University: Business Professional Development Self-Awareness Report

This report delves into the multifaceted concept of self-awareness, examining its various dimensions within the context of organizational behavior. It begins by analyzing personality traits using the Myers-Briggs Type Indicator, identifying the student's ISTJ preferences and how these influence interactions and decision-making. The report then explores the significance of values, motivators, and emotional intelligence, connecting these factors to leadership styles, including transactional and transformational approaches. The discussion extends to power dynamics and organizational politics, acknowledging their impact on workplace interactions. The report concludes by examining decision-making and planning processes, incorporating relevant theories and linking these insights to career choices and personal development. The analysis emphasizes the interconnectedness of individual psychological aspects and workplace efficiency, offering a comprehensive understanding of self-awareness in a professional setting.

Running head: BUSINESS PROFESSIONAL DEVELOPMENT
BUSINESS PROFESSIONAL DEVELOPMENT
Name of the student:
Name of the University:
Author's Note:

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Executive summary
This report has discussed various facets of self-awareness. The factors of self-awareness
discussed in this particular report are associated with personality of an individual, values and
motivators, emotional intelligence, leadership, power and politics have been discussed
effectively. According to Myers-Briggs Type Indicator personality test I have showed ISTJ
factor. All these aspects have been then connected with the organizational behavior. These
factors are important to consider and have been analyzed with contrast of the relevant theories.
These dimensions of self-awareness have been linked with the personal choice of career and
personal development for the near future. This particular report has concluded with the detailed
discussion about the decision making and planning process.

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Table of Contents
1.0 Introduction:..............................................................................................................................3
2.0 Self-awareness...........................................................................................................................3
2.1 Personality:............................................................................................................................3
2.2 Values and Motivators:..........................................................................................................4
2.3 Emotional intelligence:..........................................................................................................5
2.4 Leadership:............................................................................................................................6
2.5 Power and Politics:................................................................................................................7
3.0 Decision making and planning:.................................................................................................7
3.1 Individual problem-solving factors:......................................................................................9
3.2 Career problem solving:......................................................................................................10
4.0 Conclusion:..............................................................................................................................10
5.0 References:..............................................................................................................................12

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1.0 Introduction:
The aim of this report is to discuss self-awareness factors under the light of many theories
and models which are associated with formation of organizational couture. This report has
effectively analyzed all the psychological dimensions which build the mentality of the person for
working in a current organization. Personality, Values and Motivators, Emotional intelligence,
Leadership, Power and Politics have been discussed effectively and these are all connected with
ideal organizational behavior. In this referred personal experience of decision making and
planning with the support of the problem solving and decision-making theories have also been
discussed. These factors have mainly focused on the organizational behavior and make the
individuals ready to cope up with the factors of the organizational behavior (Blewitt et al. 2018).
These are the basic psychological aspects of the individuals which are important to be judged so
that they can overcome the weaknesses of their own personalities and properly utilize their
strengths. Based on different models and theories, the report will be discussing various facets of
managerial actions and decision-making process.
Thesis statement: Individual’s psychological aspect directly connects their efficiency in their
workplace.
This report will discuss different aspects od self of an individual which will be supported
by relevant theories and models. This report will conclude with the discussion of decisions
making and planning aspect and all of these will have link with personal career choice.

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2.0 Self-awareness
2.1 Personality:
Personality is a combination of the characteristics as well as qualities which form the
character of the distinctive person. This psychology of personality attempts to study the
differences and similarities of the individuals and groups (Blewitt et al. 2018). It is combination
of emotion, behavior, motivation and thinking pattern which define the personality of the
persons. In this regard two distinctive models namely, Myers-Briggs Type Indicator and Big
Five Personality Model help the individuals to identify the features of their personalities. From
the Myers-Briggs Type Indicator I have identified some of the major factors of my own
personality which manipulate my behaviors with others, thinking process and actions. This
particular model has four pairs based on which I have identified my personal traits. In the
Extrovert vs. Introvert factor I have shown inclination to the extroverts which means I gain
energy and knowledge from the people and things around me through proper communication and
understanding. In the Sensing vs Intuition factors, I have showed inclination towards the sensing
dimension which reveals that I pay attention to my own experience and depend on what my
senses tell me to do (Iosup et al. 2017). In the Thinking vs Feeling dimension I have score high
in the thinking factor which means I prefer to make decisions only after thinking logically and
rationally. Finally, in the Judging vs Perception dimension I have scored more in the judgment
features which has made me quite organized about everything. Being influenced by this feature I
prefer to plan in detail before any making any decision and action.
2.2 Values and Motivators:
The effectiveness of the individuals largely depends upon the personality, attitudes and
values and motivation. This is due to the fact that these factors directly connect the motivation of

