Running head: INDIVIDUAL RESULTS
Individual Assessments Learning Project
BUSI 240 – ORGANIZATIONAL BEHAVIOR I
Professor Kevin Bell
Jamie Farmer
Liberty University
October 20, 2017
Abstract
INDIVIDUAL RESULTS
In this project, I performed several self assessments based solely on my internal locus of
control, self-concept and my own organizational behavior. The assessments focused on
introverted/extroversion, strengths, team roles, listening skills, influences, conflict management
style, leaders, organizational structure and tolerance of change. I answered the questions based
on my previous position as an Administrative Assistant and my future position as a Human
Resource Manager. This project has been similar to conducting a SWOT analysis on oneself. It
has helped me to identify strengths, weaknesses, opportunities and threats in my own personality.
The significance of these assessments has been valuable by helping me recognize areas to
improve, have a better self-awareness of my preferences and to distinguish traits in others and as
well as myself. Ultimately, to be more conscientious of my reactions to situations and
emotionally intelligent.
Keywords: self-concept, self-assessment, organizational behavior, self-awareness
Self-Evaluation of Introversion or Extroversion (Ch. 2)
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1.) The purpose is to determine if my personality is extroverted or introverted.
2.) My score was 26, which is neither extroverted or introverted.
3.) My score determined that I am in-between extroversion and introversion. I have attributes
of both in my personality depending upon the environment and circumstances. I can be
sociable, assertive and outgoing in one situation and in another be more observant, quiet
and cautious.
4.) By knowing my results of this assessment, I will be more self-aware of how I react to
situations and how to respond appropriately. “People with high emotional stability have a
more positive (can do) belief system and are better at directing their energy toward the
task at hand (McShane, 2015, p. 41). I believe to be effective in any position whether you
are extroverted or introverted, having the ability to regulate your emotions and reactions
is critical. In my opinion, conscientiousness is a key to success. Emotional intelligence is
important when interacting with others day-to-day, a training setting, or meetings.
Knowing when to be observant and assertive in a business situation helps you to be
successful. Also, being aware of your own emotions and others helps to be tactful in
when presenting ideas, presentations, and making decisions.
Need Strength Questionnaire (Ch. 5)
1.) The purpose of the needs assessment was to assess my need for achievement and my
need for social approval.
2.) Needs for achievement score was 24. Social approval assessment score was 15.
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3.) My score for the need for achievement determined that I have a high need for
achievement. The score I received for social approval was average. However, I am often an
accommodator and a collaborator. I want everyone’s needs and desires to be met.
4.) The results of the needs based assessment will aid me in the future to be more self-aware
of my strengths and weaknesses for social approval and the need for achievement. For me, it is
innate to have the need for achievement and social approval. I strive on feeling accomplished and
want to be liked and accepted. I am driven and possess the traits of the conscientiousness
element of the Big Five Theory. I recently lost my job, this could be a very big disappointment
for someone with the conscientiousness personality trait. However, knowing that “Everything
works for the good of those that love the Lord, and are called according to his purpose” (Romans
8:28, KJV). Our self-concept should be based on who we are in Christ in our professional and
personal lives. All our needs will be met when we put God first in our life. My need for
achievement will be met as long as I stay determined, work hard and realize “I can do all things
through Christ, who strengthens me” (Philippians 4:13, KJV).
Team Roles Assessment (Ch. 8)
1.) The purpose of this assessment was to determine the role I use in team settings.
2.) Encourager =9, Gatekeeper =11, Harmonizer =12, Initiator =10, and Summarizer =10.
3.) The assessment determined, that I am more of a harmonizer in group settings. A person
that receives a high score tends to mediate intergroup conflicts and reduce tension. Gatekeeper:
medium score for encouraging all team members to participate. Summarizer: characteristic, I
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also received a high score, strong tendency to keep track of what is said in a team. Initiator:
medium score on the assessment which states I am neutral in identifying goals and keeping track
of milestones.
4.) I can use the results of this assessment to know my strengths and weaknesses within a
team. I agree with the assessment that a huge part of my personality is seeking harmony.
