There are a few group jobs, as indicated by group jobs hypotheses. These are occupations that can be useful, hierarchical, individual, or gifted.

2025-01-08 15:23:34

MGMT5007

Assessment 03

TABLE OF CONTENTS

Introduction

1. Self-assessments related to individual behavior and processes

· Big Five Personality Test
· Emotional Intelligence Test

2. Self-assessments related to Team processes

· Team Roles
· Conflict Handling style

Self-assessments related to organizational processes

· Organizational culture/corporate culture preference
· Leadership style

Conclusion

References

Appendices

Appendix 01 – Big Five Personality Test

Appendix 02 - Emotional Intelligence Test

Appendix 03 – Team Roles Test

Appendix 04 – Conflict Handling Styles

Appendix 05 – Leadership Style

Appendix 06 - Organizational culture/corporate culture preference

Introduction

Many utilize self-assessment tools to evaluate and analyze the potentiality of their workers or employers. The tools aid in assessing an individual`s abilities and efficiency, as well as determining whether or not they are suitable for the present role. Self-assessment tools aren`t meant to teach people how to do things; rather, they`re meant to measure a person`s ability and degree of talent. The evaluation will use self-assessment instruments to characterize an individual`s skills, followed by a discussion of why such approaches were chosen.

1. Self-assessments related to individual behavior and processes

Big Five Personality Test

Extraversion, neuroticism, openness, agreeableness, and conscientiousness are the five general personality qualities (John, Oliver, and Sanjay 1999). The big five have repeatedly been linked to subjective well-being in earlier research (Diehl, et al. 1998). Social support is linked to the Big Five personality characteristics. Individuals with high degrees of neuroticism are more vulnerable to stress and negative mood, which may limit their access to social support (Ayub 2015).

The Big Five personality test was chosen because it provided a clear picture of the personality that I possess. It`s tough to characterize one`s nature by asking questions about it (Gutiérrez, et al. 2005) However, this personality test has assisted me in answering some topics that I was previously ignorant of, and as soon as I saw the questions, I was drawn in and thought it would be beneficial to test my personality, which will be useful in professional settings as well. I attempted to look for new attributes that I didn`t realize I have based on the exam. I learned about my openness to new experiences, conscientiousness, extraversion, agreeableness, and natural emotions, for instance.

The outcomes uncover that I am ruling in agreeableness, as displayed in Appendix 1. Mindful and magnanimity are related to appropriateness. It likewise includes attributes, for example, being obliging and sympathetic, as well as prosocial, compassionate, and helpful. With a medium range of agreeableness of 50 percentiles, I may be empathetic, eager to please, good-natured, and favor cooperation over competitiveness and conflict at times, and hard-headed, skeptical, competitive, or even haughty at other times. Despite this, I agree with every component of the trait`s description.

A key aspect that is necessary for any area of life is openness to experience, which I found to be questioned in this exam. The evaluation included questions that were realistic in nature and gave me a new perspective on my underlying character. There were certain questions in the personality test that I hadn`t thought about previously. Following the exam, I was able to identify my decision-making traits when asked if I make decisions based on the current scenario or the sentiments linked with it. The evaluation addressed practically every aspect of my personality, which is why I took this personality test in the first place. I scored in the 90 percentile for openness to new experiences. This describes me as imaginative, open-minded, and experimental, with a preference for creative problem-solving (Ayub 2015)

Pushing forward in the great beyond study and as I advance in my work, I wish to keep up with my character attributes like receptiveness to encounter while expanding my appropriateness highlights. I accept it will be easy to keep up with pleasantness while disposing of harming negative affectivity characteristics might be troublesome. To control these opinions, suitable methodologies for the gig should be picked. In general, the discoveries were true to form and precisely mirror my character. There are characteristics that I show from different characters in light of the circumstance, however, they might be viewed as obvious by and large. As a result of my earlier comprehension of the Big Five Personality Test, I feel this is the situation. (Gutiérrez, et al. 2005).

