Business Professional Development: Attributes and Decision Making

This report focuses on business professional development, aiming to help employees enhance their careers through self-awareness and effective decision-making. It begins with an executive summary highlighting the importance of self-awareness and leadership in diverse organizational environments. The report delves into the author's personal attributes, analyzing personality traits (openness, conscientiousness, extraversion, agreeableness, and neuroticism), values, motivators, emotional intelligence, leadership style, and the understanding of power dynamics. It then critically evaluates decision-making processes, referencing management theories. The report emphasizes the need for employees and leaders to possess the right attributes and behaviors to foster organizational cohesion, while also highlighting the importance of sound, quality-driven decision-making for positive individual and organizational outcomes. The author provides insights gained from personality tests and models, focusing on strengths and weaknesses to improve group integration and time management skills.

Running head: Business Professional Development 1
Business Professional Development
Name of Student
Name of Institution
Name of Course
Date of Submission

Business Professional Development 2
Executive summary
The purpose of this report was to help employees in developing their careers in an a
institution, to be able to demonstrate a solid self -awareness and be able to have self confidence
in any duty assigned however most of the employees feel they are not worthy to the task since
they are either on internship or newly employed in the institution some employers also believe
on themselves to an extent of not assigning duties to their juniors. Personalities vary from one
individual to another. A good understanding of the different personalities would therefore be a
crucial tool for leaders to help them in managing human resources within a culturally diverse
environment
A good record of one’s personal attributes enables an individual to identify the specific areas in
which they need to make the necessary adjustments in order to effectively fit in an organization.
In line with the overview above, this report entails the details of my personal attributes and the
general framework of my individual awareness. The report shall also entail a critical evaluation
of decision making with references to various management and decision making theories.
In a nut shell, both employees and leaders within an organization ought to posses the
right attributes and behaviours which enhance organizational cohesion. At the same time,
decision making processes ought to be profound and guided by specific quality standards. Sound
decisions are effective and lead to positive outcomes both at an individual or organizational level

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Table of contents
1.0 Introduction..............................................................................................................4
2.0 Self- awareness.........................................................................................................5
2.1 Personality................................................................................................................5
2.1.1 Openness to experience.............................................................................5
2.1.2 Conscientiousness.....................................................................................5
2.1.3 Extraversion..............................................................................................6
2.1.4 Agreeableness...........................................................................................6
2.2 Values and motivators..............................................................................................7
2.3 Emotional Intelligence.............................................................................................8
2.4 Leadership................................................................................................................9
2.5 Power and Politics....................................................................................................10
3.0 Decision making and planning.................................................................................11
4.0 Conclusion ...............................................................................................................12
References......................................................................................................................13

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1.0 Introduction
The purpose of this report is to help an employee to acquire personal benefits such
leadership in an institution, problem solving as well as effective decision making. By
understanding these concepts, an employee is able to develop in their career in addition to
demonstrating self –awareness. This paper focuses on an analysis of personal attributes which
enhances an individual’s place within an organization. Personalities vary from one individual to
another. A good understanding of the different personalities would therefore be a crucial tool for
leaders to help them in managing human resources within a culturally diverse environment. This
report is a summary of personal attributes based on a review of a personality test and other
associated models. Self-awareness is a crucial attribute as it enables an individual to identify
their strengths and weaknesses (Acocella, 2010). A good record of one’s personal attributes
enables an individual to identify the specific areas in which they need to make the necessary
adjustments in order to effectively fit in an organization. The aspect of organizational diversity
equally implies the need to have the right personalities as this would allow an individual to easily
merge into the various activities which define a diverse organizational environment. In line with
the overview above, this report entails the details of my personal attributes and the general
framework of my individual awareness. The report shall also entail a critical evaluation of
decision making with references to various management and decision making theories.

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2.0 Self-awareness
This basically comprises the details of what I know or feel about myself. This part shall
be completed with a specific reference to my personality, values and motivators, emotional
intelligence, leadership as well as power and politics.
2.1 Personality
2.1.1 Openness to experience
With reference to the Big Five personality traits, there are a number of attributes that I
have since discovered about myself. To begin with, I am open to new experiences and ever
willing to take part in a change that promises constructiveness. I like a creative approach when it
comes to obtaining solutions in times of crisis. At the same time, my desire to continuously
explore the environment in search of new things summarizes my attributes in line with openness
to experience.
2.1.2 Conscientiousness
I prefer planned to spontaneous behaviour. I believe in operations and procedures which
are based on structure and carefully guided by regulations and limitations. I am not effectively
disciplined when it comes to time management and this comes out as one of my weaknesses. I
however remain disciplined and loyal to stated strategies. With the above details, it can be
deduced that I possess high conscientiousness. However, there is need to create an effective
balance to ensure flexibility which is a good attribute for exploring new things.

