The success of a person in their work or personal life is determined by their ability
to
organize themselves in a progressive and consistent manner. “To do these things
effectively
requires good work relations, teamwork, and employees who are motivated and
cooperative”
(Kroeger, Thuesen , & Rutledge, 2002). Learning how to connect and relate to
people is equally
critical for everyone. This project will describe how I evaluated my understanding,
dealing with
others, and living in organizations, as well as how each of the attributes is beneficial
to my
success and the success of the organization for which I work.
Step 1
Part I: Personality Insights
Big Five with Myers-Briggs. According to Matz & Harari (2020), “Big Five personality
traits predict the frequency with which individuals spent time in different places,
and that the
places they spent time in, in turn, predict their momentary personality states” (p.
2). “Among all
personality models currently in use, the Big Five model of personality is the most
prominent”
(Matz & Harari, 2020, p. 3). I have a Big Five personality profile score of 100%,
indicating a
high level of extraversion. I found that I am an extrovert based on the evaluation,
which tends to
be true about me. I occasionally talk to different people at parties and do not mind
being the
center of attention. I also empathize with other people’s sentiments and, for the
most part, I make
time for them. I am always well-prepared and enjoy paying close attention to
details. I am
emotionally stable because I am at my most relaxed, and I am not easily agitated. I
averaged a
high score quantified at 9 with a range of 10 (McGraw-Hill, 2021). of my personality
tends to
always be interested in new experiences and enjoy hearing new ideas. Being fairly
outgoing has
allowed me to obtain more information at work when I require a certain piece of
information.
Because of my ability to pay attention to details and always be well prepared, I have
been able to
excel in my professional tasks.
Attitude and Core Values Insights. Attitudes influence a person’s behavior and
experiences, which in turn influence how they contribute to a company. Our core
values are the
characteristics that determine how we express and behave ourselves at work. The
evaluation
revealed that I have a favorable attitude toward social responsibility, labor unions,
and teamwork.
The evaluation has helped me recognize characters I was previously unaware of. It
will improve
my work performance since I will be able to work well with people and form strong
bonds with
my coworkers.
Motivation Insights. According to the How Strong Is My Motivation Lead assessment,
I
averaged a score of 30 out of 35 (McGraw-Hill, 2021), meaning that I may have a
high
motivation to manage. Motivation is required for employment to be successful in all
aspects.
Because of the difficulties that one confronts when working with coworkers,
leadership demands
drive. The evaluation has shown me that I am not a perfect leader since my desire
to lead others
is not as great as it should be. I am driven to succeed by ensuring that I finish all of
my
assignments and ensure my coworkers are up to date on my work performance. I
am likewise
ambivalent when it comes to avoiding employment obligations; I enjoy avoiding
them when they
are too much for me to handle, but I enjoy accepting them when they are doable.
With more
motivation, I will be able to learn how to be a better leader and possibly lead other
employees.
Decision Making/Problem Solving Insights. Making judgments in a business can be
difficult
since one must be cautious in order to make the best choices. To guarantee that the
firm runs smoothly, a
leader, for example, must be wise in making the proper decisions. To gain insight
into problem-solving, a
leader must be able to think critically. I can make good decisions and address some
of the challenges I encounter during my projects by engaging in critical thinking.
Because I know that every decision I make
will have a huge influence on my career and the organization, the assessment has
also helped me discover
that I am an outstanding critical thinker.
Part II: Working with Others
Communication Competency and Listening Style. Good communication and listening
abilities
enable one to collaborate effectively with others and deliver high-quality results.
One must learn how to
know what to say, how to give feedback, and how to react to feedback. It aids in the
formation of a strong
working team and the achievement of the best possible results in company tasks.
The assessment has
shown me that I can carefully listen to other people’s ideas and provide appropriate
feedback. To keep a
strong working relationship with my coworkers, I can also customize how I receive
feedback. It is critical
to have useful communication competence and skills in order to ensure that workers
correctly associate
and cooperate.
Leadership Readiness and Team Insights. Leadership readiness is demonstrated and
reflected by
introducing structure, which reflects a leader’s commitment to completing their
team’s tasks. “Leadership
is one of the most prolific research areas within the field of organizational behavior,
as leadership has
important implications for individual, team and organizational performance” (Ceri-
Booms et al., 2017, p.
179). A leader that is fully prepared will generate a favorable working atmosphere
for his or her team.
The assessment taught me that by stating my mindset to the group, I can maintain
specific performance
standards. I am also capable of fully explaining and accepting responsibility for my
conduct.
Conflict Tendencies/Style. To guarantee a smooth workflow, a person’s conflict style
demonstrates how well they can handle their issues without producing trouble or
any corporate problems.
My conflict inclinations are fair, according to the assessment, because if, for
example, I were treated
unequally by other workers, I would feel bitter but seek the right authority to protest
about the unfair treatment. At work, I make every effort to employ better conflict
resolution techniques in order to avoid
unnecessary disputes that could be resolved peacefully. Conflict resolution that is
peaceful aids in the
improvement of worker relationships.
