BUSI 340 Final Paper
ferrlemess8u
busi_340_ilp.docx
My Individual Results and Applications
BUSI 340- D03
Professor Gregory Gomez
Ashley Luper
Liberty University Online
July 11, 2017
Abstract
I was previously employed as a Specialist in the United Stated Army as a military police officer and a gunner. My daily task while enlisted in the Army where to show up to formation at 530 am every morning Monday thru Friday for accountability and physical training formation. Upon completion of this task it was my job to continue the day either on patrol, fulfilling my job as an MP, or completing other tasks that had been assigned through higher enlisted noncommissioned officers of my unit. I had to be able to complete every task that had been assigned to myself which varied in responsibilities. Within my unit I had been tasked to assist all incoming soldiers on learning about and becoming persistent with all the different weapons we used specifically. Flexibility was a must as well as great listening skills to be successful in this career.
Are You Introverted or Extraverted?
1. Purpose of assessment: “This self-assessment is designed to help you estimate the extent to which you are introverted or extroverted” (McShane, 2015, pp. 60).
2. Actual Score: 14
3. Interpretation of score: My overall score indicates that I am moderately introverted. This means that I tend to be quiet, shy, and cautious in character. This is also indicating that I receive my energy from my internal world and personal reflection on concepts and ideas.
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
Need Strength Questionnaire
1. Purpose of assessment: “This self-assessment provides an estimate of your need strength on selected secondary needs.” (McShane, 2015, pp. 154).
2. Actual need for achievement score: 18, Actual need for social approval score: 9
3. Interpretation of score: My overall score indicates that I have an above average need for achievement and a below average need for social approval.
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
What Team Roles Do You Prefer?
1. Purpose of assessment: “This self-assessment is designed to help you identify your preferred roles in meetings and similar team activities.” (McShane, 2015, pp. 250).
2. Actual Scores; Encourager: 15, Gatekeeper: 12, Harmonizer: 9, Initiator: 8, Summarizer: 15
3. Interpretation of score:
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
Active Listening Skills Inventory
1. Purpose of assessment: “This self-assessment is designed to help you estimate your strengths and weaknesses on various dimensions of active listening.” (McShane, 2015, pp. 280).
2. Actual Scores; Sensing: 16, Evaluating: 13, Responding: 17, Active listening total: 46
3. Interpretation of score:
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
How Do You Influence Coworkers and Other Peers?
1. Purpose of assessment: “This exercise is designed to help you understand different forms of influence when working with coworkers, as well as estimate your preference for each influence tactic in this context.” (McShane, 2015, pp. 308).
2. Actual Scores; Persuasion: 11, Silent Authority: 8, Exchange: 4, Assertiveness: 4, Information Control: 10, Coalition Formation: 9, Upward Appeal: 11, Ingratiation: 9
3. Interpretation of score:
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
Dutch Test for Conflict Handling
1. Purpose of assessment: “This self-assessment is designed to help you identify your preferred conflict management style.” (McShane, 2015, pp. 338).
2. Actual Scores; Yielding: 14, Compromising: 13, Forcing: 6, Problem Solving: 20, Avoiding: 13
3. Interpretation of score:
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
Do Leaders Make a Difference?
1. Purpose of assessment: “This assessment is designed to help you assess your beliefs about the influence of leaders.” (McShane, 2015, pp. 365).
2. Actual Score: 37
3. Interpretation of score:
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
What Organizational Structure Do You Prefer?
1. Purpose of assessment: “This exercise is designed to help you understand how an organization’s structure influences the personal needs and values of people working in that structure.” (McShane, 2015, pp. 394).
2. Actual Scores; Tall Hierarchy: 10, Formalization: 11, Centralization:7, Total Score:28
3. Interpretation of score:
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
Which Corporation Culture Do You Prefer?
1. Purpose of assessment: “This exercise is designed to help you identify the corporate culture that fits most closely with your personal values and assumptions.” (McShane, 2015, pp. 423).
2. Actual Scores; Control Culture: 1, Performance Culture: 2, Relationship Culture: 5, Responsive Culture: 4
3. Interpretation of score:
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
Are You Tolerant of Change?
1. Purpose of assessment: “This exercise is designed to help you understand how people differ in their tolerance for change” (McShane, 2015, pp. 450).
2. Actual Score: 36
3. Interpretation of score:
4. I can use the results of this self-assessment to improve my effectiveness and/or efficiency in an organization by
References
McShane, Glinow V. (2015). Organizational Behavior: Emerging Knowledge, Global Reality, Seventh Edition. New York: McGraw-Hill.
