...ORGANIZATIONAL BEHAVIOR PROJECT MBA (18) _ID# 15-2364 As I work as an inhalation therapist at the hospital, I choose to present to you a case study that occurred with me in October 2013, and a debate that I had with the financial department manager due to a purchase of an equipment used to resuscitation and intubation for patients in need of cardiac and respiratory reanimation. Patient Case Study: Fluid & Electrolyte Imbalance INTRODUCTION• Patient.History: Mr. Khoury presented to accident and emergency on the 6th October 2013, primarily due to the progressive deterioration of end stage motor neuron disease that was diagnosed two years ago. Coupled with a medical history of Alzheimer's disease, renal stones, enlarged prostate, hypertension, and an esophageal rupture, Mr. Khoury's health has continued to deteriorate as evidenced by weight loss, lack of appetite, decreased mobility, muscle wasting, poor oral intake and dysphasia. Prior to his admission to hospital, Mr. Khoury was cared for at home by his wife, however due to severe cognitive disturbances together with motor neuron features, his wife can no longer take care of him at home as she cannot determine his needs or understand his complaints. Mr. Khoury and his wife have both accepted his poor prognosis and deterioration as reflected by orders not to resuscitate, intubate or ventilate. His reason for admission is not an acute illness but to determine which palliative measures can be taken to relieve discomfort whilst...
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...resulted in interesting similarities and difference between team members in reference to personality types, listening skills, and trust level. Post the self assessment offered by Prentice Hall through the University of Phoenix; each team member got a better understanding of his / her team member strength and weaknesses, knowing that based on the self assessment there are no such “right” answer and neither extreme better than the other. The personality different types for team C can be summarized as follows: 1. xxxxxxxxxxxxxx = ENFJ 2. zzzzzzzzzzzzzzzz = ENTJ 3. eeeeeeeeeee = ENTJ 4. rrrrrrrrrrrrrrrrrrrrrr = ENTJ “ENTJ = is outgoing, visionary, argumentative, have low tolerance for incompetence, and often seen as a natural leader. As far career the survey lists; possible career as a manager, management trainer, stockholder, lawyer, chemical engineer, or police officer. ENFJ = is charismatic, compassionate, and highly persuasive. Possible career as a TV producer, fundraiser, drama teacher, or health adviser”. How often that; it works to have 75% of team members personalities are similar; we have three members (xxxxxxxxxxxxxxxxxxxx) earned type ENTJ in the Prentice Hall Self-Assessment and one team member ) earned different type ENFJ. The mix is not equivalent to experience different personalities; however, having the same personalities is a challenging factor in such cases. Although, the common factor in all personalities the desire to...
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...MBTI Assingment Myers-Briggs type indicator is a psychometric questionnaire, which was designed to identify certain psychological differences according to the theories of Carl Gustav Jung. The Myers-Briggs model of personality has many applications from team building to navigating midlife crisis. Its main purpose is to identify your preference. An example would be your hands. You are born with two foots; although as a child you tend to prefer either your right or left foot to kick a ball, same as with your personality. I have done the Myers-Briggs test and my personality seems to match with the ENTJ type. I’m surprised that the 72 questions in the Myers- Briggs questionnaire gives a perfect indication about your personality. ENTJ personalities are natural leaders who want to be more productive. They are also people with a lot of confident and sometimes they have more confident then their experience can support. I can relate myself with this personality type. As a manager, I am always focused on developing the working skills of my employees/colleagues. Employee empowerment is one of my strategies and that is an effective way of having everything under control and to stimulate employees to do a bit more work and learn from their experience. Besides developing and leadership skills, I really love competitive challenges and I do whatever is needed to win. There are also skills in the Myers-Briggs test that don’t match with my personality. Although this...
