MAN201 - Organizational Behavior: Self-Assessment and Analysis

This report presents a self-assessment of personality traits and leadership skills, fulfilling the requirements of an Organizational Behavior (MAN201) assignment. The student conducted assessments using the Myers-Briggs Type Indicator, the Big Five Personality Test (Costa & McCrae), McClelland's Needs Analysis, and the Thomas-Kilmann Conflict Mode Instrument. The report includes a brief review of the assessment results, a critical analysis of the findings supported by third-party evidence, and a reflection on the implications for future leadership. Furthermore, the report outlines a detailed action plan designed to address identified weaknesses and cultivate stronger leadership capabilities, focusing on areas such as critical thinking, sensing, prospecting, and observational skills. The analysis highlights the student's strengths as an extroverted, conscientious, and competitive individual while acknowledging areas needing improvement to enhance overall leadership effectiveness.

Organizational Behavior-Self-Assessment
Student’s Name:
Institution:

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Executive Summary
Personality traits in an organization are very important when dealing with employees and
performance. Personality assessments get used for the purpose. As a potential leader I did tests to
check my traits and skills. In relation to Myer Briggs, Costa & McCrae, Thomas-KillMann and
McClelland theories, I have reflection on my leadership skills and trains. The paper shows that
results and one unique thing is that I am more of an extrovert, consciousness and competitive as
evidenced in my reflection. The areas of concern are dealt with in the action plan.

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Table of Contents
Executive Summary.........................................................................................................................2
1.0 Introduction................................................................................................................................4
2.0 Brief Review of Results.............................................................................................................4
1. Jung Typology Test..................................................................................................................4
2. 16 Personality Test...................................................................................................................4
3. Big Five Personality Test.........................................................................................................5
3.0 Critical Analysis........................................................................................................................5
1. Myers Briggs theory.................................................................................................................6
2. Costa & McCrae Big 5 Personality Traits...............................................................................6
3. McClelland Needs Analysis.....................................................................................................7
4. Thomas-Killman Conflict Mode Instrument............................................................................7
4.0 Reflection...................................................................................................................................8
5.0 Action Plan................................................................................................................................8
6.0 Conclusion.................................................................................................................................9
References......................................................................................................................................10
Appendices....................................................................................................................................11

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1.0 Introduction
In organization traits and skills are essential in every day running of the business. The
report examines my personality traits as a way of developing management skills. The assessment
tests were the Jung Typology Test, 16 Personality Test, and the Big Five Personality Test and a
brief analysis of the results is given. Additionally, three theories were used in critical analysis; a
reflection is given and a conclusion.
2.0 Brief Review of Results
1. Jung Typology Test
The first tool employed in personality test is the Jung Typology test which measures
extravert, sensing, feeling and judging. The results obtained were 50%, 12%, 31%, and 40%
respectively. Table 1 in appendixes shows the results.
2. 16 Personality Test
Extraverted/Introverted: The results show 75% extraversion and 25% introversion and imply
that I am energized by engagements, being active and being around people.
Intuitive/Observant: The results show 70% intuitive and 30% observant and imply that I
concentrate more on abstract thinking. The level of processing and perceiving information is low
as it is indicated by observant at 30%
Thinking/Feeling: The results show 33% in thinking and 67% in feeling. Thinkers make
decisions in a logical manner which is not my case. Feelers make decisions based on their hearts,
and this reflects me.
Judging/Prospecting: This shows the tactics and how people handle different structure in their
daily undertakings. The results show that my judging is 75% and perspective is 25%. It means
that I am the person who likes order and structure.

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Assertive/Turbulent: The results show that asserted is 49% and turbulent is 50%. Therefore, I am
more of a turbulent personality as opposed to assertive, even though the results show a 1%
differences. Table 2 in appendixes shows the results.
3. Big Five Personality Test
Openness is 67%. It shows that I am a person who thinks in a complex and abstract way, I am
imaginative, daring, and intelligent. It is true because I like discovering new experiences and
trying new ideas.
Conscientiousness is 100%. It shows that I am disciplined, have control and order of my tasks.
Additionally, I am determined, forego gratifications for long-term attainments and very cautious
on spending.
Extraversion is 92%. It indicates that I get satisfaction from attracting attention from the people
around since I engage people, create friendship, look for power, and establish status, romance,
and excitement.
Agreeableness is 71%-it implies that I take into consideration the needs of others in place of
mine. I seek cooperation with other people and do not like competing. Serving others is a
pleasing task.
Neuroticism is 37.5%- The low percentage score implies that these do not happen in me. I do not
worry and do not experience negative emotions. Table 3 in appendixes shows the results.
3.0 Critical Analysis
1. Myers Briggs theory
As per Tananchai, (2017) points out that extrovert people direct their energies to situations,
people and things while introvert individual prefers using their energies in dealing with ideas,
explanations, and information and is the inner world (Tananchai, (2017). Sensing and intuition:

