Hi Team this assignment is a self analysis assignment related to the unit name organizational behavioiur. For making your task easy I have attached the one example as well which will help you out ....

Hi Team this assignment is a self analysis assignment related to the unit name organizational behavioiur. For making your task easy I have attached the one example as well which will help you out . Thanks

ASSIGNMENT- SELF ANALYSIS Guidance on Assessment : Assessing and developing yourself as a manager Assignment task: The concept of management/leadership emphasises self-awareness as the first step in a person’s ability to manage and lead others. A good understanding of our personality, values, emotions, team role preferences, leadership style, conflict handling style, change adaptability etc. helps us in being more authentic as a manager and leader and help lead others in organisations and life. This task requires you to examine a range of self-assessment tools with the aim of reflecting on and understanding the self. You have to undertake six self-assessment exercises (references to these tests must be included with your assignment). These may be taken from relevant online sources, Organizational Behaviour text-books or others that you have completed through work within the past two years. You are required to integrate relevant Organizational behaviour literature and research throughout your analysis. Word limit: 2300 words (+/- 10% acceptable) excluding the reference list and appendices but including all headings, sub-headings and in-text references. Assignments that are more than 10% over the word limit will be penalised. References: A minimum of ten academic references are essential. You need to use Chicago 17B referencing style. Task details: Any SIX (6) self-assessments must comprise two (2) each of the following three categories: Category 1: Individual behaviour and processes (this includes the topics of individual behaviour, personality and values, perception, workplace emotions, attitudes and stress, motivation, decision-making and creativity) Category 2: team processes (this includes topics of team dynamics, communication in teams, power and influence and conflict & negotiation) Category 3: Organisational processes (this includes topics of leadership, organisational structure, organisational culture and organisational change) Category 1: ‘Individual behaviour and processes’ self-assessments. Examples of self-assessments related to individual behaviour and processes include the following: Personality tests: https://www.123test.com/personality-test/ http://hexaco.org/questionnaire_quiz Self-esteem test: https://openpsychometrics.org/tests/RSE.php Emotional intelligence: https://globalleadershipfoundation.com/geit/eitest.html Creativity: https://www.mindtools.com/pages/article/creativity-quiz.htm Category 2: ‘Team processes’ self-assessment. Examples of self-assessments related to team processes include the following: Team roles: https://www.123test.com/team-roles-test/ https://www.belbin.com/belbin-for-individuals/belbin-individual-reports/ Conflict handling styles: https://psychologia.co/conflict-resolution/ http://www.blake-group.com/free-assessments Communication style preference: https://www.leadershipiq.com/blogs/leadershipiq/39841409-quiz-whats-your-communication-style Category 3: ‘Organisational processes’ self-assessments. Examples of self-assessments related to organisational processes include the following: Preference to organisational structure McShane, Steven, Mara Olekalns, Alex Newman, and Angela Martin. 2019. Organisational Behaviour: Emerging Knowledge. Global Insights. 6th ed. Sydney, NSW: McGraw Hill Australia. (ISBN/ISSN: 9781760421649) Organisational culture/corporate culture preference https://www.ocai-online.com/products/ocai-one Tolerance to change https://www.quia.com/sv/551724.html Leadership style https://www.mindtools.com/pages/article/newLDR_50.htm Having completed the required assessments (copies/results of which are to be handed in as an Appendix but the tests themselves are not included in the word count) you may consider the following in the assignment: • Why you chose the particular assessments you completed ‐ were there particular areas of your behaviour you were trying to understand? • What do the self‐assessments that you have completed tell you about yourself as a manager and as a person? • Based on an increased understanding of yourself, what is likely to be challenging for you as you move through your course of study and your career? What is likely to be easy for you? • Were there any surprises in the assessments you completed? That is, were the results different to what you expected? • If there were no surprises in the assessments you completed, why? • The usefulness of the self-assessments you have completed with respect to your own development. • What you will do differently (if anything) as a result of these self-assessments and how you might