Self-Assessment Tests for Hotel Management

This document discusses the importance of self-assessment tests for hotel management and how they can help in personal and professional development. It covers topics such as the Big Five personality test, creativity test, and self-esteem test. The document also provides insights into communication styles and conflict management skills. The author shares their challenges, surprises, and an action plan for improvement.

Running head: ORGANIZATIONAL BEHAVIOUR
MANAGEMENT ORGANIZATIONAL BEHAVIOUR
Name of the Student:
Name of the University:
Author’s Note:

ORGANIZATIONAL BEHAVIOUR 2
Table of Contents
Introduction......................................................................................................................................4
Discussion........................................................................................................................................4
Assessments are chosen...................................................................................................................4
Big Five personality test report....................................................................................................4
Creativity Test:............................................................................................................................6
Self-esteem test............................................................................................................................7
Team Test 1.................................................................................................................................8
Team Test 2.................................................................................................................................8
Communication............................................................................................................................8
Things are known from the self-assessment tests............................................................................9
Challenges........................................................................................................................................9
Surprises........................................................................................................................................10
The usefulness of the self-assessments..........................................................................................10
Monitoring and Action Plan..........................................................................................................12
Other Relevant Things...................................................................................................................14
Conclusion.....................................................................................................................................14
References......................................................................................................................................16
Appendices....................................................................................................................................17
Individual behavior and processes 1 Big Five personality test report............................................17
Textual summary of your report...................................................................................................17
Understanding the scores....................................................................................................18
The Strongest Personality Factor.......................................................................................19
Individual behavior and processes 2 Creativity Test.................................................................21
Score Interpretation Score=55...................................................................................................21
Boosting Your Creativity Ability..............................................................................................22
Your Jung personality report...............................................................................................................25
What makes you different?..............................................................................................................25
Your Jung personality type..............................................................................................................26
An INFP at-a-glance.......................................................................................................................27
Your probable contributions to an organization...................................................................................27

ORGANIZATIONAL BEHAVIOUR 3
On a team.....................................................................................................................................28
What's Your Communication Style?..............................................................................................30
Team Test 3......................................................................................................................................31
Your team roles.................................................................................................................................32
Chairperson..................................................................................................................................33
Innovator......................................................................................................................................33
Team player..................................................................................................................................34
Executive.....................................................................................................................................34
Analyst........................................................................................................................................34
Driver..........................................................................................................................................34
Expert..........................................................................................................................................35
Explorer.......................................................................................................................................35
Completer....................................................................................................................................35

ORGANIZATIONAL BEHAVIOUR 4
Introduction
I have undertaken the self-assessment tests so that I can understand the areas where
I have to improve and also the areas which I will have to nurture for my future days. I want
to pursue my career in the field of hotel management as I always had the dream of
becoming a diligent professional in the field of hotel and hospitality sector. I have taken
some of the self-assessment tests like Big Five personality test, open psychometric test,
and other such tests. My main motive is to provide proper services to my customers so that
they can get a golden and unforgettable experience. I have mainly tried to focus on
communication role, team role and also on conflict management styles so that I can work
as an ideal and good Hotel Manager.
Discussion
Assessments chosen
Big Five personality test report
The specific areas of my personality that I tried to focus upon are
agreeableness, my nature of communication and other such areas. I have chosen
the Big Five personality test as it is very easy and user-friendly. It helps the users
in getting a clear result about the five different areas within the personality of an

ORGANIZATIONAL BEHAVIOUR 5
individual. The five different areas are Conscientiousness (Work Ethic),
Extraversion, Agreeableness, Openness to experience and Natural reactions.
As per this test the areas where an individual score more than 50 is considered to
be the highest and the strongest areas within the personality.
As per my score sheet, I have got 85 in the area of agreeableness. This
shows that I am of a competitive and hard-working nature. As per my perception,
these traits are very essential for the purpose of understanding the changing needs
of customers and working for fulfilling the same. I can always help my teammates
in each and every step of production. This will help me to work as an ideal Hotel
Manager in the future. This will help me in order to deal with the issue of my
organization in a very compassionate manner. However, contrary to this, I feel that
getting a high score in some field like natural reaction is not very good for my
future job. This is because as my score I have a high negative emotion as my
natural reactions. As per the scores, I feel very anxious, worried and tensed
whenever I feel depressed. Thus this can be very negative for my overall
performance as a Hotel Manager (Vedel, Anna 2016) As per the opinion of Judge
et al. (2015), compassion, Cooperation, and supportive nature are essential for
becoming a successful Hotel Manager. Thus I will have to work very hard so that I
can develop a positive nature.