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his or her success (Dierdorff et al. 2018). These factors also help the management to understand
the characteristics of the employees which is a very crucial factor for the successful operation of
the organizations. The values of motivators help the management to mitigate any type of
conflicts among the employees regarding any issues (Caldwell and Hayes 2016). Through proper
recognition as well as appreciation of one another’s characteristics as well as constraints, both
the employees and organizations can form a highly beneficial connection to mitigate any type of
organizational issues.
Values of an individual are the basic conventions based on which a specific mode of
conduct is shown to the opposite one. These values vary by cohort and provides great
understanding of the cultural attitudes, behaviors and motivating factors (Wang et al. 2016).
These influence the perception of the people around us and represent good or bad about the
opposite conduct. In case of career option selection process, I found importance of managerial
job to be higher as this incur respect of people around us due to its intense responsibility factors
and seriousness.
2.3 Emotional intelligence:
Emotional intelligence refers to the capability of the individuals for recognizing their
persona emotions as well as those of the others around them. Under this concept, the individuals,
discern between the different feelings as well as label them accurately. These factors are granted
to be the guiding factors for thinking and behavior and manage as well as adjust the emotions for
adopting with the external environment to achieve personal and professional goals. According
to the ability model of Salovey and Mayer, the conception of emotional intelligence is a
cognitive ability which is associated with the general intelligence. This specific model is
consisted of four different abilities which includes perception of the emotion, emotional

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facilitation, unsettling of emotions and managing the emotions. These abilities are ordered from
the basic to higher order abilities that develop as people matures. The emotional intelligence had
two opposite effects both negative and positive. The positive effects are associated with the
expansion of the thinking process, generation of newer ideas and encouragement to consider
different possibilities.
In my case, strategic emotions work better than that of experiential one. In this aspect I
understand emotions and able to manage these to get the best of any decision and actions. I sue
my emotions to motivate me to manage anger, fear, sadness, disgust and joy so that my personal
as well as professional life do not get affected by the over display of emotions. In choosing my
career options, I have never ignored my emotions but tried to amalgamate emotion with the
desire to become a manager of a reputed company.
2.4 Leadership:
In this current business setting the leadership quality in the mangers is a mandatory
matter. In this regard I need to judge the qualities of the leaders to match the requirement of the
jobs. First of all, it is to be understood that the managers completely depend upon the employees
of the companies. This is the reason why I feel that the leaders must be responsible to the
employees as they are related directly in the production of the firms. Therefore, two most
important style of leadership have gained importance. One is the transactional leadership model
and another is the transformational leadership model (Wang et al. 2016). From the efficiency
dimension, transformational leadership is much more efficient than that of transactional
leadership model. The later model largely depends upon the contingent rewards to motivate the
employees rather than inspire them through intellectual simulation and idealized influence.
However, I prefer the transformational leadership style as I think is quite difficult but gives a far-

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reaching effect on the employees. I am a good communicator which is one of the most important
factors of applying leadership styles. I prefer to apply the authentic leadership upon the
subordinates as I respect their values and understanding and make decisions ethically but not
ignoring their own interests. I possess the capabilities to change the attitudes and behaviors of the
employees so that the workforce can be utilized effectively. I prefer to give personal attention to
my subordinates and treat the employees individually. I can effectively communicate high
expectations and use symbols for focusing efforts to express important purposes in the simplest
ways. I am capable to foresee the result of what will be there with in the limited period of time. I
am willing to take risks to overcome any problems in the present. I am sensitive to the followers’
needs as well as environmental issues so that I can make decisions based on the requirement of
the situations. Therefore, it can be said that I can become an effective leader to perform my duty
as the manager of the firms.
2.5 Power and Politics:
The power and politics of the organization is possessed by one chief group which
operates in the center of the organizations. There are five sources of power which includes
Legitimate power which is also referred to as positional power, Expert Power, Coercive Power,
Referent power and the Reward Power. Based on these powers the leaders of the organizations
manipulate the employees effectively so that the employees can be influenced and utilized
effectively. in each of the organizations has hierarchy either formal or informal (Wambugu
2014). The employees when see accumulation of power in the managers respect and obey them.
In some cases, the senior employee possess power who use them to share knowledge and build
community within the organizations. Organizational politics is the informal approaches for

