Analysis of Personality, Values, Emotional Intelligence, and Leadership in Hotel & Hospitality Management

This report provides a detailed analysis of personality traits, values, emotional intelligence, and leadership in the context of hotel & hospitality management. It explores self-awareness, personality types, values and motivators, emotional intelligence, and the aspirations of leadership. The report also discusses power relations and decision making in the industry.

Running Head: HOTEL & HOSPITALITY MANAGEMENT
Hotel & Hospitality Management
Student’s Name
University Name
Author’s Note

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Executive Summary
Enthusiasm, leadership and peer attraction are the major traits of my personality. Further in depth
analysis of my personality type have been done in the report by implementing the six traits of
personality model. Other aspects of self awareness like values and motivators have also been
highlighted here. I incorporate target fulfilment, commitment and goodwill as my most important
values. Self-regulation, empathy, motivation as well as Social Skill are the most important
aspects of my emotional intelligence. This report also incorporates the 4 aspirations of leadership
model for monitoring my self-awareness regarding leadership. In terms of power relation I
believe that there should be exercising authority of a single personality in terms of organisational
success. In terms of decision making and planning, I prefer to undertake the six step decision
making model. The justification for the selection of the model and how it will help in my career
planning have been discussed in the report in detail.

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Table of Contents
1.0 Introduction................................................................................................................................4
2.0 Self awareness...........................................................................................................................4
2.1 Personality..............................................................................................................................4
2.1.1 Defining Personality Traits and their importance...........................................................4
2.1.2 Personality Types based on this model...........................................................................5
2.1.3 Reflection on my personality traits.................................................................................6
2.1 Values and motivators............................................................................................................6
2.2.1 My Values.......................................................................................................................6
3.0 Emotional intelligence...............................................................................................................7
3.1 Definition and Importance.........................................................................................................7
4.0 Leadership..................................................................................................................................9
4.1 Power and politics................................................................................................................10
5.0 Decision making and planning................................................................................................10
6.0 Reference List and Bibliography.............................................................................................13

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1.0 Introduction
This report makes a detailed analysis of the personal self awareness based on the personality,
values and motivators, emotional intelligence, leadership traits as well as power and politics
associated with the organisational setting. Besides, the decision making and planning for the
personal career advancement have been evaluated on the basis of two decision making and
planning model also.
2.0 Self awareness
Self-awareness is essential in skills development which is achieved through improvements of the
assessed gaps between desired future situation and current situation. Furthermore, self-awareness
helps in the determination of strengths, weakness, threats and opportunities that surround an
individual.
2.1 Personality
2.1.1 Defining Personality Traits and their importance
This section will concentrate upon the understanding of the awareness regarding the major
factors of my personality. In order to analyse my personality, the big five personality model have
been applied here. The five primary personality traits of people are the basis of this model. These
are openness, conscientiousness, extraversion or introversion, agreeableness and lastly natural
reactions. The openness of personality is a measure of the creative spirit for the urge of learning
through new experiences and gaining new knowledge (Jackson and Wilton 2017).
Conscientiousness, on the other hand, is a measure of life and work, which is seemingly achieved
through thorough organisation and understanding of making plans and implementing them. The
basic implication is that if a person is scoring high on conscientiousness, it implies he or she is

