BMAL 500 Personality Applied to the Organization Assignment week 7.pdf

Autumn Mentch

BMAL 500

September 25, 2022

Personality Applied to the Organization Assignment

Step 1

Personality Insights

Big Five with Myers-Briggs

The Big Five with Myers-Briggs is a personality test that measures the preferences on

Myers and Briggs’ four big dimensions of personality type. The test determined my levels of

elevated level of agreeableness tend to be trusting, cooperative, and soft hearted. A high level of

conscientiousness means I am a person who tends to be more dependable, responsible, persistent,

and is more achievement oriented. A person with a high level of conscientiousness is more likely

to success in all types of employment, which is a huge quality in an employee because they tend

to be more prepared, productive, pay attention to details, and express a large amount of loyalty.

Being open to experiences in a high-level means that a person is more curious, open minded, and

is intellectual. My emotional stability range is 5 to 7 and is on the moderate level. With my

emotional stability level being rated as moderate, this means I have more highs and lows in terms

of my emotional life as opposed to someone with a high level experiencing more highs. My level

can indicate that I tend to let my emotions play a part in my decision making, but not necessarily

Attitude and Core Values Insights

Having a good attitude and positive core values are crucial in not only a workplace

the assessment Your Task and Relationship Oriented Leader Behavior I ranged 23 to 30 on

initiating structure with the level being ‘you may exhibit high initiating structure leader behavior’

and on consideration I ranged 23 to 30 with the level being ‘you may exhibit high consideration

leader behavior.’ 11 out of the 12 questions I answered either agree or strongly agree, but for the

question ‘I make my attitudes clear to the group’ I chose disagree. I know I have a terrible habit

of not showing emotions during conversations and having dull facial expressions during work. I

am an incredibly happy and outgoing employee and I do not let bad days get ahold of my

attitude, but I have a hard time making my attitude known to others.

Motivation Insights

The assessment How Strong Is My Motivation to Lead was used to give me a result that

explains how successful I would be in a leadership and or management position within a

company. My score was a range of 27 to 35 with my level being ‘you might have high

motivation to manage.’ Out of the seven questions asked, I rated each question as being I

strongly agreed with the statement. The questions asked where all questions that described how I

encourage others. The result states “if you do aspire to become a manager and leader, you should

nurture and develop these tendencies.” I chose to complete my Masters in Executive Leadership

currently work at a place where we are all treated 100% fairly per our workplace values, but on

the questions “employees’ suggestions are used” and “employees’ complaints are dealt with

effectively” I answered as neutral because I do believe that these topics lack assistance from

leadership. As a future leader, I am motivated from my past experiences to ensure all complaints

and concerns are being listened to and resolved to the best of my ability with the help of

employees.

Decision Making and Problem-Solving Insights

According to Indeed, problem solving, and decision-making skills are both important

because they can help you navigate a variety of situations that might come up at work. The

assessments Your Task and Relationship Oriented Behavior and Your Acquired Needs both give

insight on how I would make decisions and solve problems as a leader. For both assessments I

scored high on consideration and power. According to the power result reference, since I scored

before acting” and question number 12 ‘I put suggestions made by the group into operation.’ As a

colleagues at work to an extent, but I have a tough time communicating my disagreements with

management. For questions 7-10 the answer for all was ‘agree’ but for question 6, “when I have a

choice, I try to work in a group instead of by myself,” I answered as ‘neutral.’ I absolutely love

working with others in an office space, in fact I have declined to work from home multiple times

because I enjoy working with others, talking throughout the day to others, and being in a office

space with multiple people, but as far as working in a group and having to make plans and work

on projects with a group, I will most likely decline or feel uncomfortable. I communicate well

with others, except when making decisions in a group aspect is required; it is like all

communication is cut off, and I become a listener and avoid sharing my opinion. I do agree with

the result being, I have a high need for affiliation.

Business News Daily describes a leader as someone who understands their own

have the same opportunities whether employees are Christians or not. As a leader, it is so vital to

include all employees and encourage them to pray with us, and love Jesus, but even if they do

not, they are accepted and included in all activities.

Conflict Tendencies/Style

In a workplace, there are always going to be conflicts that arise. As a leader, it is

important to know how to manage conflicts and then solve the conflicts. I am someone who does

not like conflict and will do absolutely anything to avoid it. When conflicts do arise, I typically

have a tough time finding a solution without getting upset and staying patient. My assessments

found that I have a high need for power (21/25), a high score in agreeableness (10/10), but a

moderate to low score in emotional stability (5/10). With these scores, it gives an idea how I

manage conflicts. I will insist upon sitting down and talking to someone I have a conflict with,

but it will take everything in me to do so. I will avoid talking in person and will use email and or

Life in Organizations

Organizational Needs-Employee Satisfaction, Job Fit, Core Skills

Satisfaction is the feeling of fulfillment, gratification, or the state of being satisfied or

content. For employees to feel satisfied at work, they must feel acknowledged, heard, loved,

important, and needed. As a leader, I would want me employees to know that they are important.

janitor. The assessment Your Task and Relationship Oriented Leader Behavior had questions

related to how group members feel when collaborating with you. Question number 10 for

example asked, “I am friendly and approachable” and question 11 asked “I make group members

feel at ease when talking with them.” My number one goal as a leader will be to ensure all

employees feel comfortable talking and approaching me in the workplace. Leaders need core

skills to be a well-established and welcomed leader. Diversity, motivation, support, and

encouragement were all used in questions in the An Organization’s Diversity Climate

assessment. This assessment is especially important because it gives leaders an idea of how

diverse and encouraging, they are.

Personality Profile assessment consisted of two questions about my openness to experience,

number 9 being “I enjoy hearing new ideas” and number 10 being “I enjoy thinking about

switch to a web version of our software and stop using the desktop application version. I was the

very first person to try this change and at first, I loved it, but as the first week went on, I realized

how much I despised the changes and how much using it slowed me down because I was not

used to it. As every other team member began using it and loving it, I found myself still using the

desktop application. My manager asked me why I was not using the web version, and I explained

that I am a super-efficient worker, and the web version was slowing me down. My manager and I

came to an agreement that I could continue to use the desktop application if I kept open one web

version and continued to take the time to learn it. I found this to be a huge quality in my

leadership as sometimes it is hard to change, especially if it slows down a workflow.

Step 2

Implementing at the workplace

From these assessments I have learned that I tend to focus on taking on more

responsibility and being able to lead others. After scoring moderate to low on emotional stability,

I will be implementing new ways to ensure that I show off my enthusiasm instead of having a

dull facial expression while working. My dull facial expressions have been brought up before

explanation that I do not notice them but that I am happy at work. To better this issue, I will be

each day.

Step 3

Holy Spirit turning strengths and weaknesses

2 Corinthians 12:8-9 states “8 I asked the Lord three times that this thing might depart

from me 9 But He said to me, “My grace is sufficient for you, for My strength is made perfect in

weakness.” Therefore, most gladly I will boast in my weaknesses, that the power of Christ may

rest upon me.” Since I began talking, I have had a chronic stutter; not just a nervous stutter, but a

chronic stutter that affects my entire speech. I have struggled with talking to strangers, at job

interviews, ordering in drive throughs, and even with my friends and family. My stutter had

caused me to be shy and unconfident growing up, until one day at my college freshman year of

college bible study, someone told me that God made me perfect. They explained to me that God

has given me this different feature, what I would call weakness, to teach others that it is okay to