...State University Introduction This paper will help demonstrate my personal conflicts through a series of analytical self-assessments. My personal reports will focus on six different self-assessments, each with an evaluation of feedback, giving me a look closer into my results. I will give examples of my scores with personal conflicts I’ve dealt with. Based from personal conflicted experiences and my personal background, I will use the remaining portion of my report to discuss the importance of acknowledging self-conflicts, self-personality, and self-awareness. Assessments To begin, I have partaken in several assessments to help me where I fit among those found with my studies, ranging from men between the ages of 18-65. Its ranks brought insight to where I feel I belonged. The first self-assessment I took focused on five categories of personality, the next one, a Keirsey Temperament Sorter, followed by evaluating my score of self-monitor, ending with decision making, emotional intelligence and finally communication under stress. . The Big Five Personality Dimensions are: Extraversion, Agreeableness, Conscientiousness, Emotional stability, and Openness to experience. Beginning with the results of extraversion, I scored a 59. I wasn’t too surprised to see that score. The feedback mentioned high levels on cheerfulness and friendliness, but low on assertiveness and activity level. .Following extraversion, my next score on Agreeableness, I scored a 43, which is fairly average...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: Karen Jubensky |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Very Satisfied |Motivated towards the job and life |General environment affects the | |with My Job? | |in general |perception of daily work | |Am I Engaged? |Yes |Take charge of work, committed and |Avoid office politics | | | |positive outlook | | |How Are You Feeling |Wonderful |Positive attitude, keep focus and |Share my positive outlook more | |Right Now? | |determination |often with peers | |What’s My Affect |Somewhat intentionally intense/38 |Laser sharp focus help getting work|Keep emotions in check in tough | |Intensity? | |done |situations | |What’s My Emotional |45 |Self awareness, empathy, motivation|Non | |Intelligence Score? | ...
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...Employee Portfolio Management Plan MGT/311 Employee Portfolio Management Plan In the month of September Riordan Manufacturing selected three employees and administrated a series of self-assessments to create an employee portfolio to provide a management plan. The management decided to asses each individual’s character, personality, and job satisfaction. The following self-assessment questions for the three employees: How satisfied am I with my-job, Am I engaged, How are you feeling right now, What’s my affect intensity, What’s my emotional intelligence score, Am I a deliberate decision maker. The self-assessments questions will evaluate individual characteristics of employees. Self-assessments questions will evaluate the impact of individual employee characteristics and any adverse organizational performance. The information from the assessments will determine management methods based on individual employee characteristics. The Riordan Management self-assessments of the three employees indicated strengths, weakness, opportunities and organizational behavior of the company. The self-assessment of employee in Team A is a positive influence for the Riordan Manufacturing Company. Employee in Team A, analysis is very satisfied in job satisfaction, competence in making decisions, and being able to keep busy. The employee in Team A identified problems to evaluate and made a decision or best alternative for the company. Employee in Team A is very effective in communication...
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...ESCI Assessment Report Regina M. Turner The Chicago School of Professional Psychology Organizational Leadership IO 525 Professor Dionne Mahaffey November 22, 2015 Abstract The Emotional and Social Competency Inventory (ESCI) Assessment Test was created to help to recognize one’s own feeling and others to help to motivate ourselves with managing emotions. It also helps to identify behaviors that we may display in challenging and difficult situations (Boyatzis, 2007). Also known as Emotional Intelligence (EI), the EI measures the behaviors that matters to those who desire to be effective leaders and to the relationships of others who come in contact with them. The ESCI can also be a tool for college and post-graduate students to be successful as a leader by assisting to help to work out what they may want from life, what they want from life, learn with others in groups and also help to draw on their own resources (Boyatzis, 2007). This assessment has also been used for the building up of leaders in the workplace with the development of programs that are designed specifically to “1) educate people about the relevance of emotional intelligence in the workplace, 2) assess their relative strengths and weaknesses, and 3) provide a framework to develop and enhance their ability to interact with others with greater emotional intelligence (Sala, 2005, pp. 1)”. Key words: Emotional Intelligence, behaviors, leadership development ECPI Assessment Report Being a leader...
