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Philip Ransome
Liberty University
BMAL-500; Personality Applied to the Organization
Elsie Cook
25/07/2022
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Abstract
This project’s personality assessment is linked to organizational behavior. All assessments
within the McGraw-Hill Self-Assessment tool were specially designed to assist people in
determining how their behaviors were significantly affected by their personality and how that
extended to affect the behavior of an organization. Using the results from my personality
assessment, this project aims at reflecting how these personalities affect my life and
profession as an HR officer in a marketing firm. This project is done in three steps with
guiding subheadings to answer all the relevant needs.
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Step 1
Part I: Personality Insights
Personality assessment tools are very useful in identifying the various elements of
people's behaviors. However, these various tools reveal different personalities in some
people; thus, the results obtained should not always bound a person to believe in only one
aspect of their personality.
Big Five with Myers-Briggs
According to Myers-Briggs, the big five personality dimensions are openness to
experience, extroversion, emotional stability, conscientiousness, and agreeableness. From the
previous personality test I took, the big five dimensions that perfectly correlate with my
ENFJ personality profile are; openness to experience, contentiousness and extroversion. As
an ENFJ, I am always willing and open to experiences, whether new or same, under different
conditioning. I find this personality a chance to always learn something new; thus, I find
pride in exposing myself to newer experiences. I struggle with emotional stability and
agreeableness, more like being contentious. When I do not agree with another person, and
they are likely to remain adamant about what they believe in, I feel frustrated and sometimes
lose it. Doing this sometimes leads to arguments or causes controversies. Additionally, I am
socially confident whenever I am out with different people. I easily connect, find meanings
from situations, and, when needed, develop plans or strategies to help accomplish a goal
within a working environment or place.
Attitude and core value insights
Per Braund & DeLuca (2018), the ten primary core values include; security, power,
benevolence, hedonism, self-direction, conformity, achievements, stimulations, traditions,
and universalism. After the personality tests I took, I realized that I had a significantly higher
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and medium score in all the areas associated with the listed values. The only area I had a
lower score was power. I work within an organizational setup and thus, believe that power
should be evenly distributed among everyone in the organization. I believe that doing this
gives an organization an upper hand to make positive progress. As an ENFJ personality
individual, I always strive to succeed in my endeavors, live a better life, improve the people
around me, and seek utmost competence and autonomy. I also prefer following orders and
having the highest respect for traditions. Over seven years in my profession, I have learned a
lot of new things almost every day. These things come with new experiences, most of that I
find interesting. My profession has also allowed me to interact with challenging situations,
allowing me to display my leadership competencies and offer solutions that best fit everyone.
Motivation insights
Fugate and Kinicki (2018) describe motivation as “an individual’s psychological
processes that trigger and define their thoughts, intensities, behaviors, underlying conditions
and persistence to perform better. The Jung Typology Test and this assessment perfectly
defined my motivational insights about what I need in life, what I perceive to be the treatment
I get from my organization, the vision I have for my career, and the ultimate desire to be a
great leader in future. I have a great desire for affiliation and achievements. I also realized
that I did not prefer power. I strive to accomplish what brings me joy and happiness while
also having a feeling of being part of something bigger than me. I work in a marketing firm. I
have always believed that the organization's success is bigger than my needs. Therefore, as an
HR officer in the organization, I always strive to make the best decisions for the good of the
firm and everyone in it.
HR officers significantly define the success of any organization. Therefore, the work I
undertake within our organization impact more than just an individual in me. Having this in
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mind gives me great fulfillment. As a marketing firm, we strive to remain competitive and
customer friendly to all our customers regardless of their financial status or ethnic
background. I scored significantly higher points in career vision and planning from the
assessment. This personality is evident in the step I took to create my first two-year plans
from when I got hired as an HR officer in the organization and the subsequent fifteen years
plan in case I plan to remain in this profession. I believed that developing such a plan would
significantly help me follow an algorithm which, in turn, would help me live up to and
achieve my career goals. Lastly, I also realized that I had a higher desire and motivation to
lead my colleagues. This personality is also very important for my HR career as this
profession mostly involves making decisions that impact an entire organization. Poor
leadership skills in a profession like mine are often the genesis of an organizational downfall
(Fugate & Kinicki, 2018).
