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importance's of profiling
importance's of profiling
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People are first hired for their hard skills but are most often fired for the lack of soft skills. A combination of behavioral and job profiling prevents the company from wasting money on hiring the wrong people for the job. A leader can attract behavior matched candidates for the job before the candidate is interviewed. This means the hiring manager is likely to find the right fit for the job early in the interview/hiring process. Behavioral traits are a major component to every job and can help decrease attrition, and improve job satisfaction. This can overall increase companywide job performance. The Myers Briggs personality type indicators are based on the theories of Carl Jung. Through observations, Jung viewed that differences in behavior are the result of normal tendencies of people to use their mind in different ways. He concludes that employees interpret life in different ways and are motivated by different things. The subordinate hear what the leader say when the vision and strategy is outlined, and most often is perceived as buying into the seriousness of it. However, most of subordinates are not able to translate the plan into productive action. An agent of a system change initiative will face the difficult challenge of getting all employees to deliver new ideas and achieve the organizational benefits anticipated. This does not necessarily mean that they are resistant to it but it often means that the jump from vision and strategy to practical implementation is a big leap. This forces leaders into the mentoring or detail management of new employees during the early stages of employment. The Myers Briggs is one of several personality assessments that have prompts and qualifiers to explain how this can be applied. T... ... middle of paper ... ...ok of organizational communication (pp.549-599). Beverly Hills, CA:Sage. Works Cited Hallmark Solutions-Helping People Work Together. Retrieved June 14, 2011, http://www.hallmarksolutions.com/JobMatching/default.asp?menu=jobmatching Myers Briggs Personality Types -Why understanding type differences is so important in change management. Retrieved June 14, 2011, http://www.strategies-for-managing-change.com/myers briggs.html Change management is all about people - and processes that work for people. Retrieved June 14, 2011, http://www.strategies-for-managing-change.com/index.html. Adler, Susan. (1993, April). Searching for answers. NEA Today, p.23(1). Putnam, L.L., & Poole, M. S.(1987). Conflict and negotiation. IN F.M.Jablin, L.L. Putnam, K.Roberts, &L.W.Porter(Eds.), Handbook of organizational communication (pp.549-599). Beverly Hills, CA:Sage.
Spector, B. (2013). Implementing organizational change: theory into practice. (3rd ed.). Upper Saddle River, NJ
People cannot simply overlook how individual behaviors influence organizational behaviors. Taking the Humanmetrics Jung Typology Test and the McGraw-Hill Connect Self-Assessment (2017) allow individuals to learn more about their personality type and characteristics in which God has gifted and equipped us to be in order to serve His purpose in whatever organization He has placed us in.
The Jung Typology Test is designed to give the participant a 4-letter formula which describes strength preferences of one’s personality type. The formula is based on whether the participant favors Extraversion or Introversion, Sensing or iNtuition, Thinking or Feeling, and Judging or Perceiving when it comes to the participant’s general attitude. One will also receive a Temperament, which is based on one’s personality type formula, and can be used to make somewhat accurate predictions of the participants preferred behavior. In this essay I will discuss the results that I received after taking the test. Having a personality type that prefers extraversion, sensing, feeling, and judging comes with many strengths and weaknesses when working in
The Myers and Briggs Analysis is a series of questions that when answered are examined and grouped together in order to determine the personalities of those taking this test. This particular test can result in sixteen different outcomes or types of personalities, which is determined by four different categories that judge if you are introverted or extroverted, use your senses or your intuition, your choice to think or use your feelings, and finally if you are judgmental or perceptive. These series of questions are designed to judge our personalities and help us to determine which career pathways we will be most suited for based on our personality traits and abilities to work well with others, which is important for our future decisions.
Introduction Change as a word; how we see it or use it in our daily lives; means to transform or convert, move something from its original state to something new or different - for better or worse. But in an organization, what is change? Change in organizations could be on a small scale or a large one, and could include anything like mergers & acquisitions, new product developments, technological interventions, restructuring, people leaving or joining and many more. Changes could be caused due to internal factors, or external factors such as the environment. The environment evolves over time and organizations need to be able to cope up with this. '
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
Change management is and organizational process which is designed to empowering the employees to accept and familiar with the changes in their current work environment. The key to success of an organization lies by changing the work systems that compromise the work environment around the people whose behavior is supposed to change. Change management has become an important component and in full forces across all industries. But still many leaders are not prepared to avoid the failures and operationalize the necessities of change in order to lead the organization to the success. A leader has to play an important role in ensuring that change effort is
Upon taking the Myers Briggs personality test on the human metrics website I was not surprised that I received the conclusion of an ENTJ or “the natural born leader”. The role of an ENTJ is that you conduct yourself in a manner that is very logical and rational (“Personality”). The Myers Briggs Type Indicator test has been around for over 65 years and has continually evolved to become more accurate in identifying personality traits. I find that the ENTJ type of personality reflections are accurate due to the fact that I am a no nonsense type of leader that likes to take charge and get the job done. In order to become a better leader for your organization you can take the time to educate yourself on the other 15 types of personality traits. This will help a leader in better understanding the views of their coworkers and will give them the tools of deal...
Requiring employees to take a personality inventory, such as the Myers Briggs Type Indicator (MBTI), could aid the process of learning to work with other personalities. For example, if an employee had a preference for Thinking and another had the opposite preference, Feeling, then the Thinking employee could focus on not being so critical as well as pointing out the positives before the negatives. The Feeling employee could then practice using brief and concise language as well as finding logical ways of explaining, including the use of cause and effect (Bakker, n.d., p. 1). When a leader knows his employees’ personalities, he or she can focus on utilizing that knowledge to find common ground among employees and avoid interpersonal relations problems (Feigenbaum, n.d., p. 1). In companies with multiple locations or who use outside contractors, it can be difficult to communicate accurately via email due to the lack of nonverbal cues.
According to Carl Jung’s typology theory each individual develops personal preferences which become the foundation for how they face life’s challenges and interact with others. Based on this knowledge Isabel Briggs Myers developed the Myers-Briggs Type indicator (MBTI). This test helps individuals identify and study their individual preference and those of others. After taking the Jung Typology Test, which is based on the MBTI, it was confirmed that my four dominate personality preferences are Introversion, iNtuition, Thinking and Judging. Each personality preference is discussed in detail including strengths and weaknesses. The combination of the four make me a INTJ of the world. This is also discussed in detail including strengths, weaknesses,
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
Change is a fundamental element of individuals, groups and all sorts of organizations. As it is the case for individuals, groups and societies, where change is a continuous process, composed of an indefinite amount of smaller sub-changes that vary in effect and length, and is affected by all sorts of aspects and events, many of which cyclic are anticipated ones. It is also the case for organizations, where change occurs repeatedly during the life cycle of organizations. Yet change in organizations is not as anticipated nor as predictable, with unexpected internal and external variables and political forces that can further complicate the management of change (Andriopoulos, C. and P. Dawson, 2009), which is by itself, the focus of many scholars in their pursuit to shed light on and facilitate the change process (Kotter 1996; Levin 1947; et al).
human side of change: it should be step-by-step action plan for the change process that takes full advantage of an organisation’s greatest resource – it’s people.
From information gathering and research, organizational change management is similar in a way that psychology explores people’s behaviors in the workplace by creating theories and set of principles to compliant with the o...