...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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...Finding the Leader in You: Self- Assessment/ Johari Window Abstract There have been many studies performed on how personality characteristics have an effect on us as individuals and within are environment. This paper will discuss my personality characteristics and traits and how those characteristics are manifested in my organization. This paper will also explore the development of my personality characteristics and discuss the results of my week one Self-Assessment and the Johari Window, as well the Quick Enneagram Sorting Test (QUEST). The results from these assessments have allowed me to focus in on my leadership style a how I can become a more effective manager. Also I’ll focus on how those attributes have guided my relationships and career choices. Key Words: Characteristics, attributes, assessment, Big Five Personality Dimensions (BFPD), Extrovert, Johari Window Finding the Leader in You: Self-Assessment/ Johari Window In my effort to develop and explain the characteristics that comprise my personality, I determined that there are many personality traits that help to form my personality. In our class discussion, it was addressed how Schermerhorn, Osborn, Uhl-Bien and Hunter (2012) discussed the Big Five Personality Dimensions (BFPD) of Extraversion, Agreeable, Conscientiousness, Emotional Stability and Openness to experience and how they affect our personality positively and negatively. My profile of characteristics include extraversion...
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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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...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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...thinking about my life story and self-development trajectory I recalled an interstate holiday to Queensland when I was 10 years old. My parents, avid antique collectors, were looking for a grandfather clock and made an enquiry to a shopkeeper if he had any clocks to sell. The shopkeeper responded to my father’s query and proceeded to say he did have a beautiful Victorian grandfather clock and said “oh it’s over there just near your son” and he was pointing at me….This event had a profound impact on how I have viewed myself and now forty years later a place to start for some great opportunities for improvement. As Eleanor Roosevelt said,“No one can make you feel inferior without your consent”. | Introduction I made a decision at the start of the semester to use the subject as a catalyst to create some changes in my professional life. I came into this subject with a plan to work out how to improve my working relationship with a colleague who I perceived as overbearing and a dictator. Over the past twelve weeks I have dissected not only this relationship but also my career, myself and my future. I am, to most, seen as a successful executive and leader. Based on the success symbols of our western society such as being goal oriented, having a clear career pathway, job promotions, a salary commensurate with positions held and rewards that others envy I am successful. But this course has helped me to ask the question “Am I really successful?” You see, this program has helped...
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...Finding the Leader in You: Self-Assessment / Johari Window Shawnique Small Mr. James Bankston BUS 520 – Leadership and Organizational Behavior July 17, 2013 This paper will address issues of personal understanding, planning, and professional development. It will analyze a self – assessment, which will enable me to understand how intuitiveness, culture, diversity, and leadership style influence decision making. This paper will also use the Johari Window which emphasizes that we may not be aware of everything that there is to know about ourselves. Personality is defined as the overall combination of characteristics that capture the unique nature of a person as that person reacts to and interacts with others. To develop a profile of my personality characteristics, I used the Big Five Personality Dimensions. The Big 5 are defined as the following: Extraversion (outgoing, sociable, assertive), Agreeableness (good-natured, trusting, cooperative), Conscientiousness (responsible, dependable, persistent), Emotional stability (unworried, secure, relaxed), and Openness to Experience (imaginative, curious, broad-minded). According to The Big Five Personality Test (www.outofservice.com/bigfive/results), the following are my results: Openness to Experience / Intellect – I am somewhat conventional, which means that I am down to earth, I have narrow interests and that I am uncreative. Conscientiousness – I am very well organized, and can...
