Ensayo en ingles sobre personalidades y desordenes

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  • Publicado : 18 de noviembre de 2010
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1. Purpose:
The main characteristic of this article was to portray various personality disorders that can be found in people in a work place. Most importantly, the article offered various ways of dealing with this array of personalities, from both a supervisor and co-worker’s point of view.
The personality disorders that are explained in this article are further categorized by the DSM-IV asfollows: (MedicineNet. 2004)
• Cluster A -- Odd or eccentric behavior.
◦ Paranoid personality disorder
◦ Schizoid personality disorder
• Cluster B -- Dramatic, emotional or erratic behavior.
◦ Antisocial personality disorder
◦ Borderline personality disorder
◦ Histrionic personality disorder
◦ Narcissistic personality disorder
• Cluster C -- Anxious fearful behavior.
◦ Avoidantpersonality disorder
◦ Dependent personality disorder
◦ Obsessive-compulsive personality disorder
I feel that the value of this article is to make working professionals more aware of their environment and to maximize the potential of working capital diversity, instead of just shutting down the “awkward” members of a group.

2. Key Concepts and Issues:
Like I mentioned before, the author mainlypretends to illustrate how most of the personalities, no matter how awful they may seem on paper, can be accommodated and sometimes salvaged in the work place. I found the latter to be true to almost all of the explained disorders, except for one: the antisocial personality. This personality is “a pattern of consistent disregard for, an violation of, the rights of others” (Miller, 2003. p. 423). Tome, an intrinsic part of any work place and society for that matter is to heed other people and treat them with respect. This personality attacks that core value and even the author suggests termination as one of the very possible outcomes for this type of worker.
When analyzing all the other personality traits, Miller always suggests several options to deal with all these difficult personalities;there always seems to be a way to make things work for both the worker and the workplace, either by supplying a special treatment or by assigning specific tasks that would enhance the personality traits. In regards to the antisocial personality, I don’t really think there can be a positive outcome for such characteristics in the work place. Benjamin Rush (1812) suggested becoming a hermit with aspecial vegetarian diet, consuming large quantities of alcohol and marrying a chaste woman best treated this disorder. Of course there is now a better long-term psychiatric treatment, but this shows that people with such traits are very difficult to fit into an organization. The second best treatment “is a specialized residential, therapeutic community (or wilderness) program” (T. Widiger, P.H.D.,E. Corbitt, M.A., T. Millon, P.H.D., p. 74). With such evidence, I believe the best way to deal with such inappropriate employees is to readily identify them and prepare the right documentation to terminate them, as the author also suggests.
3. Links with the topic or theme of the text reading and/or the lecture:
Laurence Miller’s conclusions are straight forward and offer the best advice Ithink someone can give to a leader who has subordinates with any of the personality traits mentioned: Transform the minuses into pluses, because nobody is perfect. I was surprised myself at shamefully finding I had a few of the traits described in various disorders. Now, does this mean I am unemployable? Will this be an omen for my future performance at any organization I strive to be part of? Idon’t think so, and neither does the author. The challenge is to understand human nature by firstly understanding ourselves.
4. Originality/Value:
Every trait (except for Antisocial in my opinion) offers positive skills that can help a person excel at a specific task. Here lies the contribution, and challenge, to O.B.: finding each person’s work niche, in which his or her abilities will be...
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