ORGANIZATIONAL BEHAVIOUR 6
Creativity Test:
As per the opinion of Walker, Mirella and Thomas Vetter (2016), creativity or
innovation is one of the most important aspects that is needed in the modern day
professional set up. As I want to work in a hotel in a successful manner, I will have
to keep a proper pace with the different unique and dynamic inventions that are
taking place in the hospitality industry. I have undertaken the creativity test and
the score that I have got is 55. This is because score 55 is considered to be
somewhere in between. In other words, the status of score 55 is said to be at the
work in progress state. This is evident of the fact that I have got some success but I
will have to improve much more so that I can get the best and the most dynamic
expertise available in the organization. As per my perception, the score available
from this test is evident in the fact that I have to develop a more open and flexible
nature. I will have to make sure that am developing a horizontal business
communication structure so that I can move forward with a joint collaborative
approach.
1. Preparation – becoming immersed in problems and issues that are
interesting and that arouse curiosity.
2. Incubation – allowing ideas to turn around in your mind without thinking
about them consciously.
3. Insight – experiencing the moment when the problem makes sense, and
you understand the fundamental issue.

ORGANIZATIONAL BEHAVIOUR 7
4. Evaluation – taking time to make sure that the insight provides sufficient
value to outweigh the various costs involved in implementation.
5. Elaboration – creating a plan to implement the solution, and following
through.
Self-esteem test
This is one of the most important traits that must be present within each
and every individual for becoming ideal Hotel Managers in the recent future. This
is due to the fact that I suffer from low self confidence and I hhave to work over
the same. This will be helping me in order to develop a certain level of self-
confidence and also self-respect. My score is 16/30. This is evident from the fact
that I suffer from low self-esteem. I have to work very hard in order to overcome
this matter. I will have to understand that in order to work as a good and able
manner. I will have to take all the decision with the proper level of confidence.
My Jung personality test shows that I am an INFP. This characteristic is
evident of the positive mindset that I bear. I always want to make the world a
better place to live in. I always try to work over finding new and innovative ideas
in order to understand that taking the opinion and the feedback of all the
teammates in the decision-making process is important for the overall welfare of
the organization. However, I am of a very introverted nature. (Seitz, Sally 2016) I
feel that I will lose many important points if I speak much. Thus I always try to

ORGANIZATIONAL BEHAVIOUR 8
make an attempt of speaking less. Thus I will have to work over this particular
aspect.

ORGANIZATIONAL BEHAVIOUR 9
Team Test 1
Style I: 14
Style II: 4
Style III: 11
Style IV: 12
Style V: 12
Style 1 is reflecting the fact that I usually try to avoid all sorts of conflict
and confusions. I am often afraid to solve the issues as I feel that this will create a
huge amount of confusion. However, at the same time, I also got another view
from style 2 and style 4 that I can solve the conflicts by using honesty and
openness. This will help me in order to deal with all the possible kinds of problems
that will be arising in my workplace.
Team Test 2
Communication
As per my score, I am of the intuitive type. I often have the habit of going
directly to the endpoint rather than paying any kinds of attention to the details that
are being given at the beginning of the conversation. However, I will always put
forward the effort of being an ideal Hotel Manager; I will have to develop a proper

ORGANIZATIONAL BEHAVIOUR 10
communication system that will be helping me in carrying on communication in an
open and flexible manner.
Things known from the self-assessment tests
As per the result, I have come to know that I am of an agreeable nature. This will be
helping me to work as a good Hotel Manager. I will provide help to all my colleagues on a
constant basis, in order to understand their issues and also help to solve them. This will be
helping me in order to understand about the different kinds of issues that will be arising among
my employees. I will deal with them in a very passionate and easy manner; I will be helping
them with my domain skill and all the possible resources available at my disposal. However, at
the same time, I realized that I will have to control my anger and my mood swings (Yan et al.
2018). In order to do that, I will have to make sure that I am refreshing my mind so that I can
keep a cool and organized mind while dealing with all the disputes. I have also realized from the
results that I will have to develop a strong and desperate nature so that I can easily fight with all
the possible conflicts (Booth, Simon 2015).
Challenges
I feel that my anxiousness and my negative mood might turn out to be a
challenge for me in the future. I will have to improve over this aspect so that I can show
a very positive nature to my team members (Cooley Charles Horton 2017). Showing a
negative attitude will create a huge problem in the organization. My creativity is also in

