Personality test results
Ta-dah, your personality type is INTJ!| Introverted (I) 71% | Extraverted (E) 29% |
| Intuitive (N) 73% | Sensing (S) 27% |
| Thinking (T) 65% | Feeling (F) 35% |
| Judging (J) 64% | Perceiving (P) 36% |
References: http://kisa.ca/personality/
Thursday, 5 April 2012
Personality Test
Emotional Intelligence Test
Your Score: 36 |
35 - 44 |
| You have slightly above average EQ - with room to grow! You are likely sensitive to the emotional climate of the people around you - your peers, friends, family and key clients. You are well aware of the effect your behavior has on others. Still, while you may be adept at tuning into others and their needs - you must remember your own! Don't be afraid to honestly communicate these difficult needs and feelings. The world is well stocked with martyrs - it doesn't need any more! Think also about your passion for work (or whatever constitutes your main roles in life - manager of people, doer of tasks, 'meeter' of clients' needs, etc). We spend countless hours in our given roles - sometimes without much joy or satisfaction. In the process we become tranquilized by the trivial. Sedated by the small details of life. Sure, the laundry needs doing, the groceries need getting, the kids need chauffeuring, the deadlines must be knocked off, but we also need to stop and remember what gives us great joy and meaning. If we fail to remind ourselves (on a regular basis), we risk becoming hostile and cynical. We lose our purpose. And this translates to a diminished ability to be effective, at ease and fulfilled. Areas to work on: Ask yourself: - What situations generally create tension and stress for you? How are you handling these situations? - What negative thoughts play over and over in your mind on a regular basis? Are these a true picture of reality? - Are you afraid to share your needs and feelings with others? Is it because you are taking care of everyone else - being a martyr - or acting 'the strong, silent type'? What 3 things give you the greatest meaning in your life? If you work on gaining clarity in these areas, you will move toward maximizing your full potential and finding greater effectiveness, happiness, and fulfillment in your life. As William James said: I have no doubt whatever that most people live, whether physically, intellectually, or morally, in a very restricted circle of their potential being. They make use of a very small portion of their possible consciousness... much like a man who, out of his whole body organism, should get into the habit of using and moving only his little finger... We all have reservoirs of life to draw upon, of which we do not dream. References: http://www.ihhp.com/quiz_parse.php |
Left Brain Right Brain Test
hank you for taking the Creativity Test. The results show your brain dominance as being:
You are more left-brained than right-brained. Your left brain controls the right side of your body. In addition to being known as left-brained, you are also known as a critical thinker who uses logic and sense to collect information. You are able to retain this information through the use of numbers, words, and symbols. You usually only see parts of the "whole" picture, but this is what guides you step-by-step in a logical manner to your conclusion. Concise words, numerical and written formulas and technological systems are often forms of expression for you. Some occupations usually held by a left-brained person include a lab scientist, banker, judge, lawyer, mathematician, librarian, and skating judge.  Your complete evaluation follows below: | | |
| ||||||||||||||||||||||||
| Your left brain/right brain percentage was calculated by combining the individual scores of each half's sub-categories. They are as follows: Your Left Brain Percentages
Your Right Brain Percentages
| |||||||||||||||||||||||||||
What Do These Percentages Mean?Low percentages are common in the Brain Type Test and are not indicative of intelligence. Instead, medium to high scores (30 - 50%) are desireable, as they show an ability to utilize a processing method without an abnormal reliance on it. Special focus should be paid to highly dominant (50% or above) or highly recessive (0 - 30%) methods, as they tend to limit your approach when learning, memorizing, or solving problems. If you have Highly Dominant characteristics, your normal thinking patterns will naturally utilize these methods. Conscious effort is required to recognize the benefits of other techniques. Using multiple forms of information processing is the best way to fully understand complex issues and become a balanced thinker. If you have Highly Recessive characteristics, your normal thinking patterns naturally ignore these methods. You may only consider these under-utilized techniques when "all else fails," or possibly not at all. It is important to recognize the benefits of all of your brain's capabilities in order to become a balanced thinker. Left Brain Categories Reality-based ProcessingReality-based processing is used by the left hemisphere as a method for processing information with a basis on reality. This processing tool focuses on rules and regulations. An example of this would be how a left-brained person would completely understand the repercussions of turning in a late assignment or failing a test. A left-brained person also usually easily adjusts to changes in their environment. Your Reality-based Analysis You process information with a basis in reality, but are not limited to it. You may recognize the repercussions of you actions, but proceed to do something anyway, in the heat of the moment. You can complete projects to whice you are emotionally attached as well as random tasks. Sequential ProcessingSequential processing is a method used by the left hemisphere for processing information. The information