Emotional Intelligence Test

The ability to distinguish and control one`s own and others` feelings is alluded to as the capacity to appreciate people on a deeper level (EI or EQ). Ability groups and enrolling directors might utilize an Emotional Intelligence test to evaluate a competitor`s EQ and the way that they would act in specific conditions. The MEIS and the MSCEIT, for example, are abilities-based EQ tests that measure a person`s emotional `capacity” (Maul 2012). The Emotional Intelligence exam enables us to detect our emotions, which aids in dispute resolution. It also adds to cooperation by generating a shared vision among team members, which generates a pleasant working atmosphere. It helps to do successful change management to limit stress and increases communication and teamwork (Conte 2005).

I was surprised by my unfortunate outcomes in the vast majority of the segments since I believed myself to be a delicate person. I`m tracking down it extreme to separate my sentiments now that I`ve acquired better information. I scored an 8 in friendly mindfulness, which is characterized as purposely thinking about others` opinions while performing. This is the sort of thing I accept since I am continuously contemplating others` sentiments.

As a manager, I`m responsible for overseeing some facts that were previously unknown to me. As a manager, I am extremely prompt in my appearance, implying that I maintain time management, which is critical in the workplace. I normally don`t respond to situations on the spur of the moment, preferring to seek out rational reasons. My sentiments have taken over my thinking skills, which have to alter since decisions must be made in light of the scenario to get a better result. I need to concentrate on planning since it will assist me in scheduling activities and completing assignments on time. According to the exam, I have strong communication skills, and I prefer to communicate with colleagues and collaborate to achieve corporate goals. I create relationships with my colleagues who have emotional attachments because I honestly communicate my feelings. I feel that communicating or connecting with a large group of individuals facilitates information exchange, which can lead to more innovative solutions (Fiori, et al. 2014).

According to the results of the tests, I believe in designing every work as much as feasible to give creative shape to thoughts. I prefer to conduct a study on numerous sources of information before coming to a decision or proposing a proposal. I attempt to communicate with others when I get the opportunity. I need to expand my mental capacity. As a manager, I believe in cooperation and want the project to be completed in a group setting. Sometimes I make emotional decisions that lead to incorrect conclusions, but I also have to be rational. I like to value old values in my company rather than just implementing new laws and regulations.

2. Self-assessments related to Team processes

Team Roles

There are a few group jobs, as indicated by group jobs hypotheses. These are occupations that can be useful, hierarchical, individual, or gifted. Contingent upon the exact objectives that the group wishes to accomplish, each group ought to have fluctuated group liabilities. A group with a not-great creation might confront hardships. For instance, a gathering of only imaginative individuals will think of a ton of thoughts, yet not even one of them will be understood. A group made up totally of specialists can fail to focus on the bigger picture (Diab-Bahman 2021). A team performs better if it understands the many roles that are necessary to achieve a certain objective and can include those responsibilities inside the group (Sergeevna, Stepanenko, and Arkhipova n.d.).

This was the evaluation about which I was generally fascinated. Even though appreciation contrasts all through settings, I was interested to see what ways of behaving I showed in group situations. As anticipated, the discoveries in Appendix 03 uncover that I am a cooperative person. This is my most predominant group work, as confirmed by the 19% innovative angle. I agree that the group is nice, stable, loyal, supporting, obedient, non - competitive, and unassailable, as described. I`m astonished that I only have a 6% completion rate given I`ve completed several group tasks in university. This is because as cutoff times approach, I become apprehensive, concerned, steady, and self-controllable. By and large, the chart in Appendix 3 is right since, contingent upon the situation, I present all parts of group liabilities, as the extent vacillates from 19% to 3%, discarding group laborers. (Diab-Bahman 2021).

During my studies, it will be challenging for me to be more open to others, and creating new frameworks or works will be simple for me. Even though I have an excellent communication style, I prefer to be alone and avoid social events. To be skilled and competent in attitude and managing, I need to gradually mingle with others to comprehend their perspectives and appreciate their various points of view.