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...Grand Canyon University: MGT605 April 2, 2013 EQ Assessment Emotional Intelligence (IE) is an important part of the social and business world. IE can be described as ability to understand, control, and evaluate emotions. Understanding and ability to manage the emotions is important, because emotion is characterizing person’s emotional intelligence. To better understand my emotional intelligence, I took two self-assessment quizzes on-line. The results of the assessments allowed me to recognize and analyze my managerial competencies, and learn about my emotional strengths and weaknesses. The results revealed that my EQ was high on first quiz and above the average on the second one. I learned that I am strong in Self-Management; I am skilled at interpreting, understanding, and acting upon my emotions. I can keep disruptive emotions and impulses under control. I can manage my responsibilities, maintain high standards of honesty, adapt to the changes, and act quick upon the opportunities. I also scored high in Social-Awareness because I am sensitive to the emotional climate around me, my friends, my family, and my peers. I can express understanding to problems of the others and I have ability deal with social or emotional conflicts. All the characteristics of my emotional intelligence I have just described are true and quite accurate. Some of strengths were given to me by the nature, some I learned through life, and some I developed through the training. I am private pilot...
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...University of Phoenix Material Employee Portfolio Complete one matrix for each employee. Employee name: Coworker #1 |Self Assessment |Results Summary |Strengths |Weaknesses | |How Satisfied Am I |Co-worker 1 scored 33 |Because this coworker scored high |The individual should be open to | |with My Job? | |on the job satisfactions and |receiving feedback whether negative| | | |emotional intelligence tests, the |or positive. | | | |employee likely performs well in my| | | | |organization. Job satisfaction has | | | | |a large impact on whether an | | | | |employee is productive and | | | | |motivated. | | |Am I Engaged? |Co-worker 1 scored 35 |This individual is highly engaged |The individual should stay open to | | | ...
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...Self-Assessments MGT/311 July 1, 2014 Donald Ratliff Self-Assessments Within every organization, management must be cognoscente of need to periodically assess their employees overall job satisfaction. This requires an ability to connect with them on a personal level for unlike in the past, an organization that is successful understands there are many facets in effective management that go beyond mere job performance. As the operations manager of a construction firm, the need to delve deeper into an employee’s mindset can make the difference in what management style is most effective and can lead to greater production and overall job performance. Self-assessments can be a useful tool in determining where an employee is at in their work-life balance and can lead to a manager’s ability to effectively manage them. Randomly, I selected three employees to take self-assessments of job satisfaction, engagement, their current emotional state as well as their emotional intelligence, affect intensity, and their ability to be a deliberate decision maker. The results ranged dramatically in some areas with some coming in around the same. Below are the findings of each employee’s response within the respective categories. How Satisfied Am I With My Job? Within the area of job satisfaction, the scores ranged from a low of 65 to a high of 83 illustrating some dissatisfaction with their current job. As the manager, this provides valuable insight into how my employees feel...
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...management roles. Personality and leadership can affect individual’s professional and career development. There are many assessments online that can help you determine your personality type and leadership style. According to Ledlow & Coppola (2014), “To take the first step, gaining an understanding of your personality type, leadership style, and associated leadership skills is paramount. It matters what you know, who you know, and perhaps most importantly, what you know about yourself” (p. 24). True leaders should be able to discuss their leadership style to others. Rebecca Bauer (2012) presented four questions to use when trying to understand your personality type “What is your energy source? How do you perceive and understand? And how do you make decisions?”. How do you organize your life and interact with the outside world. I used several assessments from the text to determine my personality type and leadership style. Emotional Intelligence, Hemispheric Dominance, Type A, Type B, Type A/B Personality, Jungian, and the Leadership Style test. Using these assessments allowed me to understand the pros and cons of my leadership style and personality type. Understanding Personality Type and Leadership Style Many leaders do not understand how their emotional intelligence plays a major role when working with subordinates. Ledlow & Coppola (2014) stated, “Emotional Intelligence is the subset of social intelligence that involves the ability to monitor one’s own and others’ feelings...
