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Self-Assessment
Student Name
Institutional Affiliation
Course Number and Name
Instructor's Name
Due Date
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Self-Assessment 6.2: Workplace Incivility Scale
What
My score on the Workplace Incivility Scale was 22, indicating a moderate level of
experienced incivility at my workplace over the past six months.
So What
This score shows that although not dominant, there are negative behaviors at my
workplace. According to Johnson (2022), incivility can lead to many consequences regarding
employee health and the organization's culture. It can affect my belongingness and safety, thus
lessening my motivation and productivity. This moderate score indicates that certain behaviors
could be changed to improve respect in the workplace.
Following this analysis, it is necessary to consider the specifics of the behaviors that led
to this score. As stated by Johnson, any of the following are signs of a toxic workplace: being
ignored or excluded, receiving critical remarks about oneself or one's work, and sarcastic
remarks. These acts, which may seem harmless then, become a form of aggression and tension-
building over time.
Now What
In order to overcome these problems, I will do the following. First, I will start a dialogue
with my manager regarding my experiences and the issues I faced so that my manager will be
informed of the current situation. Second, conducting workshops or training on workplace
courtesy may create awareness of the effects of the behavior among the team. Finally, it would
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be beneficial to promote a visible policy addressing the complaints about incivility to set a
proper way of reporting such issues and help prevent such actions.
Self-Assessment 4.2: Listening Styles Profile
What
In the Listening Styles Profile, I scored highest as a Content-Oriented Listener, scoring
16 out of 20.
So What
This score implies that I will likely seek an analysis in a conversation rather than the
overall message that is passed across. In Johnson's (2022) study, content-oriented listeners are
said to be useful in situations where accuracy and information are essential. However, this style
may also prevent attaining communication objectives, especially in the social or emotional
context where listening is important.
Furthermore, this listening style may have several implications for interpersonal
communication at the workplace. Over-emphasizing details may sometimes make one appear to
criticize or ignore people's feelings or untidy messages. However, this inclination needs to be
counter-checked with the personal elements of communication in order to avoid creating a wrong
perception or misunderstanding.
Now What
To improve my listening skills, I will focus more on the emotional part of the
conversation. This can be done intentionally by employing various empathic listening skills,
including repeating affective content and inquiring about feelings and events in a patient's life.
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Also, I could meet with my co-workers and ask them about their impressions of my listening
skills and where improvements could be made.
Self-Assessment 5.1: Personal Power Profile
What
My results from the Personal Power Profile indicated a high score in Referent Power,
with a total of 18 out of 20.
So What
This high score on the Referent Power scale shows that the ability to influence others
through personal characteristics and relationships is high, as Johnson (2022) described. This type
of power is earned through people's respect and admiration, and it can be connected to
compassionate, inspiring, and credible leaders. Preferably, the leader should have high referent
power because it positively influences leadership and cooperation between people.
However, using personal charm and relationships can also have drawbacks. It can lead to
concentration on the personal rather than the organizational, for instance, through favoritism,
which might affect the impartiality of decisions or work procedures. Appreciating this power
while at the same time ensuring that one follows ethical standards and the policies of the
organization is crucial to ensure that one remains professional and bias-free.
Now What
To use this type of power correctly and with the proper consideration of the organization's ethical
principles, I will make sure that all the decisions and interactions I am going to make are open
and transparent to everyone. The balance between the two can be checked by practicing self-
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reflection and soliciting feedback from the diverse team members. Also, the mentorship role
could positively influence people and promote respect and ethical practices in the workplace.
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References
Johnson, C. E. (2022). Organizational ethics: A practical approach
