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This paper examines my Prentice Hall Self-Assessment, according to the scores generated through a series of online questionnaires. Personality types have been shown to have various effects on company culture and workplace relationships. In this paper, I will analyze results of the various questionnaires, with respect to the strengths and weaknesses highlighted, but also speak on how through Christ strengths can be assets and weaknesses can be improved upon so that they serve as strengths as well, or at the very least are not obstacles to personal or professional goals. Interestingly enough, some of the survey results highlighted things I already knew. The personality tests gave me insight into not only my own personality traits and behaviors, but how organizational cohesiveness can be affected by them. The assigned article, “The Gospel and Personal Reflection” discusses personality strengths and weaknesses, as well as how through action, and Christ, weaknesses can be transformed into strengths. Part 1 of this research project included a series of questions entitled ‘What About Me’ where leadership style and personality type were discovered. Part 2 of the project took the information about my personality type a step further and explored organizational impact and individual performance. Step 3 of the assignment tied personality type, leadership style, organizational impact, and performance traits to Christian faith and values.

Keywords: personality, leadership, Christianity, Type A, score, organization

Step 1

Part I: What About Me?

Personality tests can be helpful in identifying or highlighting individual personality traits, strengths, and weaknesses, and through that helping people discover various ways to put gifts to use in their service to Christ (Fischer, 2006). The series of assessments given through the Prentice Hall Self-Assessment website didn’t provide new information about my personality, but highlighted and helped me further examine traits I knew I exhibited. There was a survey for each of several topics, including motivational and decision-making insights. Each survey was made of several questions, which, when answered provided a score (Pearson Education Inc, 2008). Below each score and survey was a detailed explanation of the score range and insight as to what it meant to fall on one end or the other of the scale, as well as a median.

The Five-Factor Model has been studied extensively (Judge and Robbins, 2009). One of the most interesting surveys here to me was the ‘What Rewards Do I Value Most’ questionnaire. I was not surprised to see that I had 5s, the highest value score, in areas like pay, job security, and pleasant working conditions, but found it interesting that I had significantly lower scores for things like recognition and friendly coworkers (Pearson Education Inc, 2008). While I value those things, the survey really highlighted to what extent I valued some of the other job rewards more.

The Type-A survey resulted in a score of 129, which was no surprise. I’ve actually been told that I have a type A personality both at work and socially. According to the survey, a score above 120 means I am a hard core Type A and may fair better in a job where there’s routine, where I can work alone, and where speed and accuracy are more important than creativity (Pearson Education Inc, 2008). The text describes someone with Type A personality as someone constantly operating under stress and who lives by deadlines (Judge and Robbins, 2009). Both describe my current position and several of my past roles very well In my current position where my department of three has to manage payroll, benefits, and two retirement plan options for a staff of 1400, as indicated in the survey analysis, my focus is often on quantity, not quality (Pearson Education Inc, 2008).

In the assessment on ‘My Attitudes Toward Workplace Diversity’ my score was a 33, meaning I was a diversity optimist (Pearson Education Inc, 2008). Ultimately I believe that a tremendous amount of experience, perspective, culture, and accomplishment can be achieved in the workplace by including people from many different backgrounds (Judge and Robbins, 2009).

Part II: Working With Others

One of the assessments I found interesting in this section was the ‘What’s My Leadership Style’ survey. I scored a 6 on both concern for people and concern for task (Pearson Education Inc, 2008). This is consistent with my actions in my current position. I try very hard to allow freedom within deadlines and limitations for my direct reports. While some level of creativity is allowed, I am also concerned with getting tasks done efficiently, accurately, and timely (Pearson Education Inc, 2008).

My preferred style of handling conflict, based on the assessment is through working with my team members and coworkers. Great listening skills are essential to being able to resolve conflict while keeping everyone’s interests in mind (Fischer, 2012, LP-5, Slide 1; Pearson Education Inc, 2008). The text also states that attempting to work with all parties to find a win-win solution works to ensure that the goals of everyone are achieved (Judge and Robbins, 2008).

Part III: Life in Organizations

In this section of the assignment, organization structure is analyzed. In the assessment that delves into ‘What Type of Organizational Structure Do I Prefer’, I scored above 60, indicating that I prefer more of a mechanistic than organic design to the organization for which I work (Pearson Education Inc, 2008). I also prefer an environment that is formal, structured, and rule-oriented (Fischer, 2012, LP-5, Slide 2).

Step 2

According to a recent article in the Journal of Applied Psychology, personality tests can be used to predict individual differences in people’s performance at work (Hogan, 2012). As performance assessments move from general to specific criteria, Hogan and Holland’s study noted that all Big Five Personality dimensions predicted relevant traits like agreeableness and openness to change. It’s important that employers are aware of individual personality characteristics as well as technical skills in order to achieve organizational cohesiveness (Fischer, 2012, LP-5, slide 3). Different jobs require different technical skills, but many also require very specific personality traits (Hogan, 2012). Galatians says, “But the fruit of the Spirit is love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, self-control; against such things there is no law” (Standard English Version, Galatians 5:22-23). The many qualities required to do various jobs within an organization would benefit from traits like patience and self-control. These are traits that, even in the workplace, as with walking with Christ, can be appreciated, make better workplace environments, and better servants (Fischer, 2006).

Becoming a Better Co-Worker, Employee, and Manager

In this assessment I had a high motivation to manage (Pearson Education Inc, 2008). One of the factors here I believe was my strong tendency to prefer task-oriented environments. As with any organization, one of the characteristics of a strong leadership team is the ability to adapt to change (Judge and Robbins, 2009). In order to become a stronger leader, though, and a better coworker, I am going to make the conscious effort to continue to focus on and monitor tasks, but also pay more attention to the people aspect and my communication skills (Fischer, 2012, LP-5, slide 3).

Step 3

The Gospel and Personal Reflections

As an ISFJ personality type, I have various effects and tells about my personality, the way I handle difficult situations, and my social interactions. Combining the desire to do well with tradition my personality type is often found in medicine, academia, and charitable social work, though I believe I make it work well in my current capacity also. Doing well is a very strong desire of mine, along with the hope of someday having an executive-level position in an organization where I can make real change. At times, I believe that God tests me to judge whether I will consistently do what is fair and appropriate, while other times I believe He is already using me where He needs me to make change. The only thing of which I am certain is that while I am able, it is right to continue to use my positions to positively impact lives and to serve Him.

References

Fischer, Kahlib. (2009). AWorldview Perspective on Organizational Behavior. Retrieved from https://learn.liberty.edu/bbcswebdav/pid-11702579-dt-content-rid-93617240_1/courses/BMAL500_D13_201620/BMAL500%20Updated%20Presentation/1-Worldview%20and%20OB-12-19-2012.ppt/index.html

Hogan, Joyce, Holland, Brent. 2003. Journal of Applied Psychology. Using Theory to Evaluate Personality and Job-Performance Relations: A Socioanalytic Perspective.

Judge, Timothy A., Robbins, Stephen P.2013. Organizational Behavior (15th Edition). Upper Saddle River, NJ.: Pearson/Prentice Hall.

Jung, Carl. (2016). Jung Typology Test. Retrieved from

http://www.humanmetrics.com/cgi-win/jtypes2.asp

Jung, Carl, Briggs-Myers Isabel. (2016). The Personality Page. Retrieved from

http://www.personalitypage.com/

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