Discussion
The main purpose of a personality test is to assess individual human constructs. Most of the commonly used personality traits are usually introspective in nature and cause one to delve deep into their individual selves (Kline 2015). Personality tests like Myers Briggs or McCrae’s Big 5 Personality Traits test would one gain insight into the main component’s of one personality and the very essence of their being. On a personal note, if I had to take up a leadership role or a managerial role in the future, I would need to find a career that suits my personality. I took four tests, namely Myers Briggs, McCrae’s Big 5 Personality Traits, Thomas-Kilmann Conflict Mode Instrument and McClelland Needs Analysis. This report will discuss the results of these personality traits.
The Myers Briggs personality test had the following results: Extrovert (12 %), Thinking (1%), Judging (28%) and Intuitive (12%). The result showed that I was more inclined towards extroversion than introversion, intuition than sensing, almost no inclination towards thinking and judging than perceiving. The McCrae’s Big 5 Personality Traits test had the following results – Extroversion (11), agreeableness (12), conscientiousness (12), emotional stability (7.5) and openness to new experience (9). The Thomas Kilmann Conflict Mode instrument showed that my dominant style is accommodating teddy bear and my back up style is collaborating owl. The McClelland Needs analysis showed that my achievement score is 24, my affiliation score is 19, my autonomy score is 23 and my power score is 15. A detailed critical analysis of these results will be provided in the next section.
According to McShane and Von Glinow (2013), the Myers Briggs personality test is a questionnaire which provides an introspective self report and mostly deals with how people perceive or view the world and the situations presented to them. My personality type is ENTJ. The test revealed that I was more extroverted than introverted. It can be explained as how I perceive the world around me and how I respond to it. A person who is more introverted would direct more of his energy towards the external world than the internal world (Fretwell, Lewis and Hannay 2013). Whereas someone with a higher introversion score would prefer to stay close to himself and his inner world, instead of focusing more on the external environment. The result also showed that I was more inclined towards intuition than sensing. This scale refers to the way a person processes the information that he receives. An intuitive person is of the opinion that any information is imaginative in nature, whereas a sensible person is probably more practical and realistic in nature. The third scale showed that I had negligible preference of thinking over feel. A person who thinks more is likely to use rational logic in everything he does and in the way he perceives the world. However, a person like me is more likely to be emotional and take decisions based on feelings. The results showed that I was more inclined towards judging than perceiving. A person with a higher judging score would be more likely to devise plans and organize life events and stick to them (Cohen, Ornoy and Karen 2013). On the other hand, a person with a higher perceiving sense is likely to be spontaneous and explore his options.
Critical analysis of findings
The Thomas Kilmann Conflict Mode Instrument, deals with conflict management and styles of conflict resolution. According to Thomas (2016) there are numerous ways in which a person responds and perceives conflict. As per the results, my dominant style is accommodating teddy bear and my backup style is collaborating owl. A person with such a dominant style would focus on human relationships and have a smooth conflict management style. A bear is more likely to forego his own interests and goals and resolve conflicts of others (Prause and Mujtaba 2015). Since my backup style is collaborating owl, I am more likely to deal with conflicts in a collaborative manner. Such a person would also focus on relationships and ensure that the solutions presented to the conflict are agreeable to all. In other words, this test shows that I more likely to focus on human relationships, especially the ones I share with other people, when it comes to conflict management. This has one major advantage – since I would be prioritizing human relationships, I would be able to enhance the quality of relationships I share with other people. However, a bear (as in my case) is more likely to be considered naïve and taken advantage of.
The McCrae’s Big 5 Personality Traits is mainly reserved for deeper understanding of one’s personality (Cooper et al. 2013). The test revealed that I have a moderate extroversion score. This is in compliance with the Myers Briggs test. I do have a tendency to be more extroverted than introverted. I have a high agreeableness score. A person with high scores on this aspect would prefer to have things and tasks completed in complete harmony and in a collaborative manner (McCrae and Costa Jr. 2013). Since my conscientiousness scores are quite high, it means that I pursue meaningful goals and am not easily distracted. My emotional stability scores are moderate, indicating that I have a more or less stable reaction to things and can control my emotions. My open mindedness scores are also moderate, meaning that I am more or less open to new experiences. This test shows that I am an extrovert and would want to work in harmony with others. I also have a moderate emotional stability and healthy reaction to situations around me.
