Reflection Reflection

Reflection

Due

Reflection

  1. 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.

  1. 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.

  1. Motivation

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.

Reflection Reflection

Reflection

Due

Reflection

  1. What were the benefits and challenges of having the diversity of perspectives on the team?

Workingas a team was beneficial but challenging to some extent. The mainbenefits I experienced included the elimination of topic assumptionsand the ability to understand a presented task. According to Jia &ampLiden (2015), group discussions enable teams to come up with concise,innovative, and creative solutions, which benefit them. On the otherhand, due to the different perspectives of team members, I realizedwe had poor time management. Additionally, we failed to create aneffective communication system that was needed to finish the tasks.

  1. How could you individually have worked to enhance the effectiveness of the diversity in your team?

Toimprove the effectiveness of team diversity, I would first strive tolearn the personalities and attitudes of every individual in my teamso that I know how to handle any sort of issues concerning them.Through this, I will create harmony ensuring that everyonecoordinates all tasks effectively. Jia &amp Liden (2015) claim thispromotes team interaction and understanding, and ensures that theyeffectively carry out their allocated tasks. Additionally, I wouldmake up a timetable for the team indicating meeting times. Throughthis, the team will practice time management and finish taskspromptly.

  1. If you were the supervisor (or manager) of this team, what could you have done to improve on its effectiveness?

Asa supervisor, I would enhance team effectiveness by communicating theteam’s goals and mission clearly, and practice an opencommunication model. I would also divide the tasks among my teammembers so that they can practice leadership to some extent, whichreduces power differences by promoting inclusion. In agreement withJia &amp Liden (2015), this would develop team motivation. I wouldalso strive to recognize and manage any conflict arising within theteam. Lastly, I would ensure that the team presents any debriefs andfeedback associated with the task.

References

Jia,H., &amp Liden, R. C. (2015). Making a Difference in the Teamwork:Linking Team Prosocial Motivation to Team Processes andEffectiveness. Academy of Management Journal, 58(4), 1102-1127