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...pay dividends in terms of more effective team performance over time (Mathieu & Rapp, 2009, p. 90-103). If we want to be successful and work efficiently as a team we need to know each other personally and professionally to understand how each of the team members work. Understands and evaluate our strengths and weaknesses to supplement each other abilities and virtues. We can start to know each other by completing the self-assessment available on University of Phoenix student website. Once we take the self-assessment we will discuss each team member results to identify skills, capabilities, and interests. The Jungian 16-type personality assessment is an excellent tool we can use to determine each team member personality and how can we best fit into our team. When each team member finished his or her assessments evaluation, we can discussed the results of the assessments and create the team charter to record our agreements. After reviewing the Jungian 16-Type Personality assessment of our team members I believe we can work well as a group because we have different personality types, and we can take advantage of these differences to support each other strengths and weaknesses. One of our team members Gailunette Howard,...
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...basis for leading and developing work team. In the case of my marketing team, including myself I have four personalities, which to work from to assemble a marketing team that will work efficiently with one another. Team A consists of three members Vineta Byrd, Suman Mukherjee, and Kimmy Byrd. All three individuals have selected to be part of a new team within a new department. Each individual are required to participate in a personality assessment. The indivduals in my marketing team were analyzed on the Jungian 16-Type Personality test. The personality types in my group are two ENFP, one ETNP, and one ENTJ. These personality types are very similar to one another, thus making an effective marketing group. The first personality type in my marketing group is the ENTJ, a personality type that often known as natural born leaders. The personality best describes Suman. ENTJ are very a career-focused, and fit into the corporate world quite naturally. They are never-ending individuals that are results focus and driven to visual an organization toward the future. He shows the characteristics such as innovative, individualistic, versatile, and entrepreneurial. He would is best suited for the role of evaluator to evaluate proposals against a predetermined or objective standard. He would also assess a proposal and looks at if it is fact-based and manageable as a solution. The second personality is ETNP is the extroverted side is very dominant. The primary interest understands...
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...my communication skills. Communication is not a strength of mine but a weakness. Communication in important in life and in your career. I am a Project Manager and have the job I want. Communication plays a huge role in my career and taking this class will help me fine tune my communication skills. My career goals are to have my own company. I currently work in an AMI/AMR & Metering company. I am happy with my position and would like to continue to grow in my field. I would also like to grow in the consulting field as it lines up with my plans for my own business. I will use the knowledge and experience that I have obtained throughout the years. I also plan on reaching out to my current customers and offering them another service that would be in line with my current job. As I mentioned I am a Project Manager for Mueller Systems. We have a small office here in Ocala but larger offices throughout the US. I travel about 70% of the time so I am constantly flying, at an airport, driving, and always somewhere new. My company sells AMR/AMI system to mainly water utilities. One the solutions are sold, I step in and take the project over and drive it to completion. I can work with a tech out in the field or climbing a water tower. I can work in a meeting with a mayor and a town council. I enjoy meeting new people and visiting new places. My results from the Jung Typology Test can be found in the first attachment. I am ENTJ with Extraversion at 9%, Intuitive 6%, Thinking...
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...way to identify strengths and weaknesses of individuals. After taking the Prentice Hall’s Self-Assessment Library test I discovered that I scored highest for “how satisfied I am with my job”. I believe the economy and job market played a part in my answers and scored the lowest for “how involved I am with my job” (Pearson Education, 2008, I.B.2). My Jungian 16-Type Personality was revealed to be an ENTJ (Pearson Education, 2008, I.A.2) on the previously Typology test I was an INFJ. The assessment revealed that I am for diversity, and I have a flexible view of others. The survey did confirm my leadership style of me being task oriented, even with my concern for others I work in a metrics and customer service driven work environment so the goal is always about completing the task and satisfying the customers. Step 1 Part 1: What about me? The first part of the Prentice Hall’s Self-Assessment is titled “What about me?”. The assessment helped to provide insight into the various parts of my personality in the areas of values, attitude, motivations and decision-making (Pearson Education, 2008). On the first assessment I scored highest for conscientiousness and lowest for openness to experience (Pearson Education, 2008, I.A.1). Conscientiousness is a personality dimension that describes someone who is responsible, dependable, persistent, and organized (Robbins and Judge, 2009). My Jungian 16-Type Personality scored me as an ENTJ (Pearson Education...