The most important result from the McClelland’s Need analysis test reveals that I have a high achievement score. According to McClelland, individuals are driven by a need for personal achievement, even more than rewards and recognition (Kian, Yusoff and Rajah 2014). People want to achieve something for the greater good. The need for achievement is to do something in a more improvised way or come up with innovative ideas of dealing with situations (Lazariou 2015). The test reveals that since I have a high achievement score, I can be distinguished from the others based on my urge to do things in a better and more efficient way. I am more likely to tackle challenging issues and accept responsibility for success or failure.
Action plan
The results from these personality tests can be implemented for future goals. In the long run, I would like to work as a manager or in a similar leadership role. From the results, I can summarize that I am moderately extroverted in nature. This is going to be immensely helpful since as a leader, I would be required to interact with people and communicate with them. I am more or less open to new experiences and am more likely to judge situations based on feelings. I am also organized in the way I approach situations and prefer to stick to plans. A leader or a manager is expected to be organized and adhere to specific plans. I also have a smooth approach to conflict management and tend to focus on human relationships when it comes to conflict resolution. Moreover, I am an achiever and would be more focused on fulfillment of goals and objectives which would lead me towards success.
Based on the results obtained from the four personality tests mentioned above, I have been able to highlight a few perceived weaknesses, which I would have to work on for future managerial roles. As shown by the tests, I have a fairly soft approach to conflict resolution. I am more likely to think about others and what they might feel more than what the situation demands. Another weakness would be my lack of rational thinking. I am guided by my emotions rather than logic, which can act as a hindrance in my role as a leader. I have accordingly prepared goals using the SMART framework.
In the next few months, I want to improve my conflict management methods so that I am better equipped to deal with various kinds of challenging situations in the future. I also want to work on my rational thinking skills so that feelings and emotions do not get in the way when it comes to management roles in the future.
Through this, I should be able to deal with inter team and intra team conflicts in a more holistic and efficient manner. I would be able to assess what the situation demands and act accordingly. The goals would be also assessed on my ability to apply rational and critical thinking skills to my tasks and job.
The goals that I have set for myself are attainable and realistic. I plan to work on my conflict management styles and critical thinking capabilities through coaching and training programs.
The goals are relevant because I plan to work in a managerial role in the future. As a leader, I would be expected to have excellent communication skills and be adept in the art of conflict management, rational thinking and creativity.
Time bound
I plan to attain my goals over a period of the next six months. This would ensure that I am fully prepared for future leadership roles.
Conclusion:
To conclude, it can be said that personality tests are of prime importance if one is to gain a better understanding of oneself. I conducted four personality tests, namely Myers Briggs, McCrae’s Big 5 Personality Traits, Thomas-Kilmann Conflict Mode Instrument and McClelland Needs Analysis. The report provides a brief overview of these results and also presents a critical analysis of the same. These tests helped me understand my strengths and weaknesses and also highlight room for improvement. Accordingly, goals have been set using the SMART framework which would ensure accomplishment of the goals.c
References
Cohen, Y., Ornoy, H. and Keren, B., 2013. MBTI personality types of project managers and their success: A field survey. Project Management Journal, 44(3), pp.78-87.
Cooper, C.A., Knotts, H.G., McCord, D.M. and Johnson, A., 2013. Taking personality seriously: the five-factor model and public management. The American Review of Public Administration, 43(4), pp.397-415.
Fretwell, C.E., Lewis, C.C. and Hannay, M., 2013. Myers-Briggs Type Indicator, A/B Personality Types, and Locus of Control: Where Do They Intersect?. American Journal of Management, 13(3), pp.57-66.
Kian, T.S., Yusoff, W.F.W. and Rajah, S., 2014. Job satisfaction and motivation: What are the difference among these two. European Journal of Business and Social Sciences, 3(2), pp.94-102.
Kline, P., 2015. Personality (Psychology Revivals): Measurement and Theory. Routledge.
Lazaroiu, G., 2015. Work motivation and organizational behavior. Contemporary Readings in Law and Social Justice, 7(2), p.66.
McCrae, R.R. and Costa Jr, P.T., 2013. Introduction to the empirical and theoretical status of the five-factor model of personality traits.
McShane, S. and Von Glinow, M., 2013. M Organizational Behavior. New York, New York: McGraw-Hill/Irwin.
Prause, D. and Mujtaba, B.G., 2015. Conflict management practices for diverse workplaces. Journal of Business Studies Quarterly, 6(3), p.13.
Thomas, K.W., 2016. An Overview of the Thomas-Kilmann Conflict Mode Instrument (TKI). Kilmann Diagnostics website, https://www. kilmanndiagnostics. com/overview-thomas-kilmann-conflict-mode-instrument-tki.
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