However, I realize in life and organizational settings not everyone is gonna agree. A successful
team “needs to get to know and trust each other, understand and agree on their respective roles,
discover appropriate and inappropriate behaviors, and learn how to coordinate” (McShane, 2015,
p. 231). I despise conflict and do always try to mediate between parties. I can often understand
multiple sides of a conflict and make suggestions to accommodate a few of everyone’s wants and
needs. I feel that relationships are give and take and that compromise makes everyone win in
some degree. Tactful communication, emotional intelligence and leadership is very important
within an organization to make this happen. I have always been a peacekeeper in group settings.
Active Listening Skills Inventory (Ch. 9)
1.) The purpose of this evaluation was to determine my active listening skills of sensing,
evaluating and responding.
2.) Sensing =16, Evaluating =15, and Responding =17.
3.) My scores for sensing was in the top 25th percentile compared to the study of norms on
students in Singapore and Australia. For the active listening skill of evaluating, my score was
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between the 25th and 50th percentile compared to the study. In the skill of responding my score
determined also, I am between the 25th and 50th percentile compared to the study performed.
4.) I will be able to use the results of this assessment while communicating with others.
Often, I find myself making assumptions of what others are going to say before they finish.
Sometimes I am correct, however, I have also been wrong. I hate for someone to do me this way
and I try to hear others out. This assessment has made me evaluate myself in previous meetings,
interviews and in relationships. Although, I scored fairly high, there is definitely room for
improvement. Even when you are correct in what you think someone is going to say, it’s always
good to make them feel like you are interested and understand what they are communicating.
Emotional intelligence is key in communicating effectively (McShane, 2015, p. 101). This
allows for bonding and affiliation in the relationship and makes one feel understood. Leaders and
co-workers need to bond in order to come into one mind towards goals and for the success of the
organization.
How Do You Influence Your Co-workers and Other Peers? (Ch. 10)
1.) The purpose of this assessment was to evaluate the tactics and behaviors I use to
influence others in the workplace.
2.) My scores were as follows for types of influence behaviors: Persuasion-11, Silent
Authority-11, Exchange-6, Assertiveness-8, Information control-7, Coalition formation-9,
Upward Appeal-10 and Ingratiation-11.
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3.) The higher the score on these behaviors, the more I prefer to use that tactic when
influencing others.
4.) Hopefully, this assessment will help me to be more aware of tactics to use when
influencing others and trying to persuade others to see things from my perspective. Part of
leadership is to be able to influence others. “Leaders use influence to motivate followers and
arrange the work environment so they do the job more effectively” (McShane, 2015, p. 362).
Being able to assess the situation and interpersonal skills plays a huge role in being able to
influence others. You may have great ideas, but until you can articulate them effectively; it’s just
an idea. The other person’s personality is a key factor in determining which tactic to use. When
influencing others, I normally like to present facts and this assessment as brought other avenues
to my attention to use in the future. Your self-concept is huge when influencing others. When you
believe in yourself and your ideas, others are more likely to gain confidence in them as well.
Preferred Conflict Management Style (Ch. 11)
1.) The purpose of this assessment was to test my Conflict Management Style.
2.) Yielding:13, compromising:18, forcing:17, problem solving:20, and avoiding:8.
3.) My scores determined that I am definitely a problem solver, with the highest score
possible. The next conflict solving tactic for me is compromising, any successful relationship
must be give and take. My third highest score is forcing; I don’t like to push my ideas and
opinions on anyone. I rarely avoid, only when the other party is not willing to solve the problem
by compromising.
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4.) I can use this assessment as a tool identify which conflict management style others and
myself are utilizing in any situation. I always want everyone to be accommodated where “both
parties collaborate to identify common ground and potential solutions that satisfy everyone
involved” (McShane, 2015, p. 320). What is the right way for me, may not suit another's
personality. I feel that it is important in any relationship, professional or personal to be able to
read the other person. Knowing if the other person is an avoider, could be very useful in
negotiating and building trust in a working relationship. Being self-aware of my own conflict
resolving styles and others is having emotional intelligence, which is key in any leadership role.
Often, in meetings with stakeholders there are negotiations where conflict management is a must
to be successful. I realize that at the end of the day there is some people that you just can’t
reason with, as the saying goes “It is better to have peace, than to be right.”
Romance of Leadership (Ch. 12)
1.) The purpose was to assess my beliefs about the influences of leaders.
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3.) The scale ranges from 10-50. The higher the score, the more romance of leadership. The
test determined I have an average Romance of Leadership. Believing that a leader is very
significant in making an organization successful. However, realize there are many factors that
determine success.