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gaining power through means other than merit. The influence on the other hand, resembles
power bur tends to be subtler as well as indirect.
To me the power and politics of the organization are two unavoidable factors which no
manager can effectively avoid (Hibbert and Cunliffe 2015). As an effective manager of a firm
one need to effectively use their power to employee the organizational politics inn a positive way
so that the employees not only get the best resources but also feel attached with the operations of
the organizations.
3.0 Decision making and planning:
Each of the persons in this world come across different types of problems for which they
need to make decisions and overcome the situation. The pressing situation makes the people
overwhelmed with the problem, stressed and anxious thus make wrong decisions (Trujillo 2014).
However, in the organizations making there is no place for mistake because one wrong decision
can harm the operation of the company hugely. In this respect, decision theory is important to
understand for the managers so that they do not make any wrong decision based on bias or
misunderstanding. Decision theory refers to the process of determining and measuring the
decisions choices among the available alternatives (Iosup et al. 2017). This determines the
optimal decision. Two important theories of decision making and planning can be discussed
which include the rational decision theory and behavioral decision theory. This rational decision
theory is also known as rational choice theory. It is mainly based on the maximization of the own
benefits in one hand and minimizing those factors which can affect them. Under this theory, the
decision maker makes choices in relating to both their objectives as well as the means for
attaining those goals. This theory holds that the individuals need to anticipate the results of the
alternative courses of actions then calculate which one is the best fit of themselves as

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demonstrated by Caldwell and Hayes (2016). The people who prefer for the rational choice
theory, mainly choose those alternatives which give the greatest satisfaction. Some of the
socialists often argue that the social change takes place only when the member of the society
makes some rational choices. The assumptions of the rational decision-making process include
problem clarity, known options, clear references, constant preferences, constant preferences,
maximum pay and cost constraints.
On the other hand, consensus decision making model refers to a creative and dynamic
method of reaching agreement between all the members of one particular group. According to
Caldwell and Hayes (2016), this theory the group develop and agree in support of one particular
decision which will be the best for the interest of all. The feature of this theory has a
collaborative, cooperative, egalitarian. Inclusive and participatory nature (Sendjaya et al. 2016).
This theory ensures that all the ideas, opinions and concerns will be considered as this decision is
mainly made in the groups. Under this particular theory, no decision is made against the will of
any individual. In case he significant concerns remain unsettled; the proposal is then blocked as
well as prevented from processing. According to this theory therefore, each and every team
member are to be present in the decision-making process and work hard to find the solution of
any type of problems (Hibbert and Cunliffe 2015). Thus, they reach one decision by addressing
everyone’s concerns rather than ignoring and overruling the minority concerns.
3.1 Individual problem-solving factors:
For utilizing the decision making and planning theories it is important to understand the
personal background as well as needs based on which the individuals can plan, solve issues and
make decisions. These factors change with the changes of attitude of solving problems. The
individuals make their decisions (Rodríguez et al. 2016). though the process of constructing

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some simplified models which actually extract the most important factors from the problems but
do not capture all their complexities. There are some common biases which constraint the
process of smooth problem solving. However, in this regard the consensus decision making
model is more important as this helps the individuals to think from different perspectives
(Sendjaya et al. 2016). This also helps to share power overcoming all types of bias and take a
collective control over the decisions. as this theory build proper connection among the
communities, the problem of biasness on the basis of religion, culture and gender cannot create
constraints in the smooth operation of the businesses. In detailing the personally relevant
factor, I have seen that this also helps the management to reduce the conflict among the
employees as this encourage all the people in an organization to take active part in the decision-
making process thus protect the minority needs and opinions. Despite the fact that through this
model, a formal hierarchical organization or society can never be possible but in this informal
hierarchy, the power distance is reduced which leads to abolition of control and dominance. The
communities of the group members work at their will and be honest in their action as well as
practices.
3.2 Career problem solving:
In choosing career, the geographic location, paid or unpaid nature, opportunity for
training and development, opportunity for ongoing employment created issues for me (Rodríguez
et al. 2016). I resided in the remote area of the country from where choosing right occupation
was not possible. This is the reason why I made decision on the basis of the discussion of my
family members and friends who have early expertise in such case. This was successful I wanted
to judge every aspect of my career and decide which way I should go. I also consulted about the
opportunity for ongoing employment in the region where I resided but I did not find any job

