MAN201-Human Behavior within the Organizational Context

Answer:

Introduction

The study or the research over the human behavior within the organizational context can be termed as organizational behavior (Altman, Valenzi and Hodgetts, 2013). Moreover, it can also be defined as the interface between the human behavior and the business entity and the entity itself. Organizational behavior is majorly focused on the behavior of individual within their organizational obligations and roles. The prime objective of organizational behavior is energizing the organizational theory and development of conceptualization of better organizational life. As a multidisciplinary field organizational behavior has been stimulated by enhancements in the number of allied disciplines which includes engineering, sociology, psychology and economics and also by the experience and practitioners (intern.internship-uk 2015). The below demonstrated analysis is focused on the critical analysis of the given findings.

Review of findings

The first test is basic personality test. In this assessment, personality test is conducted in the form of Five- factor model which helps to increase the understanding level in a much newer and a deep level (DuBrin, 2013). This test include total 15 pairs of adjective that gives a better comparison for the self-personality for instance it lets to compare between different features. After taking the test, the result for extraversion is average with a total score of 10 points. Score for, agreeableness is 12, conscientiousness is 10 points, emotional stability is 9 and 8 for open- ness to experience. 

The other activity is motivating employees. It comprises of four major factors, achievement, affiliation, autonomy and power. Total 20 statements are there which allows one to identify their personality. Achievement means the need to improve the previous performance, and the score for achievement is 24. Affiliation includes the need to become more social and the score for affiliation is 14. Autonomy allows focusing more on the self-improvement and becoming self- directed and the score for autonomy is 18. Power factors focuses more on leading or directing others and making an influence in their leaves and the score is 16.

Next activity is Conflicts management styles. This activity comprises of 15 statements and the statements are marked according to the current behavior (Kashyap 2017). If 1 is for always the 5 means rarely or never. Further in this activity a table is given which includes little management style according to the scores. The result of this activity is collaborating owl as per the lowest scores and competing/ forcing shark according to the second lowest score (Luthans, Luthans and Luthans, 2015). Competing shark states the high goal orientation and competing style for conflict management. Collaborative own means creating a win- win situation and agreeing the all sides.

The 16 personality type test is next on the list which allows choosing better career choices from many. It also helps in learning styles, communication skills, organization and business etcetera. The test result of this activity is ENFJ which stands for extravert (22%) intuitive (9%), feelings(50%) and judging (41%).

Functional analysis of ENFJ includes few factors such as, extraverted feelings which rules the psyche of the person with ENFJ. Introverted intuition helps the ENFJ’s to do another project with positive intuition (Wagner and Hollenbeck, 2014). Extraverted sensing allows managing each and every detail. Introverted thinking provides one with the logics and spiritual quest. 

Critical analysis 

Basic personality test gave a brief description of one’s basic personality. The result of this test includes different kind of factors on which the whole personality is decided. First score is extraversion score that is 10 points which indicates a good amount of social features in the person.it predicts leadership in a strong manner and its effectiveness (Robbins and Judge, 2013). It also indicates the person the effectiveness in leadership.

Another test score is agreeable score and the result is 12 points. It shows a quite good amount of passion and compliance therefore it is very unlikely to become a leader because of agreeing way too much (Miner, 2015).  Conscientiousness score is 10 which mean that the amount of being organized and hard work is quite high which is one of the strongest quality of a leader. Emotional stability score is 9 and open ness score is 8 which also predict a strong emergence of leadership.
Motivating employee’s activity focuses on four main factors like, achievement, affiliation, autonomy and power. The grading level is between 5 to 25. Where 5 being the lowest and 25 being the highest. In the first factor which is achievement, the test result is 24 which mean that there is a strong desire to improve the past performance and excel in it. It shows a great amount of enthusiasm and passion it can be a good quality for leadership. Affiliation score is 14 which is an average score and shows a very low amount of social interaction with others which can be a poor quality for being a leader Because of low interaction (DiPaola and Tschannen-Moran, 2014). Autonym score is 18 which is also an average score and shows that the self- directing quality is comparatively low which can help to emerge a leader. Power score is 16 which show the ability to influence others. 

Conflict management style activity comprises of few statements regarding the current behavior. After these statements a table is also given which predicts some conflict management style on the basis of number used for the 15 statement in the previous part. On the basis of the result, the outcome was the competing shark style according to the second lowest score and collaborating owl as per the lowest score.

Competing shark style shows the high level of goal orientation and using the force for competing conflicts (Argyris, 2017). As per the qualities of sharks such as, threatening, intimidating and need to win, there is a huge chance of greater effectiveness in the leadership.

Collaborative own on the other hand, problem is managed by agreeing to all the sides that means a win-win situation but it is not a great feature for the leadership because a leader always leads the audience rather than following others (Graham, Ziegert and Capitano, 2015).