monitor if the changes you want to make are working. • Any reservations you have about the particular tools you used. • Anything else that you feel is relevant. Structure: The assignment should be structured so that it includes a brief introduction about your personal and professional background and how you intend to benefit from this assignment. Relevant headings and sub-heading should be used throughout the paper. For example under heading on ‘self-assessments related to individual behaviour and processes’, you can use the subheadings of ‘Big-5 personality test’ and ‘Emotional Intelligence Questionnaire’ to critically evaluate the tests and the results. A brief conclusion should be provided at the end. No new themes should be introduced in the conclusion. Assessment copies/results should be attached as appendices after the reference list. Document formatting: Time New Roman or Arial font, size 12, normal page margins and double line spacing. Individual Assignment Assessment Three Management and Organisational Behaviour MGMT5007 Lecturer: Sonia Raghav 31 May 2019 Word Count: 2,614 Introduction After graduating from high school in 2013, I have only been at University and involved in casual jobs. I have three additional units to complete my course. I have already graduated with a Bachelor of Science (Psychology) and a Graduate Diploma in Human Resource Management. With my university degrees I hope to become a Human Resource Generalist. Currently, I work at Organisation X as a Customer Service Supervisor. Additionally, I am a swimming teacher and work on the desk completing enrolments for the swim school. This assessment is a great tool to develop a deeper understanding in how I work in a group and in an organisation. I have a superficial understanding but it will be good to have figures to support how I perceive my behaviours and processes. From my Psychology degree, I already have an understanding of the selected individual assessments, although thought as I have matured, my reflection and results may differ. Self-assessments related to individual behaviour and processes Big Five Personality Test The Big Five Personality Test was necessary and influential within personality psychology as it provided five broad traits (Anglim and O’Connor 2018). It has emerged as a dominant descriptive model of personality (Anglim and O’Connor 2018). An advantage to the personality test was the predictive power as it has captured the five most fundamental personality dimensions, predicting outcomes such as academic performance, mortality, job performance and work behaviour (Anglim and O’Connor 2018). Historically, the Big Five was intended to measure and conceptualise at an individual level (Barceló 2017). Despite cultural differences, it can be generalised cross-culturally (Barceló 2017). Thus, due to its influential nature, I chose this assessment, with no reservations. As can be found in Appendix A, the results show I am dominant in agreeableness. Agreeableness is related to displaying caring and unselfishness (Syed, Rehman, and Kitchlew 2018). Furthermore, it includes variations of being considerate and kind, prosocial, empathic and cooperative (Rubin, Laursen and Bukowski 2018). I challenge being unselfish, as at times I find myself being selfish ensuring I gain what I need to positively work my way to the top in situations. Despite this, I agree with all aspects that describe the trait. Neuroticism as a second trait that cannot be challenged as I believe I am significantly susceptible to stress and negative emotions (Syed, Rehman, and Kitchlew 2018). This is something that I would like to monitor and work on. I expect the the career path I choose will be stressful as I strive to be a performer. Thus, it is could be suggested that I find a coping strategies to manage my stress. A strategy could include positive thinking or problem solving (Rabenu, Yaniv, and Elizur 2017). Moving forward after life studying, whilst developing my career, I hope to continue to show agreeableness traits and decrease neuroticism traits. I believe it will be easy to continue to demonstrate agreeableness although it may be challenging to remove toxic neuroticism traits. Thus, the correct techniques for the workplace need to be selected to control these feelings. Overall, the results were anticipated and define my personality well. There are traits that I show from other personalities depending upon the situation but in a regular situation, it can be considered accurate. I believe this to be the case due to my previous knowledge regarding the Big Five Personality Test. Emotional intelligence Questionnaire The Emotional intelligence self assessment has been recognised globally since it was published in 1995, thus no reservations for using the tool (Lai et al. 2018). Emotional intelligence considered as a set of abilities to reason emotions, which in turn enhance thought (Côté 2017). Additionally, it is about managing yourself and the