Assessment Synthesis
Some of my mistrust may come from my personal timeliness, and my sense that teams can occasionally procrastinate and pull other people back. Accepting others differences is indeed difficult. (Kroeger, Thuesen & Rutledge, 2002, p. 3) I need to make the differences of others work better for both myself, and my organization. Even if I am doing a good job, I must make my internal criticism of others less judgmental. (Kroeger, Thuesen & Rutledge, 2002, p.7) Instead of just buckling down and working harder, as I have always done, I need to strive to make the work styles of others work for me, rather than against me, and combine the mutual skills of everyone at the office to realize the goal of a project.
Of course, I would like to retain my strengths as an individual. My desire to exercise leadership potential and to learn more at work could be fulfilled by seeking out greater challenges. I must learn to use my positive qualities, such as a lack of procrastination, my high level energy in the morning, and other assets, as motivational models for others. Also, hopefully, now that I know myself better, I can recognize what is going on, internally, when I cringe inside at a colleague's laid back style. (Kroeger, Thuesen & Rutledge, 2002, p.4)
This self-assessment was helpful, because I was initially inclined to view myself as far more sociable and trusting than my scores may have indicated. Outside of work, I am known as a compassionate and caring individual. But at work, because of my hard-working nature, I may be inclined to judge others as less hard working than they actually are, because they have temperamental differences. This makes me less inclined to view team-based projects in a positive fashion.
One thing I would like to work upon is my relatively low score on my novelty-seeking quotient. I am able to motivate myself in school, but I would like to motivate myself to seek out more learning opportunities in the workplace environment. I believe I have skills that could...
Accorind to the article published in the peer-reviewed academic jornal Social Behavior and Personality, entitled "Relationship between the Revised NEO-Personality Inventory and the Myers-Briggs Type Indicator," (Funham, Moutafi, & Crump 2003), some of the correlations between certain tendencies of mine revealed the test held true on a macro scale. For example, "Openness to experience was negatively correlated with sensing and positively correlated with intuition," and I am more of a judger. (Funham, Moutafi, & Crump 2003, p.3) "The conscientiousness subfactors which most highly correlated with JP [Judging and Percieving] were Order, Deliberation and Self-discipline," which agrees with my profile. However, while I rated myself high in terms of Emotional IQ and importance of friends and esteem of co-workers, agreeableness was negatively correlated with thinking and positively correlated with feeling, and I am more of a thinker. (Funham, Moutafi, & Crump 2003, p.3) The person, though, whom I am at work may be different than the person I am outside of work, another factor revealed by the test.
Works Cited
Furnham, Adriean & Joanna Moutafi, & John Crump. (2003). "Relationship between the Revised NEO-Personality Inventory and the Myers-Briggs Type Indicator."
Social Behavior and Personality. Retrived 4 Nov 2006 at http://www.findarticles.com/p/articles/mi_qa3852/is_200301/ai_n9213480/pg_1
Kroeger, Otto, Janet M. Thuesen & Hile Rutledge. Type Talk at Work. New York:
Delta, 2002
The Prentice Hall's Self-Assessment Library. (2006). 3.3 CD-ROM
Self-Assessment
