University Report: Organizational Behavior Self-Assessment (MAN201)

This report is a comprehensive analysis of personality traits and their impact on leadership skills, based on a MAN201 assignment. It begins with an executive summary and table of contents, followed by an introduction outlining the correlation between personality and leadership. The core of the report presents findings from four self-assessment tests: Myers Briggs Profile, Costa & McCrae Big 5 Personality Traits, McClelland Needs Analysis, and Thomas-Kilmann Conflict Mode Instrument. Each test's findings are presented in tabular format and are then critically analyzed, relating the results to relevant leadership skills. The analysis includes reflections on future leadership capabilities. Finally, the report concludes with a SMART action plan to address perceived weaknesses and a summary of the overall information. The report emphasizes self-awareness as crucial for effective leadership and provides a structured approach to understanding and developing leadership potential.

Organizational Behavior 1
By (Name)
Course
Professor’s name
University name
City, State

Organizational Behavior 2
Executive summary
The introduction segment provides the co-relation between personality traits and
leadership skills. It explains the role of self-assessment tests in recognizing the personality traits
and the associated leadership skills. Afterwards is a brief overview of the findings from the four
self-assessment tests which are based on different theories. The tests are based on the Myers
Briggs Profile, Costa & McCrae Big 5 Personality Traits, McClelland Needs Analysis and
Thomas-Kilmann Conflict Mode Instrument. The findings are then accompanied by a critical
analysis that relates the results with the relevant leadership skills. The brief analysis also includes
my reflection on my future leadership skills. There is also an action plan that uses the SMART
approach to develop strategies on how to deal with perceived weaknesses. Lastly the essay
contains a summary which summarizes the overall information.

Organizational Behavior 3
TABLE OF CONTENTS
Introduction
Review of the findings
Tabular representation 1
Costa & McCraeBig 5 personality traits
Thomas Kilmann Conflict mode instrument …..
Critical analysis
Costa & McCrae Big 5 personality traits
Thomas Kilmann Conflict mode instrument……………………………………………
Action plan
Measuring the goal
Relevance of the goal ………..
Time
Conclusion
Introduction
The leadership skills present in a person are partly influenced by his or her personality
traits. Recognizing the various personality traits using the existing assessment tests thus enables
people to discover their personality traits which in turn, help them shape leadership skills (Carl
Jung, 2017). Through the use of various self-assessment tests, people are able to recognize their
limitations and in turn, formulate strategies to eliminate these weaknesses. Additionally, people
are able to discover their interests which helps them focus on careers that suit them best.
Pursuing suitable careers gives the individual a sense of fulfillment and allows organizations to

Organizational Behavior 4
become more effective as they acquire qualified and reliable employees (Harrell & Stahl 2014
p.242).
Review of findings
i) Myers Briggs Profile
I am more of an extravert since I am outgoing and easily bored when alone. Interaction
with other people also enhances understanding (Naomi, 2009).I am also very practical and
skeptical about instincts or opinions that are not factual. My decision-making is mainly based on
feeling rather than thinking. This is because of my high sense of empathy and consideration of
how my decisions may affect those around me (Pat,
2001).According to Briggs, Linda and Katharine (2000). People who
love setting specific goals and definite timelines within which to
achieve them have a preference for judging than perceiving. It is
thus clear that I prefer judging to perceiving.
Tabular representation 1
Question Score
1 5
2 1
3 4
4 3
5 4
6 2
7 5
8 4
9 4
10 1
11 5
12 3
13 4
14 2
15 5
16 3

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ii) Costa & McCrae Big 5 Personality Traits
I am highly open to experience. This is shown in my preference for variety. I repeatedly
engaging in the same activity and constantly seek new activities that arouse my interest. I am
also high on the conscientiousness aspect because I abide by the law and prefer being organized
rather than spontaneous. I also seldom engage in deviant behavior. I often show extrovert
tendencies as I like the company of people and friends. I always try to avoid social isolation as
being alone tends to drain my energy levels. I am also moderately agreeable since and concerned
about the welfare of others. I however rarely compromise my beliefs to please others. I am also
not easily angered and consider myself emotionally stable.

