MAN201 Organisational Behaviour - Free Samples to Students

Introduction

Self - evaluation is very important to rise as a great frontrunner and an executive thus it is serious to be self-evaluated and influence on the strong point and minimize the weak points. The fundamental drive of being self- conscious is to restore comprehends one, and therefore generates individual and specialized goals (Ozga, 2009). The drive of this report here is to explain brief introduction of the self-assessment with Big five Personality traits, McClelland Needs Analysis, MBTI and Thomas-Kilmann conflict style tool z. This report will also critically examine the outcomes and replicate on the same ((Brosan, Reynolds and Moore, 2008). The outcome of this report will be connected to my future ambition as a frontrunner or an executive; moreover a strategy plan will be formed on the foundation of these outcomes to advance leadership abilities for my future.

Brief Assessment of the Findings

The Big Five Assessment explores the scores of a person on five main magnitudes of the character; Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism (Turiano et. al., 2013).

The medium score in Openness indicates that I am average imaginative, exploratory and an intellectual individual who is ok with current life along with investigating nature sometimes with ideas. Medium score in openness is too a replication of my average curiosity in sculpture and philosophy.

My score at this time is little bit above average, which I consider is correct as I do ample self- regulation and well organization of things. This personality attribute of Conscientiousness describes the capability of the individual to work out and express self- regulation and self-restraint in individual`s life (Vernon et. al., 2008).

I am having high score in Extraversion which denotes that I am welcoming and have an energetic social lifespan. This attribute regulates the preference of the individual to pursue inspiration from the external world, which is connected to courtesy from other individuals.

I am having low medium Agreeableness which indicates that I am having low level of compassion and is not continuously willing to assistance others because I believe they should learn how to handle things. This is one attribute which regulates the propensity of an individual to put others individual requirements above their own (Van der Linden, Nijenhuis and Bakker, 2010).

I am having lowest score in natural reaction which indicates that I am not easily getting affected by negative emotions. This character attribute regulates the propensity of the individual to knowledge damaging emotions just like distress, sorrow, nervousness and other such feelings.

MBTI Test

ENFJ (Extraversion, Intuition, Feeling and Judgment) is an abridgement used as important segment of MBTI to mention to one of 16 personality types. The common insight of ENFJs is person-focused individuals. They grow in the sphere of people potentials (Lu and Hsiao, 2010). They have outstanding person’s abilities. They understand and care about persons, and have a distinct aptitude for carrying out the finest in others. ENFJ's key attention in life is generous love, provision, and a good period to other persons.

Extraversion - Favor spending their time with outside world to remain in contact with the world.

Intuition- Always highlighting on the greater depiction and stay absent from old management.

Feeling –Respect emotions of others and ready to guide with their life experience..

Judgment -These types of individuals keep their all choices exposed and are inadequate due to the arrangement and preparation (Knobbs and Grayson, 2012).

Conflict Management Styles

Dominant Style for me is OWL

Back up style for me is Teddy Bear

The conflict management style of Owls is permanently attentive on discovery resolution to the difficult and producing a win-win condition for mutually parties. Owl beliefs aims and association while handling the conflicts in the company (Stoltz, Young and Bryant, 2014). It receipts a lot of period and vigor to solution the encounter, but the conclusion is always optimistic.

The conflict management style of teddy bear permanently accentuate on human association while decoding conflict. This style of individual collaboration on their personal aims to convey what the parties believe. The major benefit of this plan is cooperative others whilst upholding association with individual.

McClelland’s Need Assessment

The outcome founded on the 15 question experiment and their marks are acknowledged in Achievement, Power and Affiliation in the following manner. Purpose of this score table is to under my personality related to Achievement, Power and Affiliation.

The outcome here establishes that I have a great need for achievement. Achievement and gratitude are the main two motivators which energize me in the organization and these motivators display my goal desire focus

Critical Analysis of the Topics and Reflection on Leadership Style

Big five Personality test guides to discover the character of the individual agreeing to the five factors. These factors are significant to guide the upcoming career way of an individual. The outcome shows that I believe in exploring the world with my own experience. It includes learning about changes that are happening in the current world and according to it be prepared for the future. One of the example is that I love to gain knowledge related HR analytics by reading books and interviews given by various HR analytics experts as I know that human resource department of the world is moving towards numbers i,e making use of statistics in HR.

This undoubtedly replicates that my leadership pattern will be experimental, as I endorse a philosophy of experiment. It indicates that I will ensure that the working of organization is innovative and individuals can put their effort in a creative manner. At the equal time, above average score in Conscientiousness is a replication of my nature to arrange my judgment making in strongly pattern and will formulate this strategy in the organization for the employees which will ensure success. One of the examples is that one of my class mate asked me for help in one of his topic by that person came to me without related material. When I came to know all this I decided to not help him because I believe that if a person has not gathered any material related to topic how that person can be serious about his topic.

MBTI Assessment

My assessment of MBTI test is ENFJ, which is portion of the 16 Personality attributes. ENFJs are person-focused individuals. Some of the appearances displayed by ENFJ kind of individuals, which comprises me are:

ENFJs are straight outward. They are outgoing, chatty and self-assured. They love individuals and social assemblies (Stoltz, Young and Bryant, 2014). They are eager by communication, are animated and passionate. Mentors are Spontaneous. They are original and bottomless. Their thinking procedure is intellectual and attentive on potentials.