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...Shawn Pierre Leadership and Organizational Behavior Unit 4 Assignment 1 Personal Leadership Action Plan The challenge within the action plan is to be cognizant of my strengths and weaknesses within the context of my professional and personal life allowing for me to constructively work towards strengthening my weaknesses. The deeper subset to the challenge will require that truth and sincerity of my experiences both professionally and personally be disclosed. The sense of urgency is present and current, I have personally faced my difficult experiences over the past years and the strengths that brought me through have at times been undermined by the lack of development of my weakness. The mere recognition of a weakness does not resolve or strengthen the characteristic. Metaphorically speaking you could compare this recognition of a weakness to “knowing you need to change the oil on your car, it does not cause any immediate harm and the performance may still be intact, but time will eventually cause failure.” The time has come and is upon me, I am prepared to recognize and understand the very immediate need to adjust and work towards development professionally and personally. The challenge of truthful evaluation of my leadership strengths and development of weakness will bring a balance to my personal leadership and social interactions, which will further advance my professional and personal life, allowing me to return to the value that has driven my success: service...
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...Who I Am As A Learner Education Essay This test is analyzing where I stand as a leaner, how I can help myself to improve my performance by focusing on areas which are relevant to the study of any subject and which will have a significant influence on my mark or grade. As a student, we should responsible for my own learning and development there are skills can use to improve my performance. However the most important of this test to me is that it determines where I stand today and defines the direction for where I want myself to be successful in the future. The test is conducted on myself i.e. VARK, learning styles , MBTI, and Belbin, those outcome is justification based on my personal experience from various individual who know me to determine the trueness associated with the outcome. 1.1 Application of VARK Test The first test that I performed was the VARK questionnaire ‘How do I learn best’ (Appendix 1). The VARK is a questionnaire to provide users with a profile to their learning preferences for taking in and giving our information. The VARK consist of the 16 questions with four options, and the learner can select more than one option for each question. This instrument, recently updated, is free either as an online or printable version (www.vark-learn.com). Other than this, VARK also provides students with an indication of their preferences for learning and as such it will indicate stronger and weaker preferences. Specifically, take the four preferences emphasized in the VARK questionnaire...
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...individual talents into perspective positions, and having to hope they flourish in their role is one of the most rewarding and discouraging roles of upper management. A well placed team will be able complete each task proficiently and move onto the next task without much difficulty, but the on the other hand, a mismanaged team will have to work three times as hard because they are not working to their strengths. Winum and Seamons (2000) believed the application of that model is described in an organization where a new leader identified a team-based approach as a critical strategy for maximizing fulfillment of the organization's mission. Placing a team of coworkers into different roles and tasks is like big puzzle that has many pieces. It’s a daunting task, but once the puzzle is complete, the finished product will be the masterpiece that is desired. Building the structure of a team Using different tools to assess the use of different employees into roles in essential in building a winning team. Each individual would needed to work toward their strengths and away from their weaknesses in order to improve their effectiveness within the new department. According to University of Phoenix Jungian 16-Type Personality Test (2015) the results for the employee Starnita fell into the category of ENTP. She is Innovative, individualistic, versatile, and entrepreneurial. Her possible career as politician, strategic planner, literary agent, publicist, entrepreneur, investment broker, computer...
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...commitment by members to the achievement of those goals, make its plans, and allocate its resources (University of Phoenix, 2004, p. 4). The team charter is a document created by the members of the team to define individual responsibilities, expectations, and rules of conduct. The charter establishes communication protocol, escalation procedures for underperforming members, and expectant behavior of each team member regarding his collaboration efforts. The charter will be used as a tool to improve team member performance and to help the individual achieve greater professional competence as a member and leader of work teams (University of Phoenix, 2004). Analysis of Personalities Great teams can focus each individual's strengths while hiding his weaknesses...