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2.1.3 Extraversion
In a group set up, I stay mainly resolved and reflective on other people’s opinions before
I give mine. I believe in a non-assertive environment hence give room for other people’s
opinions as well. This is low extraversion based on the descriptions in the big five personality
test.
2.1.4 Agreeableness
I encourage compassion towards others especially in a group set up. Cooperation is
among my major attributes as this creates an environment of free communication and open
expression of feelings. I possess high agreeableness as I rarely hit against other people’s points.
I however prefer to stand strong on my own opinions which therefore deletes the notion that high
agreeableness indicates an individual who is easy going and naive.
2.1.5 Neuroticism
I am prone to emotional imbalances and operate less effectively in environments that are
stressful. I am not good with controlling anxiety and may remain overly concerned about news
that I am about to obtain. High anxiety in most cases impacts my concentration levels and in
some cases, withdrawal from active participations ends up as the eventual scenario. The review
of personalities above was mainly pegged on the details and arguments outlined in the big five
personality model (Al-Lamki, 2012). From the analysis above, I have gained a number of
insights which would be helpful in enhancing integration especially in activities that involve
groups. Openness to experience is generally a good thing as it allows room for creativity and
innovation. Adventure and curiosity about our surroundings enable us to discover more which
could be incorporated to improve individual attributes. I am also cooperative which has given me

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an easy time in group related activities. My inability to effectively manage time is however an
area of weakness which consequently requires the right adjustment. This is because poor time
management serves to derail others especially if the activity involves group dynamics. By taking
the personality test, I have noted the attributes which could be associated with strengths as well
as those aspects which reveal individual weakness.
2.2 Value and Motivators
I have a positive attitude towards change and success. Getting to meet new individuals
and learning from them is one thing that I am always looking forward to. I believe in humility
and mostly give a result oriented approach to most of my ventures. This implies that right from
the beginning of an initiative, I tend to retain my focus on the expected outcomes. I however
have a negative attitude towards critics and individual who are majorly out to see the worst in
others rather than the other way round (Alvesson and Ka¨rreman, 2011). Despite all these, I
remain open to current and usually view this as a positive path towards individual development
and achievements.
As a value, I keep matters confidential especially when they are sensitive and need to be
kept confidential. Addition, consistency is a major value as I am always keen on maintaining a
path which has promised good reward. I also like efficiency as a value and always wanted to see
an effective end to any initiative began. I am reliable and flexible to transitions. In cases where
an individual is expected to volunteer or when charged with responsibilities, I ensure I remain
available for the responsibilities. Loyalty and commitment are my other key values. For instance
in an organizational set up, I prefer to stay true and commitment to the key organization goals
and objectives. I always hold these goals above my personal interests.

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One of my key motivators is financial reward in addition to other forms of appreciation.
Secondly, the availability of resources and supportive people encourage me to insert more effort
on the accomplishment of the stated objectives. An environment which is characterized by
openness and freedom to express one’s feelings is my other source of motivation. As stated
earlier, I am a result oriented individual (Ashforth and Kreiner, 2009). When taking part in any
activity, I remain keen on possible outcome and level to which these outcomes are likely to
impact my status. From this, we can deduce that the end results also act as my motivators.
Obtaining the desired results ought to remain an individual’s priority this is only possible when
the best effort is inserted. Finally, my motivation emanates from the leadership strategies used by
an individual or people based on the environment of operation. Efficient leadership approaches
tend to instil positive reactions among individual especially in a group set up
2.3 Emotional intelligence
One of the core concepts of emotional intelligence is empathy. I am always keen on the
feelings of other. I gauge my behaviours and tune them to ensure that they result in the best
feelings from others. I am concerned about the well being of people in my surrounding and feel
moved when others are going through situations that are emotionally depriving.
I am personally unstable when it comes to identifying and regulating my own feelings. I
can be overly quiet at one point and active at a different point depending on the nature of my
surrounding. I have struggled in the past when it comes to regulating emotions however, I
believe in my ability to adjust my emotional needs to create a better environment for the
individuals that are around me (Ashmos and Huber, 2008). This often comes with a myriad
challenges especially in a situation where an individual has to sacrifice their comfort for the sake