ORGANIZATIONAL BEHAVIOUR 11
a work in progress stage. This is evident in the fact that I have to make myself much
dynamic. I have to take the opinion and feedback of all my team members, before taking
any business decision. This will be very helpful in getting all the new and the dynamic
ideas for increasing the creativity present within me.
Surprises
The only surprising fact was style 1 of conflict-avoiding skill. My score is 14
and this showed that I often get very depressed when I have to deal with any kinds
of conflict. This is evident from the fact that I often suffer from unwillingness and
mood swings. This really surprised me a lot as I previously had this feeling of being
a very patient natured person and I can handle all the issues in a very easy and polite
manner. However, this is not true. This is because of the fact that I always
considered myself a very patient person (Araújo et al. 2015). Thus I was surprised
when I saw this rule. However, the other conflicting styles proved the fact that I
prefer different kinds of conflict resolution strategies as per my score. This proves
that I can use different kinds of conflict resolution styles on a situational basis
(Binder, Jean 2016). In other words, there are different resolution styles that I use
in different conflicts. This was matching with my self-perception as I knew that I
believe in change and dynamism. Thus I always try to follow the strategy of
constant improvement and make sure that I stand out to the expectations of the staffs
and members of my team.

ORGANIZATIONAL BEHAVIOUR 12
The usefulness of the self-assessment
The self-assessment has been very important as I came to know about the different errors or
the kinds of weakness that are present within me and how can I work for overcoming the same.
In order to do that I try to ensure that I am analyzing the results of all my personality tests and I
try to work in order to work over those weaknesses.
 My score 36 in the openness of experience shows that I am very closed towards the
acceptance of the new and the dynamic ideas. However, this is very new as I always felt
that I am good at moving forward by following the methods of horizontal
communication.
 I will have to use the horizontal communication system so that I can easily interact with
many different employees and get to know about their opinion and their viewpoints. I
will have to make myself more approachable among my employees so that they can reach
out to me whenever necessary. I will have to understand that dynamism is the key to
success in the modern communication setup. To survive in the hospitality sector, it is of
utmost importance for the Hotel Managers to be very open-minded and flexible.
 They must know how to work with a large number of remote employees by keeping a
proper connection and contact with them. This will be very helpful in order to understand
the feelings and the emotions of employees. This will be very helpful as the employees
will be able to reach out to their Hotel Manager whenever necessary.

ORGANIZATIONAL BEHAVIOUR 13
Monitoring and Action Plan
What do I
want to learn?
What do I
have to do?
What support
and resources
will I need?
How will I
measure my
success?
The target date
for review of
results.
I want to
develop a sense
of patience and
tolerance
Work over my
anger issue and
develop a cool
and organized
attitude
Anger
management
class and take
short breaks in
between the
work
Feedback from
colleague.
2months
I will get rid of
escapist
quality.
Develop a
strong conflict
resolution
ability
Develop a self
confidence and
decision
making ability
Develop a well
organized
planned routine
to move on in
my personal and
professional
field.
Colleague ,
friends and
coaches
feedback
2months

ORGANIZATIONAL BEHAVIOUR 14
Develop my
level of
accountability
and honesty
I will consider
these qualities
as my strength
and always
nurture them
I will work for
the overall
welfare of my
employees and
the organization
and not my own
personal
benefits
I will get to
know this by
getting the
feedback and
reports from my
colleagues.
1month
Improve
communication
skill and
overcome
introvert nature
I will have to
develop my
skills of
communicatio
n and open up
with my
employees
Conduct
meetings on a
regular interval.
Both group
discussion and
personal one to
one sessions so
that I can
involve myself
inn proper
communication
system
Daily track
record by using
self rating
system and also
feedback from
peers
1month

