Assignment Sample on Leadership and Management
1. Introduction
The essay focuses on the leadership and managerial attributes of me, and my skills and competences critically evaluated. The aspects of assertiveness, personal resilience, personality insight, sound decision-making and temperament are analyzed and the outcomes scrutinized properly. On the other hand, emotional intelligence metrics are the way it helps in my growth in the future. The purpose of evaluating distinct test results of the different personality tests is to obtain knowledge about my capabilities and weaknesses. Here, in this essay, in-real arguments are aligned with the online test results to find out relations between them.
2. Main Body
2.1. Assertiveness
The assertiveness test comprises three factors assertive, passive and aggressive. As per the score, I express a medium level of assertiveness along with a low level of aggressiveness. However, on the passive scale, I scored a low value, which indicates I do not passively interact with others. Although I am not surprised to see the results as it indicates that I do not allow other peoples to make decisions for me. The assertiveness score shows that a person needs to be more consistent over time (Speed et al. 2018).
The assertiveness theory of psychology states that assertive behaviour will decline the level of stress and anxiety that allows meaningful relationships, and social adaptivity. The lower score of the aggressiveness is a little bit unexpected as I am sometimes referred to as sharp with my words and activities. It indicated I am not that aggressive that I always thought about myself. I need to be more aggressive in protecting my rights or self-esteem. Lower test results tell me that the person is not that dominant person (Van Weele et al. 2017).
2.2. Personal Resilience
The overall resilient score comes out to be pretty high that shows my resilient side and the test results indicate that I know my limitations, as well overall myself. The results are quite expected as I enjoy taking on new challenges, taking part in various events, and from difficulties, I learn my lessons rather than falling back (Zhang et al. 2018). I remain boasted with confidence; however, people do not regard me as an arrogant person. Although the test results point out that I need to maintain the level of self-confidence and make sure I remain resilient over time.
My father had a transferable job which forced me to change schools a couple of times. It enabled me to cope with the changes in the environment as I can adjust myself in any situation. The new academic institutions and new conditions posed new issues for me, however, I efficiently sorted it out with care and intelligence, and effective problem-solving enhanced my self-confidence level. New places offered me, new people, initially, I was a little bit shy but over time I became comfortable with the others. Blending with people and taking time in socializing enables a person to create a long-term bonding (Sleep et al. 2019).
2.3. Personality Insight
The personality insight tests showed medium results which comprised factors such as extraversion, agreeableness, emotional stability, conscientiousness, and openness. I scored a mid-range value in extraversion, which means I am comfortable with people. Although I sometimes prefer my alone time and also prefer working with known faces as this familiar space gives me confidence. Personality trait theory refers to the approach to the study of human personality that identifies a certain way a person works (Conklin et al. 2018). A mid-range score on agreeableness indicates that I enjoy working in a team, although I encourage others by voicing my views at the same time. I am also willing to compromise for the sake of the team goal and go along with the thought of the other teammates.
Figure 1: Personality Traits
(Source: Conklin et al. 2018)
Mid-score in emotional stability shows I am not so able to handle the pressure and the stress in my life. However, I am still efficient in critical times that enable me to be more effective. As per the view of Busic-Sontic et al. (2017), a manager must balance sensitivity that requires working along with the others. Higher value in conscientiousness refers to my conscientious approach towards any work. I am more likely to meet the deadlines of the projects despite working at a steady pace. A mid-range score in openness indicates that I embrace the change to some extent although I always enjoy working with different people. The variety of work experiences enables me to be more intuitive in the workplace.
2.4. Sound Decision-Making
My decision-making test score is 85 that indicate I have an overall sound decision-making process. However, my decision-making process needs to be consistent with the time. For instance, I led a group consisting of a few members in inter-college tournaments in which we fared quite well but lost in the final round of the competition. It showed me a strong induction to improve my leadership and enhance my level of decision-making. As per the view of Lent et al. (2017), a person with a sound decision-making process must expand the sources of relevant information, and check for information gaps or biases. A score of 85 shows that I remain just at the brink of fine-tune decision-making class, a little more consistency in my decision-making process will enhance my level.
I need to generate options to choose from as well must use the formal frameworks, tools or techniques that partakes crucial factors in the account. Key factors in front of the eyes will enable me to give proper weightage, which ultimately sharpens my decision-making process. From the viewpoint of Lent et al. (2017), a person must be aware of the analysis paralysis where an individual should analyse the information and then consider the options which are generally ignored. One thing I need to require is to keep track of the process of decision-making, as it will enable me to make others understand the way I concluded.
2.5. Temperament
Temperament test results show that I belong to the ENFP category, and can be referred to such as bright, enthusiastic as a well warm motivator. The results of the tests did not come out as a surprise as I am rather intuitively high, quite perceptive about the people and friendly in manner. I can remember myself being an energetic person throughout my academic career, participating in sports as well in cultural activities. As per the view of Nogueira et al. (2017), this group of people have the flexibility to work in different situations and deal with several people as well as distinct ideas.