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Sensing shows individuals who deal with facts, eager to know and get clarity of issues; and
intuition shows people who are looking beyond the present; they think through and come with
ideas to solve imminent peoples. Thinking and feeling illustrates the ability of an individual to
come up with solid and essential decisions (Lampela etv al., 2015). Thinkers use a logical and
analytical way of approach while feelers use values based on beliefs (Chambers, Jones, Murphy
and Sandford, 2018). Judgment refers to people with the preference of a structured and planned
life whereas perception refers to an individual who has flexibility, flow, and tackle issues as they
arise (Kline, 2015).
2. Costa & McCrae Big 5 Personality Traits
Openness to Experience: It is established that openness to experience contributes to the
possibility of getting leadership role because of the capability of creating new ideas and have a
wider perspective of views (Ackerman, 2019). It is also linked to universalism values,
intellectual skill, originality, creativity, exploring inner self (Saucier and Srivastava, 2015).
Conscientiousness: The individuals with a high order of conscientiousness are great achievers,
conform to order, seek safety, are self-disciplined, like deliberations and strive to augment their
competence (Ackerman, 2019). It is established that individuals under this category perform their
work well and ready to tackle any obstacles (Wechsler, Benson, Machado, Bachert and Gums,
2018).
Extroversion: They get satisfaction from attracting attention from the people around. They
engage people, create friendship, look for power, and establish status, romance, and excitement.
Camps, Stouten, and Euwema (2016) established that extroversion gives a strong indication of
leading and contributing to the success of a manager in the organization (Wechsler et al., 2018).

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Agreeableness: Agreeable persons have inclined to values compassion, custom, as well as
conformism whereas avoiding putting too much significance on control, attainment, or search of
self-centered desires (Ackerman, 2019). The motivation is always achieved through just and
legal ways as opposed to using paradoxical ways like ruthlessness and cruelty (Saucier and
Srivastava, 2015).
Neuroticism: The attribute relates to self-esteem, self-efficacy, and locus of control of a person.
However, it is related to poorer performance, motivation, self-efficacy, and goal setting. Stress
and anxiety do not lead to better performance (Wechsler et al., 2018).
3. McClelland Needs Analysis
Achievement: The need for attainment is the driving factor that gives a compulsion to accomplish
a task successfully while avoiding low-risk rewards. People under this category have the desire
to set difficult tasks and endeavor to accomplish them (Tomer, 2016).
Power: The need authority, and influence. They strive to enhance self-esteem, reputation and
have their ideas implemented (Ramírez et al., 2016).
Affiliation: The need for affiliation urges an individual to create social as well as the
interpersonal relationship with people (managementstudyhq, 2019).
4. Thomas-Killman Conflict Mode Instrument
Thomas-Killman opined that an individual’s behavior gets described either as
assertiveness or cooperativeness. The model describes five different modes used to respond to a
conflict. The different modes are competing, accommodating, avoiding, collaborating, and
compromising (kilmanndiagnostics, 2019).
4.0 Reflection

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In view of the assessment results, it is clear that I am an extrovert, intuitive, high on
feeling, judging and turbulent. This agrees with Myers Briggs theory that extrovert people direct
their energies to situations, people and things while introvert individual prefers using their
energies in dealing with ideas, explanations, and information and is the inner world. I
concentrate more on abstract thinking in relation to theories, explanations, and patterns. I make
decisions based on their hearts, and therefore very interested in how decisions are going to
influence other people. I like order, structure and planning are the routines and last minute rush is
not part of the routine. Also, I am a turbulent-self-conscious and a perfectionist. I concentrate
more on my abilities and how they are perceived by others and I like taking control. However,
the level of processing and perceiving information is low, I have poor thinking skills, I like
prospecting, and assertive. The negative part affects my personality.
As per big 5 personality traits, I scored high in openness, conscientiousness, extroversion,
agreeableness and low in neuroticism. It means that I am capable of being a leader since I am a
great achiever; I conform to order and seek safety, self-disciplined, like deliberations and I strive
to boost my competence. I engage people, create friendship, look for power, and establish status,
romance, and excitement. I have the inspiration to accomplish community commitments and
follow recognized standards to meet the needs of other people. The low scores in neuroticism
show that I am not encountering any difficulties in life and within society. This agrees with
McClelland Theory where the need for achievement is the driving factor for accomplishment.
5.0 Action Plan
Through the reflection and after identification of my strongest and weakest personality
traits, I am developing an action plan that is going to build on my weakest areas. The weak trait
areas identified are critical thinking skills, sensing, prospecting and observant.

