Indian Journal of Health and Wellbeing

Diljot Soin ¹

Affiliations
1 Department of Psychology, Panjab University, Chandigarh, Punjab, IN

Abstract

The evolution of human capital management had brought about many changes in the way managers are selected, managed and retained. As a result, awareness of the evolutionary thoughts on leaders has emerged across the globe, and organizations are continually looking up for the right managers among potential employers who are intrinsically motivated to maintain the efficiency of hired skilled and efficient workforce by becoming driving energies behind them; and continue the value creation for business competitiveness. In this regard, this paper aims to identify the psychological correlates of intrinsically motivated leaders' who can set up an environment that enables talented workforce to remain motivated to deliver the services at their best and sustain excellence in the organizations under the conditions of uncertain economy, layoffs, swiftly changing technology, and economic recession. This paper highlights the conceptualizations of Chan and Drasgow's (2001) motivation to lead theory, Kark and Dejk (2007) topical concept of self-regulatory focus as fundamental strategies for understanding the bases of motivations behind effective leader behaviors. A look at the psychological characteristics of motivated leaders and the reasons behind their motivations to lead may have lot of practical implications for the corporate organizations such as Insurance, Banking, Telecom, Informational technology sectors in the selection and recruitment of motivated managers; predicting their effectiveness and persistence in the work roles assigned to them; and providing them with the necessary training to maximize and sharpen their skills so that they can become more effective in their work roles and move swiftly during the crises situation.

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Diljot Soin ¹, Sudha Banth ¹

Affiliations
1 Department of Psychology, Panjab University, Chandigarh, IN

Abstract

The present research examined the personality types of the male managers from different departments of the private Insurance Companies, viz., sales, operations, human resource. This paper makes contribution by probing the dominant and auxiliary functions of the personality types that makes the managers function effectively in the above said departments. For this purpose, MBTI test by Myers and McCauley (1985) was conducted on the sample of 150 male middle-line managers (50 from sales, 50 from operations, 50 from human resource, i.e., HR department) within the age group of 35-45 years, selected randomly from the Private Insurance Companies of the tri-city of Chandigarh, Panchkula and Mohali. The results indicated that “ESTJ” was the most common occurring personality type among managers of Insurance Sector irrespective of their departments. Thinking and sensing emerged as the most common dominant and auxiliary functions respectively among them. The results further revealed that preference for the dominant function, i.e., extraverted thinking was greatest among the managers from sales and operations department whereas among the managers from human resource department preference for the auxiliary function, i.e., introverted sensing was greater than the managers from sales and operations departments. Post-hoc comparisons showed that managers from sales were found to be significantly higher than managers from operations and human resource (p < 0.005), and managers from operations were found to be significantly higher (p < 0.005) than managers from human resource on the dominant function of extraverted thinking. Whereas mangers from human resource and operations were found to be significantly higher (p < 0.005) than the managers from sales, and managers from human resource were found to be significantly higher (p<0.005) than managers from operations on the auxiliary function of introverted sensing. 

Keywords

personality Type, Thinking, Sensing, Insurance Executives.

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