P-O7ERSONALITYRGANIZATIONSOrganizational Needs – Employee Satisfaction, Job
Fit, Core Skills: My organization and personal assessment needs have a high need
for achievement where I score a 22 out of 25 (McGraw-Hill, 2022). My McGraw-Hill
assessment showcases that, “persons who have high need for achievement tend to
like jobs where pay and performance are linked and where advancement is
possible” (2022). That is why my organizational leadership traits focus on cross
functional training with other individual personnel teams that enhance job
involvement and incorporate valuable insight into other teams. This personnel
investment fulfills the desire to achieve more educational training, advance their
performance, and increase their core skills when new certifications are
obtained.Organizational Change and Climate: Organizations today have been
studying how organizational behavior can affect the climate and culture of their
companies. According to my McGraw-Hill assessment, my organization has a
moderate diversity climate scoring a 37 out of 60 on the assessment (McGraw-Hill,
2022). As an ENFJ, it is crucial that no matter what missionor task is involved, the
people will be essential to being the organizations conscience (Kroeger et al., 2002).
That is why as an ENFJ, relating well to the team members is crucial in establishing
the proper culture and enhancing it with the interpersonal skills that my personality
possesses. Step 2
What have you learned from these personality tests about organizational behavior?
The personality assessments from both organizations have shown me that my
desire to lead has been enhanced with my ENFJ personality. Employee engagement
is essential to how any organization will continue to flourish. An article titled, The
Impact of Top Leaders’ Personalities, stated it best by saying, “…leaders’
personalities attract or deter job applicants, influence decisions to select or reject
them, and influence turnover decisions of current members of the organization”
(Oreg & Berson, 2018). By using the charisma and empowering leadership
P-O8ERSONALITYRGANIZATIONStraits, I have the ability to help impact my
organizations retention and support the future growth of our employee development
(Kinicki, A., 2020).
What have you learned about yourself from this personality test?After assessing
more specific examples of my personality traits, I have seen how my skills have
progressed even from a few weeks ago. On my McGraw-Hill assessment, it stated
that I have a strong openness to experiences. This was a new attribute to me
because my logistical process mindset does not compute a deviation to trying new
experiences. However, S. Oreg and Y. Berson can be quoted by stating, “some
evidence also exists for the paths through which leaders’ personalities come to
shape outcomes” (2018). My new position within the government has forced me out
of my comfort zone and to thrive with experiencing new assignments; instead of
dwelling on my potential inadequacies (Kroeger et al., 2002). I have managed my
teams as a program manager, coordinated engineering support and thrived by
modifying contracts. I did not realize my personality would default to its stronger
ENFJ traits to accomplishing the necessary tasks while exceeding my teams’
expectations of my performance.
Step 3
Explain how the Holy Spirit has worked in your life to transform you?While working
through the personality assessments and analyzing the type of leader I am,it is easy
to see where I fall short and where my strengths shine through. The Holy Spirit has
guided me on my journey through the wins and losses in my professional career. In
scripture it states shows that “I consider that our present sufferings are not worth
comparing with the glory that will be revealed in us” (New International Bible,
1978/2011). I have seen myself overlookedfor promotions, challenged for my
tenderhearted and nurturing nature, denied lifetime opportunities, and taken
advantage of for my personality weaknesses (Kroeger et al., 2002). However, when I
asked for strength, the Lord sent his Holy Spirit to grant me the opportunities to be
strong and succeed where it mattered most. Which resulted in the reward of landing
my dream job and being forever grateful for my professional opportunities from the
Lord.
Conclusion have been able to analyze analyzing both assessments and conclude
that my leadership and personality traits are an invaluable asset to my
organization’s future. An article titled, The Impact of Top Leaders’ Personalities,
stated it best by saying, “Organizations are often viewed asreflections of their
leaders’ personalities…” (Oreg & Berson, 2018). With my personality, I have been
able to identify more strengths to combat my weaknesses and encourage myself to
be an inspiring force for change within my personal life and professional career
Big %
Extraversion – Persons who score high on this dimension tend to be outgoing,
talkative, sociable, and assertive. - managers tend to be more successful if they
behave in extroverted ways
Agreeableness – Persons who score high on this dimension tend to be trusting,
good-natured, cooperative, and soft-hearted
Conscientiousness – Persons who score high on this dimension tend to be
dependable, responsible, achievement-oriented, and persistent. Research shows
people who score high in conscientiousness tend to be more successful in all types
of employment settings than their less conscientious co-workers.
Emotional stability – Persons who score high on emotional stability tend to be
relaxed, secure, and unworried.
Openness to experience – Persons who score high on this dimension tend to be
intellectual, imaginative, curious, and broadminded