Part III: Life in Organizations
Organizational Politics. Based on the Measuring Perceived Interpersonal Treatment
assessment,
I averaged a high score quantified at 38 with a range of 50 (McGraw-Hill, 2021). The
assessment shows
that I may have a high view of the fairness of my organization. When one’s
employment is in jeopardy or
they predict a positive outcome, one’s behavior may improve. Based on the
assessment, I want to help
enhance my reputation and avoid getting into difficulties to ensure my fairness. My
key motivation for
having good organizational politics is to ensure that my job runs well and to avoid
any negative attitudes,
penalties, and suspensions.
Organizational Needs-Employee Satisfaction, Job Fit, Core Skills. Employee
happiness
impacts whether or not the organization will achieve positive results. “Managers can
enhance employee
satisfaction by providing work assignments and rewards that reinforce employees’
values” (Kinicki &
Fugate, 2020, p. 62). Every employee should be assigned duties that are
appropriate for their skills. As a
leader, the assessment has shown me how much I enjoy being open and honest
with my team. If the
responsibilities I am given are more important than my qualifications, and I am
unable to deliver the
finest outcomes, I must seek assistance.
Organizational Change and Climate. Based on the Assessing an Organization’s
Diversity
Climate, I managed to score a 49 (McGraw-Hill, 2021). This means that my
organization has a good
diversity climate. If people are unable to adjust to new work surroundings and
climates, it may result in
underperformance. I learned from the assessment that I have a high level of
resilience, adapt effectively
to new situations, and create the greatest results. I can also work well with new
people, regardless of our differences. At work, I have assisted new employees in
acclimating to their new surroundings,
demonstrating what the organization expects of them and the jobs they would most
likely perform.
Step 2
I discovered from the personality tests that having a correct work attitude and
adopting
the values that a business requires leads to a positive interaction between
employees and
management. This relationship will ensure that work runs smoothly and that good
results are
achieved. It will be simple to produce good outcomes when we are all motivated to
work, and
every assignment will be simple to complete. Every organization’s leader must be
prepared to
make promises and confront all of the obstacles that will come their way. They must
also be
willing to make compromises when necessary to meet the demands of their team. I
have also
discovered that in order to maintain peach in an organization, everyone in the
organization must
understand how to cope with conflict. It is crucial to have critical thinking abilities,
as they will
assist you in making good work decisions and achieving better results that in the
past. We must
learn to interact with one another and to make everyone feel at ease. Learning
effective
communication skills would enable me to be more self-assured in social situations
and perform
better at work.
I have discovered that keeping grudges when dealing with a problem simply makes
things worse. I need to learn how to deal with difficulties as they arise rather than
waiting for
them to grow into a large, intractable problem. It is also important for me to
consider comments
before giving it to my coworkers because we all react to problems differently. Giving
incorrect
feedback might lead to disagreements. It is critical that I practice and improve my
communication and listening skills on a daily basis.
Step 3
The Holy Spirit has greatly aided me by letting me realize when I am making poor
choices. God’s grace is adequate, and his power has always been adequate to help
me overcome
my flaws. If I am not a very good critical thinker, the Holy Spirit will show me how to
make
sensible decisions and how to apply them to situations. Every time I feel that I
would not be able
to complete a task, the Holy Spirit has aided me in becoming stronger. I can do any
work with
His assistance without fear of doing the wrong thing or taking the incorrect
approach. He has
also aided me in the development of good relationships. I may be an extrovert, but
without the
Holy Spirit’s guidance, my relationships would suffer. He has never let me down in
any way. He
reminds me that I am healthy and capable of accomplishing everything I set my
mind to.
Conclusion
Finally, everyone in a business must learn how to cultivate positive personality
attributes
in order to contribute to their own and the company’s success. If each employee
builds positive
relationships with one another, the organization will achieve exceptional
achievements. The
company’s success is also the workers’ success. If a company fails, the workers will
suffer as
well. We must also learn how to assist one another in our development. If a
coworker is
incapable of making sound decisions, it is our job to inform them that their poor
choices will
have a negative impact on the entire organization and will be detrimental to them
and their career
in general. It is crucial to remember that we must be our brothers’ keepers and
make sure they are
on the right path.
The Acquired Needs Theory holds that people are motivated by the following three
needs, which we develop over the course of our lives:
Achievement – If your score is low, this indicates you may not feel the need to strive
for high performance in your work or schooling. In contrast, if your score is high, you
might have that need. Persons who have high need for achievement tend to like
jobs where pay and performance are linked and where advancement is possible. In
addition to the results of this self-assessment, you can judge your level of need for
achievement by the need you feel to earn consistently high grades in your
coursework.
Affiliation – If your score is low, this indicates you are not very concerned by what
others think about you, and you do not spend a lot of time developing close
relationships with other people. If your score is high, you may have a strong desire
for warm and deep relationships with other people. Persons high in need for
affiliation tend to prefer work requiring social relationships such as sales. Persons
high in need for affiliation may struggle with making hard decisions about
subordinates that managers are expected to make. In addition to the results of this
self-assessment, you can judge your level of need for affiliation by the extent to
which you are likely to prefer getting to know other people as opposed to being sure
the task assigned to you is completed on time.
Power – If your score is low, you may not have a need to be in a position to influence
other people. If your score is high, you may find that you strongly desire to be in
managerial and leadership positions in which you can exert influence over how
things are done and decisions that are made. Persons high in need for power tend to
gravitate towards supervisory and managerial positions. In addition to the results of
this self-assessment, you can judge your level of need for power by reflecting on
your desire to take control in group situations.