that is received is processed in order from first to last. Information is processed in a systematic, logical manner. Through sequential processing, you can interpret and produce symbolic information such as language, mathematics, abstraction, and reasoning. This process is used to store memory in a language format. Activities that require sequential processing include spelling, making a "to-do" list, and many aspects of organization. Your Sequential Analysis You show moderate ability to organize information sequentially. You are capable of processing information you receive in a systematic, logical order from first to last. However, at times you will process information you receive quite randomly, or may give it only a semblance of order. You are probably an average mathematician and speller, and may or may not enjoy tasks such as making "to-do" lists. Linear ProcessingLinear processing is a method by the left hemisphere to process information. In this process, the left brain takes pieces of information, lines them up, and proceeds to arrange them into an order from which it may draw a conclusion. The information is processed from parts to a whole in a straight, forward, and logical progression. Your Linear Analysis When processing information using this method, you will occasionally feel the need to see the "whole picture" before you are able to achieve results. At other times, you are able to piece all of the parts together in a straight and logical progression to form a whole, which then enables you to understand what you have processing. The information, your mood, and your level of comfortable are all factors that determine your response to a linear processing problem. Verbal ProcessingVerbal processing is a method used by the left hemisphere to process our thoughts and ideas with words. For example, through verbal processing, a left-brained person giving directions may say, "From this point continue east for two miles and turn north onto Bellevue Road. Continue north on Bellevue Road for seven miles and turn west on Main Street". With verbal processing, exact, logical directions are given in a very sequential manner compared to a right-brained person who, in giving the same directions, would use more visual landmarks. Your Verbal Analysis You have a moderate verbal ability. Using this method you process your thoughts and ideas with words. You tend to combine technical details with illustrations, depending on whatever strikes you. For instance, if giving directions, you might say, "Continue two miles east on Court Street and take a left at the McDonalds," combining the exact details of street names and mileage with prominent landmarks. Logical ProcessingLogical processing is a method that is used by the left hemisphere to take information piece by piece and put it all together to form a logical answer. When information is received through reading or listening, the left hemisphere will look for different bits of information that will allow it to produce a logical conclusion. This aspect of the left hemisphere is what aids you in solving math problems and science experiments. Your Logical Analysis When processing information using this method, you may consider the information before you and produce a logical answer, or you may tend to go with your gut. You may discover that you can "guess" your way through S.A.T. questions about as accurately as you can deduce them. It is important that you nurture your ability to use logic whenever it is needed, but do not neglect other methods of processing information if you hit a logical roadblock. Symbolic ProcessingSymbolic processing is a method associated with the left hemisphere that is used for processing the information of pictures and symbols. The majority of functions associated with academics involve symbols such as letters, words, and mathematical notations. This process is what aids you to excel in tasks such as linguistics, mathematics, and memorizing vocabulary words and mathematical formulas. Your Symbolic Analysis You have difficulty processing the information of symbols, and would rather see the real object in order to understand. You probably hated algebra. For example, if solving a math problem, you need to "draw out" the problem to understand and solve it. You rely on the visualization of real objects instead of their symbols. Tasks such as memorizing vocabulary words or mathematical formulas are more difficult for you. Right Brain Categories Nonverbal ProcessingNonverbal processing is a method used by the right hemisphere to process our thoughts with illustrations. Reliance on this method is why it is occasionally difficult for right-brained people to "find the right words" in certain situations. A right-brained person cannot just read or hear information and process it, but first must make a mental video to better understand the information they have received. For example, through nonverbal processing, a person giving directions may say, "Continue going straight until you see a big, red-brick courthouse. At the courthouse turn right, and go down that street for a couple of miles until you se a gray stone church which will be on your right. Straight across from the church is the road to the left you need to take." With nonverbal processing, the directions that are given are extremely visual compared to the exact, sequential directions that would be given by a left-brained person. Your Nonverbal Analysis When processing your thoughts and ideas, you use tend to use both illustrations and words. When giving directions, you probably use both visual illustrations such as, "keep going until you see a McDonalds on your right; then turn left at the Home Depot", and technical terms such as, "travel for two miles and turn east onto First Street." Fantasy-oriented ProcessingFantasy-oriented