ImpostorPhenomenon

Individualpersonality affects their reaction towards specific events in theirlives and workplaces.Through the analysis of acharactertrait, a manager stands the chance of greater understanding of theemployees and how to invent better ways to propel an organizationtowards the achievementof their objectives. Notably, there are different personalitieswithin a workplace, even in a classroom set up there are differentkinds of characters,which make the individual students and workers have different limits.Therefore, it is an integral function to understand the personalitytraits of people and how to handle them in a significant manner thatwould not attract a negative effort. Consequently, the Impostorpersonality is anewcharacterpresent in numerous individuals (Cohen et al. 150). The charactercreates a different attitude in personsand influences their way of thinking towards different situations.The ImpostorPhenomenon, which presents one with a high level of self-doubtrequires the particularpeople to deliberate on their issues and how to handle them in anappropriate manner.

Thearticle critically analyses the occurrence of theimpostor issue in the contemporary society. Through the article, onesees into some of the issues that lead to an individual’s behaviorgiving them an impostor phenomenon. More to the point the articleprovideda keen and deliberated approach towards handling the impostorphenomenon. However, when handling the issue of the impostorphenomenon, the article centers the research and the findings on theexcellentperformers. Thisshowsthat there are no instances where a failure perspective of the eventisprovided.Thisalsoshows how the issue of impostor phenomenon affects the entireworkplace (Scott). With the mention of the performers as the onlypeople with the impostor phenomenon, the article leaves out anotherperspective, which could be instrumental in the identification ofthose with the phenomenon.

Someof the findings inthe reportshowsthe personality trait of great achievers who believe in themselves.While the reporthighlights that there are some workers with the impostor phenomenonwho try so hard to become perfectionists at the workplace,the charter trait is shared with the highperformers with no self-esteem issues. The manner in which thearticle enumerates the charactershows that only the impostor personality individuals are attracted toperfect results and not those who are with the mindset of ever beingperformers. On the other hand, the findings of the article gocontrary to the disc review on personality. The individuals who aretask-orientedin nature tend to become so assertive. The assertivenature,however,misses those with the impostor phenomenon. These people never havethe right decision on how to approach an issue (Nelson &amp Quick123). The workers who have impostor phenomenon suffer from the lackof concrete decisions. Once they carry out a duty, they develop anegative attitude towards the responsibilityand grow anxious to get people’s ideas on the work, which they havedone. This tendency makes them lack on the task orientation featurethat the assertivepeople have.

Impostorphenomenon makes an individual to requireon the organizational citizenship function.This feature makes the individuals distant from the organization andhas a lower level of acceptance to their salaries and positions.However, this does not agree with the fact that these people tend towork so hard to ensure that they are in the right class within theorganization. An individual who does not accept their position doesnot operatehard to ensure a perfect work. Therefore, the article contradicts onthe issue of the workability of people with the impostor syndrome(Scott). When they carry out their work, they are in doubt of theirproficiency while onthe other hand,they are in a position toconductcompletetasks. The two factors do not relate since the doubting of a personrelinquishes them off the ability toperform good jobs.The following factors do not correlate as they show different sidesof a personality.Thereforethe article does not have a substantial manner of supporting theirfinding in this case.

Moreto the point the article brings out acriticalperspective of the society. Through the article,it is notable that the organizations can improve their employeeoutreach, perfect the bonds and thus achieve a high rate ofprofitability. Working with persons suffering from impostorphenomenon is a difficult task since they are difficult to realize.However, through the article,it is possible to identify them and establish a form of looking intotheir different achievements as persons (Nelson &amp Quick 125). Theimpostor syndrome affects the relation of a worker with anothertherefore, an organization can make a weekly schedule of bonding withthe workers to unravel their deeply lying thoughts and perspective onspecific issues.

Nonetheless,the findings and conclusions recommend that coaching programs beinitiatedto those who suffer from the defect. The individual workers that areaffected by the personality syndrome, once identified should undergoa series of personality coaching exercise to help them improve theirefficiency (Coyne et al.336). Nonetheless, the figurecoaching activitiesmake a person havea positive view of events and begin to believe in oneself. Thefindings show that these would reduce their instances of maladaptiveperfectionism and make them bond with the rest of the employees.Through these acts, a company would be proliferating heir performanceand giving a chance to accept the organization and positions throughthe organization. The coaching works to ensure that the variousfunctions of the company are entirelycarried out to make the objectives a success. Therefore, the articlesheds light on how to handle such employees in the real lifesituations.

Inconclusions, the article clearly brings out the perspective of theimpostor phenomenon. Employees with the syndrome tend to keep awayfrom the rest of the company members and doubt their performance.Moreover, the employees are unaware of how to handle theirself-esteem as they never believe in anything that they do. In thecaseofsuccess,they develop an anxiety of ever performing in such a similar manner.The article clearly highlights the events that take place in thesituations of the persons however, it does not make a greatcomparison by stating that they are affected by success only. Thisreducesthe instance of the employees identifying if they have a syndromewhenever they fail. The article ought to have made a comparisonon the aspect of failure. Therefore, the article does not bring outthe other perspective of the syndrome. The results and findingson how to ameliorate the condition are sensible as they center on themaking of a better personality and helping the workers understandstheir duties within the company. Therefore, the article is a clearlyinstrumental piece into understanding and handling the impostorphenomenon.

WorksCited

Cohen,Taya R., and A. T. Panter. &quotCharacter Traits in the Workplace.&quotCharacter:New Directions from Philosophy, Psychology, and Theology(2015): 150.

Coyne,Iain, Elizabeth Seigne, and Peter Randall. &quotPredicting workplacevictim status from personality.&quot Europeanjournal of work and organizational psychology9.3 (2000): 335-349.

Nelson,Debra L., and James Campbell Quick. Organizationalbehavior: Science, the real world, and you.Cengage Learning, 2015.

ScottBerinato. The . 2015. Retrieved from www.hbr.org