4.) A good leader has the ability to “motivate, influence and enabling others to contribute
toward the effectiveness and success of the organization” (McShane, 2015, p. 342). Which is
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detrimental to the success of any organization. However, there are other factors that may be
beyond anyone’s control. This assessment will help me in the future to realize the power of
leadership.When things are not going in the right direction, I realize there is much power in
leadership to turn things around, by utilizing emotional intelligence to influence and motivate
subordinates and stakeholders. When you have the power to build a cohesive team, the
organization will be much more successful. As in Ecclesiastes 4:12, the more people you have
working toward the same goal, the better chance for success (KJV). I plan on leading my home
and professional life according to biblical principles, and apply them to aspects of my
organization, which will give me a higher chance for success both professionally and personally.
What Organizational Structure Do You Prefer? (Ch. 13)
1.) The purpose of this exercise was to help me understand how the organizational structure
influences my personal needs and values.
2.) My total score was 29, tall hierarchy:9, formalization:12, centralization: 8.
3.) My highest score preference was for formalization, which means I prefer to work in an
organization where jobs are clearly defined with little discretion.
4.) In the future, I will use the results of this assessment to make decisions concerning the
span of control in my organization. I feel that a tall hierarchy may cause a lack of communication
within the organization, due to the many levels of communication. When there is not good
communication, I feel as if my needs are not being met and my values are not being respected. It
makes one feel like just another number or minion. “Effective interpersonal communication
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depends on the sender's ability to get the message across and the receiver's performance as an
active listener” (McShane, 2015, 270). Multiple levels of leadership may cause the message to be
misconstrued before it reaches the lower levels of an organization, causing confusion and no
trust.
There are many variables that are significant to consider when building an organizational
structure; number of employees, how competent the employees are and whether or not the
employees perform routine task (McShane, 2015, p. 375). I will take all these into account in the
future if out into a position to make these decisions.
Which Corporate Culture Do You Prefer? (Ch. 14)
1.) The purpose of this assessment was to identify the culture that fits most closely with my
personal values and assumptions.
2.) Control culture:1, performance culture: 3, relationship culture: 5, and responsive culture:
3.
3.) My scores determined that I would fit better in a relationship culture. I would also fit in a
responsive and performance culture. My score indicated for the control culture that I have the
needs to feel important and part of a team.
4.) This assessment has been very important in helping me to analyze the importance of my
next job. I will perform research on the organization to try and understand the culture before
applying for any position. I had “reality shock” in my last position where the culture and
atmosphere was not at all what I expected it to be” (McShane, 2015, p. 417). I agree with
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McShane, that trust is important with any relationship, (p. 237) and is pertinent for success of
any organization or team. When you bond with others you build trust and have better team
cohesion, which are attributes of a high performance team. You have a common goal, mental
model and understanding of roles, dedication and requirements. It is important to me to have a
family like atmosphere in my job, yet have a set of boundaries that keeps the environment
professional. A performance culture is also very important to me, because I feel everyone should
put in the same amount of effort. This supports better team cohesion and quality.
Are You Tolerate of Change? (Ch. 15)
1.) This exercise was designed to help me understand how people differ in their tolerance for
change.
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3.) My score determined I have a moderate level of tolerance for change.
4.) I am very flexible with change with daily task in the workplace or within the
organizational structure. However, I find it difficult with dealing with huge personal changes
such as my job loss mentioned earlier in this project. I have accepted that change and have put
everything into perspective that will help me move forward in my career. I was with a state
agency for 5 years and transitioned to a federal job for over a year when I lost that position. So
this was a very big change of not being employed. However, I am receiving unemployment
benefits, VA benefits and other income that is allowing me to stay home, finish my bachelor’s
degree and be able to be selective in my next employment. Which will hopefully be in my degree
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of Human Resources. I have learned a tremendous amount about stress management when
dealing with change during this experience. This changed has caused me to question my self-
concept and career (McShane, 2015, p. 429). The Lord has given me peace that surpasses all
understanding and given me hope for the future (Philippians 4:7, Jeremiah 29:11, KJV).
References
McShane, S., & Von Glinow, M. (2015). Organizational behavior (7th ed.). Boston, MA:
McGraw-Hill, pp. 41-352).
