Self-Evaluation Report on Organizational Behaviour

This report is a self-evaluation of organizational behaviour which includes Big Five Personality Test, MBTI Test, Conflict Management Styles, and McClelland’s Need Assessment. The report critically examines the outcomes and reflects on the same. The outcome of this report is connected to the future ambition as a leader or an executive. The report also includes an action plan to advance leadership abilities for the future.

Running Head: ORGANIZATIONAL BEHAVIOUR
Organizational Behaviour
Report
Student Name
[Pick the date]

ORGANIZATIONAL BEHAVIOUR 1
Introduction
Self - evaluation is very important to rise as a great frontrunner and an executive thus it is serious
to be self-evaluated and influence on the strong point and minimize the weak points. The
fundamental drive of being self- conscious is to restore comprehends one, and therefore
generates individual and specialized goals (Ozga, 2009). The drive of this report here is to
explain brief introduction of the self-assessment with Big five Personality traits, McClelland
Needs Analysis, MBTI and Thomas-Kilmann conflict style tool z. This report will also critically
examine the outcomes and replicate on the same ((Brosan, Reynolds and Moore, 2008). The
outcome of this report will be connected to my future ambition as a frontrunner or an executive;
moreover a strategy plan will be formed on the foundation of these outcomes to advance
leadership abilities for my future.
Brief Assessment of the Findings
Big 5 Personality Test
The Big Five Assessment explores the scores of a person on five main magnitudes of the
character; Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism (Turiano
et. al., 2013).
(Figure 1)

ORGANIZATIONAL BEHAVIOUR 2
(Figure 2)
The medium score in Openness indicates that I am average imaginative, exploratory and an
intellectual individual who is ok with current life along with investigating nature sometimes with
ideas. Medium score in openness is too a replication of my average curiosity in sculpture and
philosophy.
My score at this time is little bit above average, which I consider is correct as I do ample self-
regulation and well organization of things. This personality attribute of Conscientiousness
describes the capability of the individual to work out and express self- regulation and self-
restraint in individual`s life (Vernon et. al., 2008).
I am having high score in Extraversion which denotes that I am welcoming and have an energetic
social lifespan. This attribute regulates the preference of the individual to pursue inspiration from
the external world, which is connected to courtesy from other individuals.
I am having low medium Agreeableness which indicates that I am having low level of
compassion and is not continuously willing to assistance others because I believe they should
learn how to handle things. This is one attribute which regulates the propensity of an individual
to put others individual requirements above their own (Van der Linden, Nijenhuis and Bakker,
2010).

ORGANIZATIONAL BEHAVIOUR 3
I am having lowest score in natural reaction which indicates that I am not easily getting affected
by negative emotions. This character attribute regulates the propensity of the individual to
knowledge damaging emotions just like distress, sorrow, nervousness and other such feelings.
MBTI Test
(Figure 3)
[Extraversion (38%), Intuition (17%), Feeling (9%), Judgment (9%)]
ENFJ (Extraversion, Intuition, Feeling and Judgment) is an abridgement used as important
segment of MBTI to mention to one of 16 personality types. The common insight of ENFJs is
person-focused individuals. They grow in the sphere of people potentials (Lu and Hsiao, 2010).
They have outstanding person’s abilities. They understand and care about persons, and have a
distinct aptitude for carrying out the finest in others. ENFJ's key attention in life is generous
love, provision, and a good period to other persons.
Extraversion - Favor spending their time with outside world to remain in contact with the world.
Intuition- Always highlighting on the greater depiction and stay absent from old management.
Feeling –Respect emotions of others and ready to guide with their life experience..
Judgment -These types of individuals keep their all choices exposed and are inadequate due to
the arrangement and preparation (Knobbs and Grayson, 2012).

ORGANIZATIONAL BEHAVIOUR 4
Conflict Management Styles
(Table 1)
Style Total
Competing/
Forcing Shark
1 2 2 5
Collaborative Owl 1 1 1 3
Avoiding Turtle 2 4 3 9
Accommodating
Teddy Beer
1 1 1 3
Compromising Fox 1 2 1 4
Dominant Style for me is OWL
Back up style for me is Teddy Bear
The conflict management style of Owls is permanently attentive on discovery resolution to the
difficult and producing a win-win condition for mutually parties. Owl beliefs aims and
association while handling the conflicts in the company (Stoltz, Young and Bryant, 2014). It
receipts a lot of period and vigor to solution the encounter, but the conclusion is always
optimistic.
The conflict management style of teddy bear permanently accentuate on human association while
decoding conflict. This style of individual collaboration on their personal aims to convey what
the parties believe. The major benefit of this plan is cooperative others whilst upholding
association with individual.

