Assessment 3. Report (2500 words)
8-10 Academic references
The self-awareness report is designed to be a practical exercise with personal benefits – a real-life self-management strategy to assist you in obtaining a suitable employment position and developing your career. This report should demonstrate a solid self-awareness and discuss your career-related strengths and weaknesses.
You discussion should focus on the Organisational Behaviour (OB) factors discussed in this unit.
The following elements may assist you in structuring your self-awareness report:
Remember that an Executive Summary of a report is just that, a summary. It contains a statement of report purpose and an overview of the actual and specific findings. Generally, it should be no longer than one page(200-250 words) and does not count towards the word limit of your report. The Executive Summary can only be written after you have completed your report. Write in past tense (e.g. The purpose of this report was to …). If an Executive Summary is well written the reader should be able to understand the main points, findings, and conclusions of the actual report without having to read the full report. Be sure to check the Academic Skills Quick Guides for details on how to write an excellent executive summary.
Table of Contents
1.0 Introduction( 230 -250 words)
Ensure that you write an introduction for this assignment. The Academic Skills Quick Guides will provide you with a reminder on what should be contained in an introduction.
3.0 Decision making and planning
Refer to the literature on Problem Solving and Decision Making (Topic 7) and critically evaluate how an understanding of these theories can be of assistance to the decision-making and problem-solving processes you will be using when seeking your internship/graduate employment. You must compare and contrast at least two approaches/theories.
Your discussion should identify and elaborate upon factors that will be important in your internship/graduate position decision such as the geographic location, paid/unpaid nature, opportunity for training and development, opportunity for ongoing employment, and so forth.
Conclude and summarise the report (at least 230 words).
Scu havard style of referencing style with at least 8 academic journals. Every in text ciatation need a page number of your paraphrase. Please use all academic journals and every references need a page number for eg (Muratori & Smith 2015, p.170)., (Ceschi et al. 2017, p.20)
Your report (2500 words from introduction to conclusion) should be submitted via the Turnitin link below.
is the marking rubric for this assessment that you should familiarise yourself with.
You can reference the in-class activities in the self-assessment part of your report as appropriate. Details of these will be provided by your lecturer in Week 11.
The self-awareness report sheds light on my skills in organisational behaviour. The factors which are considered here are personality, values and motivations, leadership, emotional intelligence and power and politics. I am quite adventurous, creative and prefer complex thinking. Being a conscientious person, I am quite organised and determined while undertaking any action. I prefer conformity and achievement values. I am achievement-driven and like to organise my tasks. I set goals and remain motivated when goals come with certain rewards and recognition. My emotions create a significant impact on my decision and working process. I need to work on my emotional intelligence so that I can have better control of my emotions and undertake my decision practically. Being a student of management, I also aspire to be a successful leader who can inspire the followers. I being conscientious, open and sensing I support creativity, planning and organisation and focusing on reality when undertaking decision. I possess the ability to cooperate and negotiate with others direct power for promoting good and politics for the growth of the organisation. Finally, the factors of internship have selected that influence my decision-making process.
The self-management skills are crucial for an individual as they aid in contributing towards a better development in career. Self-management strategies are intricately linked with the concept of self-awareness. Self-awareness is the ability to recognise, process and store information regarding one-self (Morin 2011, p.808). Self-awareness aids in enhancing the accuracy of reading one's self-concept (Morin 2011, p.813). Self-awareness can direct an individual in improving the professional career as better self-management strategies can be applied for both personal and professional development. The present self-awareness report focuses on the discussion of the organisational behavioural factors that can aid in obtaining an effective employment position and improving career. Developing insight about one’s personality, values, motivators, emotional intelligence, leadership and power qualities has aided in understanding the personal strength and the weakness. The report has also exhibited the importance of decision-making and effective planning in better managing self and improving the future career. Self-awareness cannot be referred to as a destination point but is a rising procedure that enables the individuals to be aware of personal talents, drawbacks, strength, core values and desires. Understanding the organisational behavioural factors is crucial for identifying the personal strength and weakness in developing professionally. Based on the identified personal qualities and the drawbacks, different strategies of self-management are planned for making one-self capable of working successfully in an organisation. Thus, the report discusses the varied organisational behaviour factors that are critical for the professional growth of an individual.
2.0 Self-Awareness2.1 Personality
Avolio (2005, p. 324) opined that self-awareness is not destination point but can be termed as a rising procedure that enables the individuals to become alert about personal talents, weaknesses, strength, core values and desires. Personality deals with the understanding of the values and the ways it influences the job selection and behaviour in the workplace. Roberts et al. (2006, p.29) mentioned that self-awareness alters the personality of the individual through the life which reflects intrinsic maturation of the psyche.