Conflict Management Style

My conflict management style founded on the valuation is cooperative owl and helpful teddy bear. This combination can be seen better in the world, because as a person I continually looking for explanations to the difficult, and how the explanation can generate concord between both the parties (Shih and Susanto, 2010). I continually look to generate a win –win situation out of any encounter by concentrating on the aims and association between individuals. As a helpful teddy bear my emphasis in on the human association, I at this period negotiation on my aims and attention to give worth and benefit to other individuals. This is portion of my cooperating grace in my leadership.

The valuation for my leadership advantage here is that I can be reasonable, violent, collective and problem solving to exploit the productivity from an assumed situation (Trudel and Reio Jr, 2011). On other side, if I have to negotiation, I would retain the attention of other individual overhead, which is precisely what a talented leadership is in realism.

McClelland Test

My valuation reveals that I worth need for achievement above any other element in my personal and specialized life. These grips unconditionally truth for any individual, as I am a self-focused, I have highly motivated and ambition for me, and I generate aims to range my endpoint in a methodical manner (Dobbs, Furnham and McClelland, 2011). I always favor challenging parts and jobs, and I also give importance to opinion of other individuals, as it assistances me to explore the gaps in my personality and effort towards them. Management in need for achievement can be interpreted to what I suppose from other individuals, I would prize individuals who are ambitious, have big thoughts and want to succeed in their life (Tsetsos et. al., 2012). I would like to assist these individuals to achieve their life goals.

Action Plan

The action plan will be grounded on the SMART purposes I fixed for me for a period of one year. These purposes will assistance me to generate an action plan to attain those purposes. The SMART purposes are shaped for six months, and it goes as:

Be a Charismatic leader and interconnect successfully the need for change in the organization and central the upsurge of change hitching each employee and involving them in the change procedure (McAdams and Olson, 2010). I frequently tend to cooperation and put the importance of other individuals above; I have to effort on altering this condition and translate it to win-win model.

(Table 3)

Conclusion

Self-evaluation is the important element to become an outstanding leader and in command to evaluate one’s own character, overabundance of online tests is obtainable which aids an individual determine his individual personality. Valuation of one’s own personality aids in discovery the strong point, which can be improved to make benefit for one, and will help in lowering weakness. Overall I am an experimental person and value exploring world and try to evaluate new pattern of solving problem. I just want to become a Charismatic leader in the upcoming that motivates individuals for change management.

References

Brosan, L., Reynolds, S. and Moore, R.G. (2008) Self-evaluation of cognitive therapy performance: do therapists know how competent they are? Behavioural and Cognitive Psychotherapy, 36(5), pp.581-587.

Cyders, M.A. and Smith, G.T. (2008) Emotion-based dispositions to rash action: positive and negative urgency. Psychological bulletin, 134(6), p.807.

Dobbs, S., Furnham, A. and McClelland, A. (2011) The effect of background music and noise on the cognitive test performance of introverts and extraverts. Applied cognitive psychology, 25(2), pp.307-313.

Knobbs, C.G. and Grayson, D.J. (2012) an approach to developing independent learning and non-technical skills amongst final year mining engineering students. European Journal of Engineering Education, 37(3), pp.307-320.

Lu, H.P. and Hsiao, K.L. (2010) the influence of extro/introversion on the intention to pay for social networking sites. Information & Management, 47(3), pp.150-157.

McAdams, D.P. and Olson, B.D. (2010) Personality development: Continuity and change over the life course. Annual review of psychology, 61, pp.517-542.

Ozga, J. (2009) Governing education through data in England: From regulation to self?evaluation. Journal of education policy, 24(2), pp.149-162.

Shih, H.A. and Susanto, E. (2010) Conflict management styles, emotional intelligence, and job performance in public organizations. International Journal of Conflict Management, 21(2), pp.147-168.

Stoltz, M., Young, R. and Bryant, K. (2014) Can teacher self-disclosure increase student cognitive learning? College Student Journal, 48(1), pp.166-172.

Trudel, J. and Reio Jr, T.G. (2011) Managing workplace incivility: The role of conflict management styles—antecedent or antidote? Human Resource Development Quarterly, 22(4), pp.395-423.

Tsetsos, K., Gao, J., McClelland, J.L. and Usher, M. (2012) Using time-varying evidence to test models of decision dynamics: bounded diffusion vs. the leaky competing accumulator model. Frontiers in neuroscience, 6, p.79.

Turiano, N.A., Mroczek, D.K., Moynihan, J. and Chapman, B.P. (2013) Big 5 personality traits and interleukin-6: Evidence for “healthy Neuroticism” in a US population sample. Brain, behavior, and immunity, 28, pp.83-89.

Van der Linden, D., te Nijenhuis, J. and Bakker, A.B. (2010) The general factor of personality: A meta-analysis of Big Five intercorrelations and a criterion-related validity study. Journal of research in personality, 44(3), pp.315-327.

Vernon, P.A., Martin, R.A., Schermer, J.A. and Mackie, A. (2008) A behavioral genetic investigation of humor styles and their correlations with the Big-5 personality dimensions. Personality and Individual Differences, 44(5), pp.1116-1125.