processing is used by the right hemisphere as a method for processing information with creativity. It focuses much less on rules and regulations than the processing method of a left-brained person. Due to the fantasy-oriented processing mechanism of a right-brained person, they do not adjust well to change. Instead of adapting to the change in the environment, a right-brained person attempts to change it back to the way they liked it. But fantasy-oriented processing also provides the advantage of creativity to right-brained individuals, and since emotion is integral of the right side of the brain, anything a fantasy-oriented person becomes involved in emotionally will aid their ability to learn. Your Fantasy-oriented Analysis You have the ability to use both creativity and reality to process the information you receive. This is a unique gift that allows you to both focus on rules and regulations but to also act with creativity. You are able to adjusting to change, even though you might not like it, and you can become emotionally involved in your work if it interests you. Concrete ProcessingConcrete processing is a method associated with the right hemisphere that is used for processing things that can be seen or touched. It processes much of the information you receive from real objects. For example, a right-brained person is not just satisfied that a mathematical formula may work, but will want to know why it works. A strongly concrete person often finds it easier to solve a mathematical problem by "drawing it out" because it allows them to visualize it. The more a concrete person can visualize something the easier it is for them to understand it. Your Concrete Analysis When you process information you have received, the real object is not important to you. You do not have to use the real object to make sense of what you have processed. For example, if solving a math problem you do not have to "draw out" the problem in order to find or understand the answer, and you do not have to visualize something to understand it. However, this also means you often neglect the physical information provided by a concrete example. In other words, you may miss the forest for the trees, trying to deduce something complex when the answer is plain to see. Holistic ProcessingHolistic processing is a method used by the right hemisphere to process information. The information is processed from whole to parts. A right-brained person, through holistic processing, is able to see the big picture first, but not the details that accompany it. A strongly holistic person may often find that prior to listening to a lecture given by an instructor, they must first read the chapter so that they better understand what the lecture is about. This function is also what provides to you your visual spatial skills. It also aids in tasks such as dancing and gymnastics. Through holistic processing, memory is stored in auditory, visual, and spatial modalities. Your Holistic Analysis You have difficulty seeing the whole picture, especially at the beginning of a project. You tend to process information you receive from its parts to its whole in a straight, progressive manner. When given a task, you tend to not bother asking "why," but instinctively are able to do it. Intuitive ProcessingIntuitive processing is a method that is used by the right hemisphere to process information based on if it "feels" right or not. For example, a right-brained person may choose an answer on a test because they had a "gut" feeling and often they will be correct. Another example of this is how a right-brained person will know the correct answer to a math problem but will not understand the procedure of how they arrived at the correct answer. A right-brained person will usually have to start with the answer and work their way backwards in order to be able to see and understand the parts and process that create the whole. Your Intuitive Analysis When you process information using this method, you do not rely on "gut" feelings but take the information and put it together piece by piece to form your conclusions. You often look at all of the different bits of information before piecing together your solution. You probably excel in such tasks as solving math problems and performing science experiments, because the intuitive method is not needed. Random ProcessingRandom processing is a method used by the right hemisphere for processing information. The information that is received is processed without priority. A right-brained person will usually jump from one task to another due to the random processing by their dominant right hemisphere. Random processing is, of course, the opposite of sequential processing therefore making it difficult for right-brained individuals to choose to learn in sequence. In order to overcome this, a right-brained person may want to attempt to learn sequence by using colors since the right hemisphere is sensitive to color. For example, you may want to associate the first step with green, the second step with blue, and the last step with red. Consistently using the same sequence will allow you to see that this strategy can be applied to many tasks involving sequence. Your Random Analysis You tend to not process data randomly, preferring instead to follow a systematic, logical order from first to last. You have difficulty making "leaps of logic" which prevents you from making unique discoveries, or adapt to change during your thinking process. References: http://www.wherecreativitygoestoschool.com/vancouver/left_right/rb_test.htm |
Wednesday, 4 April 2012
Right Brain Left Brain Test
The higher of these two numbers below indicates which side of your brain has dominance in your life. Realising your right brain/left brain tendancy will help you interact with and to understand others.
