Individual Assignment Reflective Essay Introduction
After graduating from high school in 2013, I have only been at University and involved in casual jobs. I have three additional units to complete my course. I have already graduated with a Bachelor of Science (Psychology) and a Graduate Diploma in Human Resource Management. With my university degrees I hope to become a Human Resource Generalist. Currently, I work at Organisation X as a Customer Service Supervisor. Additionally, I am a swimming teacher and work on the desk completing enrolments for the swim school. This assessment is a great tool to develop a deeper understanding in how I work in a group and in an organisation. I have a superficial understanding but it will be good to have figures to support how I perceive my behaviours and processes. From my Psychology degree, I already have an understanding of the selected individual assessments, although thought as I have matured, my reflection and results may differ.
Self-assessments related to individual behaviour and processes
Big Five Personality Test
The Big Five Personality Test was necessary and influential within personality psychology as it provided five broad traits (Anglim and O’Connor 2018). It has emerged as a dominant descriptive model of personality (Anglim and O’Connor 2018). An advantage to the personality test was the predictive power as it has captured the five most fundamental personality dimensions, predicting outcomes such as academic performance, mortality, job performance and work behaviour (Anglim and O’Connor 2018). Historically, the Big Five was intended to measure and conceptualise at an individual level (Barceló 2017). Despite cultural differences, it can be generalised cross-culturally (Barceló 2017). Thus, due to its influential nature, I chose this assessment, with no reservations.
As can be found in Appendix A, the results show I am dominant in agreeableness. Agreeableness is related to displaying caring and unselfishness (Syed, Rehman, and Kitchlew 2018). Furthermore, it includes variations of being considerate and kind, prosocial, empathic and cooperative (Rubin, Laursen and Bukowski 2018). I challenge being unselfish, as at times I find myself being selfish ensuring I gain what I need to positively work my way to the top in situations. Despite this, I agree with all aspects that describe the trait.
Neuroticism as a second trait that cannot be challenged as I believe I am significantly susceptible to stress and negative emotions (Syed, Rehman, and Kitchlew 2018). This is something that I would like to monitor and work on. I expect the the career path I choose will be stressful as I strive to be a performer. Thus, it is could be suggested that I find a coping strategies to manage my stress. A strategy could include positive thinking or problem solving (Rabenu, Yaniv, and Elizur 2017).
Moving forward after life studying, whilst developing my career, I hope to continue to show agreeableness traits and decrease neuroticism traits. I believe it will be easy to continue to demonstrate agreeableness although it may be challenging to remove toxic neuroticism traits. Thus, the correct techniques for the workplace need to be selected to control these feelings.
Overall, the results were anticipated and define my personality well. There are traits that I show from other personalities depending upon the situation but in a regular situation, it can be considered accurate. I believe this to be the case due to my previous knowledge regarding the Big Five Personality Test.
Emotional intelligence Questionnaire
The Emotional intelligence self assessment has been recognised globally since it was published in 1995, thus no reservations for using the tool (Lai et al. 2018). Emotional intelligence considered as a set of abilities to reason emotions, which in turn enhance thought (Côté 2017). Additionally, it is about managing yourself and the relationships with others, having effective team work and leading others which positively impacts job performance and efficiency (Lai et al. 2018). There is a reasonable amount of research conducted on the questionnaire, thus no reservations about using the widely known tool.
I was surprised with my low scores on the majority of the sections as I thought myself to be an emotional person. From my new understanding, I find it difficult to identify my own emotions.
As I took psychology and talk to a variety of friends, I thought I could understand why others feel the emotions that they do. Although, my perception was wrong according to this questionnaire and I clearly only have an average understanding. When I become a manager, it will be important to have this understanding to pinpoint why employees have their emotions. Recongising this before in entering the work place is helpful as I may identify the wrong causes for emotions (Côté 2017).
I ranked highest in social awareness, which is described as thoughtfully considering others feelings whilst acting (Lai et al. 2018). I believe this to be true as I am always considering other feelings. I believe it is important to not only consider what you personally feel but also how other’s feel, with an understanding of why they feel this and regulating.
As emotional intelligence facilitates effectiveness, I wish to increase all of my scores (Côté 2017). For the future, I need to do some deep thinking to gain a better understanding of myself that will in turn, assist in understanding why employees feel they way they do (Côté 2017). Additionally, emotion regulation could be a useful tool (Côté 2017). This will assist in job performance and management of employees, thus an effective leadership style (Côté 2017). I have learnt that as a manager it is going to be vital to have strong emotional intelligence as it can be used throughout meetings to help pay attention to employees emotions which can positively effect the meeting (Côté 2017).
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Self-assessments related to Team processes
Belbin’s Team Roles
Belbin’s test & theory on team roles establishes unlimited behaviours that individuals engaged in, in team situations (Abdulrahman 2017). The value of this model is to assist individuals or teams to meet demands in external situations by taking advantage of self-knowledge (Abdulrahman 2017). It is claimed to be effective in increasing team member’s performance (Abdulrahman 2017). The nine roles defined, represent useful individuals to have within a team (Abdulrahman 2017).
This assessment was one I was most curious. I was interested to see what behaviours I showed in team situations, although understanding it varies between situations.
The results in Appendix C, show that I am a team worker, as expected. The outlier at 17% shows that this is my most dominant team role. I agree with the given description that the group is likable, stable, loyal, supportive, submissive, uncompetitive and unassertive (Abdulrahman 2017). Although, extrovert is part of the description I consider myself an introvert in situations when I am not close to the other team members. In group situations, I like others to take control and I am happy to go along with what is decided, unless I am sure the information being presented is incorrect.
I am surprised that I show only 8% of a completer because in many group situations in university, I have found myself finishing many group assignments. This is because when due dates become close I become anxious, worrisome, conscientious and self-controlled. I believe that it defines me better as an introvert (Abdulrahman 2017). In reflection, the graph in appendix C is correct as depending on situations; I show all parts of team roles, as the percentage ranges from 14% to 8%, excluding team worker.
The results have proved useful as it has reinforced and challenged some of my ideas that I have in how I work within a team. Additionally, it has taught me that depending on the culture of my future workplace, I may need to show more initiative within group situations, especially as a graduate. This tool has reinforced that I am a team worker and may need to show more leadership within team situations. To accomplish this, I could put myself forward for more intensive roles, which may be important to establish during the norming stage (Abdulrahman 2017).
Conflict management styles
Conflict management styles is the understanding that conflict occurs but there are behaviours that can manage, facilitate and control it effectively (Caputo, Ayoko and Amoo 2018). The five multifaceted conflict management styles can be used by an individual in different situations, but may have a preferred style depending on context, organisation, socio-cultural context and interpersonal connections (Labrague, Al Hamdan and McEnroe-Petitte 2018).
A reservation for using this assessment type was that the styles are not defined. The tool that was used only used ‘Style I’ with a description. In Caputo, Ayoko and Amoo (2018) the journal article gives descriptions of the approaches, although does not define them with words for the styles. Additionally, it states there are two distinct dimensions that are concern for self and concern for others (Caputo, Ayoko and Amoo 2018). In Labrague, Al Hamdan and McEnroe-Petitte (2018) it stated that literature suggests the five approaches are combining, obliging, avoiding, compromising and integrating. In Parmer (2018), the same words are used except for combining, which is substituted for dominating. Therefore, as styles and descriptions vary, the reflection of what particular styles could be misinterpreted. The inconsistencies question the validity and reliability.
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