Organization Behavior

Running Head: ORGANIZATION BEHAVIOR
Organization Behavior
Student’s Name
Institution
Date

ORGANIZATION BEHAVIOR 2
Introduction
The paper is divided into two section. The first section will cover the results from
assessment and how the results will impact my job satisfaction. It contains two parts. Part 1 will
briefly describe the results while part 2 will describe how results will impact my job satisfaction.
The second part will explore the effectiveness of empowerment initiative and propose
recommendations that should be adopted to ensure that empowerment is effective.
Individual Paper 1
Part 1
I performed assessment on different aspects such as personality, learning style, self-
monitoring behavior, self-esteem, decision-making and risk-taking behaviors. The findings from
the assessments are briefly described below.
As fa as my personality is concerned, I found out that I have moderate preference of
introversion over extraversion, moderation of feeling over thinking, slight preference of sensing
than intuition and preference of judging over perceiving. On the "Big Five" personality
dimensions, conscientiousness I am systemic and efficient, pay attention to details, always
prepared for class, and put things back where they belong
Concerning my learning style, I found out that I learn best through visual style. In
relation to the locus of control assessment, my locus control is “external locus of control”. In
other words, I believe that my successes or failures result from external factors beyond my
control, such as luck, fate, circumstance.

ORGANIZATION BEHAVIOR 3
As far as my self-monitoring behavior is concerned, the assessment established that I
have moderately low self-monitor behavior. In relation to self-esteem, the findings show that I
have high self-esteem. On the other hand, I scored high under reformer category of decision-
making personality is concerned, I scored high under reformer. This means that I focus more on
perfection. Lastly, on risk-taking behaviors, I am a bold-risk taker.
Part 2
In this part, I will demonstrate how the results above (introversion, feeling, sensation,
locus of control, self-monitoring, self-esteem, decision-making and risk-taking behaviors) impact
my level of job satisfaction and organizational commitment during the time of change.
In the current business world, things change and the organizations are always indebted to
making adjustments so as to remain competitive. The success of change depends on the ability of
employees to accept and cope with change. This in turn depends on the personalities of the
employees. As revealed in chapter 1 of the book, early research shows that individuals, groups
and organizations in the midst of environmental change found that change is often experienced
as a threat that leads to reliance on well-learned dominant form of behavior (Nelson and Quick
2013). Some people have behaviors that are counterproductive and are likely to develop
resistance to change. Using my personality as an example, I will explore how I will behave in
midst of change. First, my introvert nature may be an obstacle to me in coping with change. My
introversion personality tends to limit me from group projects and events in huge halls can be a
nightmare for me. However, being an introvert makes me achieve most of the assignments easily
because I prefer working than talking and socializing. Like an introvert who is alien to the very
idea of being in the office every day from nine o'clock in the morning to five o'clock in the
evening, I prefer work that does not require constant contact with nervous authorities, talkative

ORGANIZATION BEHAVIOR 4
colleagues and capricious clients. All these presentations, meetings, meetings, meetings and talks
can sound like real torture for introverts.
My feeling personality may be helpful to me during the time of change. Thinking and
feeling are alternative ways of forming opinions, making decisions and developing various
relationships. Thinking is connected with objective reality, with views and objective analysis.
Feelings focus on value. It may include views on what is good and what is bad, what is true and
what is wrong, opposed to the desire of thinking to act according to logical criteria. Feeling asks
the question: "How valuable is this?" According to Jung's theory, those who have thinking
personality really perceives the world, is rational, prone to systematization, planning (Mc Cann
& Higgins 2015). Emotions give the received information value and shape the attitude towards it.
Obviously, non-specific brain structures dominate the emotional processing of information If in
information processing an active specific way, then a person uses objective data, logical thinking
prevails and a rational type of behavior is formed. As indicated, I tend to think through emotion.
Such kind of thinking is one of my strengths. The diversity in the work environment makes
feeling a crucial personality. In addition, feeling personality enable me navigate well in unstable
environment. Since work environments are becoming multicultural, I believe that my feeling
personality is appropriate. However, when introversion and feeling are combined, it is clear that I
may not lead a big organization. This is because research results show, the best leaders for
managing large firms are rational logical extroverts. In an unstable situation, extroverts are the
best option, but of irrational behavior. This is understandable, since irrational types are more
adaptive to rapidly changing conditions. For small teams, the best leaders are rational logical
introverts, and in a situation of reorganization - irrational introverts.