Left Brain Dominance: (10)
Right Brain Dominance:
Presentation 4: Case Study- The Forgotten Group Member
Question 1: Identify the five group development stages (forming, storming, norming, performing, adjourning) in the case.
As working into a team is a common arrangement for today’s organizational decision, they are not theories or principles which can learn from textbook or classroom.
Forming Stage
- Establish new relationship and work out tension.
- Opportunities to know each others
- Takes place while Professor Sandra Thiel divides the class into groups of five people.
- Each of them is different in individuals, background, interest and experiences.
*Christine- hard-working, organized, leader.
- She takes responsibility to coordinate group meetings, determine task.
- Lack of experiences to deal with group
*Diane- shy people, quiet, does not initiate communication
- performance better if making direct communication with her
*Janet- mediates people who suggest positive way to explore individuals differences
- more concern of team performances rather than individuals' contribution
*Mike- self-centered people, happy-go-lucky
- enjoys making jokes, manipulating others and good at it
- refuses to take the task seriously and give excuses for his uncompleted task
*Steve- predictable people
- dogmatics (only see what he wants to see)
- group discussion shall be well prepared and guided by a set of agenda
Storming Stage
- React to the situation of conflict and disagreement among each of them
- It is a common process for every group especially for those members who never work together before
- As a leader must try her best to encounter the challenges and solve the problems
Solution:
- Christine must take the lead, motivate group member, listen to each other opinion, respect their differences
- Diane: encourage to voice up / talk in personally
- Mike: tries to communicate or lead him
Norming Stage
-Establish general ways of doing things in the group
-Each member recognizes all members' afford
-Challenges still exist
-Each member have to understand how to control personal feelings, ideas, attitudes and more accepting each member in order to get the task done
-Group meeting starts become a norm for them and they are willing to ask question and seeking for help while face problem.
-Members experience a sense of group belonging and harmony which they were joking, laughing and enjoying themselves when they are together.
Performing Stage
-Start working on the task with high level of self-motivations, team morale, interdependently
-Clear direction of the task
-Complete their designated sections on time
Adjourning Stage
-The end of the assignment
-Assignment submitted and peer evaluation
-Members learn something from it
Question 2: Identify and describe the causes of conflicts in the case.
As working into a team is a common arrangement for today’s organizational decision, they are not theories or principles which can learn from textbook or classroom.
Forming Stage
- Establish new relationship and work out tension.
- Opportunities to know each others
- Takes place while Professor Sandra Thiel divides the class into groups of five people.
- Each of them is different in individuals, background, interest and experiences.
*Christine- hard-working, organized, leader.
- She takes responsibility to coordinate group meetings, determine task.
- Lack of experiences to deal with group
*Diane- shy people, quiet, does not initiate communication
- performance better if making direct communication with her
*Janet- mediates people who suggest positive way to explore individuals differences
- more concern of team performances rather than individuals' contribution
*Mike- self-centered people, happy-go-lucky
- enjoys making jokes, manipulating others and good at it
- refuses to take the task seriously and give excuses for his uncompleted task
*Steve- predictable people
- dogmatics (only see what he wants to see)
- group discussion shall be well prepared and guided by a set of agenda
Storming Stage
- React to the situation of conflict and disagreement among each of them
- It is a common process for every group especially for those members who never work together before
- As a leader must try her best to encounter the challenges and solve the problems
Solution:
- Christine must take the lead, motivate group member, listen to each other opinion, respect their differences
- Diane: encourage to voice up / talk in personally
- Mike: tries to communicate or lead him
Norming Stage
-Establish general ways of doing things in the group
-Each member recognizes all members' afford
-Challenges still exist
-Each member have to understand how to control personal feelings, ideas, attitudes and more accepting each member in order to get the task done
-Group meeting starts become a norm for them and they are willing to ask question and seeking for help while face problem.
