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Business was created by people for themselves to sell goods and services to which they need but they cannot produce. From the smallest of business arrangements to largest of them, they are meant to meet the goals and objective of human beings. Organizational behavior examines people’s values, beliefs and values and how they influence the manner in which the business is carried out.
Leadership and Organizational Behavior
Organizational behavior is the study and the application of the particulars about how people behave when in groups a case scenario of working in an organizations. And how their different values, beliefs and behavior influence the organization’s performance and success.
Elements of Organizational Behavior
All organizations are driven by its mission, vision and goals for its establishment. Organizations are also led using culture which dictates how things are done in the office premises, how the employees relate with each other and code of dressing are part of the stipulations of the culture of the organization.
The vision, mission and goal of the organization should be motivational for the employees to improve the company’s performance and success both in the long and short run.
Models of Organizational Behavior.
Generally, there are four common models that illustrate how organizations are led and run. They are autocratic model, custodial model, supportive model and finally the collegial model. (Cunningham, Eberle, 1990; Davis 1967)
Autocratic model, this is the kind of a model that is similar with the dictator method of leadership where the leader is the communicator and the people just follow the leaders instructions without questioning the leader’s authority. The manager in this case rules over the employees and little autonomy or none is allowed for the employees. Performance of the company’s led using this model is generally low since the employees are handled like robots without much say to the running of the organization.
The second model is the custodial model; this is whereby the chief manager promises the employees of taking care of their financial needs and the benefits that follow if the take the company to a greater level in terms of performance and Excellency. The employees are remunerated according to the success of the company.
The third model is the supportive model. It entails the employees receiving support from the management of the company so as to drive the company to where the vision of the company wants them to be both in terms of goals achievement and customer satisfaction.
The fourth and final theory is the collegial theory, which involves a partnership between the employees and the employer with the aim of boosting the company’s performance, through the employee’s innovativeness and creativity by allowing them to do what they perceive is right for the company in their own views.
Collegial theory — this is a partnership of the employees to boost performance through autonomous thinking and doing what they perceive is good for the company they are working for.
BIG FIVE PERSONALITY TEST.
The big five personality test is a set of simple and clear questions whose objectives are to understand individuals personalities and how they act and react when subjected to different situations of decision making and question answering. There are basically five major types of personalities possessed by individuals. They include; neuroticism this re the kind of people that are mainly worried and frighten by unimportant things. The second type of personality is extraversion, this refers to people that are basically social animals. They enjoy outdoors and spending time with other individuals to feel happy and satisfied in life. The third type of personality is agreeableness, this are the individuals that agree to ideas, concepts and suggestions easily, they are usually very gullible and easy to take advantage of. The last type of personality is people that are open to experience. This is optimists that always look at the bright side of every situation. They view life at a good view for development and success.
For an individual to realize their type of personality, they should run a test that consists of around 30 questions about the self. On things you like, dislike, fear, wish for an the like with the aim of understanding yourself more to identify which kind of personality you possess and how it can be of help to your life’s purpose and goals. The questions are rated to determine the degree and level on the answer.
THE DEVELOPMENT OF THE MYERS-BRIGGS TEST
The Myer Briggs theory was devised by the mother and her daughter. Their major goal was to establish the different individual value, attitudes and beliefs. This is the breakthrough to understanding an individual’s strengths and weaknesses of the self for better understanding of the self. Strengths and weaknesses identification is key to unlocking one’s potential in life as one is able to specialize in the line of strengths and take it slow on the weakness side.
Overview of the Myers-Briggs Test
From the findings of the Myer Briggs theory, it has been established that people basically have 16 types of personality according to (Myer and Briggs, 1997). The test implies that an individual should subject themselves to the test for them to understand their natural strengths and weaknesses so as to concentrate on the areas of endowments in career choice and compatibility with other people. There is no right or wrong personality type or one that that shows superiority or abnormalities. There just show the diversities in the makeup of different individuals. It is basically a test to help people understand themselves better.
Thequestionnaire itself is made up of four different scales:
There are individuals that fall in the category of extremes of extroverts and introverts. Extroverts are those people that are loud in nature and are social animals. Their happiness and satisfaction lies within the interactions with others. Introverts are the silent people that enjoy their own company compared to that of social interactions. These kind of people find satisfaction in indoors and privacy. We all have that loud side the silent side. But what counts is the preference we choose.
There is another group of individuals that are classified by the way they make decisions. The first group is classified according to how they sense things in a situation. The sensors concentrate more to what they can learn from their own thoughts, ideas and senses.
The class of people makes decisions based merely on intuitions. They pay more attention to already established concepts, patterns and impressions. They hardly come up with new innovations. They are short on creativity. They enjoy thinking of the future and imagining the possibilities of life.
The next classification is for the thinkers and the people whose decisions are based on their feelings. Thinkers tend to pay more attention to existing facts. They are down to earth and in touch with the reality on the ground. They look for sense in situations while their fellow counterpart’s arts that dwell on feelings are into feelings of the heart and emotions. They are mostly more emotionally attached in their decisions than the thinkers.
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