MGMT 320 Organizational Behavior
I want to begin this paper by stating what my initial thought was once I reviewed and analyzed all of the results, I can sum it up into one word – WOW! These results couldn’t be more dead-on than they are; about ninety-five percent of the results hit the nail on the proverbial head. Yes, I disagree with about five percent of the analysis, but overall, it’s amazing how accurate these scores reflect individuals various behaviors and management types and as I took these assessments, I kept thinking, “quite a few of these questions are somewhat ambiguous.” Understanding your role as an individual within your organization, as well as the role of other individuals and groups will help aid in your understanding of your organization’s behavior and how to understand the various arrays of discipline associated with organizational behavior. Organizational behavior is defined as, “a field dedicated to better understanding and managing people at work.” (MetroState) Organizational behavior consists of both application and theory, with a focus on people within an organization. With that focus on people, organizational behavior deals with understanding how behavior affects individuals and groups within your organization. I believe that understanding your role, your affect on an organization’s behavior, in turn allows for a greater understanding of the others effectiveness regarding behavior and performance. Therefore, the following self assessments were taken to help provide me with a better understanding as to how my personality, my temperament, my ability to self-monitor, locus of control, conflict handling, decision handling, communication under stress, and finally, emotional intelligence affect not only my role in an organization, but also those affects on other individuals or groups. Body
The first assessment I completed was the International Personality Item Pool. What is personality? I believe an individual’s personality is shaped early in life by their behaviors and experiences. I also believe that one’s personality can/will change. “Personality is the combination of relatively stable physical and mental traits that give each of us our identity.” (MetroState) My ratings in each category weren’t that surprising. Once I reviewed the results of this personality assessment and thought about how these results apply to my current role within the organization I work for, I came up with the following assessment.
I will now breakdown the “Big Five” personality dimensions (Extraversion, Agreeableness, Conscientiousness, Emotional Stability, and Openness to Experience). Number one, extraversion; “extraversion refers to a person’s comfort level with relationships.” (MetroState) An extravert is generally outgoing and friendly, very sociable and assertive - the type that’s going to say “let’s go!” or to draw attention to themselves. That last piece, “draw attention to themselves,” I disagree with. I am everything described as what an extravert should be except that piece, I dislike being the center of attention or the one who’ll take credit, it’s not about me, it’s about the success of the company. My extraversion dimension scores were considered high; overall this score was a 78. This score indicates that I am sociable, outgoing, energetic, and lively and that prefer to be around people. (IPIP-NEO) The only piece I disagree with is “that I prefer to be around people,” it really doesn’t matter to me. Within this extraversion dimension, my gregariousness score (87) and activity level score (88) were the highest, the lowest was my excitement-seeking score (41), which really surprised me. I seek out thrills and excitement – zip-lining over ravines, parasailing, bungee jumping and I love these types of excitement. Taking a risk is a natural endorphin high. The other facets within this dimension ranged from 65 to 78. Relating this to a current...