-Members experience a sense of group belonging and harmony which they were joking, laughing and enjoying themselves when they are together.
Performing Stage
-Start working on the task with high level of self-motivations, team morale, interdependently
-Clear direction of the task
-Complete their designated sections on time
Adjourning Stage
-The end of the assignment
-Assignment submitted and peer evaluation
-Members learn something from it
Question 2: Identify and describe the causes of conflicts in the case.
Conflict is a common process that happens within any individuals, group, and organizations. It is the disagreement between group members and if group members do not take any action to solve the conflict, the whole assignment gone.
Scarce resources and personal preferences
-Five of them, Diane, Janet, Steve, Mike and Christine, they do not know each other and worked together before.
-Although they are taking the same class, Organizational Behavior, they are only joining their friends during class.
-Of course, they are different in background, culture, believe, perception and behavior
-Steve seems more business kind of people; he wants everything to be well prepared before the meeting in order to reduce waste time.
-Mike is a creative people; however he is good at manipulating others and making excuses for cannot attend group meetings and uncompleted designated section.
-Janet puts more group afford than individuals’ contribution, she serves as a mediate between group members.
-Diane is quiet, but she has brilliant ideas in mind.
-Each people within the group have different characteristics and perception, we cannot avoid conflict not to happen, however group members must be able to think more mature to accept and suit each others.
Mike's attitude
-Mike is a funny people; he maintains the harmony and making group members to reduce tension while in the meeting.
-However, he does not take balance between works and study and responsible of this assignment.
-He skips most of the meeting and not willing to catch up the speeds after that.
-During the assignment due date, he just submits some rough handwritten notes and giving excuses.
Group think
-As Mike skips most of the meetings, he lost the connection with group members. Therefore, no one is notice his exist while they are joking around before class. It made Mike feels that they started avoid him.
-Another accident happened while group members met in the cafeteria, it made Mike misunderstand that they purposely do not tell him about group discussion. However, the truth is they just meet up informally without plan.
Question 3: Suggest the approach to leadership best suitable for the case.
Situation approach
-Explore how leaders interact with followers and the requirement of a particular environment.
-When an incident happened, an effective leader would not fall into one decision or conclusion, they will look for different perspective.
-Sometimes, the decision has made depends on the relationship of leader and followers.
Christine
-Leader of the group must be able to encounter the conflict based on case to case.
-She takes responsibility to arrange group meetings, design task for each member, provide clear direction, deal with conflict and motivate members.
Diane
-Shy people and does not initiate communication but she may provides high quality opinions while ask in personally.
-As a leader, Christine may seek for her opinion after group meetings or through email or social networking.
-Besides that, Christine must be close and improve her relationship with Diane and get her trust before encourage her to voice out during meetings
Steve
-Encourage group members to prepare before meetings but not everyone agree on it.
-As a leader, Christine must be able to maintain the harmony among members and explain the reason, at the same time she must encourage everyone to prepare the agenda rotate.
Mike
-He dislikes group meetings and like to do last minutes work.
-He does not take responsible into the group even is his designated section.
-Christine must closely pay attention and control his behaviors, and spend more time to guide him to do the assignment.
-If Mike insists of doing the assignment, Christine may try talk to Professor Sandra, as Professor may have more experiences of dealing this kind of case.
-Besides that, Christine knows the potential conflict and problem about Mike; she must voice it out instead of hide the story.
-After the group meetings, Christine may encourage members to voice out their unhappy or situation for improvement.
Monday, 26 March 2012
Presentation 3
1. What are the important limitation of McGregor Theory X Theory Y?
This theory provides an insight for managers to evaluate their employees based on their characteristics in order to assign their employees to take part in different positions in an organizational
McGregor claimed that there are two contrasting sets of assumption about human nature:
This theory provides an insight for managers to evaluate their employees based on their characteristics in order to assign their employees to take part in different positions in an organizational
McGregor claimed that there are two contrasting sets of assumption about human nature:
Theory X management style is based on a negative view of human nature and assumes the following:
- Dislike work
- Avoid taking any responsible to work if possible
- Must be controlled, directed and forced with coercive rewards
- Lack of ambitious, foster dependents, passive
- Work for money
- Managers cannot trust on them and closely control their job behaviors
Theory Y management style is based on a positive view of human nature and assumes the following:
- Love to work
- Not only accepting the responsibilities, they also look for opportunities
- Self-directed, self-controlled and will try the best to achieve organizational goals
- Self-motivated as they believe that achieving organizational goals will make them get more incentive
- Work as live as play
- Managers trust them as they claim that workers are more willing to put on efforts and develop their skills on the job.