ORGANIZATIONAL BEHAVIOUR 5
McClelland’s Need Assessment
The outcome founded on the 15 question experiment and their marks are acknowledged in
Achievement, Power and Affiliation in the following manner. Purpose of this score table is to
under my personality related to Achievement, Power and Affiliation.
(Table 2)
(Source: Schauber, Hecht & Nouns, 2018)
(Score card)
Achievement Power Affiliation
5 5 3
4 4 4
5 3 5
4 3 3
5 4 3

ORGANIZATIONAL BEHAVIOUR 6
23 19 18
The outcome here establishes that I have a great need for achievement. Achievement and
gratitude are the main two motivators which energize me in the organization and these
motivators display my goal desire focus
Critical Analysis of the Topics and Reflection on Leadership Style
Big five Personality Test
Big five Personality test guides to discover the character of the individual agreeing to the five
factors. These factors are significant to guide the upcoming career way of an individual. The
outcome shows that I believe in exploring the world with my own experience. It includes
learning about changes that are happening in the current world and according to it be prepared
for the future. One of the example is that I love to gain knowledge related HR analytics by
reading books and interviews given by various HR analytics experts as I know that human
resource department of the world is moving towards numbers i,e making use of statistics in HR.
This undoubtedly replicates that my leadership pattern will be experimental, as I endorse a
philosophy of experiment. It indicates that I will ensure that the working of organization is
innovative and individuals can put their effort in a creative manner. At the equal time, above
average score in Conscientiousness is a replication of my nature to arrange my judgment making
in strongly pattern and will formulate this strategy in the organization for the employees which
will ensure success. One of the examples is that one of my class mate asked me for help in one of
his topic by that person came to me without related material. When I came to know all this I
decided to not help him because I believe that if a person has not gathered any material related to
topic how that person can be serious about his topic.

ORGANIZATIONAL BEHAVIOUR 7
MBTI Assessment
My assessment of MBTI test is ENFJ, which is portion of the 16 Personality attributes. ENFJs
are person-focused individuals. Some of the appearances displayed by ENFJ kind of individuals,
which comprises me are:
ENFJs are straight outward. They are outgoing, chatty and self-assured. They love individuals
and social assemblies (Stoltz, Young and Bryant, 2014). They are eager by communication, are
animated and passionate. Mentors are Spontaneous. They are original and bottomless. Their
thinking procedure is intellectual and attentive on potentials.
Conflict Management Style
My conflict management style founded on the valuation is cooperative owl and helpful teddy
bear. This combination can be seen better in the world, because as a person I continually looking
for explanations to the difficult, and how the explanation can generate concord between both the
parties (Shih and Susanto, 2010). I continually look to generate a win –win situation out of any
encounter by concentrating on the aims and association between individuals. As a helpful teddy
bear my emphasis in on the human association, I at this period negotiation on my aims and
attention to give worth and benefit to other individuals. This is portion of my cooperating grace
in my leadership.
The valuation for my leadership advantage here is that I can be reasonable, violent, collective
and problem solving to exploit the productivity from an assumed situation (Trudel and Reio Jr,
2011). On other side, if I have to negotiation, I would retain the attention of other individual
overhead, which is precisely what a talented leadership is in realism.
McClelland Test
My valuation reveals that I worth need for achievement above any other element in my personal
and specialized life. These grips unconditionally truth for any individual, as I am a self-focused, I
have highly motivated and ambition for me, and I generate aims to range my endpoint in a
methodical manner (Dobbs, Furnham and McClelland, 2011). I always favor challenging parts
and jobs, and I also give importance to opinion of other individuals, as it assistances me to
explore the gaps in my personality and effort towards them. Management in need for
achievement can be interpreted to what I suppose from other individuals, I would prize