I have a characteristic of being stubborn under the stress and often experience mood swings, which can be vulnerable in work life as well as social life. From the viewpoint of Dressler et al. (2018), an ENFP must enhance the level of listening skills which will enable them to flourish further in every aspect of life. On the other hand, an environment of warm feeling elevates me to the next level that brings out the full potential (Parray and Kumar, 2017). I feel uncomfortable while practising work that does not align with my value system and beliefs.
The information describes me quite accurately as coming out with creative solutions enables me to engage more with the job. As per the view of Nogueira et al. (2017), the effectiveness of the ENFPs lowers when they are being bullied. However, I found it contrasting as I show a strong resilience and grit to outperform others more in that situation.
2.6. Emotional Intelligence
EI is referred to as a crucial factor that helps an individual to understand and manage their own emotion to communicate effectively, relieve stress and empathize with others. As per the view of Fontaine (2018), a comparatively higher score in self-awareness and self-management helps in understanding one’s own emotions and their impact on the work along with keeping the impulses under control. A mid-level score in social awareness indicates a manageable decision in organizational life. I often use relationship management strategies such as being transparent, keeping mutual goals, and keeping promises that enable me to have a healthy relationship with others
2.7. Rolfe’s Reflective Model
| What | So What | Next What |
| I am not fine-tuning in decision-making. | Future decisions may have an impact on my life. | I will take part in more sessions, and team events. |
| I do not perform efficiently in pressurized conditions | It may hurt my work when I had to handle much pressure. | I will enrol for brainstorming sessions and more critical workshops. |
Table 1: Rolfe’s Reflective model
(Source: Dressler et al. 2018)
3. Conclusion
The essay moreover focused on my reflection analysis based on the online tests and the results quite accurately in accordance with the in-real perspectives. As per the Assertiveness theory, higher assertiveness helps me in maintaining healthy relationships with other people; however, I need to be more protective about my self-esteem. Personality trait theory is explained that enabled me to understand the certain I perform in academic and social life. Furthermore, the test results indicate my need to enhance my decision-making process.
Temperament test results projected me as a person from the ENFP category who is energetic, enthusiastic, and friendly in life. I find similarities with my in-real characters with the results that the tests have obtained, although in some areas I had a different perception about myself earlier.
Reference List
Busic-Sontic, A., Czap, N.V. and Fuerst, F., 2017. The role of personality traits in green decision-making. Journal of Economic Psychology, 62, pp.313-328.
Conklin, Q.A., King, B.G., Zanesco, A.P., Lin, J., Hamidi, A.B., Pokorny, J.J., Álvarez-López, M.J., Cosín-Tomás, M., Huang, C., Kaliman, P. and Epel, E.S., 2018. Insight meditation and telomere biology: The effects of intensive retreat and the moderating role of personality. Brain, behavior, and immunity, 70, pp.233-245.
Dressler, R., Becker, S., Kawalilak, C. and Arthur, N., 2018. The cross-cultural reflective model for post-sojourn debriefing. Reflective Practice, 19(4), pp.490-504.
Fontaine, S.J., 2018. The role of reflective practice in professional development. The Veterinary Nurse, 9(7), pp.340-347.
Lent, R.W., Ireland, G.W., Penn, L.T., Morris, T.R. and Sappington, R., 2017. Sources of self-efficacy and outcome expectations for career exploration and decision-making: A test of the social cognitive model of career self-management. Journal of vocational behavior, 99, pp.107-117.
Nogueira, B.S., Fraguas Júnior, R., Benseñor, I.M., Lotufo, P.A. and Brunoni, A.R., 2017. Temperament and character traits in major depressive disorder: a case control study. Sao Paulo Medical Journal, 135(5), pp.469-474.
Parray, W.M. and Kumar, S., 2017. Impact of assertiveness training on the level of assertiveness, self-esteem, stress, psychological well-being and academic achievement of adolescents. Indian Journal of Health and Wellbeing, 8(12), pp.1476-1480.
Sleep, C.E., Lamkin, J., Lynam, D.R., Campbell, W.K. and Miller, J.D., 2019. Personality disorder traits: Testing insight regarding presence of traits, impairment, and desire for change. Personality disorders: Theory, research, and treatment, 10(2), p.123.
Speed, B.C., Goldstein, B.L. and Goldfried, M.R., 2018. Assertiveness training: A forgotten evidence‐based treatment. Clinical Psychology: Science and Practice, 25(1), p.e12216.
Van Weele, M., van Rijnsoever, F.J. and Nauta, F., 2017. You can’t always get what you want: How entrepreneur’s perceived resource needs affect the incubator’s assertiveness. Technovation, 59, pp.18-33.
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