Limitations:
1) It takes times to analysis each of employees' characteristics
- How many workers within an organization? How much time will be taken?
- What are the guidelines or measurement to analysis or judge on them?
By managers' favorite? Productivity? Commitment?
For example, a person who is
love to work = commitment = dislike work overtime or weekend
For example, a person who is
love to work = commitment = dislike work overtime or weekend
- What would happen if managers group then in the wrong categories?
love to work VS dislike work
2) It is only useful while it is applied in theoretical. It does not take practical into account.
- The relationship between managers and subordinates
people (Theory X) are willing to commit more if they are close with you
people (Theory Y) are unwilling to work more as they know that their manager would not appreciate their hardship
3) Treated unfair to individuals
- Theory X: ready made excuse for failure. Their excuses are because of they want to cover their mistake.
- Theory Y: no easy excuses for failure. They will self-motivate to go for highest level of achievement. If the person did the mistake because of his careless, people will believe in his excuse and forgive about his mistake.
4) A person's working attitude is depends on the level of maturity and duration he or she works within an organization
- Jack is a Theory Y. He loves to work as he believes that accomplish goals will get reward from management. As times passes, he does not satisfy with the reward he got, he starts become lazy and will not accept any responsibility given by management.
2. What are the important limitations of Maslow's Hierarchy of Needs?
Assumptions:
- It is theory of motivation based on universal human needs
- Each human has their individual of needs, which consist of physiological, safety, social, esteem and self-actualization needs.
- Human act to satisfy their unmet needs and will go for next level of needs once a needs is satisfied
Take career as an examples:
Physiological needs: People choose to work as the needs for food, shelter and clothing
Safety needs: They find job near their house as they feel familiar and secure with the surrounding
Social needs: They enjoy the working environment and happy to stay here because they are close with their colleagues and receiving care from friendships
Esteem needs: They work hard and achieve organization goals as they want to get promote and respected by others
Self-actualization needs: They leave the organization as other organization is offering better opportunities than current organization
Limitations:
1) Maslow urged that a higher level of needs will not be activated until a lower level of needs was met
- People are only allowed to go for next step while they achieve the first step
- Farmers have more than enough foods not because of physiological needs
- Managers reach to esteem needs but they are not close with subordinates (social needs)
- Students with wealthy financial background work as part-timer, not because the need for foods (psychological needs), they work the job as their beloved or friends are working there (social needs)
2) Each of employees different in education background and cultural may causes employees have different needs within an organizational
- Difficult to share the same goals among all of them
- Cleaner (psychological needs) VS Managers (esteem needs/self-actualization needs)
- Within a team, some workers see work as part of their live and they are willing to work over time, but some are not.
3) Standpoints of individuals are different
- Maslow hierarchy of needs claimed that the base of the hierarchy is fundamental physiological needs, and then followed by safety, social, esteem and self-actualization needs.
- Not everyone follow the same as mentioned
- Mothers are more concern of safety needs more than physiological needs as mothers will find the job near their house because they may go back to look for their baby during lunch time.
Monday, 20 February 2012
Presentation 2: Case Question- Bob Knowlton
1. Discuss the reasons why what happened.
A conflict is made up by many little things.
- He should maintains relationship and communication with project head.
A conflict is made up by many little things.
Situation 1: During the first meet up, Fester showed his talented skill on the analyze of the results. However, Knowlton had no idea what Fester was referring to. Knowlton started feeling uncomfortable about Fester's action.
Situation 2: During the discussion in between Dr. Jerrold and Knowlton, Dr. Jerrold kept praising Fester was good. Knowlton recalled again of Dr. Jerrold’s promise when he had promoted him – “the man who produces gets ahead in this outfit.” Knowlton started to worry Fester’s ability which is stronger and smarter than him. He knew one day this person will replace his position in the organization.