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organised in his or her professional and personal endeavours. Extraversion or introversion simply
reflects the level of sociability. It reflects weather as a leader or manager or a peer, an individual
is able to motivate a workgroup or makes it difficult for other people to work around him or her.
Agreeableness is a metric of consideration, helpfulness as well as willingness of a person to get
on with others (Moss et al. 2016). In order to exhibit a high score of agreeableness, an individual
has to put the interest of others before his or her interest. Lastly, natural reaction refers to the
emotional reactions to situations. It is exhibited by Lu and Kuo (2016), that successful leaders
always score low on natural reactions, which implies that they are able to be reserve and accept
success or failure equally. Common situations like reactions to sudden bad news or good news,
obsession regarding small detailing or reaction during stressful situations determine the score
against natural reactions of a person.
2.1.2 Personality Types based on this model
In this section I will make an analysis of my personality based on the aspects of this model.
Firstly, speaking of extraversion and introversion, I would reflect that I have always been
outspoken and opinionated about everything. Henceforth, factors like enthusiasm and
assertiveness are mostly common in me. However former between enthusiasm and assertiveness,
I would treat myself much higher on enthusiasm, because the aspects related to enthusiasm like
positive emotions, excitement seeking, warmth and being energetic are the basic traits of my
personality, which defines me. Secondly, in context to openness, I would regard that I possess
specific aspects like feeling, in a sense of association with the position of others at work, values
as well as fantasy and motivation for action, being the factors of aesthetic openness within me.
Thirdly, natural reactions are a part of my nature.

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2.1.3 Reflection on my personality traits
My learning and practical experience have taught me to control my emotions and preserve them
within myself. Hence, I display low scores of impulsiveness in terms of volatility and self-
consciousness during pressure situations in terms of withdrawal, the two being the major aspects
of natural reaction. I would score myself on an average scale in terms of agreeableness. The two
factors of agreeableness are compassion and politeness (Jackson 2016). In terms of politeness, I
can bespeak for me that I am trustworthy, complaint, modest as well as straight forward. So far
as compassion is concerned, I would scold myself rather low, since the typical trend of interior
competition or the urge of staying ahead of my peers, is one of the major factors behind my
organisational success. Therefore, I would clearly define that the factors of compassion like
tender mindedness are not suitable to my personality. I display politeness, however, being
competitive, not much compassionate. The last aspect, and probably the most important one is
conscientiousness. Industriousness is one aspect of conscientiousness, where I would give myself
maximum score because I am equally achievement striving, competent as well as self disciplined
(McCormac et al. 2017). My scores against orderliness, another aspect of conscientiousness not
high like that of industrious. I display dutifulness or order to a modest extent. What holds
maximum value for me is to achieve my target and stay ahead in competition with my peers,
alongside maintaining goodwill, agreeableness as well as a gesture of extraversion.
2.1 Values and motivators
2.2.1 My Values
I have utilised the 6 attitudes model in order to determine my attitude and values towards my
workplace and my peers and seniors. I would clearly define that I am individualistic to the

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highest extent. My passion of achieving highest position, not in terms of power control, but in
terms of target fulfilment, commitment and goodwill as well as the urge to utilise the position in
order to influence others to perform better defines me in my workplace. Then, on a second level
is my theoretical attitude, which drives me to discover, systematize as well as analyse better
ways to perform my work for better outcomes. However, the theoretical nature in me is counter
valued by my traditional self. That is why; I am concentrated upon pursuing hire meaning in my
workplace, through a particular and defined system of achieving higher success in my current job
role. I display low level of aestheticism.
Speaking of work environment motivators, I do not extract much from the physical environment
around me. However there is an impact of the working culture of my own work team (Jackson
2015). I wish the Full support from the end of my teammates just like the support person I am to
them.
The last level of motivation is derived from the lifestyle motivators like salary, time devotion to
work or taking time off for fulfilling Lifestyle needs like shopping or watching movies.
3.0 Emotional intelligence
3.1 Definition and Importance
On the basis of the ability model of emotional intelligence, I would make the most important 5
features of EQ as the parameter for assessment of emotional intelligence. These are self
awareness, self-regulation, empathy, motivation as well as Social Skill.
Self awareness is my ability to recognise my emotions former limitations, actions, strengths and
understand how these factors impact others around me. As expressed before also, I am educated
emotionally, by success and competition. However, my strengths are keeping myself reserved in

