Archive for the ‘personality test’ Tag

Management Paper: Task vs People Reaction

Leadership Matrix

Leadership Matrix (Photo credit: Don Clark)

I was surprised with my results on this questionnaire. During class, when concern for task versus concern for people was described, I thought I would be considered much more task-oriented than people-oriented (perhaps 7.3). I think the source of the discrepancies between my self-assessment and the results of this questionnaire lie with the number of times I answered occasionally.

My score was only 2 on concern for task and 5 on concern for people. I was not surprised that I would frequently want to keep work moving at a rapid pace and push for increased production. Many of the items that show concern for people seem like they would increase productivity. Permitting members to use their own judgment helps keep people engaged in the task at hand. Giving people the freedom to do their work helps avoid resentment and, if team members are committed to the task, would ensure the work gets done. I think communicating why certain decisions must be made helps people understand why certain tasks must be done so that they will complete what needs to get done.

I had 6 items that I marked as occasionally. Many decisions that are good for production are good for people too. These are often situation-dependent decisions. I would only needle members for greater effort if necessary, always needling might de-motivate team members and never needling might not serve team members that occasionally need a push. Assigning group members to particular tasks might be necessary occasionally; on the other hand, letting team members self-select tasks may occasionally lead to greater job satisfaction. Of course, I would be willing to make changes, but only when necessary. As with assigning tasks, self-selecting a pace may occasionally be best for productivity.

Since I was surprised with my results, I wonder about the validity of the test. Why would my self-assessment be so different from the results of this questionnaire? Was I not thinking about enough specific situations. Perhaps my attitudes, intentions, and actions are not in alignment. If so, I wonder why. I also wonder how effective each manager type can be. I suspect in most cases, as with other aspects of management and organizational behavior, effectiveness is dependent on the situation.

Clark, D. R. (2010). Leadership Matrix Survey. Retrieved Dec 11, 2012 from

Management Paper: Myers-Briggs Observations

fancy logo/writing for use in MBTI articles

fancy logo/writing for use in MBTI articles (Photo credit: Wikipedia)

A few years ago, the first time I took the MBTI, my results were INTJ. This time, my results were ISTJ. I can see how my personality matches up with both results. The MBTI can help me understand myself, others, and how people might interact in teams. This understanding has practical applications for organizational behavior. Knowledge of personalities can help reduce conflicts and facilitate conflict resolution when conflicts do occur.

I am definitely introverted. Crowds tire me and I prefer one-on-one communication. I prefer to think and reflect before I act and I like to keep my thoughts to myself until they’re more fully developed. I tend to listen and get along in groups with extroverts because extroverts like to be speaking about 30-50% of the time. I am quite content taking in my surroundings without making small talk.

Depending on the situation, I can be either intuitive or sensing. I noticed an increase in sensing in my method of perceiving/understanding when I started meditating more regularly. This change makes sense because the focus of mediation is experience in the here and now and the sensing method of perceiving/understanding focuses on the present and reality. I balance common sense with imagination, often coming up with many ideas and narrowing them down to the most practical. I have a good memory for license plates and dates that have meaning but not historical dates that I only have a limited understanding of. I don’t like guessing when the facts are unclear.

I tend to be a thinking person. I like to find facts to inform my intuition. I’m comfortable breaking projects down into tasks and agreeing on who does what by when. Though I like reaching consensus, I like objectively evaluating the facts. When conflict isn’t present, I tend to worry group members may be acting overly polite and not getting to the core of important issues.

My “action orientation” tends to be judging. I think I’m in the mode of perceiving until it’s time to judge. I don’t like “wishy-washy” behavior. Once a group has reached a decision, I like to stick to the decision. If information changes, I like to keep groups informed of changes in case we need to rethink a decision. However, I prefer to stick to decisions until further notice.

I have worked with a variety of personality types. Sometimes I can get along well with people who are opposite (ESFP) and dissimilar but I’ve come to realize that I can’t get along with everyone all the time. In my Psychology textbook, I read that birds of a feather really do flock together. I noticed that I spend more time with introverts. Now that I think of it, I do find it easier to make plans with other judging people and I’ve been trying to be more understanding of cultural differences when it comes to punctuality.