...Finding the leader in you BUS 520: Leadership and organizational behavior October, 2013 Develop a profile of your personality characteristics and assessment results Personality traits are enduring characteristics describing an individual’s behavior. There are many personality types and at times it becomes difficulty to pin a person to just one type. More often than not a single person may possess different personality traits. The big five personality dimensions are; extraversion, agreeableness, conscientiousness, emotional stability and openness to experience (Schermerhorn, (2012). I am a strong willed person, I am compassionate and courageous. I do not give up easily and therefore I have a strong drive to keep going. I am more compatible with people that are fair and hardworking leaving little to no room for slackers. Summarize the results of the assessments completed for homework on week 1 The summary of the assessments done in week 1 indicated that I am a person with strong managerial skills that tends to be more transactional than transformational, in the leadership style. It is suggested that I can improve in my acceptance of change in general. I can also flourish better if I learn to delegate and become a leader rather than a manager. I must learn to trust that others can accomplish as much as I can though they may choose a different route to arrive to the same goal. I am not fond of schedules and limitations and therefore use intuition, an ability...
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...ASSIGNMENT 1: FINDING THE LEADER IN YOU: SELF ASSESSMENT 2 Develop a profile of your personality characteristics and assessment results Self-assessment is a process if knowing oneself in detail, (e.g. your likes and dislikes). In various situations such as stressful, difficult, pleasant, and unpleasant situation, what are your reactions and how one handles these situations? Self-assessment measure one’s preferences, interests, and behaviors in order to define their personality type. Self-assessment can also help people better understand the organizational behavior and change oneself according to the environment. An accurate profile of my personality characteristics would read: progressing 21st Century leader who deal with things according to how I feel about them, or how they fit into my value system; interested in contributing to people’s sense of well-being and happiness, and will put effort and energy into tasks which I believe in; a “doer”, and usually uncomfortable with theorizing concepts and ideas, unless I see practical application; do not like impersonal analysis, and uncomfortable with the idea of making decisions based strictly on logic (Wellington & Page, 2011). The ability to achieve positive results through transformational and transactional leadership (Schermerhorn, Osborn, Uhl-bien, & Hunt, 2012), proven intuitive skills, keen sense of achieving results through comprising and excellent problem-solving techniques; achieved...
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...Finding the Leader in You Introduction People have different types of personalities and each manager has different ways of managing. Finding out about the personality and how to deal with people can help a manager deal with subordinates and employees. A person who can learn how to deal with subordinates can grow and to have a better relationship with the employees. Knowing their own personality can help the person to have a personal understanding of issues, planning, and definitely professional development. A leader has to know how to analyze and understand his or her own leadership style to be able to deal with diversity and how to influence decision making. In this paper I am going to analyze and talk about my leadership style. My personality characteristics I was required to take a Self-Assessment test which is attached to this paper as appendix 1. The test shows that my personality is focused on a future leader but I still have to improve a lot of areas if I want to one day become a leader/manager. My skills and foundation are strong but I need to work on my self-confidence and learn how to schedule my day, from beginning to end, making better use of my time. I have a good balance between the “Transformational” and “Transactional” leader which is good because a good leader should have a good balance between both. Since my self-confidence is not very high, I am uncertain of my intuitive ability, usually I second guess myself and even though I know I am right I am...
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...Running head: FINDING THE LEADER IN YOU1 Finding the Leader in You: Self-Assessment Jasmine N. Nance Business and Organizational Behavior Dr. Laura Poluka April 28, 2014 Finding the Leader In You: Self-Assessment I am a flexible and experienced health care worker with excellent organization skills and detail-oriented. I am a good communicator with proven inter personal skills and am used to working in a team while also being capable of using my own initiative. I am skilled In dealing with problems in a resourceful manner and negotiating to achieve beneficial agreement. I am ambitious, loyal and always enthusiastic to learn and undertake new challenges. As part of week one assignment I was required to complete the following self-assessments: A Twenty-First-Century Manager, “TT” Leadership Style, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and “Which Culture Fits You?” The first assessment I took was A Twenty-First-Century Manager. This assessment offers a self-described profile of my management foundation. I was to rate myself on characteristics such as resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, self-objectivity, introspection and entrepreneurism. The results of the assessment indicated that my PMF score was 9.5. According to the interpretation, there are not too many perfect 10s but I take pride...