Conflict Handling style

Conflict management is the act of settling conflicts so that adverse results are limited and great results are focused on. This significant administrative ability involves an assortment of techniques in light of the situation, as well as arranging and imaginative reasoning. An association`s capacity to decrease relational challenges, further develop client bliss, and accomplish better business results may be generally improved by accurately overseeing struggle (Anh-Tho, et al. 2021). Working environment struggle doesn`t necessarily suggest that at least one representatives are at fault, notwithstanding, this might be the situation in certain conditions. Conflict resolution was broken down into four types in the evaluation I took. I received a 10 on the Style I scale, indicating that I try to avoid conflict at all costs. While this may be appropriate in some circumstances, there are a few issues worth fighting for. My fear of interaction and inability to deal with difficulties may drive me to abandon my own goals and, as strange as it may sound, jeopardize my interpersonal connections. I also got a ten in style III because I place more emphasis on excellent connections than you do on goals and ambitions. Because I do everything I can to avoid confrontation in the first place, I seldom find myself in one (Chung‐Yan, Greg, and Christin 2010).

As per the discoveries, I have two compromise strategies that I like as I scored 11 in Style II, IV, and V. The two essential styles have split the difference and genuineness, and transparency, affirming my suspicions. This demonstrates that I am worried about everybody and myself to a medium to a serious level (Parmer 2018). I feel it is basic to address others` interests with the goal that everybody benefits from a situation.

Self-assessments related to organizational processes

Organizational culture/corporate culture preference

An inside system through which firms can break down their general working environment culture is known as a social assessment.An examination of both the verifiable and express belief systems held by an establishment and developed by individuals engaged with it is many times the objective of such an assessment.

The Organizational Culture Assessment Instrument (OCAI), made at the University of Michigan by Kim Cameron and Robert Quinn, is a demonstrated examination device for evaluating hierarchical culture. An organization`s dominating traits, leadership styles, connecting processes, and general strategic focus are all common beliefs. Market, clan, hierarchy, and adhocracy are the four cultural types that come from this conceptualization (OCAI 2022). An association might be inside arranged and zeroed in on advancement, collaboration, action combination, and the board. It could likewise have an outside bearing, for example, assessing the commercial center, what`s plausible with innovation, what opponents are doing, what clients need, and enhancing tasks as a result.

Clan and Adhocracy, the two primary cultural kinds, received the most percentages from me. Because I`ll be starting a new job soon, it`s great that Adhocracy is the second most popular culture. Adhocracy is a style of the board that puts a superior on individual drive and self-association to get done with jobs. I want to play out my best and move gradually up the company pecking order, as I have in the entirety of my past business, so I should seriously mull over this perspective straightforwardly. It is expressed as guaranteeing consistent air, which is basic in the area (Simon 2022).

People are getting a lot of jobs in the management sector and organizations are working on the clan culture as it is highly favorable. Working in a clan culture can help me with collaboration as there are a lot of advantages in an organization that focuses on the integration of career creation and development. I am always interested in working in flexible and discreet workplace culture.

Leadership style

This is the other assessment I was intrigued about because I am a team leader at work and must demonstrate leadership abilities during all shifts. According to the tool`s results, I scored 71 out of 90 indicating that I am well on my way to becoming a good leader (Mind-Tools 2022).

As a team leader, I`ve discovered that I`m capable of performing a wide range of duties that are critical to the organization`s success. I feel that teamwork is the most effective technique to get better results. Sometimes I make emotional decisions that lead to incorrect conclusions, but I also have to be rational (Lekka, Healey, and Hill 2012). The Mind Tools Leadership Test has also been modified to analyze my leadership characteristics. As a team leader, I`ve adopted this methodology since it helped me develop inventive skills. My results regarding leadership are considerably high as I am working and playing a significant leadership role. Sometimes it can be stressful and I find myself in difficult situations but I can overcome them. These leadership skills have allowed me to have better career development and made my skills grow a lot (Al-Malki, Mohammed, and Wang 2018)

Conclusion

All of these assessments are beneficial in determining my performance as a team member, employee, and individual human being.This also aids in determining the types of projects I choose to do and my areas of competence. Interacting with others, in addition to the tools, is critical to understanding my character qualities and efficacy as a professional. These methods are useful not just for knowing my personality, but also for understanding the personalities of my colleagues. In my company, I`d want to use the tools to better comprehend the personalities of my employees. In addition, I would utilize them to analyze the shifts in my personality through time. This would aid in my self-monitoring.