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stressful situation, displaying calmness in the face of limitations and strive towards constant
learning to overcome them (Geurin-Eagleman and Burch 2016). Among all the strategies, the
most preferred policy for improvement of myself awareness is to work upon myself based on the
feedback received from my staff which will accurately highlight how my EQ is perceived by
others and will help me to resolve my unhelpful reactions.
The aspect of self regulation is applicable on me accepting instances like major success and
failures. My emotions are controlled, depending on the necessity as well as benefit of the
situation. In this case, I give reference to the emotional value of the team rather than my own
explicit emotional self (Hillson and Murray-Webster 2017). This helps me to motivate my peers
to achieve their work goals also. However, the plan for improvement of self regulation is to
respond to the situations more calmly as communication is most effective and needed in any
crisis situation in order to make others around, feel positive.
Fourthly, speaking of motivation, the factors of being self motivated are enjoying what I am
doing, working towards achievement of my goals and not losing focus by status on money.
These motivating factors reduce the chances of procrastination, boost my self confidence and
always motivate me when I am facing setbacks. The best strategy which I utilise for increasing
my motivation is setting new goals, which gives me a sense of purpose when I am frustrated,
retarded as well as feeling low.
EQ also incorporates social skills consisting of factors that help in relationship management. In
the first section, my social skills have been discussed. In addition to them, I would only like to
highlight that I have been able to gain acceptability among my peers by the dint of my social
skills. They feel free to approach me for identifying the best way of meeting their individual

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targets and understand how they can utilise their abilities for fulfilling the aims of the
organisation.
4.0 Leadership
My leadership aspirations are based on the model of 4 aspirations. The first aspiration or
potential in me as a leader is to finish my assigned tasks. I always work on accomplishing my
assignment goals. The most immediate attitude is to understand and analyse the limitations I can
face in the way of accomplishment. I also determine task on the basis of their importance in
context of my achievement as well as relevance to the organisational success or goals. On these
basis, I am size on finishing the tasks faster and in a methodological way.
The second aspiration is the Awareness of taking opportunities to my advantage. Since I have an
accomplished understanding of my workplace and the organisational members, I can explore,
create or develop avenues for competitive advantage, which I consider to be big business
opportunities of my progress.
The third most important aspiration is the demand for personal and professional growth.
The simple statistics that I follow in this context is to get better every day at something. As
highlighted by Higgs and Dulewicz (2016), leadership is a form of evolution. Successful leaders
grow, change as well as develop with their team. That is why, when I am highly emphatic about
my personal organisational growth in terms of achievement of success in personal work, I keep
an equal eye on the growth graph of my peers and juniors. When I discovered areas of personal
improvement, I try to identify the other organisation members who also needs improvement in
that specific area. Most importantly, learning is the primary metric of my growth. Limitations

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force me to learn new concepts everyday and every opportunity. I generally different from
shared learning and emphasize on learning concepts using sources on my own.
The fourth aspiration is that of organisational leadership. I believe that a true leader did not need
a designated position to display leadership. Any person who is worth following is a leader after
all. I have the conviction towards the core values which are fundamental for my decision
making. Excepting few occasions, I have generally observed that people give value and respect
to my decisions.
4.1 Power and politics
In the organisational setting, power relations have special values for me. I believe that rationality
in organisation should be emphasized however the ideas and ask for improvement of
organisational performance should be derived from the mind and energy of some Power figures
in the organisation. However, it is very important to consider how the organisation utilizes those
sources of authority as well as their distribution. Although I attach less value to designation, it
cannot be ignored that power in the hands of individuals who have the capability of initiating
actions and getting outcomes is very important. The rituals of organisational power relation life
participation, democratization as well as power sharing are very important for the smooth
performance of any work group or the entire organisational hierarchy. Nevertheless, I personally
believe that the real outcome (best performances by employees for managers That Give
phenomenal success to the company) are derived from consolidation of power surrounding a
primary Central figure with whom other individuals will be able to relate emotionally.
5.0 Decision making and planning