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...Assignment1: Finding the Leader in You: Self Assessment/Johari Window Business 520: Leadership and Organizational Professor: Dr. Anthony Muscia Date: January 27, 2014 A self-assessment is one of the most difficult things for a person to complete. When doing a self-assessment one has to look at all the factors in their life which may sometimes be good and other times bad. Whether due to the difficulty of honestly analyzing ones own actions or just a reluctance to acknowledge past letdowns; self-assessments can be a very hard task. A person still can try their best to be open and honest, but all people have habits or certain things they do that they are not always aware of. Dr. Terry Armstrong states, “we might not be aware of everything there is to know about ourselves, but good communication is always the beginning” (2006). Develop a profile of your personality characteristics and assessment results. When developing my personality traits and characteristics profile I found that I am a strong decision maker who isn’t afraid of confrontation. I am very social and loyalty means a great deal to me. I am clearly an extravert, but I do have a few introverted ways. I like to be around friends and build lasting relationships, but I am not always the first person to begin conversation or step totally “outside of my box” in situations. This premise continues as I look deeper into my personality. I am a very cooperative person, but their have been...
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...Finding the Leader in You: Self Assessment/Johari Window Finding the Leader in You Joseph Gardner, III Strayer University BUS 520 Instructor, Dr. Keith Graves Finding the Leader in You In order to develop my personality and what others think of my personality begins with understanding who I am. My personality is attributed to those I deal with on a daily basis and throughout my living. However, my girlfriend would have a difference of opinion because she understands my emotional side, my strengths and weaknesses. The characteristics of my personality can be described as generous, amiable and positive natured. I am proud to work with people who share my goals and aspirations. Working in the church has allowed me to be positive and nurturing to others. In my home we were taught to be generous to all those we encountered. I have never met a person could not get along with or left a lasting impression. My amiable ways have allowed me meet people from different cultures and has defined the person I am today. I am looking forward to experiencing new tools in life. Learning from others and being taught to think differently. The self assessment indicates: * A Twenty-First Century Manager Profile of Management Foundations (PMF) score: 10 of 10. * “TT” Leadership Style score: Transformational 28 and Transactional 18 * Intuitive Ability score: 6 out of 12. * Conflict Management Strategies scores: Yielding 13...
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...Finding the Leader in You Some people think that doing self assessment is difficult. Being able to analyzing one’s own actions or the will to acknowledge past failures can be a difficult task to acknowledge. According to Johari Window even when trying to be open and honest about self it is still a hard task to accomplish. Although the writer that took the assessments in both week one and two, the assessment confirmed things that was already known about the writer personality. While at the same time revealed some traits that weren’t known when it came to how to resolve conflict. In this paper the writer will develop a profile on the personality characteristics and assessment results. Inserting a Self Assessment Score sheet that discusses a brief interpretation of each assessment the writer completed. Finally, analyze the attributes and how it relates to the writer relationship and career choice. This writer’s profile characteristics and personality trait was that of someone who appeared to be strong and decisive decision maker. The writer of this paper is an introvert. An introvert prefers the interaction of just a few people, tend to isolate activities, and think before speaking. This writer has personality Type A. Type A personality is competitive, inquisitive, and easily bores. Has a short temper, impatient, and tend to be aggressive. Find it difficult to relax, staying focus and maintaining stability. The writer scored a PMF of nine on the Twenty-First Century...
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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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...FINDING THE LEADER IN YOU: SELF - ASSESSMENT A Definition of Leadership A traditional definition of leadership: Leadership is an interpersonal influence directed toward the achievement of a goal or goals. Three important parts of this definition are the terms interpersonal, influence, and goal. · Interpersonal means between persons. Thus, a leader has more than one person (group) to lead. · Influence is the power to affect others. · Goal is the end one strives to attain. Basically, this traditional definition of leadership says that a leader influences more than one person toward a goal. The definition of leadership used in this course follows. LEADERSHIP is a dynamic relationship based on mutual influence and common Purpose between leaders and collaborators in which both are moved to higher levels of motivation and moral development as they affect real, intended change. PERSONALITY PROFILE This profile speaks about my personality based on the assessment from the Self –Assessment Johari window. Resistance to stress basically says I have the ability to work even under stressful conditions Tolerance for uncertainties with good ability to get work done under ambiguous and uncertain conditions. Social objectivity says am good with the ability to act free of racial, ethnic gender and other prejudices or biases. Inner work standards shows good ability to personality set and work to high performance standards...