Yes, there were some surprises, since the questions in the evaluations were quite intriguing, and I felt as if they were virtually speaking my mind. I found several new things, such as whether I was rational or emotional, if my heart or mind reigned over me, and a few other things. Yes, the results were slightly unusual because I thought that because I opened my emotions so effectively, I would be an extrovert by nature, but the findings showed that I am an introvert. I appreciated the alternatives for growth presented to me in the second personality test evaluation since it gave me a clear image of the abilities I need to conquer both as an individual and as a manager.

References

Al-Malki, Mohammed, and Juan Wang. 2018. "Leadership styles and job performance: A literature review." Journal of International Business Research and Marketing 3 (3): 40-49.

Anh-Tho, Siem Tran Thi, Oanh Nguyen Kieu, and Phong Thai Kim. 2021. "Applying Conflict Management Styles to Resolve Task Conflict and Enhance Team Innovation." Emerging Science Journal 5 (5): 667-677.

Ayub, Nailah. 2015. "Predicting suicide ideation through intrapersonal and interpersonal factors: The interplay of Big‐Five personality traits and social support." Personality and mental health 9 (4): 308-318.

Chung‐Yan, A. Greg, and Moeller Christin. 2010. "The psychosocial costs of conflict management styles." International Journal of Conflict Management.

Conte, Jeffrey M. 2005. "A review and critique of emotional intelligence measures." Journal of organizational behavior 26 (4): 433-440.

Diab-Bahman, Randa. 2021. "The impact of dominant personality traits on team roles." The Open Psychology Journal 14 (1).

Diehl, Manfred, B. Alexandra, S. Linda, and Labouvie Gisela. 1998. "Adult attachment styles: their relations to family context and personality." Journal of personality and social psychology 74 (6).

Fiori, Marina, Antonietti Jean-Philippe, Mikolajczak Moira, Luminet Olivier, and Hansen Michel. 2014. "What is the ability emotional intelligence test (MSCEIT) good for? An evaluation using item response theory." 9 (6): 988.

Gutiérrez, Luis González José, Moreno Jim Bernardo, Garrosa Hernández Eva, and Pcn Cecilia. 2005. "Personality and subjective well-being: Big five correlates and demographic variables." Personality and individual differences 38 (7).

John, P. Oliver, and Srivastava Sanjay. 1999. "The Big Five trait taxonomy: History, measurement, and theoretical perspectives." Handbook of personality: Theory and research 2 102-138.

Lekka, Chrysanthi, N. Healey, and H. Hill. 2012. "A review of the literature on effective leadership behaviors for safety." Report for The Health and Safety Executive prepared by the Health and Safety Laboratory.

Maul, Andrew. 2012. "The validity of the Mayer–Salovey–Caruso Emotional Intelligence Test (MSCEIT) as a measure of emotional intelligence." Emotion Review 4 (4): 394-402.

Mind-Tools. 2022. How Good Are Your Leadership Skills? June 01. https://www.mindtools.com/pages/article/newLDR_50.htm.

OCAI. 2022. About the Organizational Culture Assessment Instrument (OCAI). https://www.ocai-online.com/about-the-Organizational-Culture-Assessment-Instrument-OCAI.

Sergeevna, Kseniya Stepanenko, and Alexandra Anatol Arkhipova. n.d. "Balance of Team Roles Is Success of Modern Companies." М 31 Management and Marketing Challenges of the XXI Century: collection 115.

Simon, Andi. 2022. Want to Change Your Organization`s Culture? Try the OCAI! https://blog.simonassociates.net/on-the-brink/want-to-change-your-organizations-culture-try-the-ocai.

Appendices