Thus, understanding personality is crucial. It is for this reason that I have undergone a Myers- Briggs Type Personality Test and Big Five personality test for having a better insight about my personality traits. As per the findings of Myers- Briggs Type test, the four basic personality traits which are found in me are introvert, sensing, feeling and judging (Appendix 1). As an introvert person, I am thought oriented and focus on meaningful interaction and spending time alone. As a sensing person, I emphasise on details and reality and love together experience. However, my emotion often drives my decision making, and this sometimes prevents me from attaining success. As a person with judging personality, I prefer structure and firm decision making. Although my emotions often prevent me from making firm decisions and urge me to act empathically.
As per the Big Five Personality Test, I am 77% open, 75% conscientious, 44% extrovert and 54% agreeable with 52% Neuroticism traits (Appendix 2). This implies that I am quite adventurous, creative and prefer complex thinking. Being a conscientious person, I am quite organised and determined while undertaking any action. However, I am an introvert who loves conserve energy for fruitful work rather than chilling out meaninglessly. I love to cooperate with others but also focus on my personal needs. Sometimes I become sad when pressurising underwork or unable to attain specific objectives.
The personality trait suggests that during an interview, I can be punctual and able to exhibit a positive attitude. However, my introvert attitude can prevent me from opening up in front of others. I need to work upon my socialising and communicating to ensure that I work efficiently and cooperative with others.
2.2 Values and Motivators
Parks & Guay (2009, p.676) defines values as the preferences of the individuals that they have for the different environments. Values seem to have a strong connection with career choice. Values are associated with an attitude, which includes job satisfaction. For instance, an individual who values autonomy will be satisfied with the job that offers discretion. Values create an influence on individual behaviour through habitual routines, and cognitive processing is not required values for influencing behaviour. Personality affects the values of an individual to a great extent. As an individual with openness trait, I strongly possess benevolent values and universalism values. The benevolence value stands for been loyal and cooperative while universal value seeks for wisdom and freedom. This implies that I am open to creative ideas and love to work in an organisation that offers a positive work environment encouraging individual growth through participation and encouragement. All these factors would act as successful motivators for my professional career.
Being a person with a contentious personality, I prefer conformity and achievement values. Conscientiousness is strongly related to motivation by using a motivational framework (Parks & Guay 2009, p. 678). It acts as the predictor of the task and is associated with influencing the behaviour of the individuals. Thus, I am achievement-driven and like to organise my tasks. I set goals and remain motivated when goals come with certain rewards and recognition.
Personality creates an impact on job performances through the motivational process (Parks & Guay 2009, p.679). The motivational factors for the employees vary based on personality traits and values. As per Maslow’s Motivational theory, the needs of the individuals are always arranged in hierarchical, and once one need is fulfilled, the individuals aspire towards other needs (Atta-Panin 2015, p.46). Opportunity awareness is crucial for motivating employees. As an intern, I would prefer to work for the organisation which works in sectors that permits growth, thereby developing the employee condition. When the organisation can grow, it will able to create and satisfy the hierarchy of needs for the employees.
2.3 Emotional intelligence
Emotional intelligence is an important tool of self-awareness as it creates an impact on the performance of the individual in an organisation. Emotional intelligence enhances the productivity of the employees (Sahdat et al. 2011, p.821). Awareness of emotional intelligence would create a better scope for managing emotions. The emotionally intelligent people remain more satisfied with their job as they are aware of the factors that motivate them. Change their mood or create stress from them. Research has made it evident that self-awareness of emotional intelligence has enabled the employees of IT industry to regulate themselves in work (Raman 2017, p.10723).
For assessing my emotional intelligence, I have undergone a test on mindtools.com. My emotional intelligence score was 49 (Appendix 3). I am moderate in emotional intelligence which implies that I am able to maintain good relations with some of my colleagues. However, people possessing different attitude and aura than me are difficult to cooperate with. I feel comfortable with people of my characteristic and whom I know. My emotions create a significant impact on my decision and working process. This can be negative for my job performance as for attaining success I need to perform with different people whose personality may differ completely from that of mine. It has been identified that people a high level of emotional intelligence can have a harmonious relationship in the workplace (Jordan et al. p. 362). Hence, I need to work on my emotional intelligence so that I can have better control over my emotions and undertake my decision practically. For attaining success, I need to display emotions that are considered to be appropriate for my job. Emotions should be directed toward expanding thinking and creating new ideas.
Robbins et al. (2010, p.218) define leadership as the capability of influencing people for attaining visions and goals. The leaders seem to possess a vision, and they undertake the responsibility of undertaking the risks to fulfil the visions. Being a student of management, I also aspire to be a successful leader who can inspire the followers. I work as a shop assistant and hopes for attaining a respectable position in future. Bodla & Nawaz (2010, p.371) commented that managers who can regulate their behaviour as per the circumstances. Considering this aspect, I prefer to be a versatile leader who would be able to reward or punish their employees as per their performances.
