completing personality scales. The scales can easily detect highly sensitive and situational
difficulties (Galic & Jerneic, 2013).
Common Misconceptions
According to Kuofe, et al. (2015), there is no true-blue personality type. Although an
individual may be characterized by traits of an introvert or extrovert, individuals can never be
characterized as just one type. At Harvard Business School, no one wanders, rambles, or loiters.
All students greet each other with a formal greeting, rather than just a nod. All students are
expected to conduct themselves as extroverts (Cain, 2012, p. 43).

INTROVERT AND EXTROVERT

It is a misconception that all students attending Harvard Business School are extroverts.
As described by Cain (2012), there is a student by the name of Don Chen, who is an introvert.
Don does not like it at Harvard. He describes himself as a bitter introvert (p. 45). He calls
himself this because he does not see himself changing from having a soft voice, a cocked head,
and a little tentative grin when speaking to people.
Conclusion
While developing a comprehensible strategy for employee engagement, employees need
to learn the importance of teamwork Engaging employees for the first time takes time, patience,
and happens in stages. Leaders must keep in mind that some stages of engagement may upset
employees (Ba, 2015).
According to Cain (2012), staying true to yourself as much as possible is important. It is
important not to lose yourself in a social setting or project. Introverts tend to put themselves at
risk for this type of behavior. It is best for an introvert to find places to retreat, including taking
bathroom breaks. These are things that both personality types do. Like Don from Cain (2012)
introverts can be closed introverts. Closed introverts are ashamed of being introverts, so they
try to be as extroverted as possible (Parveen et al., 2013). On the flip side, introverts favor
extroverted behavior (Zelenski, 2013).

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