My Personality Assessment

This paper discusses the results of the self-assessment test that I recently took. In this paper, a look is given to some of the and most significant lessons that I learned about myself, pertaining to my personality, my skills in working with others and life within an organization. Following this, I discuss some of the biggest lessons that I learned about organizational behavior and my own personality traits. Finally, time is spent reacting to the article The Gospel and Personal Reflection and some of the ways that God has helped me to turn weaknesses into strengths.

Cambridge Dictionary defines personality as “the special combination of qualities in a person that makes that person different from others, as shown by the way the person behaves, feels, and thinks”. There are many tests out there that will help you piece together what personality type you have, one of which I have taken recently. The personality test that I took on My Personality Test .com told me I am an ISTJ (Introverted, Sensing, Thinking, and Judging) personality type. The main characteristics associated with this personality type are that ISTJs are honest and direct, efficient and systematic, dedicated and responsible, strong- willed and decisive, organized and reliable, committed and trustworthy, and they value tradition and

Interactionist theories of conflict don 't just accept conflict, they embrace it and the benefits it can bring. For a successful and developing company, this is where your thinking should lie. The first step in effectively managing conflict with this perspective is to determine and control where the source of conflict arises. When disagreements arise about how projects should be carried out, objectives should be fulfilled, and long-term goals should be reached, conflict has the power to spark creativity and enhance problem-solving.

As conflict is created under disagreement and often disputation, it is natural to have negative impact. When people engage in misplaced competitive behavior, then the conflict comes and both the organization and individuals suffer. The difficulty of facing a conflict is that it can often be destructive and feels acutely uncomfortable to the

Conflict arises due to a variety of factors. Individual differences in goals, expectations, values, proposed courses of action, and suggestions about how to best handle a situation are unavoidable. When we add to this an amount of unease because of uncertainty as to a business's future, conflict often increases. Perhaps this is why we see such a high amount of conflict today. Changes in technology, global shifting of power, political unrest, and financial uncertainties are facts of life. These factors – and others – make conflict unavoidable. To some managers, this inevitable disharmony is lamentable and should be avoided at all costs. To others, conflict presents exciting possibilities about the future – if managed in a positive, constructive fashion.

Conflict is not an uncommon issue that happens in various placements, including company, government office, nonprofit organization, or even military. It affects the organization by reducing productivity, decreasing communication, poorer decision-making, decreasing cooperation, and political backstabbing (Runde & Flanagan, 2008). However, if the conflict is addressed effectively, it can stimulate creativity and produce more opportunities for enhance communication, better understanding each other, and ultimately achieve higher working efficiency (Runde & Flanagan, 2008). So, how to deal with the conflict is an opportunity to test a leader about his/her leadership skill in an organization. Naturally, leaders would

“Conflict is defined as any situation in which incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition between two or more parties” (Nelson, 2013, p.472). In my line of work, conflict is important and even relished; a collision of ideas, different approaches to achieve goals, and passionate emotions are essential to group and/or individual creativity. “Functional conflict can produce new ideas, learning, and growth among individuals. When individuals engage in constructive conflict, they develop a better awareness of themselves and others. Because it tends to encourage creativity among individuals, this positive form of conflict can translate into increased productivity” (Nelson, 2013, p.472). Focused conflict centered on achieving common goals often generates innovation. I enjoy the passion of my Gen Y employees, and I have learned much from them by leveraging this conflict. Yes, some might see me as “one who starts trouble,” but my intention is to bring out the best of those in my sphere of influence.

Our team has decided to write our research paper on conflict management. We felt that this topic would be a good choice because we feel that many of today's companies have problems dealing with conflict. If managers are trained and aware of conflict management, conflict can bring out creativity and different points of view. The positive outcomes from conflict management can greatly assist the success of today's organizations.

Organizations that have mastered the art of conflict resolution have a business advantage. A positive conflict outcome removes performance barriers and allows organizations to meet

Conflict can be defined as “a process that begins when one party perceives that another party has negatively affected, or it is about to negatively affect, something the first party cares about”,(Huczynski and Buchanan, 2007). Huczynski and Buchanan (2007) also perceive conflict as a mental state which has to be acknowledged by the two parties involved to comply with its definition. In an organizational environment, conflict is strongly connected to managerial skills. There are different situations where conflict can occur but it is often a consequence of lack of communication, misunderstandings, disagreements which mean basic human

Conflict is a process in which one party perceives that its interests are negatively affected by another party (Kinicki 2009). This is a normal and natural part of any work place. When it occurs, there is a tendency for morale to be lowered and decreased productivity. However, conflict can be useful, it can push conflicting parties to grow, communicate and urge the flow of new ideas. For this to happen, leaders need to understand why conflict occurs and take the correct steps to resolve it. According to psychologists Art Bell and Brett Hart, there are eight common causes of conflict within the workplace; conflicting resources, conflicting styles, confliction perceptions, conflicting goals, conflicting pressures

Conflict is an inevitable part of our lives. Especially within an interpersonal relationship. Conflict occurs whenever there is a difference in the needs and goals of two people. This might create tension between two people. As of right now, one of my most major conflicts is held within an interpersonal work relationship. The current conflict is in need of a resolution and consist of two main conflict management styles; in which I participate in an accommodation conflict management style, whereas my co-worker participates in a competition conflict management style.

“Conflict is part of the humanity makeup, and so deeply inserted in people’s basic nature that from early childhood out interactions with others are full of disagreements. There is no difference of life at work, and as people use nearly half our waking life at work, it is not surprising that conflict is an ever-present feature in all organizations” (Evans, 1995, 591). That tells us, conflict can not disappear in the normal life, but can be managed using properly ways.

Everyone who has ever held a job or professional position has experienced some time of conflict. Whether it was personal or between other co-workers, conflict is unavoidable. The workplace is best described as a professional melting pot. People who come together, from different backgrounds and opinions, to serve a common purpose are bound to have a disagreement (Lytle, 2015). This is something managers should always be prepared for and should even expect to occur. Conflict can be a healthy part of any type of decision making process if it is received by mature and self-confident individuals who can maintain professionalism (Nahavandi, Denhardt, Denhardt, & Aristigueta, 2015). For this particular paper, I will describe a personal problem in

In business and within life more than a few people usually possess a set of standards, or normalcies that determine how they select to behave as a member of a group within our society. A number of groups establish an acquired relationship between them in order to complete a task in the business world. This form of collaboration is the actual reason people stay interrelated and attempting to accomplish a goal. When this process happens it can now and then create conflict. In the business world conflict can be perceived as a form of enhancement that is considered constructive, and can often identify a weakness. At various times we can create conflict that is confrontational, or that creates negative communication between