Over the years a great deal of research has been done to evaluate a variety of people and how they interact with others within their workplace. Much of the research was developed from surveys conducted in many different organization types. Some of these surveys helped develop theories that are still use today to better understand how individuals interact and handle situations within the workplace. Some of the models used to evaluate the conclusions that were drawn are the Jungian 16-Type Personality test, the Big Five model, McGregor’s Theory X and Theory Y, and many others. Based on the evaluations, the outcome is a subjective reflection of who we are as individuals and how we interact with others. Throughout the research paper, a thorough
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I discovered that although I thought I was fully involved and invested within the organization, I am really not. I deeply value work/life balance and a sense of hard work and achievement, which I get very little of in my current organization. I am what Robbins and Judge (2009) classifies as a Generation Xer, who “value flexibility, life options and the achievement of job satisfaction” (p. 120). When asked, How Satisfied Am I with My Job, I scored lower than the mean score that over time has been established. I considered some of the suggestions that were made, like pay, lack of advancement potential, and the work itself, could be the reason why my results stood the way they were (Self-Assessment Library, 2008). I know that in order for me to reach the goals I aspire to obtain I must make a change and never give up on my ability to do so. On a positive note, the values and attitudes towards diversity within my current organization are phenomenal. Everyone within the organization is very cohesive, communicates to one another respectfully, and is accepting of each other’s differences. This aspect does make the overall environment of the organization a more pleasant one, than previous experiences. Well …show more content…
Many people say that as a leader I can develop strong team compositions favorable to the abilities, personalities, and diversity of the members (Fischer, 2009b). I find myself being highly focused on a task-oriented project when leading in a team, which can negatively impact how others feel about me or the work itself. Overall, my team members perceive me as being a very trustworthy person, which allows me to get the feeling that I am doing something right. Now on the other side, do I trust others? In my analysis, I fall in the middle of the score for having high faith-in-people versus low faith-in-people. In my current sales position, I occasionally find myself having low faith-in-people, because it is difficult for me to guarantee that tasks will be completed if I do not have a hand in the finished product. This is where team efficacy is to be more prominent, making sure mutual accountability and shared identity is identified in the group (Fischer,
I discovered that although I thought I was fully involved and invested within the organization, I am really not. I deeply value work/life balance and a sense of hard work and achievement, which I get very little of in my current organization. I am what Robbins and Judge (2009) classifies as a Generation Xer, who “value flexibility, life options and the achievement of job satisfaction” (p. 120). When asked, How Satisfied Am I with My Job, I scored lower than the mean score that over time has been established. I considered some of the suggestions that were made, like pay, lack of advancement potential, and the work itself, could be the reason why my results stood the way they were (Self-Assessment Library, 2008). I know that in order for me to reach the goals I aspire to obtain I must make a change and never give up on my ability to do so. On a positive note, the values and attitudes towards diversity within my current organization are phenomenal. Everyone within the organization is very cohesive, communicates to one another respectfully, and is accepting of each other’s differences. This aspect does make the overall environment of the organization a more pleasant one, than previous experiences. Well …show more content…
Many people say that as a leader I can develop strong team compositions favorable to the abilities, personalities, and diversity of the members (Fischer, 2009b). I find myself being highly focused on a task-oriented project when leading in a team, which can negatively impact how others feel about me or the work itself. Overall, my team members perceive me as being a very trustworthy person, which allows me to get the feeling that I am doing something right. Now on the other side, do I trust others? In my analysis, I fall in the middle of the score for having high faith-in-people versus low faith-in-people. In my current sales position, I occasionally find myself having low faith-in-people, because it is difficult for me to guarantee that tasks will be completed if I do not have a hand in the finished product. This is where team efficacy is to be more prominent, making sure mutual accountability and shared identity is identified in the group (Fischer,