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The two models of decision making and planning which will be highlight in hair are the six step
model of problem solving and the rational decision making model. Both these models start with
the action of identifying the problem. Nevertheless, the difference between two models is that the
six step model is a plan for in-depth analysis of the problem in order to establish a proper
decision making criteria. On the contrary, the rational decision making model is a Framework for
rapid action whereby, immediately after the identification of problem, decision making criteria
are determined, weighed, evaluated and alternatives are sought for. In the six step problem
solving model, evaluation of outcomes comes at last. This implies that after consideration, the
best decision is undertaken in this case. However, in the rational decision making model the best
alternative is manually calculated and impacted and after evaluation of the decision making
process, the entire framework of the model is to be repeated again, if unsatisfactory results are
obtained. In this context, I would prefer undertaking the six step problem solving model only.
This is because for my graduate internship program, I need to make a decision regarding my
geographic location, which concerns investment regarding renting, Furnishing and submitting
documentation regarding address proof. It will not be very difficult for me to evaluate and
undertake the decision in this context because prior to joining my internship program I will be
able to know whether it will be a paid or unpaid internship. Hence I will be able to decide how
much I will be investing on my residential location. The next issue English context is the
opportunity for training and development. In this context also, I would prefer the six step model
because in this case also I will rely on making Peer reviews, concert with seniors who have
undertaken apprenticeship or intern program from that respective organisation and also track the
success rate of candidates and other factors like share prices, stock filing and so on for the last
five years of the organisation. After extensive research, I would take decision of joining an

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Organisation so that I am able to attend please my training and development goals properly as
well as get the best opportunity in my ongoing employment and so forth also.

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6.0 Reference List and Bibliography
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of leadership and management development (pp. 143-158). Routledge.
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Goodpaster, K.E., Maines, T.D. and Rovang, M.D., 2017. Stakeholder thinking: Beyond paradox
to practicality. In Unfolding Stakeholder Thinking (pp. 43-63). Routledge.
Higgs, M. and Dulewicz, V., 2016. Developments in leadership thinking. In Leading with
Emotional Intelligence (pp. 75-103). Palgrave Macmillan, Cham.
Hillson, D. and Murray-Webster, R., 2017. Understanding and managing risk attitude.
Routledge.
Jackson, D. and Wilton, N., 2016. Developing career management competencies among
undergraduates and the role of work-integrated learning. Teaching in Higher Education, 21(3),
pp.266-286.
Jackson, D. and Wilton, N., 2017. Perceived employability among undergraduates and the
importance of career self-management, work experience and individual characteristics. Higher
Education Research & Development, 36(4), pp.747-762.
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and
best practice. Studies in Higher Education, 40(2), pp.350-367.

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Jackson, D., 2016. Re-conceptualising graduate employability: the importance of pre-
professional identity. Higher Education Research & Development, 35(5), pp.925-939.
Lu, C.S. and Kuo, S.Y., 2016. The effect of job stress on self-reported safety behaviour in
container terminal operations: The moderating role of emotional intelligence. Transportation
research part F: traffic psychology and behaviour, 37, pp.10-26.
McCormac, A., Zwaans, T., Parsons, K., Calic, D., Butavicius, M. and Pattinson, M., 2017.
Individual differences and information security awareness. Computers in Human Behavior, 69,
pp.151-156.
Moss, P., Dahlberg, G., Grieshaber, S., Mantovani, S., May, H., Pence, A., Rayna, S., Swadener,
B.B. and Vandenbroeck, M., 2016. The organisation for economic co-operation and
development’s international early learning study: Opening for debate and
contestation. Contemporary Issues in Early Childhood, 17(3), pp.343-351.
Regan, S., Laschinger, H.K. and Wong, C.A., 2016. The influence of empowerment, authentic
leadership, and professional practice environments on nurses’ perceived interprofessional
collaboration. Journal of nursing management, 24(1), pp.E54-E61.
Stapley, L.F., 2018. Individuals, groups and organizations beneath the surface: An introduction.
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