16 personality type test allows to choose from different kind of personality on the basis of a simple test. The result of the tests were, ENFJ which stands for extravert (22%), intuitive (9%), feelings (50%), judging (41%).ENFJ’s are also referred ad” Pedagogues of humanity”. Such kind of people has a high amount of charisma and is very good at manipulating others. They possess a unique but amazing salesmanship along with astonishing interpersonal skills. Most importantly, ENFJ’s are helper and enabler in their point of view (Scott, 2015). Work which demands a phenomenal amount of interpersonal skills so that a productive collaboration can be established, such kind of work are mostly appropriate for ENFJ’s. Occupations such as, sales, management, nursing, public administrations, health care administrations etcetera are highly considered for ENFJ’s. ENFJ’s are also very good at leadership roles because of their extrovert and intuitive factor which are two of the most important factors.

Action plan

Action Plan used for weaknesses by using the SMART process. SMART stands for specific, measurable, achievable, realistic and timely. This approach will help to overcome the weaknesses and help make the process more efficient and also goal oriented.

Specific- In-efficiency is the weakness that will be covered up by this approach. This approach will help become more specific so that it will become easier to decide the main goal or aim. Crystal clear vision will allow one to focus on their strong abilities and then work on the weaknesses to ensure a higher chance of achieving the goal and target. Different kind of questions can help one with their weaknesses like, what, who, when, how etcetera. It will allow one to explore all kind of opportunities and possibilities so that the whole process will become organized and oriented in a way. 

Measurable- This approach will allow one to measure the extent of their desired result. This approach requires analyzing certain factors in order to measure the extent of the weaknesses. A proper timeline can be settled so that the goals or the required outcome can be achieved within a time limit so that extra time can be saved for other things as well. Daily motivation can also help one to stay on the track and work on their weaknesses and evaluating the progress from time to time.

Attainable- Bad decision making is another weakness that has been analyzed. This approach will help to increase the decision making power. To attain the desired outcome, one has to organize a proper schedule and lay out a proper strategy as well. It will allow an individual to explore all the possible opportunities and take the decision on the basis of that. There are few weaknesses like lack of social interaction and communication in this case. Such weaknesses are quite attainable if a little amount of efforts are made.

Realistic/ relevant- This approach allows one to make sure that the goal should be relevant or realistic according to the person’s current needs. Also one should be able to explore all kind of opportunities possible to achieve the goal. According to the requirements , a proper plan should be obtained.

Timely- Less punctual is another weakness that is figured out after the execution of the study. This approach will aid in improving this weakness. One should focus on a proper schedule and timing so that the desired outcome can be achieved within a time limit that can benefit the person in the coming time. This is one of the best approaches in order to make the whole process efficient in every way possible.

Conclusion 

This report consists of 4 kinds of activities in order to determine different personality of an individual by few tests and tasks. All four activities are completely different and put a lime light on the current behavior of an individual and decide different kind of features on the basis of tests. This report also contains a brief analysis of all the four activities and their each and every outcome. In the end segment, an action plan is also presented which is based on SMART process. It explains different techniques that can be used to overcome weaknesses and achieve the desired outcome in a better and efficient manner by the individual. 

References

Altman, S., Valenzi, E. and Hodgetts, R.M. (2013) Organizational behavior: Theory and practice. Elsevier.

Argyris, C. (2017) Integrating the Individual and the Organization. New York: Routledge.

DiPaola, M. and Tschannen-Moran, M. (2014) Organizational citizenship behavior in schools and its relationship to school climate. Journal of School Leadership, 11(5), pp.424-447.

DuBrin, A.J. (2013) Fundamentals of organizational behavior: An applied perspective. Elsevier.

Graham, K.A., Ziegert, J.C. and Capitano, J. (2015) The effect of leadership style, framing, and promotion regulatory focus on unethical pro-organizational behavior. Journal of business ethics, 126(3), pp.423-436.

intern.internship-uk, (2015) Attitude and behavior at work, [Online]. Available at: https://intern.internship-uk.com/attitude-and-behaviour-at-work/. [Accessed on 12^th September 2018].

Kashyap, D, (2017) Organizational behavior: Definition characteristics and nature, [Online]. Available at: https://www.yourarticlelibrary.com/organization/organizational-behaviour/organizational-behaviour-definition-characteristics-and-nature/63741/. [Accessed on 12^th September 2018].

Luthans, F., Luthans, B.C. and Luthans, K.W. (2015) Organizational behavior: An evidence-based approach. IAP.

Miner, J.B. (2015) Organizational behavior 1: Essential theories of motivation and leadership. New York: Routledge.

Robbins, S.P. and Judge, T.A. (2013) Organizational Behavior Global. Pearson.

Scott, W.R. (2015) Organizations and organizing: Rational, natural and open systems perspectives. New York: Routledge.

Wagner III, J.A. and Hollenbeck, J.R. (2014) Organizational behavior: Securing competitive advantage. New York: Routledge.