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of others. In line with social skills, I am a highly social individual often looking forward to
meeting new people and establishing rapports. This could basically be attached to my personality
as an individual who is open to new experiences. The curiosity to achieve the very best from my
surrounding pushes me to interact with various individuals. Despite the fact that I am never so
adept at maintaining social ties, I am always keen on staying consistently close with individuals
with constructive contributions towards my life goals, vision and objectives.
2.4 Leadership
A leader is an individual who is always willing to take risks and the very first step in
times of crisis. A leader is an individual who concentrates more on the possible solutions to a
problem rather than the problem itself. At the same time, leadership entails proper
communication skills. Based on the above descriptions of a leader, I can say that I enjoy leading
as opposed to being led. The curiosity to explore the surrounding pushes me to take risk without
giving room for the fear of failure. I also like team work and homer individual opinions. These I
believe are effective leadership attributes (Collings and Wood, 2009). I however desire to
develop more not only as an individual but also as a leader by enhancing my communication
skills. In addition, there is an inevitable need t adjust on time management as these crucial
attributes necessary for an effective leader. However, I am flexible to change and correction
which has often given me a wide room for learning new ideas and attributes towards leadership.
As an aspiration, I would love to develop into an individual who is not only able to communicate
his grievance but also able to apply effective decision making skills in order to obtain
appropriate solutions to emerging problems (Dubin, 2009).

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2.5 Power and Politics
From an individual point of view, the place of power should not be used as platforms for
intimidation, discrimination and unfair treatment of people. The leadership position ought to be
applied as the very spot from which inspiration and motivation to work harder comes (Golding
and Gray, 2009). Some individuals in power tend to apply authoritative approaches while
executing their duties. In this case, the opinions of individuals lower in the pecking order are
rarely factored. Such approaches lead to the development of an environment in which people are
not only lowly motivated but remain confined hence unable to openly express their views and
feelings. Power and politics are crucial concepts which ought to be used to bring about positive
influence on the being led (Gomez-Mejia, Luis and Robert, 2008). I believe in a leadership
approach in which the individuals in power handle those below with respect and wisdom. For
instance, their opinions can be factored in during important decision making processes. When
power is used constructively, the created environment remains conducive enough for growth an
expansion. This however may never be the case when individuals use their positions instil
negative influences on those around them (Jasper, 2010).

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3.0 Decision making
Decision making involves the process in which a course, action or option is selected in
the presence of several other alternatives. Various models have been fronted to aid in a better
understanding of decision making. First, there is the rational model of decision making which
implies that each aspect of decision making is rational (Johnason, 2009). The theory emphasizes
on the clarity of the various aspects of the decision making process. For instance, before the
beginning of the process, it is important to ensure that the objectives are clear and the
consequences are anticipated. At the same time, the model highlights the importance of clarity of
the problem and overall unity among the individuals who are involved in the process of decision
making (Klerck, 2009). This model is essential as it brings out a clear outline of what should be
done to ensure that the process of decision making and problem solving is as effective as
possible. Through the model, it is equally possible to establish decision making facts in terms of
priority. As such, the decision making team can arrange the facts based on their importance to
the decision making process.
According to the model of bounded rationality, the main focus of a decision making
process is the goal. The process is therefore strictly aimed at achieving the goal by exploring the
best option from the various list of objectives. This model is less complex compared to the
rational model since there is only one point of consideration (Knippenberg, 2010). The
advantage in this case is the aspect that the decision making and problem solving process is
likely to take a shorter time. However, the fact that more effort is laid on the goal ignores the
position of other vital stakeholders in the process for instance the people involved. There is
therefore need for a holistic consideration of facts when it comes to designing a decision making
process.

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Retrogressive decision making model is a model which focuses on justifying a decision after it
has been made (Stone, 2015). This model is not keen at identifying the root cause of the problem.
Each of the individuals tend to believe that their choices are rational hence justifiable. Such
decision making approaches may at times take a lot of time, a phenomenon which may also be
accompanied with financial implications.
Based on the review above, the decision making model likely to be used when seeking
for internship or employment is the rational model. This is because is widely and deeply factors
in the relevant elements which also lead to the achievement of the most appropriate decisions.
The rational model does not only focus on the goal but also factors in the consequences and
people involved (Wood, 2014). Despite the fact that this model may be time consuming, it
provides the right framework from which informed decisions can be made.
4.0 Conclusion
This report entailed the identification of and analysis of individual self-awareness.
Various personal attributes were explored in terms of personality, value and motivators,
leadership, emotional intelligence as well as power and politics. In addition, the report involved a
critical analysis of the concept of decision making from the perspective of three models namely;
rational, retrospective and bounded rationality models. Based on analysis of each model, it was
deduced that the rational approach would be the most effective decision making style to be used
when seeking for internship or employment.