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...every effort to lead the team to achieve its goals. To effectively manage the team and ensure everyone work cohesively, I need to understand his or her values, motivations, needs, and interests. To uncover the personality differences, my team and I have taken the personality assessment to get a better understanding of our personality type. My leadership approach will depend on the dynamics of personality types within the team. Learning more about my personality traits can help me understand my strengths and weaknesses, and how I can effectively interact with my team members. Learning about my team members' personalities can help me develop the ability to view situations from their perspectives and improve my management skills. The assessment shows that my personality type is an ESTJ. I am an extrovert who finds my energy by being around others. I am quite realistic, logical, decisive, and like to run a business in an organized manner. The first team member personality type is an ENTJ. She is also an extrovert. Her personality type appears to be argumentative, has some tolerance for incompetence, and often seen as a natural leader. The second team member personality type is an INTP. This personality type is socially cautious, likes problem solving, and highly conceptual. The first team member and I have similar personality types. We tend to collect information in an orderly way and solve problems in a systematic manner. We use logic and reasoning in dialogue with others. We are...
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...their product. Leadership quickly assembled a new department in order to react and capitalize on the trend. It was thought that teams of four would be the most efficient way to move quickly and approached me with a proposal to run one of the teams. My manger has given me the results of my and three of my teammates, chosen by the leadership, personality test results. Putting me in charge to place everyone according to their strengths and weaknesses. Since we need to move quickly my team will be spearing a marketing and a sales blitz effort in order to gain a large market share on the product before it hits the general market. My goal is to create a democratic team that works together on all decisions and moves like a well-oiled machine. Placement of each member is more crucial in this leadership setting as everyone needs to pull equal weight, thus using factual and accurate test results are necessary to have a greater chance of success. Below is the breakdown of each team member personality analysis and the reason for placement in each position. Sasha scored ENTJ n his test results. This tells me primarily that he is a visionary, but has a low tolerance for incompetence. He works well with others and is very outgoing so being a leader comes naturally to Sasha. Placing him in a Senior Project Manager roll was an easy decision. He will be in charge of all projects and marketing campaigns for our line of products. This will include timelines, budgeting, controlling, as well as problem...
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...distributed organizations, and increasingly rapid technological changes have added a level of complexity that has changed the nature of business interrelationships. Managerial self-awareness and personal reflection play an important role in the leadership development process (McCarthy & Garavan, 1999). The 360-degree feedback process, multisource assessments, and personality inventories are useful in the context of leadership development (Church & Bracken, 1997; McCarthy & Garavan, 1999). Selfassessment and personal reflection are valuable tools in achieving personal and professional 2 growth and success. The challenge, however, is that self-assessment is oftentimes a difficult task due to the subjectivity of personal perceptions of strengths and weaknesses. The purpose of this essay is to report out on the assessment of the leadership styles of individual team members and identify the most important areas for improvement. The essay commences with a discussion on the criteria used for the selection of the Myers Briggs Type Indicator (MBTI) as a self-awareness leadership instrument. The essay continues with an analysis of individual team member results from the Myers-Briggs and concludes with a set of recommendations by acknowledging that leadership styles vary among individuals and the personality of the individual plays an important role in developing his or her leadership style. Criteria for Instrument Selection Personality characteristics influence the effectiveness of individual...
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...CEPL553 Dealing With Differences Course Project The four parts of this course project are laid out sequentially. Please complete one part of the project before proceeding to the next. Please do not submit your project for review until you have completed Part Four. Part One Analyze the Team's Cultural Differences Naomi, the project manager for the group developing the new F.W. Inc. MicroWidget 3000, is aware that there are a number of potential pitfalls on a team as diverse as hers. Naomi asks you to analyze her team and make recommendations about the project management skills, behaviors and competencies she might need to exercise to make sure that she is appropriately leveraging the diverse perspectives on her team. Look at the function and nationality columns on the MicroWidget 3000 Project Member Profiles chart. Using the work of Hofstede and Hall, briefly describe the differences in cultural dimensions that might exist on this team (in later parts of this project, you will consider other sources of difference). For example, are certain members from cultures with a high PDI (Power Distance Index) and some from cultures with a low PDI? What might this mean for how the team functions? Finally, list any potential work subculture conflicts that might exist. The differences in cultural dimensions that might exist on this team: American, Austrian and Swedish: Small power distance, low uncertainty avoidance Japanese & Guatemalan: Large power distance index and...
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