Self-Assessment Issues - Case Study Example

A Personal Assessment Using Self-Assessment Inventories Tolerance of Ambiguity My score for Tolerance for Ambiguity is 41, which is lower than the average range of 44-48-this means that I have a higher-than-average tolerance to stimuli or situations that are not exactly set in stone or those that can be considered black-or-white. I very much agree with this result for I have always regarded myself as open-minded and liberal in my views and principles. This also suggests that I am not likely to be authoritarian. In the context of work, I believe that being dogmatic and narrow-minded is not only counter-productive, it stifles creativity and innovation. For example, if I am to become a leader, I feel that it is better to embrace the differences of personalities in my team-people develop different viewpoints, values, and traits as a result of different backgrounds and experiences. It is better to accept those differences and use them towards my advantage (i.e. in coming up with better solution to problems) instead of imposing a rigid code of conduct. People with low tolerance to ambiguity also tend to make use of stereotypy, which I think is a negative way of analyzing people, ideas, or actions. My scores in the subscales reveal that the major source of intolerance for me is complexity, which is by far greater than my scores for novelty and insolubility. I do not fully agree with this result because I feel that I am comfortable with complexity. I feel the results for this subscale cannot be applied to all situations in my life as a formula, but I am not discounting the possibility that this may only mean that I am just less tolerant to ambiguity when the situation seems to be composed of elaborate and intricately interconnected parts. Locus of Control The Locus of Control test shows whether I believe the outcomes of my actions depend on what I do or on factors beyond my control. Since I got a low score (and indeed, it is even lower than the comparison data), this indicates that I have an internal rather than external control. I agree with this explanation and the test has been instrumental in making me realize that my attitude towards the forces responsible for the outcomes of my actions has been responsible for many of successes (as well as failures) in my life. I believe that blaming people other than yourself for your miseries is not only self-defeating, it hinders you to succeed and take control of your life. While I think luck does play some part on some people's success, I am not the type to sit around and wait for Lady Luck to call. I believe that the best way to succeed is to work for it-that way too, I can have control over the direction of my life. I believe that this attitude will lead me to become happier and more fulfilled. Cognitive Styles The Cognitive Styles test has affirmed that I am an intuitive rather than a sensing person. My Intuition scores far outweigh that of my Sensation's, 7 to 1. This explains why I seem to prefer subjects that require complex and comprehensive understanding rather than those that appeal to the senses. I prefer to take in information through imagination rather than by details and facts. When perceiving my environment and gathering information, I prefer to explore different possibilities, rather than settle on a concrete set of rules. I now realize that this is the reason why I tend to do better in essay-type examinations rather than multiple choice/fill-in-the-blank type ones. I am also adept in finding symbolic representations in my surroundings-sometimes when I am walking my dog in the park, I will suddenly be struck with a sense of nostalgia-a single falling leaf can conjure poetic imagery in my mind. As to whether I am a thinking or feeling person, my test scores tied in both areas. Since I am male (and am therefore traditionally predisposed to being a thinker rather than a feeler), results suggest that I am more of a "feeler". I concur with this conclusion mainly because I feel that I am more in touch with my emotions than the average man. While it can be argued that the feeling type of person is the counterpart of the thinking type, I believe that both types play equally dominant parts in my personality and how I perceive and process information. Particularly, being a thinking person (who makes logical and impersonal judgments) is a good thing when applied to a career track in law enforcement (which is one of my majors). However, I am more inclined to regard most problem-solving and decision-making tasks as personal processes. Either way, for me, the two cognitive modes go hand in hand. MBTI Types and Management Styles In the Myers-Briggs (MBTI) test, results show that my Introverted and Extroverted traits are equal and can therefore be considered as being balanced to a certain extent. I agree with this because while I am not wildly outgoing person, I don't consider myself shy or timid either. For example, I enjoy going out with friends on certain occasion; however, there are times when I like to be by myself in the quiet solitude of my home. I think having both extroverted and introverted traits makes me adaptable to situations wherein being one is more beneficial or appropriate than the other. My Sensing and Intuition results for the MBTI test mirror that of my Cognitive Styles results. Again, my Intuition scores far outweigh my Sensing scores 7 to one. I have always considered myself as a visionary, and I always look at the big picture, the grand scheme of things. I am much concerned with the future and coming up with new possibilities is instinctual for me. For example, what I want to do with my life is a constant preoccupation and the task of considering my options, even if ambiguous, is an engaging and insightful endeavor for me. The test also shows that I'm more of thinking than a feeling person. In a way, this is correct when applied in the context of working in task-based relationships. For instance, I pride myself in being an effective problem solver in group activities. I can be counted on to give objective analyses of the task at hand. However, I also consider personal feelings whenever I make decisions. I also think about how people's feelings can be affected whenever I say or do something. In a business environment, being a thinking person can be of a greater advantage when making business or financial decisions, but on the same note, a feeling person can be more effective in group dynamics and those tasks that require group cooperation. Striking a balance between the two traits and knowing when one must be a "thinker" or a "feeler" is essential for success. Results also show that I display