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...STRAYER UNIVERSITY WEEK 3 Assignment 1: Finding the Leader in You: Self-Assessment/Johari Window Joyce B. Shaw Dr. Sandra R. Bryant, Instructor BUS 520 - Leadership and Organizational Behavior April 26, 2013 Finding the Leader in You: Self-Assessment/Johari Window The originators of the Johari Window, Joe Luft and Harry Ingram, developed a model to improve self-awareness and promote understanding between individuals in a group. The model consists of four quadrants (or windows) that provides information that we know about ourselves, what we do not know about ourselves; what others know about us, and what others do not know about us. They state that communication involves information; however information is not static but moves from one quadrant to another by means of awareness, insight, self-disclosure, and feedback (Johari Window, 2009). This author completed a Jung Typology Test (2013), which noted a preference toward introversion (78%) over extraversion, sensing (12%) over intuition, thinking (38%) over feeling, and judging (33%) over perceiving. The essence of Jung's psychological type theory is that much seemingly random variation in behavior is actually quite orderly and consistent due to basic differences in the way individuals prefer to use their perceptions and judgment. Perception involves how people become aware. Judgment entails coming to conclusions about what has been perceived. Systematic differences in how perception and judgment are...
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...Finding the Leader in You Understanding human behavior and developing strong human skills is critical in the workplace because organizations are composed of individuals with different traits, values, motives, and perceptions. Successful leaders gain a positive influence by constantly learning and developing their human skills. People align with them because they value their ideas. They choose to follow a leader because they want to, not because they have to. With that being said, it is important for leaders to use self-assessment tools to understand their strengths and weaknesses. To begin my journey of becoming the best leader I can be, I developed a personality characteristics and assessment profile, summarized the results of several self-assessment exercises, and analyzed how attributes speak to my relationships and career choice. Personality Characteristics and Assessment Profile I am a twenty-first-century manager that can still improve on many basic management foundations. I am more of a transactional leader by nature. I need to improve on my intuitive abilities, however, I am good with solving conflicts. I excel with time management and prefer a more mechanistic organizational structure. The best cultural fit for myself is “the academy”. Summary of Assessments A Twenty-First-Century Manager I scored a 7 on this test, leaving plenty of room for growth. Leaders must work hard to continually grow and develop these basic management foundations. The test allowed me...
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...Finding the Leader in You When information is given back to a person, many reasons may be behind it. It may be appraisal or critique. When it is supposed to be an appraisal, the recipient has no ability to change the way the person relaying the information will transmit it. It’s upon him or her to decide if to treat it as positive or negative feedback. The person who treats it as positive feedback has the ability to change the areas that need change without much resistance and while the person who perceives the feedback as negative will tend to bend low with a dwindled self-esteem and may end up reacting in a depressing manner. When the information being communicated is a critique, the recipient is also the determinant as to whether, the feedback will bring a change in the person or he or she will react to the information. Openness to feedback is a challenge to many people today since when one speaks about their personal experiences they fear being judged inappropriately. In the work place, workers are afraid of getting back information because they fear being perceived as weak, uncertain and deficient of confidence. Therefore, they tend to evade returning information that would result to change and that would bring about positive outcome in the organization (Reeves, D. B., 2006). Some factors that may make an individual to react negatively is lack of self-esteem and the inability to pick out their strengths and utilize the information they get about their mistakes to...
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...Finding the Leader in You: Self-Assessment Organizational Behavior BUS 520 Dr. Ras Tsidi Acolatse July 23, 2013 Finding the Leader in You: Self-Assessment An accurate profile of my personality characteristics would read: progressive 21st Century leader, able to achieve positive results through transformational and transactional leadership (Schermerhorn, Osborn, Uhl-Bien, & Hunt, 2012, p. 310), proven intuitive skills, keen sense of achieving results through compromising and excellent problem-solving techniques; achieved success in organizations developed through organic or mechanistic design. The results of my self-assessment portfolio reflect profile management foundations (PMF) of an individual with the necessary traits to manage and lead others in fluid, fast pace, and sometimes, volatile organizations. My “A Twenty-First Century Manager” score of 9/10 is the culmination, results of over 40 years in the workforce. Every job and professional experience has built upon the other in providing me the traits of being an effective leader in the 21st Century and beyond. I have gained and maintained the requisite skills to be an effective manager, and I possess the necessary traits for achieving mission success in organizations with varied and diverse missions, whether it is a Government agency/entity, or a private organization. I also have the ability to be both a transformation leader (score 24) or transactional leader (26), as dictated by the vision, goals, and objectivities...