ORGANIZATIONAL BEHAVIOUR 15
Other Relevant Things
I feel that all the scores that have been available from the self-assessing tools are very
useful and relevant for helping me shape my future career. However, I used to think that I am a
good problem solver. I bear good conflict resolving skills. However, I will have to work hard and
make sure that I avoid developing an escapist nature. Though it is relevant from the test score
that I have different types of or varied conflict resolving styles, I ensure that I am using honesty
and openness to deal with all sorts of problems. I will also make it a point to proceed along with
a step by step planned method. As a hotel Hotel Manager, I will have to look after a large area of
operation. Thus it is important for me to develop a proper conflict bearing skill. I will also have
to undertake an open and flexible communication system; I will take regular feedback session
with all my employees so that I can work upon and improve my speaking skill and overcome my
introverted nature as well.
Conclusion
Thus it can be concluded that to work properly as a successful Hotel management
professional, I will have to understand the importance of open, flexible and free communication
system. This will help me to interact with all my team members in an easy and effective manner.
My main motive is to provide proper services to my customers so that they can get a golden and
unforgettable experience. I have mainly tried to focus on communication role, team role and also
on conflict management styles so that I can work as an ideal and good Hotel Manager.

ORGANIZATIONAL BEHAVIOUR 16

ORGANIZATIONAL BEHAVIOUR 17
References
Araújo, Duarte, Pedro Silva, and Keith Davids. "Capturing group tactical behaviors in expert
team players." Rotledge Handbook of Sport Expertise: Routledge (2015).
Binder, Jean. Global project management: communication, collaboration and management
across borders. Routledge, 2016.
Booth, Simon A. Crisis management strategy: Competition and change in modern enterprises.
Routledge, 2015.
Cooley, Charles Horton. Human nature and the social order. Routledge, 2017.
Judge, Timothy A., and Cindy P. Zapata. "The person–situation debate revisited: Effect of
situation strength and trait activation on the validity of the Big Five personality traits in
predicting job performance." Academy of Management Journal 58, no. 4 (2015): 1149-1179.
Pei-Lee, Teh, Chen Yong Chen, Wei Chong Chin, and Yong Yew Siew. "Do the Big Five
Personality Factors affect knowledge sharing behavior? A study of Malaysian universities."
Malaysian Journal of Library & Information Science 16, no. 1 (2017): 47-62.
Seitz, Sally. "Pixilated partnerships, overcoming obstacles in qualitative interviews via Skype:
A research note." Qualitative Research 16, no. 2 (2016): 229-235.
Vedel, Anna. "Big Five personality group differences across academic majors: A systematic
review." Personality and individual differences 92 (2016): 1-10.

ORGANIZATIONAL BEHAVIOUR 18
Walker, Mirella, and Thomas Vetter. "Changing the personality of a face: Perceived Big Two
and Big Five personality factors modeled in real photographs." Journal of personality and
social psychology 110, no. 4 (2016): 609.
Yan, Qiang, Simin Zhou, and Sipeng Wu. "The influences of tourists’ emotions on the selection
of electronic word of mouth platforms." Tourism Management 66 (2018): 348-363.

ORGANIZATIONAL BEHAVIOUR 19
Appendices
Individual behavior and processes 1 Big Five personality test report
The Big Five Personality Test offers a concise measure of the five major factors of personality,
as well as the six facets that define each factor. Factor scores give a broad global description of
an individual. Facet scores describe, in more detail, the specific traits of personality that make up
the broad global description.
Textual summary of your report

ORGANIZATIONAL BEHAVIOUR 20
The Big Five Factors Describing a low
range scoring
person...
Percentile Range Describing a high range
scoring person...
Openness to
experience
Traditionalist • down-
to-earth • practical •
conservative
36 Middle Imaginative • open-minded •
experimental
Conscientiousness
(Work Ethic)
Spontaneous •
disorganized • prefers
flexible plans
45 Middle Conscientious • disciplined •
efficient • well organized
Extraversion Reserved • formal •
serious • quiet
21 Low Outgoing • friendly • assertive
• likes working with others
Agreeableness Hard-headed •
skeptical • competitive
• proud
85 High Compassionate • eager to
please • good-natured
Natural reactions Not easily upset in
stressful situations •
relaxed
80 High Experiences negative
emotional reactions and
feelings of anxiety • prone to
worry
Understanding the scores

ORGANIZATIONAL BEHAVIOUR 21
This report ranks your scores within a range from 'very low' to 'very high'. To enable you to
make a comparison of the percentage of people* who normally fall within each range is
indicated.
*Normal adult working population. Please note that distribution of scores may differ if
comparisons are being made against other cultural, demographic or specific occupational
groups.
Approximate distribution for normal adult working population:
Ranges Very Low Low Middle High Very High
Cumulative percentile < 7% 7% > 30% 30% > 70% 70% > 93% 93% >
Range size 7% 23% 40% 23% 7%
The Strongest Personality Factor

ORGANIZATIONAL BEHAVIOUR 22
The Factor test scores furthest away from 50 - above or below - indicates the person's strongest
personality trait. This personality trait is likely to have the greatest influence on your overall
behavior, motivation, values, and reactions to life and work situations. The next furthest away
from 50 - above or below - is likely to have the next greatest influence and so on.