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satisfactory to my will and interests. As it was my focus to enter the management profession, I
discussed with the members about opportunity for training and development so that I could
peruse the career I always wanted. As a result of this detailed discussion I was able to decide the
university for management studies and followed this path. This is how consensus decision
making model could help m e in my personal life in decision making but choosing one path from
variety of options.
4.0 Conclusion:
Therefore, it can be concluded that the insights about the self is one of the most
important factors for becoming successful in life. This include the psychological factors like
Personality, Values and Motivators, Emotional intelligence, Leadership, Power and Politics
which are important in operating successfully in an organizational setting. With proper
knowledge of these factors, the individuals can effectively grow talents to effective decision
making as well as planning. These help the employees to cope up with the issues commonly
faced in the business and transform their weaknesses to their strengths.

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5.0 References:
Blewitt, J.C., Blewitt, J.M. and Ryan, J., 2018. Business forums pave the way to ethical decision
making: The mediating role of self-efficacy and awareness of a value-based educational
institution. Journal of Business Ethics, 149(1), pp.235-244.
Cabrerizo, F.J., Chiclana, F., Al-Hmouz, R., Morfeq, A., Balamash, A.S. and Herrera-Viedma,
E., 2015. Fuzzy decision making and consensus: challenges. Journal of Intelligent & Fuzzy
Systems, 29(3), pp.1109-1118.
Caldwell, C. and Hayes, L.A., 2016. Self-efficacy and self-awareness: moral insights to
increased leader effectiveness. Journal of Management Development, 35(9), pp.1163-1173.
Davis, J.H., 2014. Group decision making and quantitative judgments: A consensus model.
In Understanding group behavior (pp. 43-68). Psychology Press.
Dierdorff, E.C., Fisher, D.M. and Rubin, R.S., 2018. The Power of Percipience: Consequences of
Self-Awareness in Teams on Team-Level Functioning and Performance. Journal of
Management, p.0149206318774622.
Dong, Y., Chen, X. and Herrera, F., 2015. Minimizing adjusted simple terms in the consensus
reaching process with hesitant linguistic assessments in group decision making. Information
Sciences, 297, pp.95-117.
Hibbert, P. and Cunliffe, A., 2015. Responsible management: Engaging moral reflexive practice
through threshold concepts. Journal of business ethics, 127(1), pp.177-188.

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Iosup, A., Zhu, X., Merchant, A., Kalyvianaki, E., Maggio, M., Spinner, S., Abdelzaher, T.,
Mengshoel, O. and Bouchenak, S., 2017. Self-awareness of cloud applications. In Self-Aware
Computing Systems (pp. 575-610). Springer, Cham.
Rodríguez, R.M., Bedregal, B., Bustince, H., Dong, Y.C., Farhadinia, B., Kahraman, C.,
Martínez, L., Torra, V., Xu, Y.J., Xu, Z.S. and Herrera, F., 2016. A position and perspective
analysis of hesitant fuzzy sets on information fusion in decision making. Towards high quality
progress. Information Fusion, 29, pp.89-97.
Sendjaya, S., Pekerti, A., Härtel, C., Hirst, G. and Butarbutar, I., 2016. Are authentic leaders
always moral? The role of Machiavellianism in the relationship between authentic leadership and
morality. Journal of Business Ethics, 133(1), pp.125-139.
Trujillo, T., 2014. The modern cult of efficiency: Intermediary organizations and the new
scientific management. Educational Policy, 28(2), pp.207-232.
Wambugu, L.W., 2014. Effects of Organizational Culture on Employee Performance (Case
Study of Wartsila–kipevu Ii Power Plant). European Journal of Business and
Management, 6(32).
Wang, X.Y., Hattaf, K., Huo, H.F. and Xiang, H., 2016. Stability analysis of a delayed social
epidemics model with general contact rate and its optimal control. Journal of Industrial &
Management Optimization, 12(4), pp.1267-1285.