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...Employers that challenge and engage their employees are more likely to retain and attract qualified talent and adapt to meet the needs of a changing marketplace. Human relations begin with self-understanding. This concept can be divided into two sides: public self and private self. The public self is how a person wants the outside world to see them, while the private self is how a person really is. To get an understanding of self you need to consider six sources of information. General information about human behavior, informal feedback from people, feedback from superiors, feedback from coworkers, feedback from self-assessment quizzes, and the Johari window. While the first five sources are self-explanatory, the last one may not be familiar. The Johari window is a grid showing how much information you know about yourself as well as how much other people know about you. It is divided into four regions: what is known by the person about him/herself and is also known by others (free area), what is unknown by the person about him/herself but which others know (blind area), what the person knows about him/herself that others do not know (hidden area), and what is unknown by the person about him/herself and is also unknown by others (unknown area). Overall the most important area of the window is the free area, because when we work in this area with others we are at our most effective and productive, and the group is at its most productive as well. A good understanding of...
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...take precedence and dominate behavior. These safety needs manifest themselves in such things as a preference for job security, grievance procedures for protecting the individual from unilateral authority, savings accounts, insurance policies, reasonable disability accommodations, and the like. Social needs After physiological and safety needs are fulfilled, the third layer of human needs are social and involve feelings of belongingness. Humans need to feel a sense of belonging and acceptance, whether it comes from a large social group, such as clubs, office culture, religious groups, professional organizations, sports teams, gangs, or small social connections. Esteem needs All humans have a need to be respected and to have self-esteem and self-respect. Esteem presents the normal human desire to be accepted and valued by others. People need to engage themselves to gain recognition and have an activity or activities that give the person a sense of contribution, to feel...
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...powerful multi source assessments and tools the EMBA program offered me the chance to fill up, giving me feedback on where I am today. Then, it consists of defining the gap with where I want to be tomorrow, and identifying which new skills are the best insurance I can get for an uncertain future, thus pushing my boundaries. Finally, it will deal with what “on-the-job” action plan I need to implement to face my leadership challenges and how I will make it happen. I – Where am I today? What are my current leadership skills and style? My personal life story provides the context for my professional and life experiences which have obviously shape my personality characteristics and style, even if they are not all definitive. Some of them are conscious, others are sub-conscious. The journey to leadership development begins with understanding myself well enough to be self-aware of the main gifts, strengths and specificities I can capitalize on and on which weaknesses I have to improve. For this purpose, and in the context of the Executive MBA program I have decided to undertake, I have filled in several key assessments such as Leadership Versatile Index (LVI), Emotional Quotient, FIRO-B and MBTI. - What do I learn from my data? The outcome is very rich and dense insights on the way I operate, on the perceptions my environment have about me and on the impact I have on others. I no doubt have to go through further analysis and elaborate my Johari window to really identify...
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...BA323 exam Chapter 1 Review Questions 1. How would you define “organization development”? Answer: Organization development is a series of planned behavioral science intervention activities with the purpose of increasing the effectiveness of the system and developing the potential of all individual members. OD efforts are planned, systematic approaches to change that are carried out in collaboration with organization members to help find improved ways of working together toward individual and organizational goals. 2. How does OD differ from a single-change technique such as management training? Answer: OD represents a systems approach that is concerned with the interrelationship of various divisions, departments, groups, and individuals as interdependent subsystems of the total organization. A single technique such as management training is aimed at changing individual behavior, whereas OD is focused on the larger goal of developing an organization-wide improvement in managerial style. OD uses many different techniques and no single technique represents the OD discipline. 3. Identify and demonstrate the uses of the psychological contract. Answer: Psychological contract involves the expectations on the part of individuals and organizations to which they belong or in which they take part (i.e., work). Each side must understand that such a “contract” exists and that unless these expectations are met, there will be conflict. 4. Explain the difference between pivotal...
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