ORGANIZATIONAL BEHAVIOUR 23
Individual behavior and processes 2 Creativity Test
Score Interpretation Score=55
Score Comment
16-36
You're unsure of your creative talent. Maybe you haven't been given
opportunities to be creative, or maybe you're convinced that you're simply not a
creative person. Either way, look for opportunities to improve how you do things,
even if you don't have any current problems. Use the discussion and resources
below to be more creative – you'll be surprised by how creative you can be if you
give yourself a chance! (Read below to start.)
37-58 Your creativity is a "work in progress." You've had some successes, so now it's
time to let loose and stretch yourself. Share your ideas and perspectives with

ORGANIZATIONAL BEHAVIOUR 24
others, and ask them how they view problems. Adopt a collaborative approach to
problem finding, and work actively with others to create and innovate. The tools
and resources below will help you get to the next level of creativity.
(Read below to start.)
59-80
Creativity is one of your strengths, and innovative and creative minds are highly
sought after. So don't hide your ability! Look for ways to share your creative
process with others. Engage colleagues and teammates in creative pursuits, and
promote creativity in your team and organization. And remember that you can
always be more creative – so use the tools and discussion below to fulfill your
creative potential! (Read below to start.)
Boosting Your Creativity Ability
In his well-respected book, "Creativity," Mihaly Csikszentmihalyi says that an effective creative
process usually consists of five steps. These are:
6. Preparation – becoming immersed in problems and issues that are interesting and that arouse
curiosity.
7. Incubation – allowing ideas to turn around in your mind without thinking about them
consciously.
8. Insight – experiencing the moment when the problem makes sense, and you understand the
fundamental issue.
9. Evaluation – taking time to make sure that the insight provides sufficient value to outweigh
the various costs involved in implementation.

ORGANIZATIONAL BEHAVIOUR 25
10. Elaboration – creating a plan to implement the solution, and following through.
We've mapped these five steps onto the process below. This provides a clear and practical way
for you to think about creativity, and to use it in your everyday life at work.
Key Points
In the workplace, some people are naturally more creative than others. However, that doesn't
mean that we can't all learn to be more creative, and use creativity enhancing tools and techniques
in our daily lives.
At its core, creativity is the ability to see familiar things in a new light, and the first step to being
more creative is training yourself to look for opportunities to improve the systems and processes
around you.
Then gather information, find the main cause of issues and problems, and generate and evaluate
your ideas. And don't forget that the mundane work of implementing your ideas is key to being
genuinely creative!

ORGANIZATIONAL BEHAVIOUR 26
Individual behavior and processes3 Self Esteem Test
https://openpsychometrics.org
Your score is 16/30. Scores below 15 indicate low self esteem.
Below is a graph of how others score on this test.
This is a free online version of the Rosenberg Self Esteem Scale.
Validity

ORGANIZATIONAL BEHAVIOUR 27
This scale is the most widely used measure of self esteem for research purposes but it is NOT a
diagnostic aid for any for any psychological issues of states. If you are worried that your self
esteem may reflect poor mental health please consult your doctor. The scale has been used in
more than one hundred research projects.
Because the concept of self esteem is one most people should be familar with, this test will
proably not tell you anything you do not allready know. You should have a pretty good grasp of
your results just by asking yourself the question, "do I have low self esteem?" The scale can
however give you a better picture of your state in relation to other people. Your results will also
include a little bit more about the relationship between self esteem and life outcomes.
Procedure
The scale consists of ten statements that you could possibly apply to you that you must rate on
how much you agree with each. The items should be answered quickly without overthinking,
your first inclination is what you should put down.
Participation
In addition to being offered for public education purposes, this survey is being used as part of a
research project and your answers will be recorded. By starting this test you are agreeing to have
any data you enter used for research.
Individual behavior and processes4
Your Jung personality report

ORGANIZATIONAL BEHAVIOUR 28
What makes you different?
This free report describes how you prefer to: deal with and relate to people, process information,
make decisions and organize your life. It gives you a good overview of your personality and
behavior. You can use this information to assess how well your personality might fit a potential
employer or type of job.
Your Jung personality type
The descriptions you chose about your behavior indicate that the Personality Type that most
accurately describes you is: Introvert-iNtuitive-Feeler-Perceiver
 Introverts tend to be reflective, reserved and private. A popular misconception is that
Introverts are shy - this is not necessarily so. They draw their energy from their own
thoughts and the time they spend alone. Introverts do not need people around them all the
time.
 iNtuitives pay more attention to information that is imaginative and original. iNtuitives
focus on the future.
 Feelers let their feelings and emotions play a leading role because of their concern for
other people.

