The Psychodynamic Approach


Psychodynamic approach

How does it work? Criticisms and Strengths?

The primary consideration in the psychodynamic approach is to raise awareness of the leaders and followers to their own personality types and the implications of these types on their work and relationships. You can assess these types using MBTI or the ego states discussed.

Strengths to this theory would be that is emphasizes the leaders need for insight, discourages manipulation, and results in an analysis of the relationship between a leader and a follower rather than the individual.

Criticisms are that its based in abnormal psychology. It is also known to have reliability problems, and there are limitations to how easily can assess their ego state. It is important to note that this theory does not lend itself to traditional training.

Sixteen Types and Leadership

Carl Jung defined 16 Personality types. Each combination of Introversion/extroversion, sensing/intuition, thinking/feeling, and judging/perceiving creates a personality type. The 16 combinations are ESTP, ISTP, ESFP, ISFP, ESTJ, ISTJ, ESFJ, ISFJ, ENTJ, INTJ, ENTP, INTP, ENFJ, INFJ, ENFP, and INFP. A leader has to identify their style and understand it. screen-shot-2016-11-30-at-8-29-08-pm

Carl Jung & Personality Types

Carl Jung’s way of classifying people and their personalities includes the understanding that human behavior is predictable and understandable, people have preferences for how they think and feel, and preferences become basis for how people work and play. To assess personality you exam where someone derives their energy, how someone gathers information, a way in which a person makes decisions, and the difference between someone who plans or is spontaneous.

Sigmund Freud & Personality Types

Sigmund Freud writes that you have a core personality: this is inborn and instinctual we can not change this. Our values, attitudes, and beliefs are all overlaid on this core personality. There are 4 personality types: Erotic, Obsessive, Narcissist, and Marketing. An erotic type is described as needy, dependent, wants to work in groups and develop a family, and needs to feel loved. An obsessive type requires stability and order, and tends to be very aggressive and domineering. Marketer types adapt very easily, value their personal development, and are very good at networking and facilitating. Lastly, narcissists take pride in their accomplishments, they also have clear visions of what needs to be done but do not account for others when pursuing these visions. In all of these types there are productive and unproductive versions. The best type of personality to be according to Freud is a productive narcissist. They are wanted most in organizations and teams as they work best in times of change and crisis.

Eric Berne & Transactional Analysis

In the 1950’s Eric Berne developed his theories of Transactional Analysis. He claimed that verbal communication, specifically face to face, is the most important factor to human social relationships and psychoanalysis. When two people meet each other, one of them will speak to the other. This he called the Transaction Stimulus. The reaction from the other person is called the Transaction Response. The person sending the Stimulus is called the Agent. The person who responds is called the Respondent. Berne also said that each person is made up of three alter ego states: Parent, Adult, and Child. The key point of transactional analysis is that people shift in and out of these 3 ego states.

Background Of The Approach – Freud

Sigmund Freud had developed this approach in 1938. Later on, Carl Jung expanded on the theory also developing Jungian psychology. However, the roots of this theory are in your family. Your parents are the first leaders you see and you tend to imitate them. Based on your childhood experiences, you will respond to authority differently.

What is the psychodynamic approach?

The  psychodynamic  approach  places  emphasis  on  leaders  obtaining  insight  into  their  personality characteristics  and  understanding  the  responses  of  subordinates,  based  on  their  personalities. Leaders should also encourage work group members to gain insight into  their own personalities so that  they  could  understand  their  reactions  to the  leader  and  each  other.

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