Case Study:
After taking the Myers-Briggs test, I was given the ENFJ response. According to our text book that is categorized as someone who is welcoming and understanding of others, they like to see the best in people, are sensitive, but are good at bringing people together. This category can be at a disadvantage when it comes to working with people at their job. This person would constantly weigh the effects their actions would have on other people. They would consider those people's reactions, thoughts, and emotions before doing anything. This can cause the person to second guess themselves. The test results stated that such a person can have wavering self-esteem, this is where that comes into play.
I feel this is true for me, but more so in my personal life. I am more fact based and led when it comes to my work, but driven by the responses of others in my personal life. I have no problem saying what I think, but I often worry about people's thoughts after I do.
This personality type is excellent for bringing people together. In an environment where tension or differences are high, this individual can help bring them together. I have been told this has been something I have done. When I first started at my current job, not everyone got along. People stayed in their own groups, and those groups did not mingle. There was often tension among the different groups. I became friends with all of the people from the different groups. I found out later from a co-worker that this helped to bridge everyone together. Sure, there are still disagreements. However, we are at a place now where those disagreements can be resolved over time.
My boss also stated that I have used this skill on multiple occasions to rally every employee to cooperate and work together; a task she said is not easily done with our group.
I think with this personality type, you learn better in many ways. For me personally: I learn better with a mixture of all methods. it really depends on what the task is though. Overall, I am better being able to see it myself either demonstrated, or by reading it.
A person with a negative effect would be willing to point out the issues or hurdles with a plan. For example: we have a co-worker who can be challenging due to the more negative approach she has. However, she is usually able to spot any issues and is not afraid to point them out. Even though she can rub people the wrong way sometimes, she helps to bring about a sense of protection to the group. Often we might find issues, but are too afraid to say anything. We know that our needs will be heard and defended if she is in our group.
2b. Low self-monitors help to set the tone for what the environment should be. Their use of beliefs and values help create the foundation and building blocks that the culture for the company will be placed upon. The high self-monitors help adapt the environment and change with the times. Together the two sets of people can create an even dynamic environment in which all individuals can flourish.
Every person is different and unique in their own way. I've been in the workforce for almost twenty-years. My work experience ranges from working in a fast food restaurant, the Army National Guard, and currently employed for a government contractor. My current position involves being a manager, therefore my job duties involve managing employees. I would have to say that every person is different and do their work differently. Some employees may work faster than others, but it's the manager responsibility to know how to effectively work their employees.
1) After taking the Myers-Briggs test, I found that my MBTI type is "Emotional Stability". I do see myself as being calm on the job and self-confident in the decisions that I make.
a) An organizational situation where I see my personality trait being at a disadvantage is when my company will hold public meetings. The meetings could have up to twenty-five people attending to give feedback and solve problems about the company. I feel that my personality trait will allow me to have a quiet voice and not be able to speak out. During meetings, managers should be getting effective feedback from their employees regarding solutions to a problem. Public meetings can be any topic from critiques, safety talks, and lessons learned.
b) A situation where I see my personality being an advantage is in the Human Resources department. Currently, I'm working in the Labor Relations department where I have a more one-on-one interaction with employees. I feel that my personality trait will allow me to be calm and listen to what employees have to say before making a sound decision. I know that when I make a decision about an employee, that I'm self-confident in my decision. Working around people and hearing their reasons to why they shouldn't be discipline, requires a lot of patient and critical thinking.
c) Based on my MBTI, I learn best by being an introvert. Therefore, being in a quiet place and concentrating will help me better learn my job functions. Sometimes I find myself closing the door to my office and shutting out the noise and other distractions.
2) Negative effect and self-monitors:
a) I would say a couple of years ago, I did have an employee that had a negative effect on employees and the organization. The employee was mostly focused on getting the company back through slander and other misbehavior. The employee was written up for a behavior that was unacceptable and part of the company's rules. The employee was trying to influence other employees with his behavior. I decided to get the employee engaged with his job and convinced him to join a group. To make a long story short, the employee joined the local union and was able to voice his opinion. The employee founded other committee members to have similar backgrounds to himself and they all provided positive contributions to other employees. The positive contributions included negotiating over wages and settling grievances in the favor of other employees.
b) Self-monitors can make many contributions to the organization regardless of being a high or low-monitor. High self-monitors are the employees that pays attention. High self-monitors can be the employees that are involved in safety teams or even executives that encourages employees. I would like to vision an employee that is looking out for another employee's well-being as being highly self-monitored. Low self-monitors are the opposite of the high self-monitors. "Low self-monitors, by contrast, are not as vigilant to situational cues and act from internal states rather than paying attention to the situation" (Nelson & Quick, 2015, p. 89). The author is saying that low self-monitors are consistent with their actions. Employees that are low self-monitors, tend to be less aware of their surroundings. I believe that these type of employees can be excellent at planning jobs. Jobs that require planning over and over, usually have the same build sequence.
"To avoid conflict with associates and strives to maintain or achieve positive social interactions when conflict arises in the workplace" (Welbourne& Howard, 2014). The article of "Personality Assessment in the Workplace", explains that most employees are happy with avoiding conflict in the workplace. The article also tests other topics across an organization that deals with personality traits.
Your answer should be of 250 words or more.