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...Assignment 1: Finding the Leader in You: Self-Assessment/ Johari Window The purpose of this paper to better understand Organizational Behavior and how I fit in the dynamic of it. Organizational Behavior is the study of human behavior in organizations (Schermerhorn, Jr., Osborn, Uhl-Bien, & Hunt, 2012). Organizations have been forced to adopt new strategies and try new processes to remain successful. If the companies do not keep up with the continuous evolvement, they will fall behind. With all of the changes taking place, it is very important for individuals to know their strengths and weaknesses to reach their goals. What better way to do so but to take self-assessments to help point out what we may not know. We may believe we have our personalities figured out, but could be sadly mistaken. The Johari Window analysis developed by Joseph Luft and Henry Ingram, points out that others may know things about us that we are unable to see or are not willing to admit. It is normally represented in the form of four windowpanes, each representing a type of communication exchange. The windows include: Arena, Unknown, Blind Spot, and Hidden (Armstrong, 2006). Profile of Personality Characteristics and Assessment Results After completing the Johari Window, I took the time to send the required link to four of my friends and colleagues to get their answers. I can say the results were not very surprising. For my Arena window I found that my personality traits included me...
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...520 Leadership and Organizational Behavior February 9, 2014 1. Provide a brief (one [1] paragraph description of the organization you chose to research. Zappos is an online shoe retailer that is based out of Las Vegas, Nevada, it was founded in 1999 and has sold millions of dollars in shoes and other items such as clothing, purses, electronics, housewares and jewelry. Today Zappos employs over 1500 employees and since inception has sold over 10 million customers and as of 2008 had more than $1 billion in sales. Zappos has over one hundred thousand followers on twitter and 9000 Facebook followers making it a very popular company. The company believes in customer service and was “ranked by Fortune magazine in 2013 as one of the top 100 companies to work for” (2013). 2. Examine the culture of the organization. After examining the culture of Zappos, I found that it is a customer service based culture. The company believes in the customer and the CEO Tony Heish fills “at Zappos our higher purpose is delivering happiness” (2009). The CEO is dedicated to the company as well as spreading his message; he engages all employees in five weeks of training as well as offers other companies the opportunity to learn from his successes. 3. Explain how you determined that the selected organization showed the signs of the culture that you identified. The Zappos culture was easily identified by all the articles, the customer feedbacks and blogs, as well as employee...
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...William Ward has been in a leadership role for the past six years. Currently, he has a staff of five that ranges in age, gender, experiences, and personalities. Ward believes that one’s personality characteristic contributes to the leadership style one uses in their current role as a leader. A series of self-assessment tools was taken by Ward which has contributed to the development of his personal characteristics profile. This paper will include a discussion of Ward’s personal characteristics, self-assessment results, a summarization of self-assessment results, and an analytical view of how attributes/scores relate to his relationships and career choices. Based on life experiences, the development of personality characteristics tends to come to the forefront of one’s identity. Ward believes that he is flexible, versatile, motivated, personable, diplomatic, tactful, poised, and competent with demonstrated ability to easily transcend cultural differences. The “Are You Left or Right Brained” activity indicates that Ward is “Left Brained.” Since Ward is Left Brained, he is logical, reliable, rational, and enjoy schedules and routines. He also likes to know he can count on things, and change is difficult to deal with. Ward is interested in working with numbers and following rules, with little-to-no interest in less structured subjects. As a manager, he works hard to build his skills as it relates to his management foundations. As it relates to leadership, Ward wants to inspire...
