What I Am A Good Manager For Myself, My Employees, And My Organization

I deal with conflict constructively should it arise with colleagues by listening to their point of view and respecting them as I would

The MBTI assessment was an extremely useful tool in helping me to understand my inner world, assessing the way I think and behave. Dr. Robert Prescott in OB often emphasizes that we judge ourselves by our intentions, but others judge us by our behaviors. My personality type is reported as INFJ. The information provided in the assessment was a little overwhelming at first and has applications that reach well beyond the topic of change. I have learned that effectively managing change in the business world requires that I understand and manage change personally first; the MBTI is a start in that direction. I have begun to pay attention to my external behaviors, and realize that I can manage those behaviors to facilitate change. Change is often generated in business via external drivers, and to survive that change it becomes necessary to adapt my behaviors successfully to the changing environment.

After taking a Myers-Briggs assessment my mind has been changed. The very first time I took any kind of personal assessment was my second year of college. I had taken my general education classes and it was time to pick a major. The thing is, what 19 year old know what they want to do for the rest of their lives? None I tell you! So I went to an advisor and was given the test. Many seemingly random questions the results were in; you can be a doctor or lawyer or astronaut they said! The least helpful 45 minutes of my life I gave to that advisor.

My test results from the Myers-Briggs Indicator have articulated my time management skills, study skills, and communication skills. Even though I have characteristic traits from all of the extraverts and introverts, sensing and intuition, thinking and feeling, judging and perceiving categories, the course has been helpful in improving my above mentioned skills.

The Myers Briggs Type Indicator (MBTI) created a strange feeling of joy mixed with feelings of remorse at the same time; I have all these characteristics and still I did not get any leadership role in my life career! Therefore, I believe there are some competencies need to develop. For instance, ENTJs type have difficulty to communicates with SFs type which means I need to develop my Negotiating & Persuasion skills. Furthermore, ENTJs type can be tolerant in the procedures which can lead to loss control the employee and obstacle to achieving the goals. Therefore, I need to develop social awareness skills at workplace to be more flexible with zero tolerance.

How do you deal with conflict in work? I usually take the problem head on. If I have conflict with someone I usually take them to the side and tell them. I try to explain to them why I have the problem or listen to why they have the problem. I try to discuss ways we can solve it or come to an agreement. If that doesn’t work, I follow the chain of command at work until it is solved, only going up the ladder if the previous figure refuses to deal with it or find a solution that is appropriate.

The Myers-Briggs Personality Test is discussed in two steps. In Step 1, the results of my Myers-Briggs Personality test are discussed while going into detail about each letter. Real life examples are provided for context of each letter. The weaknesses of each letter are also discussed. In Step 2, the lessons learned about how it relates to organizational behavior and to my specific organization are discussed.

The Myers-Briggs Type Indicator® (MBTI®) helps individuals realize their personalities hence learn their strengths and weaknesses in their field of work. The random behavior an individual conducts on daily basis is thought to be orderly and consistent and differs with personalities as people use their perception and judgment in different ways. The best way to conduct this test is through an experienced MBIT administrator, however, there are online tools than can help one achieve almost similar results. Our life experiences play an important role in this test as what we have done or have been doing is what determines the answer an individual gives.

Most of the time it comes down to compromise. It is not a total win win situation. It is more likely that a fifty fifty compromise where some ground may be lost by both sides. As an engineer there was seldom any question to the methods or techniques that I used to obtain results. As a manager everything is under scrutiny. Using the appropriate conflict style in different situations is a learned behavior. The first step is knowing that there are different conflict styles to choose. My goal is to collaborate in most conflicts so that each party comes out feeling that they have meet their objective. In this way we are both are willing and eager to come back to the negotiating table. When working with fellow colleagues or subordinates I work hard to collaborate with them. When they feel that their ideas are important they will work hard to make sure the success of their idea. When you use the collaboration style of conflict resolution the conflict quickly turns into a team based problem solving venture. Both parties realize they have something to gain by solving the conflict. This reduces stress and can help build

We all know that working in an organization gives way to various professional and interpersonal relationships as time progresses and with that inevitably comes inter/intra personal conflicts. The key to being successful is knowing when to push, when to concede, and when to collaborate.

When it comes to conflict in the workplace, it is not a question of if it will occur, but rather a question of when. There is also a question of how well managers will deal with this conflict and if it will become constructive or destructive (Hynes, 2010, p. 237). John Dewey recommends using a 6 stage process that reasonable individuals can use to solve a problem (Hynes, 2010, p. 311). Dewey recommends first defining a problem, analyzing a problem and then brainstorming possible answers to the problem (Hynes, 2010, p. 311). He then recommends identifying the parameters of what must occur to eliminate a problem, choosing the best solution from identified options and then implementing the chosen solution (Hynes, 2010, p. 311).

Last week I had two shadowing experiences that fell in line with my competencies and two experiences that did not, but were still extremely important to client management. I worked alongside the Sales Coordinator Ksenia, the Convention Sales Manager Teagan, the Banquet Manager Luis, and the Sales Manager Ashley.

How do you deal with conflict in work? I usually take the problem head on. If I have conflict with someone I usually take them to the side and tell them. I try to explain to them why I have the problem or listen to why they have the problem. I try to discuss ways we can solve it or come to an agreement. If that doesn’t work, I follow the chain of command at work until it is solved, only going up the ladder if the previous figure refuses to deal with it or find a solution that is appropriate.

Thesis: An excellent management is vital component to the success of any business. In order to perform the role of a good manager effectively, it is critical to have the capability of bringing out the best from the people they manage. A skillful manager can tap into resources and talents to be able to support his subordinates and to evoke possibility in others. There can be a lot of skills and qualities that can be associated to being a good manager depending on how they portray themselves in a workplace or how they interact to the members of the organization. What is critical among these qualities are the predetermined ones that are applicable to all cases such as leadership, attitude, creativity, confidence and communication.

The module two journal entry was very eye-opening and a great learning experience for me! I was able to see the different behaviors I exhibited in the workplace strictly due to my perception. It was also cool to see how perceptions are always changing over time as well as decisions people make based on their experiences, views, and personal beliefs. For this weeks journal, I want to first start off by defining conflict. “We restrict ourselves to consider conflict arising from difference, and the Oxford English Dictionary defines this form of conflict as: ‘… a serious incompatibility between two or more opinions, principles, or interests …’” (Arvinen- Muondo & Perkins, 2013). Conflict can occur anytime and at any level within an organization. It can occur “at five different levels: personal, interpersonal, inter-group, inter-organizational and international” (Arvinen- Muondo et al., 2013). The hardest part is how to handle conflict, in my opinion. As individuals, we all disagree, and even in groups, and sometimes it can be vicious and destructive, but these differences do not always have to end up in a conflict. In fact, having an argument is not always bad. It can be beneficial. Every human has control over their own actions and the behaviors they exhibited, which is why it is a struggle for managers to get people to put in their skills, effort, and knowledge willingly while they are actually being directed in order to fulfill goals and help an organization. If workers see