ORGANIZATIONAL BEHAVIOUR 29
 Perceivers prefer a lifestyle that is spontaneous, flexible and adaptable. They like an
environment that is unstructured, and like to keep their options open.
An INFP at-a-glance
Making the world a better place is your motto. You need to have a crusade or mission in life.
You quietly push for what is important to you and rarely give up.
You are creative and actively seek new ideas and solutions. You are rather reserved and may be
somewhat difficult to get to know. However, when you want to be sociable, you can be
exceedingly charming and popular, and your quiet sense of humor is appreciated by many. You
trust and highly value your intuitiveness and where it leads you.
You are likely to be a good listener and have no trouble putting people at ease. Although you
may be reserved in expressing emotion, you are very caring and are genuinely interested in
understanding people. Because of your sincerity, people value you as a friend and confidante.
You do not like conflict and go to great lengths to avoid it. On the other hand, you are a great
mediator and are effective at solving other people's conflicts. You intuitively understand people's
perspectives and feelings, and genuinely want to help them. Doing so gives you a great deal of
personal satisfaction. Every Jung Personality type has one or two specific nicknames that
concisely describe your Jung personality type, e.g. Inventor, Strategist, Protector and others.
Your probable contributions to an organization

ORGANIZATIONAL BEHAVIOUR 30
Each Personality Type has a different set of skills, talents and attributes that they bring to an
organization, group or relationship. Here is a list of those most commonly associated with
Personality Types like you - INFP.
 Undertakes a lot of projects.
 Likes solitude and becomes quietly absorbed in projects.
 Is pledged to the growth and development of people surrounding him/her.
 Tends toward perfectionism.
 Concentrates intensely and commits to his/her meaningful projects.
On a team
 Some people work well on teams, others work best on their own. Understanding the
personality types of team members provides information about how individuals are likely
to carry out their work and interact with each other. Given your personality preferences, the
following are the strengths (and possible weaknesses!) you will most likely bring to a team:
 Brings a good but quiet sense of humor to the group.
 Always offers lots of encouragement and acknowledgment to others.
 Provides vision and a focus on ideas and values.
 Inspires and motivates people to go beyond the ordinary.
 Orchestrates unity and harmony.
Team Test 1
https://psychologia.co/conflict-resolution/

ORGANIZATIONAL BEHAVIOUR 31
Style I: 14
Style II: 4
Style III: 11
Style IV: 12
Style V: 12
If you scored equally on two or more strategies, you have several preferred strategies. Please see
below for a detailed explanation of every style.
Style I:
You tend to avoid conflict at all costs. While in some situations this may be a wise thing to do,
there are things that are worth fighting for. Your fear of confrontation and unwillingness to deal
with problems may cause you to abdicate from your personal goals and, as weird as it sounds,
undermine your relationships with others.If you never confront your interpersonal problems with
honesty and openness, your chances to resolve them are slim. This may lead to passive-
aggressive behavior from both sides; and while you may be able to avoid the confrontation itself,
you will be subjecting yourself to continuous dull pain.
Style II:
You are rather aggressive and tend to use force to get your way. You aren’t too concerned about
whether or not other people love you or like you, and you aren’t into compromises. Typically,
you don’t settle for anything less than what you originally wanted and will fight until all your
demands are satisfied.

ORGANIZATIONAL BEHAVIOUR 32
Style III:
You value good relationships more than you value goals and dreams. You rarely find yourself in
a conflict situation because you do everything to prevent it in the first place. It’s important for
you to be loved and liked, and you are ready for sacrifices if necessary.
Style IV:
You equally value your interpersonal relationships and your goals. Because you aren’t ready to
give up on any of the two, you use compromise as your preferred strategy. Even if your demand
isn’t satisfied 100 percent, it’s still better than nothing, and you get to keep the relationship.
Style V:
Your strategy is honesty and openness. You value both relationships and goals and look for a
way to work with your opponent for a solution that is honest and satisfactory for both sides. The
difference between Style V and Style IV is that Style V is not willing to compromise the truth
but, at the same time, they are patient enough to keep digging until they find a better solution that
can satisfy everyone involved.
Team Test 2
What's Your Communication Style?
Hi, sharath,
On behalf of everyone at Leadership IQ, thank you for taking the Communication Styles
Quiz. We hope you enjoyed it!