Decision-Making/Problem Solving Insights
Decision-making is a very crucial requirement, especially for leaders or professionals.
A decision impacts the success of any activity one plans or engages in. This act involves
identifying any mishaps or problems within a workplace and developing a solution that
positively addresses the problem to the desired solution. As an ENFJ personality, I prefer to
come up with my decisions or offer my problem-solving insights by discussing them with the
necessary people. Open discussions allow me to get alternative options or opinions on the
issue, thus making it easy to reevaluate and analyze any possible repercussions before making
an ultimate decision.
I always focus my energy on the bigger picture and how my decisions might affect my
organization's goals. From the assessment, it was evident that I possessed extremely
admirable problem-solving skills. However, I also felt that I needed more focus on the issue
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and to develop better strategic planning and thinking. Borrowing from some of the procedural
steps provided in this assessment and continuing to serve as an HR officer for my
organization can also allow me to grow and improve on these skills because that profession
demands higher thinking levels as well as the ability to effectively come up with a plan to
ensure the success of an organization's missions.
Part II: Working with others
Teamwork makes a dream work. Working with others makes all operations within an
organization very easy as people share ideas and responsibilities, thus, a faster result.
Effective industries or organizations enable all their employees to work together towards a
common goal that benefits the organization and the employees. Unstructured teamwork
hinders organizational development, thus, affecting commitments and motivation.
Communication Competency and Listening
Communication is very crucial for the success of any teamwork within an
organization (Hellriegel, 2019). The best communication channel should be free from any
inconveniences or interruptions. Oral communication is, thus, the best form as one gets
immediate feedback from the recipients. It also allows for immediate clarification in case of a
misunderstanding. Since our organization is just starting, communication inconsistencies are
common as we rely on several communication channels. The information from my
department (HR) passes through all departmental secretaries and other relatable bodies before
reaching the junior employee. Most of the time, the information that reaches the bottom chain
is distorted. My assessment revealed that I had great communication skills and competency.
However, I did not get a good score in the category of listening. Despite being great at
communicating publicly, I had a problem listening as I frequently talked over others.
Therefore, I plan to start using the asking question technique and allowing everyone a chance
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to respond without cutting them short. Doing this can help me deal with my habit of taking
over conversations, an aspect that I think is toxic.
Leadership readiness and team insights
From the results of the self-assessment, I displayed a significant interest in leadership.
I have an extroverted personality, and, together with my profession, this personality brings
out the best of my ability. As part of my organization's leadership team, I mostly assume the
roles of coordination and initiation while also serving as a pace-setter for the rest of the
employees. I also thrive in conducive working environments that allow people to be creative
and support teamwork and team building to accomplish goals.
Conflict tendencies
Conflicts within an organization mainly happen when one party disagrees with the
others, much more like a conflict of interest. I do not oppose conflicts within a working
environment as long as they lead to realization or wrong and can easily be solved without
causing disrespect. Whenever there is conflict at my workplace, I mainly play the negotiator
role and seek the best solution. I tend to hear the cases from every party's standpoint and
make the best decision from both (Hellriegel, 2019). Some decisions I make affect other
people's feelings, but when that is what is best for the organization, there is no other way
about it. Generally, I prefer to compromise with both parties for a win/win situation because I
believe that a team operating on the same page is more likely to succeed.
Part III: Life in Organizations
Organizational life is affected by both internal and external factors. Some of these
factors include; organizational politics, job fit/employee satisfaction/organizational
needs/core skills, and organizational climate and changes.