ORGANIZATIONAL BEHAVIOUR 8
individuals who are ambitious, have big thoughts and want to succeed in their life (Tsetsos et. al.,
2012). I would like to assist these individuals to achieve their life goals.
Action Plan
The action plan will be grounded on the SMART purposes I fixed for me for a period of one
year. These purposes will assistance me to generate an action plan to attain those purposes. The
SMART purposes are shaped for six months, and it goes as:
Be a Charismatic leader and interconnect successfully the need for change in the organization
and central the upsurge of change hitching each employee and involving them in the change
procedure (McAdams and Olson, 2010). I frequently tend to cooperation and put the importance
of other individuals above; I have to effort on altering this condition and translate it to win-win
model.
(Table 3)
What How Result Time period
I have to streamline
the causes for
conflict and not
negotiation my
upended to
assistance the other
individual
elaborated.
My personality says
that I am logical and
critical theorist, using
these two attributes I
would continually
make effort to come
enter in win-win
situation.
The consequence will
result in perceptible
teamwork and
optimistic vigour in
the organization.
Six months
I have to work on
leaving the work of
other on their end
and focus on my
own goal (Cyders
and Smith, 2008).
I will make use of
proper schedule to
identify the actions
by which I would be
able to keep myself
busy instead of
This will assist me in
becoming an
effective manger of
the organization.
Six months

ORGANIZATIONAL BEHAVIOUR 9
getting involved in
others problem. For
this I will use my
study time table
pattern.
Conclusion
Self-evaluation is the important element to become an outstanding leader and in command to
evaluate one’s own character, overabundance of online tests is obtainable which aids an
individual determine his individual personality. Valuation of one’s own personality aids in
discovery the strong point, which can be improved to make benefit for one, and will help in
lowering weakness. Overall I am an experimental person and value exploring world and try to
evaluate new pattern of solving problem. I just want to become a Charismatic leader in the
upcoming that motivates individuals for change management.

ORGANIZATIONAL BEHAVIOUR 10
References
Brosan, L., Reynolds, S. and Moore, R.G. (2008) Self-evaluation of cognitive therapy
performance: do therapists know how competent they are? Behavioural and Cognitive
Psychotherapy, 36(5), pp.581-587.
Cyders, M.A. and Smith, G.T. (2008) Emotion-based dispositions to rash action: positive and
negative urgency. Psychological bulletin, 134(6), p.807.
Dobbs, S., Furnham, A. and McClelland, A. (2011) The effect of background music and noise on
the cognitive test performance of introverts and extraverts. Applied cognitive psychology, 25(2),
pp.307-313.
Knobbs, C.G. and Grayson, D.J. (2012) an approach to developing independent learning and
non-technical skills amongst final year mining engineering students. European Journal of
Engineering Education, 37(3), pp.307-320.
Lu, H.P. and Hsiao, K.L. (2010) the influence of extro/introversion on the intention to pay for
social networking sites. Information & Management, 47(3), pp.150-157.
McAdams, D.P. and Olson, B.D. (2010) Personality development: Continuity and change over
the life course. Annual review of psychology, 61, pp.517-542.
Ozga, J. (2009) Governing education through data in England: From regulation to self‐
evaluation. Journal of education policy, 24(2), pp.149-162.
Shih, H.A. and Susanto, E. (2010) Conflict management styles, emotional intelligence, and job
performance in public organizations. International Journal of Conflict Management, 21(2),
pp.147-168.
Stoltz, M., Young, R. and Bryant, K. (2014) Can teacher self-disclosure increase student
cognitive learning? College Student Journal, 48(1), pp.166-172.
Trudel, J. and Reio Jr, T.G. (2011) Managing workplace incivility: The role of conflict
management styles—antecedent or antidote? Human Resource Development Quarterly, 22(4),
pp.395-423.
Tsetsos, K., Gao, J., McClelland, J.L. and Usher, M. (2012) Using time-varying evidence to test
models of decision dynamics: bounded diffusion vs. the leaky competing accumulator
model. Frontiers in neuroscience, 6, p.79.
Turiano, N.A., Mroczek, D.K., Moynihan, J. and Chapman, B.P. (2013) Big 5 personality traits
and interleukin-6: Evidence for “healthy Neuroticism” in a US population sample. Brain,
behavior, and immunity, 28, pp.83-89.

ORGANIZATIONAL BEHAVIOUR 11
Van der Linden, D., te Nijenhuis, J. and Bakker, A.B. (2010) The general factor of personality: A
meta-analysis of Big Five intercorrelations and a criterion-related validity study. Journal of
research in personality, 44(3), pp.315-327.
Vernon, P.A., Martin, R.A., Schermer, J.A. and Mackie, A. (2008) A behavioral genetic
investigation of humor styles and their correlations with the Big-5 personality
dimensions. Personality and Individual Differences, 44(5), pp.1116-1125.

ORGANIZATIONAL BEHAVIOUR 12

ORGANIZATIONAL BEHAVIOUR 13

ORGANIZATIONAL BEHAVIOUR 14

ORGANIZATIONAL BEHAVIOUR 15