ORGANIZATIONAL BEHAVIOUR 33
Your results are: Intuitive. Here's what that means:
As an Intuitive communicator, you like the big picture, you avoid getting bogged down in
details, and you cut right to the chase. You don’t need to hear things in perfect linear order
but prefer instead a broad overview that lets you easily skip right to the end point. For
example, some people, like Functional communicators, will tell you things step-by-step (they
start with A, then go to B, then C, then D, then E, etc.). But this can drive you nuts; you’d
rather jump right to Z.
One big plus of having an Intuitive communication style is that your communication is quick
and to the point. You don't get stalled by needing too many details, and you're comfortable
with big ideas and out-of-the-box thinking. Because you're good with thinking big, you can
also enjoy the challenging convention.
The potential downside of having an Intuitive communication style is that you may not
always have enough patience when you’re in a situation that actually requires getting into
nitty-gritty detail (and you may risk missing an important point). Typically, Intuitive
communicators have the most difficulty dealing with Functional communicators (those are
the ‘process-driven’ people, they’re very methodical, walk through things step-by-step, and
like nitty-gritty detail).
Team Test 3

ORGANIZATIONAL BEHAVIOUR 34
Your team roles
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Your answers have been used to identify which team role(s) suits you best. This suitability is
expressed as a percentage.
The nine team roles are the Executive, Explorer, Innovator, Analyst, Driver, Chairperson,
Completer, Team player and Expert.
A total of 100 points are divided over the various roles. A group role can have up to 25
points. The graph below shows how each team role fits you. After the graph, each team role
is explained in detail, in the order of its importance to you.

ORGANIZATIONAL BEHAVIOUR 35
Chairperson
The chairperson has a strong coordinating role. With an emphasis on procedures, the
chairperson will try to bring and keep the team together. He or she is communicative and
deals with the members of the team in a respectful and open-minded way.
Innovator
The innovator is often the creative generator of a team. He or she has a strong imagination
and a desire to be original. The innovator prefers to be independent and tends to approach
tasks in a scientific way. As a creative individual the innovator may play a crucial role in the

ORGANIZATIONAL BEHAVIOUR 36
way a team approaches tasks and solves problems.
Team player
The team player is caring, avoids conflicts, and fosters harmony. Being someone who likes to
help other people, the team player is generally considered agreeable and friendly. He or she
is diplomatic and emphasizes solidarity and team cohesion.
Executive
The executive is sometimes also referred to as the organizer. The executive is generally
disciplined and eager to get the job done. He or she is efficient, practical, and systematic.
Executives are well organized and diligent, and quickly turn the ideas of a team into concrete
actions and practical plans.
Analyst
The analyst has a tendency to be reserved and critical. The analyst will also react to plans and
ideas in a rational and sensible way. He or she will favor a prudent approach to matters and
will evaluate them according to their accuracy before acting.
Driver
The driver is generally very ambitious and energetic. He or she may appear as impatient and
impulsive. The driver is a strong motivator and will challenge others at crucial times.
Although the actions of the driver may sometimes seem somewhat emotional, they do play a

ORGANIZATIONAL BEHAVIOUR 37
crucial role in pushing the team forward to succeed.
Expert
The expert has the skills and expertise required for the specific task at hand. He or she has a
strong focus on the task and may get defensive when others interfere with his or her work.
The expert prefers to work alone and team members often have a great deal of trust and
confidence in him or her.
Explorer
The explorer is generally an extrovert by nature. He or she is cheerful, gregarious. The
explorer is also investigative, interested and curious about things. Because explorers like to
improvise and communicate with others, they will have a little problem presenting ideas to
the team and developing new contacts.
Completer
The completer is very conscientious and feels responsible for the team's achievements.
Completers are concerned when errors are made and they tend to worry because of their
controlling nature. The completer is also known as the finisher because they are most
effectively used at the end of a task, to polish and scrutinize the work for errors, subjecting it
to the highest standards of quality control.