Personality and Values
Thetopic on personality and values was quite enlightening. I realizedthat personalities often reflect an individual’s environment andheredity where heredity is dominant. Additionally, age mainlyinfluences personalities, which is contrary to my perceptions of thembeing constant. With this, I understand that I can measurepersonalities using the Big Five Framework, the Myers-Briggs TypeIndicator (MBIT) and personality-job fit. Further, I understand thatvalues are modes of conduct that are socially or personallypreferable that can undergo measurement using Hofstede’s model.With these realizations, I will definitely manage to use thepersonality-job fit to examine a group, organization, and job todetermine, which fits me best. I will also use the Big Five frameworkfor selection and MBIT for my job training and development. Further,I will use Hofstede’s model to match my personal values to theorganizational culture making me influence my behaviors, perceptionsand attitudes. Through this, it is apparent that I will manage tooperate well within any organization. Additionally, I will be able topredict behaviors making it possible to work with people fromdifferent cultures.
Perception and Individual Decision Making
Inthis lesson, it was evident that people have perceptions that dependon the interpretation of sensory impressions associated with theirenvironment. Before, covering this topic, I did not know thatindividual perceptions often reflect on the people’s mannerismswithin any given setting. Further, I did not know that the perceiverincluding experiences, interests, and attitudes, targets includingmotions, backgrounds, and size among others, and situations includingwork setting, time, and social situation, influence perceptions. Mostimportantly, I took note of the Attribution theory, which are shortcuts used in judging others. These theories are the halo effect,selective perception, projection, and contrast effects. With this, Iwill ensure that my employment interview goes well since employersoften make job selections based on their employee’s firstimpression. I will also manage to mold my behavior in an organizationbased on my performance expectations and the performance evaluationof my colleagues through making the most effective decisions. Throughthis lesson, it is evident that people take short cuts when makingdecisions that may range from overconfidence, anchoring,availability, confirmation, randomness, hindsight, escalation ofcommitment, and representative bias. Therefore, I should be aware ofbiases and reason and think before I act.
Duringthis lesson, I learnt that organizations use different motivationtheories including Maslow’s hierarchy of needs, Vroom’sexpectancy theory, Aldefer’s ERG theory, and Herzberg motivationtheory. Despite the differences in theories, it is apparent thatorganizations use them to identify factors that motivate theiremployees and enhance their performance. Additionally, the theoriesenable organizations identify the type of motivation best needed toenhance staff performance, whether extrinsic or intrinsic. I can usethese theories to identify my motivations, therefore, allowing me toimprove and develop my performance in any organization. I would alsorecommend my future employees to use an effective motivation theorythat will eventually increase the profitability and revenue of thecompany. However, despite the extensive use of the motivationtheories in organization behavior, it is rather difficult to focusentirely on intrinsic motivations since they work best whenintegrated with extrinsic motivations. Therefore, a balance isessential to make motivation holistic.