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...The Practical EQ Emotional Intelligence Self-Assessment This self-assessment questionnaire is designed to get you thinking about the various competences of emotional intelligence as they apply to your life. It does not pretend to be a validated psychometric test, and the answers you give might vary depending on your mood when you take it. It is based on the five-competency model of emotional intelligence by Daniel Goleman in the book Emotional Intelligence. How to complete the questionnaire Complete each competency page (example below) and use the last page to chart your scores. 1. I can explain my actions: Almost Never Rarely Sometimes 0 1 2 Almost Always 4 Usually X 3 3 2. Other people don't see me as I see myself: Almost Never Rarely Usually Sometimes X 4 3 2 1 Almost Always 0 2 3. I understand the feedback that others give me: Almost Almost Never Rarely Sometimes Always Usually X 0 1 2 3 4 3 4. I can describe accurately what I am feeling: Almost Almost Rarely Sometimes Never Always Usually X 0 1 2 3 4 3 5. Things that happen in my life make sense to me: Almost Almost Never Rarely Sometimes Usually Always X 0 1 2 3 4 4 15 Total for Self-Awareness: -1© Coaching Leaders Ltd 2008 This product is free for self-assessment only. To use it with others, you must purchase a license from www.practicaleq.com/products/eqlicense.html Self-Awareness 1. I can explain my actions: Almost Rarely Sometimes Never 0 1 2 Almost Always 4 Usually...
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...management roles. Personality and leadership can affect individual’s professional and career development. There are many assessments online that can help you determine your personality type and leadership style. According to Ledlow & Coppola (2014), “To take the first step, gaining an understanding of your personality type, leadership style, and associated leadership skills is paramount. It matters what you know, who you know, and perhaps most importantly, what you know about yourself” (p. 24). True leaders should be able to discuss their leadership style to others. Rebecca Bauer (2012) presented four questions to use when trying to understand your personality type “What is your energy source? How do you perceive and understand? And how do you make decisions?”. How do you organize your life and interact with the outside world. I used several assessments from the text to determine my personality type and leadership style. Emotional Intelligence, Hemispheric Dominance, Type A, Type B, Type A/B Personality, Jungian, and the Leadership Style test. Using these assessments allowed me to understand the pros and cons of my leadership style and personality type. Understanding Personality Type and Leadership Style Many leaders do not understand how their emotional intelligence plays a major role when working with subordinates. Ledlow & Coppola (2014) stated, “Emotional Intelligence is the subset of social intelligence that involves the ability to monitor one’s own and others’ feelings...
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...Individual Analysis: Assessing and Developing Emotional Intelligence Student: Abraham L. Maker Student No15449342 5th May. 11 Table of Contents INTRODUCTION: 3 PART 1: - SELF ASSESSMENT USING SELF-ASSESSMENT EXERCISES 3 IPIP Introversion-Extroversion Scale 3 The scales of money attitudes 4 TWO “TEAM PROCESSES” SELF-ASSESSMENTS 4 Team Roles Preference Scale 4 Team Player Inventory 5 TWO “ORGANISATIONAL PROCESSES” SELF-ASSESSMENTS 5 Tolerance of Change Scale 5 EMOTIONAL INTELLIGENCE 6 Emotional Empathy Scale 6 PART 2: - OVERVIEW OF RELEVANT LITERATURE 6 Job Satisfaction and Performance Practices 6 Extrinsic and Intrinsic Motivation 6 Zest in the Workplace 7 Prima Donnas” in the Workplace 8 ORGANISATIONAL STRUCTURE 8 Mechanistic vs. Organic Structures 8 Tolerance to Change 9 PART 3: - APPLICATIONS AND LIMITATIONS 9 Organisational Structure and Tolerance to Change 10 CONCLUSION 10 REFERENCES: 11 INTRODUCTION The point of this report is to develop some insights into self-assessment tools as a technique for self-evaluation and improvement, as part of continual improvement and professional learning. In addition, through use of the self-assessment tools, areas of interest can be explored with regards to my own self-awareness and self-evaluation, but firstly it will define what emotional intelligence is. Emotional Intelligence is defined as “a set of abilities...