relationships with others, having effective team work and leading others which positively impacts job performance and efficiency (Lai et al. 2018). There is a reasonable amount of research conducted on the questionnaire, thus no reservations about using the widely known tool. I was surprised with my low scores on the majority of the sections as I thought myself to be an emotional person. From my new understanding, I find it difficult to identify my own emotions. As I took psychology and talk to a variety of friends, I thought I could understand why others feel the emotions that they do. Although, my perception was wrong according to this questionnaire and I clearly only have an average understanding. When I become a manager, it will be important to have this understanding to pinpoint why employees have their emotions. Recongising this before in entering the work place is helpful as I may identify the wrong causes for emotions (Côté 2017). I ranked highest in social awareness, which is described as thoughtfully considering others feelings whilst acting (Lai et al. 2018). I believe this to be true as I am always considering other feelings. I believe it is important to not only consider what you personally feel but also how other’s feel, with an understanding of why they feel this and regulating. As emotional intelligence facilitates effectiveness, I wish to increase all of my scores (Côté 2017). For the future, I need to do some deep thinking to gain a better understanding of myself that will in turn, assist in understanding why employees feel they way they do (Côté 2017). Additionally, emotion regulation could be a useful tool (Côté 2017). This will assist in job performance and management of employees, thus an effective leadership style (Côté 2017). I have learnt that as a manager it is going to be vital to have strong emotional intelligence as it can be used throughout meetings to help pay attention to employees emotions which can positively effect the meeting (Côté 2017). Self-assessments related to Team processes Belbin’s Team Roles Belbin’s theory on team roles establishes unlimited behaviours that individuals engaged in, in team situations (Abdulrahman 2017). The value of this model is to assist individuals or teams to meet demands in external situations by taking advantage of self-knowledge (Abdulrahman 2017). It is claimed to be effective in increasing team member’s performance (Abdulrahman 2017). The nine roles defined, represent useful individuals to have within a team (Abdulrahman 2017). This assessment was one I was most curious. I was interested to see what behaviours I showed in team situations, although understanding it varies between situations. The results in Appendix C, show that I am a team worker, as expected. The outlier at 17% shows that this is my most dominant team role. I agree with the given description that the group is likable, stable, loyal, supportive, submissive, uncompetitive and unassertive (Abdulrahman 2017). Although, extrovert is part of the description I consider myself an introvert in situations when I am not close to the other team members. In group situations, I like others to take control and I am happy to go along with what is decided, unless I am sure the information being presented is incorrect. I am surprised that I show only 8% of a completer because in many group situations in university, I have found myself finishing many group assignments. This is because when due dates become close I become anxious, worrisome, conscientious and self-controlled. I believe that it defines me better as an introvert (Abdulrahman 2017). In reflection, the graph in appendix C is correct as depending on situations; I show all parts of team roles, as the percentage ranges from 14% to 8%, excluding team worker. The results have proved useful as it has reinforced and challenged some of my ideas that I have in how I work within a team. Additionally, it has taught me that depending on the culture of my future workplace, I may need to show more initiative within group situations, especially as a graduate. This tool has reinforced that I am a team worker and may need to show more leadership within team situations. To accomplish this, I could put myself forward for more intensive roles, which may be important to establish during the norming stage (Abdulrahman 2017). Conflict management styles Conflict management styles is the understanding that conflict occurs but there are behaviours that can manage, facilitate and control it effectively (Caputo, Ayoko and Amoo 2018). The five multifaceted conflict management styles can be used by an individual in different situations, but may have a preferred style depending on context, organisation, socio-cultural context and interpersonal connections (Labrague, Al Hamdan and McEnroe-Petitte 2018). A reservation for using this assessment type was that the styles are not defined
Oct 29, 2023

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