more perceiving than judging characteristics. I like variety and I tend to mix work and play. I also prefer flexible deadlines and am comfortable working under time pressure. When making decisions, I always give allowance to change. If I ever change my mind, I consider it not a sign of indecisiveness or being fickle, but of being open-minded and adaptable. Since I am also majoring in business, I foresee that these traits can help me manage people in a high-stress environment. For example, by incorporating fun in work and by being more open to innovation and change, I can make work easier and more tolerable for my people. However, my score values in the two areas (perceiving and judging) are somewhat close (3-5), suggesting that I may also have significant judging characteristics. For instance, I like to plan and take care of the details before embarking on a task (a trait consistent with the judging type). Because of this, my analysis would be that both characteristics have significant bearing on how I project myself to the world. Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) With regards to my Expressed Inclusion behavior, the results show that I always make an effort to reach out to people and include them in my activities. My score (5) is this area is around half of the maximum (9), suggesting that I participate in social activities in moderation. This is similar to my results in the MBTI test and confirms that I enjoy both the company of others and being alone. In the work context, this may mean that I might be selective with regards to whom I'll be having contact with. I scored zero in the Wanted Inclusion trait-I don't completely agree with this. I do enjoy and appreciate it when others invite me to belong in social activities. The results can also mean that I just don't attach a high importance to say, being invited to parties and other social gatherings. However, I acknowledge that it does indicate that there are times when I can be non-social. My high score in Expressed Control show that I like to exert my influence over people and situations. I am comfortable with directing and taking control in situations when it is appropriate and necessary. My very low score in Wanted Control affirms my high tolerance to ambiguity. It is more important for me to get a great degree of autonomy in doing my work-I like projects and tasks that provide a wide range of possibilities and getting clear expectations is not of the utmost importance for me. My nearly balanced scores in Expressed and Wanted Affection reveal that I am both affectionate towards others and at the same time, I want to experience the same thing from them. I want to get close to people-I have no problem expressing my feelings and I am also comfortable letting others express their feelings and emotions to me. The FIRO-B has been a very useful in helping me reach self-awareness. I foresee that the things I learned through it will help me improve the effectiveness of my actions and help me decide on courses of actions that will improve job satisfaction and productivity later on. The report also provided analyses of the results that can be related to my career development and the strengths and weaknesses of my leadership style. The tool also helped me assess the needs of other persons that I will come into contact with. Measures of Extraversion For the Measures of Extraversion, my scores (9 out of 11) show that I have a high level of extraversion or positive affectivity. An advantage of being extraverted is that (more likely than not) I will be comfortable in a group of many people, a situation that frequently occurs in daily life. A great majority (75 percent according to some estimates) of persons are extraverts. Hence, being in the majority, I can be more easily accommodated in the "normal" society. Compared to an introvert, whose condition many people seem to regard unfortunate, or at least one that should be corrected or improved upon, there will be a better likelihood that others will find me likable and agreeable. People will also see me as a positive and responsive person. Needless to say, this is an asset in a workplace setting. Compared to an introvert, I have a wider range of experience. One disadvantage may be is that I may not be predisposed to introspection (at least compared to the introverted person). My desire for highly social and stimulating and energetic situations may also mean that I may be more interested in relationships per se, than in the meaning behind relationships. Compared to the introvert, my relationships with others may tend to have less depth and more superficiality. Machiavellianism For Machiavellianism, a random sample among American adults reveals an average was 25, and I scored lower than that (24). Being low on Machiavellianism, this means not only that I am not predisposed, but that I would rather not manipulate others. One advantage in a work setting that this can bring is passive: I will be able to avoid the disadvantages that typically come with a Machiavellian personality, such as being despised for being self-centered. A corollary of this is that peers, subordinates, or even superiors will find me more agreeable and likable than the next person, which can have significant perks, such as when the boss is looking for someone to promote. A low degree of Machiavellianism can bring either respect or disrespect from another person, depending on the perspective and aims of the other person. A peer looking for a friend or an agreeable co-worker will more likely respect me than a superior looking for someone to promote to "manage the floor." In many workplace settings, being assertive, even agressive, is almost, if not actually, normal. If one expects to be promoted, one must be manipulative and agressive. Thus a lower degree of Machiavellianism can also mean a smaller likelihood of advancement in the workplace hierarchy. TEST SCORES Tolerance to Ambiguity (N) Novelty score: 10 (C) Complexity score: 22 (I) Insolubility score: 9 Total Score: 41 Locus of Control Total score: 6 out of 29 (5b 12b 20a l0a 7a 18a) Cognitive Styles Sensation: 1 Intuition: 7 Thinking: 4 Feeling: 4 Classifying total scores: Intuitive - Feeling MBTI Types and Management Styles Introvert / Extrovert: 4-4 Sensing / Intuition: 1-7 Thinker / Feeler: 5-3 Judging / Perceiving: 3-5 FIRO-B Inclusion Control Affection Expressed Behavior Toward Others 5 7 8 Total e: 20 Wanted Behavior from Others 0 1 6 Total w: 7 TOTAL INCLUSION: 5 TOTAL CONTROL: 8 TOTAL AFFECTION: 14 SOCIAL INTERACTION INDEX: 27 Measure of Extraversion for Positive Affectivity Number of items answered "True": 9 out of 11 Machiavellianism Total score: 24 Read More