Organizational Behavior 6
Tabular representation 2
Questio
n Score
1 5
2 3
3 4
4 5
5 1
6 5
7 1
8 1
9 5
10 1
11 5
12 1
13 4
14 2
15 4

Organizational Behavior 7
16 3
17 3
18 2
iii) McClelland Needs Analysis
From the questionnaire about the motivational needs, I ranked highest on the aspect of
autonomy. It was followed by the aspects of achievement and affiliation. Power is ranked the
least. These scores show my motivation needs as I prefer independence and freedom to make my
own choices. This is mainly because I find it easier to achieve objectives and goals which I have
set on my own. The score on achievement and affiliation reflects my desire and need to do better
and the value of teamwork in achieving organizational goals. I have do not desire power and
control over others since I find hectic to supervise or instruct people.

Organizational Behavior 8
Tabular representation 3
Questio
n Score
1 4
2 4
3 5
4 5
5 4
6 4
7 5
8 3
9 2
10 2
11 5
12 2
13 3

Organizational Behavior 9
14 5
15 5
16 1
17 3
18 5
19 4
20 1
IV) Thomas-Kilmann Conflict Mode Instrument
From this self-assessment instrument, I discovered my preference for a more
collaborative approach towards resolving conflicts. Although I cooperate with those around me, I
still retain a high level of assertiveness which to reduce peer influence in decision making. I also
avoid or postpone conflicts especially when I do not have a relevant solution. I am rarely
competitive as I believe in setting my own goals and strive to achieve them. I am also less
accommodative to beliefs and convictions that defy my own. I, therefore, find it really difficult to
sacrifice my concerns for the sake of other people

Organizational Behavior 10
Tabular representation 4
Questio
n Score
1 2
2 3
3 2
4 1
5 2
6 2
7 2
8 2
9 1
10 1
11 4
12 4

Organizational Behavior 11
13 2
14 5
15 4
16 5
17 5
18 4
19 3
20 4
Critical analysis
I) Myers Briggs Profile
Having an ESFJ profile will contribute positively to my future leadership skills. For
instance being an extravert will help me interact and relate closely with those under my
supervision. This will create a more open environment for engagement and the generation of
ideas. Using feeling in decision making will also ensure that I consider the welfare of others
before making decisions. For instance, I will effectively cater for employee welfare by providing
better remuneration and other packages such as medical insurance, proper housing and access to
loans if given a managerial position in an organizational setting. Such decisions which are based
on feelings will help improve the organization's effectiveness by providing additional motivation
to employees which will consequently increase quality and quantity of output ultimately

Organizational Behavior 12
resulting in increased revenue and profits (Mumford, Zaccaro, and Harding, Jacobs, &
Fleishman, 2000, p.33).
ii) Costa & McCrae Big 5 Personality Traits
Being highly open will be a useful asset in future leadership positions. For instance, I will
be open to suggestions on how to improve productivity and output if offered a managerial
position in an organization. My desire for new ideas will give the employees a chance to use
their creativity in the discharge of their roles which will make work a more interesting activity.
This will eliminate the boredom, rigidity, and routine that is associated with white collar jobs
(Reed, & Vakola, 2006, p.405). The high degree of conscientiousness will also aid in ensuring
that workers adhere to the rules, regulations and ethical conduct at the workplace. The aspect of
conscientiousness will also help me maintain openness and professionalism by only adopting
constructive ideas that are relevant to the organization's mission and objectives. My extrovert
nature will enable me to easily relate to fellow workers. Moderate agreeableness will allow me to
remain assertive while still being empathetic to the situations of others. The low levels of
neuroticism, on the other hand, will allow me to remain calm and reasonable in emotional
situations (Thomas, 2017).
iii) McClelland Needs Analysis
The low score on power will be a positive factor in my future management career as I
will be a more democratic thus empowering those below me to make decisions regarding their
work. Empowerment in decision making is one of the main contributors to job satisfaction which
in turn motivates them to work harder thus increasing the organization’s output as well as