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...Reflective Leadership Plan Donald Graham University of Phoenix Reflective Leadership Plan I have had many leadership courses throughout my life, this course Leadership Theories and Practice has been the most profound for me. The theories and self-assessments have caused me to reflect on my current knowledge and application of leadership style and theories. I have discovered that my skills and mind set as it relates to leadership needs to develop and grow into the person and the leader I wish to be. I have developed the following action plan for the development and improvement of my leadership skills. Leadership Theory The assessment of my current leadership style or theory is the situational approach. Clawson (2006) described a situational leader as one who is concerned about the contextual factors of the nature of work required (p. 386). According to Hersey and Blanchard as quoted by (Clawson, 2006) the situational theory can be identified using a two dimensional grid of task orientation and people orientation. The situational approach used a contingent pattern of task and relations behavior with little evidence that this approached increased the effectiveness of the leader (Yukl, 2006). I have been an action or task orientated leader to this point in my life. I want to become a transformational leader to realize effective leadership. Yukl (2006) described a transformational leader as a leader that affects their followers to make necessary self-sacrifices...
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...Self-Assessment Personality is what makes a person. Personalities are traits that a person exhibits. How can you measure personality? There are several ways that an organization or manager can forecast what type of person would be best for a certain job. Independent self-surveys are available for managers to predict how an individual’s behavior will be in the workplace. For this assignment, three family members were asked to take self-assessment tests. Self-assessment tests help a person examine their values, access their work environment, and help a person make uniformed decisions about their current lifestyle. Self-assessment can guide you and steer you to implementing a realistic game plan and achieve your goals. The first set of tests is based on emotions. How Are You Feeling Right Now This scale measures whether a person has positive or negative emotions. On the outside someone may appear happy and carefree, but are struggling on the inside. For this assessment, three family members were given this assessment and the results show that all three people had positive emotions. One family member had just seen her first grandchild so her first five answers were quite positive. The other two family members had the exact same answers which did not surprise me since they are mother and daughter. People with positive emotions are more creative, have a high level of job satisfaction. People with negative emotions are less motivated and need encouragement to boost their...
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...Management Plan Performance in an organization is important to the running of a successful business. Three employees at Riordan Manufacturing were given the Pearson Prentice Hall Self-Assessment to evaluate their skills, abilities, and interests. All three employees scored a 65 when asked how satisfied they are with their job. This low number may indicate that they have a negative genetic predisposition towards life. Not surprisingly, each employee hit the median range of 35 when asked if they were engaged in their job. When a person scores high in this range, it usually means that they are more satisfied with their job and the commitment to their job. Emotions that people experience have an influence on his or her behavior in an organization. In general, people and organizations benefit from positive emotions. Both positive and negative emotions can be contagious. Displaying positive emotions around others can put them in a good mood, while displaying negative emotions around others can put others in a bad mood (Robbins, 2008). Due to scoring on the lower side of being satisfied with their jobs and the median range with their engagement, it is possible that these three employees could represent a negative impact on the performance of the organization. All three employees have a high emotional intelligence which affects self-awareness, self-management, self-motivation, empathy, and social skills (Robbins, 2008). Only employee A scored high as being a deliberate decision maker...
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...Week 2 of MGT311 I had to pretend that I am a manager at Riordan Manufacturing and that I have three employees under my management. To help me learn about my employees, I chose to give them a few assessments. These assessments were given to these three employees, Bob, Mary, and Sam. These assessments would also teach me about their personality, and traits, and have a better understanding of them and how they work to see where they need some help and what their strengths and weaknesses may be. How Satisfied am I with My Job? The first test asked a series of questions relating to how satisfied the employee is with their job. An average score for this test range between74-76. In the case of my employees, Bob scored 69, Mary scored 74 and Sam scored 90. The scores show to me that Jesus is a not very satisfied, Shaila is comfortable and satisfied and Sam is very satisfied. The strengths of a person who is satisfied with their job are that they are committed; they do their best, and are reliable. Also their attendance is good and they are positive people to have working for the company. The weaknesses are that a person who is not satisfied may not care about the job. They may be unhappy with their pay, or the work environment, or even just the job duties. Am I engaged? Here the scores range between 9 and 45. The higher the score the more engaged. On this assessment Bob scored 32, Sam 29, Mary 28. These scores do not seem too bad to me, they are pretty average which shows that the...
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