Embracing the Introvert at the Workplace

Description

Page: 1857-1863

DOI: https://doi.org/10.5281/zenodo.17830131

Jaya Kumari (Department of Psychology, Government Girls P. G. College, Rampur, Uttar Pradesh)

Workplaces are inherently diverse, bringing together a range of personality types that can lead to both friction and benefits, such as enhanced creativity, problem-solving, and productivity. The majority of individuals fall in the middle of the personality spectrum, possessing a mix of strengths and weaknesses. With up to 50% of the population identifying as introverted, it’s clear that understanding the nuances of different personality traits can significantly boost workplace efficiency by helping to meet individual employee needs. Both employers and employees would benefit from a deeper understanding of how introversion relates to creativity and performance, as well as from strategies to encourage introvert inclusion. In this review, we searched PsycINFO, Embase, Research Gate and Google Scholar and other sources up until 2024, and considered ten studies. We explored the definition, assessment, and prevalence of introversion, as well as tactics for including introverts in the workplace. We found that most classifications of introversion were outdated and often framed negatively. Furthermore, strong prevalence data were not available, and no research was found that evaluated methods for encouraging introversion in the workplace. To address these gaps, more empirical research is needed in an industrial setting. This research should use reliable designs and updated personality classifications to create practical strategies that promote the inclusion of employees with varying personalities. The findings of this review lead to a final discussion on potential workplace design improvements that could benefit a wider range of people.