Introduction
This assignment will discuss how my trait scores and natural tendencies contribute to my personality. The essay will also explore how personality traits describe people’s feelings, motivations, and understanding of differences. Personality traits gain significant importance since they influence every aspect of life. They guide people towards making their job choices, shopping decisions, and personality relationships. Thus, employees’ personalities are essential in understanding how people communicate, receive information, and react to change at the workplace. Understanding people’s personality traits is essential in defining how people use their competencies as strengths, identify improvement areas, and learn to work with each other.
Personality
Myers and Brigg’s theory describes the personality types in terms of four-letter codes. These codes describe random variations in people’s behaviors with predictable tendencies due to personality approaches to functional thoughts, interaction, and behavior. Extraversion describes an individual’s source of energy. People with this trait tend to be more outspoken and expressive. Sensing explains how a person takes and processes information (Quick & Nelson 2019). Sensors are practical people who tend to be hands-on learners. Judging describes how an individual organizes their world (Stein & Swan, 2019). Judgers plan their schedule to avoid the last-minute rush. When making a move, thinking is the decision-making tendencies showing how logical and reasonable an individual is.
My four-letter personality trait is ESTJ. I am highly extroverted and find my motivation in spending time with others. Sensing is my second highest trait as I tend to pay keen attention to details and facts rather than concepts and opinions. My third trait is thinking, which shows that I value making decisions based on logic and reason. I have low judging traits, implying that I prefer organization over spontaneous. I was surprised to learn that I can excel at goal setting and decision-making that drive success. I gained insights to take a leading role at work and work.
Teams comprising people of different traits have a unique sense of diversity that brings various dimensions. Working together with people of different traits is great as it would create a greater balance of strengths and weaknesses (Quick & Nelson 2019). The mix would provide the foundation for better quality decision-making. (Stein & Swan, 2019) The difficulties in working together aligning priorities to pursue a common goal. Our styles would systematically implement plans since we value organization over spontaneous actions. We would struggle to make decisions since, unlike my logical and practical approach to things, my colleague prefers working under clear, logical standards.
Interests
Completing the assessment taught me that interest assessments help people understand skills, talent, and personality traits across different situations. Understanding the personality aspect is crucial in identifying suitable careers, relationships, and personal growth. The personality assessment provides crucial insights into the categories of interests that drive individuals (Quick & Nelson 2019). The first category is realistic people who have good attributes in problem-solving. Learning interest personalities ensure gathering the requisite experience to match with desired careers.
They enjoy physical activity and working with their hands to fix things. The second category is investigative people who portray curiosity, analytical, and observant tendencies. This class has interests in working with machines, analyzing data, and solving puzzles. Artistic people are the most effective creators under unstructured situations (Stein & Swan, 2019). They love creating arts new ideas. The next category is enterprising people who prefer to lead. Their interests lie in persuasion, performance, and influence. The interest personality assessment also showed that social people love to work directly with people rather than things. The interest of this class of people is teaching and counseling (Quick & Nelson 2019). The final category is conventional people who possess persistence and respect. The hobbies of this group include working with data and creating reports.
Having different interests poses different challenges to working together by complicating understanding through discussion. Working together in groups is challenging if the participants have different personalities and interests. Decision-making in such groups is often slow and hard to arrive at due to conflicting opinions and perceptions (Quick & Nelson 2019). Individual group members with different interests also find it difficult to work towards a common goal. The goals and objectives of group members with different interests. Working together in groups with different interests is time-consuming and limits effective decision-making processes.
Values
Different values bring diverse ethical behaviors to the workplace. We have a unique mix of values in our groups that impact how we relate and coordinate tasks. For instance, my dominant values are concern for others, responsibility, and open-mindedness. In contrast, my colleague has strong self-respect, prosperity, and achievement values. My colleagues’ achievement values make them concerned about working hard to seek opportunities that will enhance their development. Conversely, my concern for others motivates me to share compassion while helping people prosper as a unit. These variations show that different values within the group affect perception and how individuals communicate.
Exploring value in the working environment is essential since it allows organizations to maximize unique norms and beliefs. Organizations with a diverse workforce often benefit from different perceptions and ideas that contribute to innovation and growth. Exploring value is essential in mobilizing employees towards a purpose. These values enable employees to identify their strengths and strive to achieve goals in a manner that benefits them and the entire organization. Having value alignment is essential in the workforce since it empowers employees to have a sense of engagement and purpose to reinforce their broader goals.
Our team might experience a value clash when members perceive actual and incompatible beliefs. Since our group members have different personalities and interests, strong personal beliefs may lead to disagreements and differing aims. Likewise, differences in value can lead to conflict when people have different perceptions about priorities (Schormair & Gilbert, 2021). This conflict often causes people to weigh values against each other and choose those to evaluate. Value clash can be resolved by endorsing perceptions as personally essential values (Schormair & Gilbert, 2021). Negotiating around value conflict to find the best solution is another essential strategy to resolving value clashes. What matters most in this approach is staying focused on the problem rather than people.
Conclusion
Personality traits explain how people leverage competencies and limitations to work together as a group. The knowledge of employees’ personalities in the workforce is crucial in understanding people’s communication patterns, information analysis, and reaction to change. My four personality trait letter is ESTJ. This trait defines my personality as a practical, logical, and organized person. Personality differences at the workplace might cause significant challenges in groups, especially in decision-making. Value clash arises from different perceptions held by individual group members. Conflict resulting from values can limit group harmony since it brings differing aims.
Referencing
Quick, J., & Nelson, D. L. (2019). ORGB 6th Edition. Cengage.
Schormair, M. J., & Gilbert, D. U. (2021). Creating value by sharing values: Managing stakeholder value conflict in the face of pluralism through discursive justification. Business Ethics Quarterly, 31(1), 1-36.
Stein, R., & Swan, A. B. (2019). Evaluating the validity of Myers‐Briggs Type Indicator theory: A teaching tool and window into intuitive psychology. Social and Personality Psychology Compass, 13(2), e12434.
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