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Organizational politics
These are intentional actions that people seek for self-interest and, in most cases, lead
to conflicts. As an HR officer for my organization, I aim to develop a good working
relationship and network/hierarchy to prevent malicious organizational politics. I ensure that
everyone plays their role as required. So far, doing this has created respect in the workplace,
thus, a peaceful coexistence. It also blends positively with teamwork, creating a closer unit
cohesion that is important for our operations.
Organizational needs-employee satisfaction, job fit, core skills
As an HR officer, knowing your organizational needs and what satisfies your
employees or customers is key in determining the best fit for an organization. Preferred
people for any organization tend to be; self-determined, competent, retentive, and impactful
in all their actions (Di Ferrante, 2021). from the assessment, I have great self-determination
and job fit for my role in the organization. I positively compete and influence everyone in the
organization to meet their goals and objectives. I also do not expect any reward for this, as it
comes naturally. However, I appreciate small recognition for a job well done. As an ENFJ, I
believe that these facts perfectly align with my personality because I mainly focus on getting
better and making everyone around me better than they are too.
Organizational change and climate
Organizational climate refers to how employees view their organization and its
purpose of existence. This factor has a great impact on employee commitments and
behaviors. Marketing strategies improve daily; thus, we are always open to new changes to
remain relevant in the market. Whenever there are changes, we organize workshops to
enlighten our employees; thus, we are always up to date with any changes. Positive training
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also motivates our employees, thus, leading to a healthy working environment (Hellriegel,
2019).
Step 2
In general, I have learned that an organization’s behavior is significantly influenced
by people's behavior, reflecting an individual's personality trait. These personality
assessments also helped me realize different people's elements, thus, identifying their
strengths and weaknesses for an easier coexistence. Through the results, I will also strive to
be a better HR officer and manager in the future as I can incorporate a better contingency
approach to the firm. I also know how people's personality affects their perspectives, and I
can leverage this problem to develop a better solution to any problem affecting the
organization.
The personality assessment also revealed that I am a potential leader with high value
for my profession and colleagues. The areas in which I did poorly are a chance to seek
validation and improvement to help my organization. I also learned that to become an
outstanding leader; I had to improve on my weaknesses (listening) and identify people's
strengths and weaknesses for a better working environment.
Step 3
In the article "The Gospel and Reflection” by Dr. Fischer, organizational behavior is
significantly influenced by individual behavior (Fischer et al., 2020). As a Christian, I can
attest to this fact and proclaim that the holy spirit is positively transforming my weaknesses
into unimaginable strengths. In the past, I struggled with confidence and thought I could not
make a great professional. However, since I became closer to God, I have realized that all that
was a fear of the unknown. I am thriving in my profession is seeing myself in an even bigger
position in the next few years. Also, as I continue to grow in God's favor, I realize how much
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is in store to achieve and the things necessary to make me a better believer of Christ. It is also
helping me solidify a healthy working relationship within the organization.
Conclusion
The success of any organization depends on its employees and culture. An individual's
behavior also impacts an organization; thus, it is crucial to select the best team. After taking
the personality tests, I realized some key personal characteristics I possessed and what
benefited my organization. The assessments also enlightened me on how to relate to others
and ways in which I could follow to continue growing in God's grace and favor. I feel
equipped with adequate knowledge concerning my personality and am now aware of what I
need and do not need moving forward.
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References
Braund, H., & DeLuca, C. (2018). Elementary students as active agents in their learning: an
empirical study of the connections between assessment practices and student
metacognition. The Australian Educational Researcher, 45(1), 65-85.
Burnaford, G. E., Fischer, J., & Hobson, D. (2020). Teachers doing research: The power of
action through inquiry. Routledge.
Di Ferrante, L. (2021). Transitioning between small talk and work talk through discourse
markers: evidence from a workplace spoken corpus.
Hellriegel, D. (2019). Organizational behavior. Cengage learning.
Kinicki, A., & Fugate, M. (2018). Organizational behavior: A practical, problem-solving
approach (Vol. 2). New York, NY: McGraw-Hill Education.