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...Self-assessments can sometime determine the type of leadership skills a person may have. Most assessments can help a person determine their strengths and weaknesses that however will help them increase their leadership skills on account of becoming a leader. I however took several assessment to determine what type of leader I am. The assessments that I took were the “A Twenty-First-Century Manager, “TT” Leadership Style Assessment, Intuitive Ability, Conflict Management Strategies, Time Management Profile, Organizational Design Preference and Which Culture Fits You.? I was really confident that I would blow this out the water. I had to go back and reevaluate my leadership skills after I reviewed my results. With the Twenty First Century Manager assessment which offers a self-described profile of myself in regards to my management foundations my score was an 8. Receiving an 8 wasn’t very surprising, because I am a very well structured independent young woman. My TT Leadership Style Assessment will give the impression of my tendencies toward transformational leadership and transactional leadership. The score that I received for a Transformational leader was a 29 and so on the score I received for a Transactional leader was a 16. Intuitive ability my assessment score was a 6. Conflict Management Strategies, this assessment actually made me question myself how do I really behave in conflict situations. My scores were somewhat okay. They are; Yielding tendency: 15 Compromising...
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...Assignment 1: Finding the Leader in you: Assessment / Johari Window Student Mohamed Kamara Professor Hammad Elbedour Course Leadership and Organizational Behavior Date 01/19/2014 Upon completion of my self-assessment, I have developed a profile of my personality characteristics based on assessment results. This essay summarizes my assessment results with analysis of attributes that addresses my career choice as leader in management. My self-assessment also includes learning of the Johari window in my leadership practices. My career choice has been enhanced with understanding of management issues, styles and practices. I have reviewed what it takes to be a twenty first century manager, leadership styles, intuitive ability, conflict management strategies, time management profile, organizational design preference and cultural learning. A twenty First century manager The assessment determines competencies and profile of managers. My PMF score is 7, which means there are areas in management I need to develop. The learnings are managerial skills one can develop to be successful. They include resistance to stress, tolerance of uncertainty, social objectivity, inner work standards, stamina, adaptability, self-confidence, introspection and entrepreneurism. I will continually strengthen these...
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...Assignment 1: Finding the Leader in You: Self-Assessment / Johari Window Jamaica McAllister MKT500 April 28, 2014 Dr. Strayer University Compute the elasticitites for each independent variable Price=-10*8000 = -.6107 Inelastic 131,000 Advertising= 1500*8000=91.603 Elastic 131,000 PX= Price of leading competitors product 5*8000= .3053 Inelastic 131,000 I=Per Capita Income 10*8000=.6107 131,000 Determine the Implications for each of the computed elasticities for the business in terms of short term and long term pricing strategies. Provide rationale in which you cite your results. The practice of price strategies involves charging a relatively high price for a short time where a new, innovative, or much-improved product is launched onto a market (Railey, 2012). The objective with strategies is to introduce the low calorie microwavable food around the world quickly in 26 markets in the month on April; prices are lowered later when demand from the “early adopters” falls long term forecasting. The success of inelastic -.6107 price strategies is largely dependent on the inelasticity of demand for the product either by the 26 supermarkets as a whole, or by certain fourth month projecting. High prices can be enjoyed in the short term where demand is relatively inelastic. In the short term the supplier benefits from ‘monopoly profits’, but as profitability increases...
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...Leadership and Leader Identity Module Code: HR 4033 12/13/2014 LONDON PROPERTY AND FINANCE Word Count: 4370 except conclusions Table of Contents Introductions 4 Self awareness; 4 Importance for managers and leaders; 4 Continuing Personal and Professional Development [CPPD] 5 The CPD procedure is important for managers and leaders as 5 My role in my own organisation and experience of leadership: 6 My role in London Property and Finance: 6 Change in the management and its impacts on my role: 6 Leadership and identity: 8 Leadership- A preface 8 The current literature on leadership contemporary theories and models- A review: 8 Importance of values in leadership behaviour: 8 Self concept and its Importance to leadership effectiveness: 10 Application and relevance of self awareness to my role in London Property and Finance: 10 Leadership Tools and Techniques-A Brief Discussion & Self Analysis 11 Traits leadership 11 Strengths of Trait Theory: 11 Limitations of Trait Theory 11 Implications of trait theory in my job roles: 11 Findings in relation to my practice as a manager/leader: 11 Situation leadership 12 Strength of Situation leadership: 12 Weakness 12 Findings in relation to my practice as a manager/leader: 12 Authentic leadership 12 Strength 12 Weakness 12 Implications in my jobs roles: 13 Findings in relation to my practice as a manager/leader: 13 Self Analysis through leadership Tools –My Methodology 13 The Johari Window 13 Findings in relation...
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