Leaders can be transactional or transformational based on the strategies used by them. Transactional leaders focus on directing the followers towards a goal without permitting them to undertake decisions. Bodla & Nawaz (2010, p.372) mentioned that transactional leaders are charismatic who motivates others by inspiring them and promote intelligence and rationality. As a shop assistant, my manager inspires me to utilise my ideas and direct them towards attaining the objective of increasing sales. As a manager, I would create a vision for my followers but would provide them with all the scope to think and undertake decisions considering the situation. I would prefer to be an authentic and ethical leader as I prefer values and focus on working positively for changing attitude. I believe that employee motivation can enhance performance and increase trust and leader. I being conscientious, open and sensing I support creativity, planning and organisation and focusing on reality when undertaking decision. However, sometimes, I become nervous under pressure. Hence, I feel that I need to work upon this skill to be a successful leader in future.
2.5 Power and Politics
The organisation involves power and politics that represent a political analysis of intra-organisational relation. Power and politics influence the organisational life as political interaction dominates it. Survival of the people in any organisation is a political act (Omisorem & Nweke 2014, p.164). Powerful people undertake the decision in the organisation. Power is the capability of an individual to influence others. For being an influential person in an organisation, I need to attain a significant position so that people can respect and trust me. Deployment of power is not always positive but can also be used for coercion and domination. When power is interlinked with politics, it results in the domination of ignorant people. Politics aims to influence others in promoting personal objectives.
I enjoy using power but for a positive effect on the organisation. Being a cooperative and friendly person, I never believe in exploiting others for the sake of my benefits. The power and the politics should be used for positive promotion of the organisation in which material recourses can be directed towards producing finished goods and services. Power and politics should be used positively for preventing coalition or dispute within the organisation. I possess the ability to cooperate and negotiate with others direct power for promoting good and politics for the growth of the organisation.
3.0 Decision-making and planning
Proactive personality is critical for career development, and it also helps in developing problem-solving ability. Decision making and problem-solving are crucial for career development for university students and also in the professional field (Fan 2016, p.64). Selecting the right career or the job is essential for the undergraduate where they can encounter the issues. As a student and a shop assistant, I encounter a problem related to decisions making. Undertaking the best decisions for the career is crucial for obtaining a prosperous future.
The theory of self-efficacy in career decision making has turned out to be a significant variable in the aspect of developing professional capability. This theory integrated the choice of career competencies and mentioned that self-efficacy in decision making is the belief of the individual regarding their performances on career choice tasks. This theory is connected to career choice tasks. The stages which are involved in this theory are listed below:
The above theory is closely linked with the cognitive variables like expectations, interest, choice goals that result in different career outcomes. Thus, the student would become self-sufficient in undertaking decisions by cindering several factors that encourage growth. Another theory which is considered here is the Creative Problem Solving process incorporates the positive philosophy by stressing the appreciation of the good and overcoming the bad. This theory acts as a flexible framework which guides the deliberate generation of solution, which helps in overcoming the difficult challenges (DelPrato 2018, p.29). The problems solving approach considers different factors and encourages the individual towards selecting the best jobs and flourishing in future. There are four stages in is the Creative Problem Solving process which includes clarification, ideate, develop and implement. The first stage deals with the clarification of the vision and gathering data for understanding the challenge. The second stage deals with the exploration of the ideas. The third stage includes formulating solutions. Finally, plans are implemented for making the solutions successful (Creative Education Foundation 2016, p. 22).
My decision making for an internship would incorporate consideration of different factors like the salary structure and growth opportunities offered by the organisations. I would work for the organisation that offers a minimum salary for motivating the employees. Payment is essential for me to keep up with my studies as I need to pay my fees. It would also motivate me to focus on my work and ensure that my studies are going well. The second factor that I would consider is the development opportunities the organisation is providing to me. The organisation that promotes the development office, employees and interns would be my top priorities. My reason for working as an intern is not only restricted to earning money but for gathering experience that can encourage significant growth at my career. The third important factor that I would consider is the geographic location. The organisation should not be far away from my house; otherwise, I would take time for me to travel from the college to the workplace and my house. All these factors would influence me to undertake decisions regarding my job.
The present self-awareness report explored my skills to evaluate my ability to work in an organisation. The organisation behaviour involves consideration of different factors that influence the performance of the individual. The personality of an individual is essential in assessing one perspective and choice while selecting the organisation and working in it. I am an introvert person with sensing and judging ability. I am conscientious and open and focus on cooperative and agreeing with others. These personality traits shape my values and my ways of working in an organisation. I am open to creative ideas and love to work in an organisation that offers a positive work environment encouraging individual growth through participation and encouragement. I strongly possess benevolent values and universalism values. I am achievement drive and like to organise my tasks. I set goals and remain motivated when goals come with certain rewards and recognition. However, I need to work my emotional intelligence to ensure that I am not overpowered with my emotions. My leadership skills need specific improvements to prevent me from greeting nervous under pressure. Deployment of power is not always positive but can also be used for coercion and domination. I can utilise power and politics for the positive development of the employees and the organisation. Regarding decision making and planning, I need to be more critical and rational.