Situation 3: Fester called Knowlton regarding that he might solve the problem at 2 in the morning without any excuses. It made Knowlton feel unhappy and uncomfortable because Knowlton think that although you were love to work and wanted to show your contribution to the work, however you must have the balance between work and life.
Situation 4: During the routine meeting, the way that Fester analyzed problem was really typical of group thinking and made it difficult for a listener to dissent. The situation slowly started to show that Fester has taken over Knowlton’s leader position.
Situation 5: The conceptual in between Knowlton and Fester is totally different. Teamwork VS Individual effort.
Situation 6: Fester dominated the presentation during the special meeting with sponsors.
The End: At the end, Knowlton felt unhappy and began to look for other job elsewhere. He left the organization with a letter to notice Dr. Jerrold.
2. Consider the personalities involved, especially those of Knowlton and Fester, and the organizational characteristics.
Bob Knowlton: baby boomers
- Slow career development
He works at Simmons Laboratories for two years and then was just being appointed as a project head.
- Traditional, old and resist improving himself
In this case, he had no idea what Fester was referring to, however he just grinned back and nodded, and jealous of Fester instead of asking for more information.
- Follow instruction no matter how dislike he is
He was wishing that Fester would not be placed with him, however when Dr. Jerrold decided to put Fester in Knowlton's group, he totally changed his perception.
- Had various experiences in the organization. No matter how he dislikes the person, he would not point out the person's negative side in front of the top management because he knew top management will be impressed of the person's contribution.
He felt unhappy with the attitude and behavior that Fester did, however he still praised Fester to Dr. Jerrold and others during the cocktail period.
- Loved to work as a team
It was a necessity for his work. Working as a team able to keep the group together and helped the weaker members to catch up quickly.
Simon Fester: Generation X
- Alert the importance of social networking
He is in good relationship with Dr. Jerrold.
- Weak in managing the relationship with team members and group leader (self-centered)
Fester did not come into office, the reason he explained was he had a long lunch with Dr. Jerrold. From the manager's point of view, Fester was over seniority.
- Bright and had a very good background in number of laboratories
Fester will leave an organization if there are no opportunities.
- Goal-achiever
He would worked over time and took the reports with him after work because he was interested on the job.
- Leadership skill and group thinker
He was able to lead and manage the group members to think in a more organized and logical way than Knowlton.
- Dislike work as a team
He always be keeps quiet and did not pay attention during group meeting. It was such a waste that a group meeting should be well prepared by individual effort and not for the purposes of informing the group of the progress of its members only.
Organization Characteristics: Human Behavior Theories
- Emphasizes the interaction of individuals, their motivations and their influence on organizational events.
- This approach which increases in communication participation throughout the organization is very much encouraged.
- Direct contact of the responsible people concerned
Like Dr. Jerrold, he will contact the responsible people directly instead of passing by the project head.
- Know their employees
Knowlton was clear of every employees' position and ability although his or her position was low. He wanted everyone to be alert of the process of the project and helped each other.
- Rules and management styles are depends on the head
Fester disagree the concept of "group meeting" from Knowlton, he still attend the meeting.
- Continuing process
The meeting was a necessary basis for everyone within the lab.
3. Imagine yourself in the position of Dr. Jerrold at the end of the case, reflecting back over the events. Is there anything you could have done, on the basis of what you knew or could have known at the time that would have led to a more favorable outcome? State your reasoning.
- He should make the line clear in between him and Fester because private conversation may lead to uncomfortable and misunderstands.
Dr. Jerrold should not have a meeting with Fester personally. He should involve Knowlton in the meeting because Knowlton was the group leader of the team.
- He must be fair to everyone.
Fester was still new in the organization and he was not at the administrative level of those who were invited. He should not be invited to the meeting although he contributed to the project.
- He should maintains relationship and communication with project head.
Dr. Jerrold had already decided to place Fester in charge of another project that was going to be set up very soon, however he did not inform Knowlton of this decision.
Knowlton felt his position started to be taken over by Fester, therefore he left the lab.
Subscribe to:
Posts (Atom)