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In developing critical thinking skills, I will begin by becoming a self-critic so that I will
be critiquing on my actions and thoughts, become an active listener while in a team and in
lectures, start analyzing facts and having foresight. This will allow me to become thinkers so that
I can be able to use a logical and analytical way of approach. I will develop sensing trait by
making connections, developing a big picture to get an overview of doing things, and using
strategic planning so that I am able to deal with facts, eager to know and get clarity of issues.
Also I am going to develop prospecting skills by turning off distractions, using any
method available, putting it on scripts, concentrating on the results, and being consistent. This
will make me have flexibility, flow, and tackle situations as they arise. I will develop observant
skills by creating a habit of being mindful to my surrounding, the things I am familiar with, the
people and keeping a journal of recording occurrences that are not regular like events that are
taking place within my vicinity and taking account of any action, particularly when talking with
people.
6.0 Conclusion
The personality trait assessment indicates that I am an extrovert, a person of intuitive,
high on feeling, judging and turbulent character. This is because I use my energies in dealing
with ideas, explanations, and information. I concentrate more on abstract thinking in relation to
theories, explanations, and patterns. I make decisions based on their hearts, very interested in
how decisions are going to influence other people. I like order, structure and planning is the
routine. Therefore I am capable of being a leader. I engage people, create friendship, look for
power, and establish status, romance, and excitement. However, the weak trait areas identified
are critical thinking skills, sensing, prospecting and observant. I believe the set action plan is
going to assist me to improve on these areas.

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References
Ackerman, C. (2019). Big Five Personality Traits: The OCEAN Model Explained. Available
from: https://positivepsychologyprogram.com/big-five-personality-theory/
Camps, J., Stouten, J. and Euwema, M., 2016. The relation between supervisors’ big five
personality traits and employees’ experiences of abusive supervision. Frontiers in psychology, 7,
p.112.
Chambers, F.C., Jones, A., Murphy, O. and Sandford, R., 2018. Design Thinking for Digital
Well-being: Theory and Practice for Educators. Routledge.
kilmanndiagnostics, (2019).An Overview of the Thomas-Kilmann Conflict Mode Instrument
(TKI). Available from: https://www.kilmanndiagnostics.com/overview-thomas-kilmann-conflict-
mode-instrument-tki
Kline, P., 2015. Personality (Psychology Revivals): Measurement and Theory. Routledge.
Lampela, H., Heilmann, P., Hurmelinna-Laukkanen, P., Lämsä, T., Hyrkäs, E. and Hannola, L.,
2015, September. Identifying worker needs and organizational responses in implementing
knowledge work tools in manufacturing. In 17th ILERA World Congress (pp. 7-11).
managementstudyhq, 2019. McClelland’s Theory of Needs (Power, Achievement and
Affiliation). Available from: https://www.managementstudyhq.com/mcclellands-theory-of-
needs-power-achievement-and-affiliation.html
Ramírez, S.V.P., Lázaro, P.P., Escobar, S.C., Violante, C.A., Tarango, R.L., Figueroa, E.P. and
Rangel, I.M., 2016. Factors that Motivate Undergraduate Students: An Analysis at a University
in Mexico. Journal of Modern Accounting and Auditing, 12(1), pp.52-59.
Saucier, G. and Srivastava, S., 2015. What makes a good structural model of personality?
Evaluating the Big Five and alternatives. Handbook of personality and social psychology, 3,
pp.283-305.
Tananchai, A., 2017. The Personality of Students Studying the Social Etiquette and Personality
Development Course by Myers Briggs Type Indicators (MBTI) Theory. AJE, 3(2).
Tomer, S., 2016. Analysis of employee motivation in banking sector. IJAR, 2(11), pp.392-395.
Wechsler, S.M., Benson, N., Machado, W.D.L., Bachert, C.M.A. and Gums, E.F., 2018. Adult
temperament styles: a network analysis of their relationships with the Big Five Personality
Model. Eur. J. Educ. Psychol, 11, pp.61-75.

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Appendices
1. Jung Typology Test Results
Personality Type Scores
Extrovert 50%
Sensing 12%
Feeling 31%
Judging 40%
Table 1: Test assessment-Jung Typology findings
2. 16 Personality Test Results
Personality Type Score
Mind Extroverted 75%
Introverted 25%
Energy Intuitive 70%
Observant 30%
Nature Thinking 33%
Feeling 67%
Tactics Judging 75%
Prospecting 25%
Identity Assertive 49%
Turbulent 51%
Table 2: Results from 16 personality test.

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3. Big Five Personality Test Results
Personality Type Score
Openness 67%
Conscientiousness 100%
Extraversion 92%
Agreeableness 71%
Neuroticism 37.5%
Table 3: Big five personality assessment results
4. Change Management
The scores of change management indicate that I have 54%. In the assessment, a score of 37-58
shows that a person understands the elements for change, however, putting
implementation is the problem.
5. Emotional Quotient
The assessment of emotional quotient gave me a score of 146 and this in the top 5%.