¶ … Human Behavior is critical to organizations -- discuss the benefits of self-evaluation/self-assessment as it relates to leaders today 'Understanding human behavior is critical to organizations:'
Discuss the benefits of self-evaluation/self-assessment as it relates to leaders today 'Know thyself.' This principle is not only a vital cornerstone of philosophy and psychology -- it is very important in the world of commerce. Without self-knowledge, a business leader is unable to effectively lead others, particularly persons of different personality types or who come from alternate cultural worldviews. Without engaging in self-assessment, managers cannot understand the needs of subordinates or superiors, customers, or unexpected situational requirements. Self-assessments and self-evaluations, when properly conducted "can lead to the development of a strategic organizational plan with clearly defined short-term and long-term goals, measurable objectives, identified fiscal and personnel resources, and enhanced consumer and community partnerships" (Self-assessments, 2013, NCCC).
To better understand the need for self-assessments, examining an example of a common self-assessment tool is helpful. The DISC self-assessment classifies all workers according to three basic personality types: it determines, based upon a series of questions, if a worker is a dominant, influential, steady, or conscientious-style employee (DISC, 2013, Changing Minds). Dominant leaders thrive in an environment in which they can control others and tell others what to do: they are driven by a need for personal esteem. Influential personalities, in contrast, are 'people persons' who are focused upon interpersonal needs rather than tasks. They are primarily driven by the desire to please others, not to achieve results-oriented goals. Steady types are likewise person-focused, but in a more introverted manner. They are peace-keepers by nature, do not like telling others what to do, and do not like to 'rock the boat.' Finally, conscientious types are very task-oriented, but not focused upon self-aggrandizement to the same degree as influential personalities. Instead, they are primarily interested in logic and pursuing the most intelligent and reasonable course to achieve a goal (DISC, 2013, Changing Minds).
It is very easy to 'spot' these basic personality types in the workplace, although no one is a pure type and everyone manifests different character traits to some degree in different contexts. However, the dominant trait of the leader will inevitably influence his or her interpersonal style. For example, an influential type might use coaching and encourage workers to 'please' the leader, because this type of strategy would be very effective for him or herself. However, this is not necessarily the case of all employees: a conscientious type would certainly not be motivated by being encouraged to be a people-pleaser without a clear explanation of why what he or she needed to do was required by the task at hand.
Without an acute sense of self-consciousness of what motivates one's self, it is impossible to understand what motivates others and the differences between one's self and others. Being motivated primarily by the need for affiliation is not necessarily a bad thing, but when leading persons of a different mindset, it cannot be assumed they are exactly like one's self. This problem often arises when two departments at the same company must work together. Someone from human resources who is very influential in their style may struggle with the cutthroat 'me first' attitudes of a member of the sales staff or unintentionally alienate someone in IT who is very conscientious and cares very little about the human elements of the organization.
The DISC personality survey, of course, is only one form of personality typology amongst many. Another common method of assessing personality is that of the Myers-Briggs personality assessment, which is based upon Jungian typology. According to the Myers-Briggs personality assessment method, everyone can be 'rated' on a scale of certain critical personality traits of introversion v. extroversion; thinking v. feeling; sensing v. intuiting; judging vs. perceiving. Once again, taking such an inventory can provide a clearer...
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