Self-Awareness
Self-awareness report is the process of examining the personal qualities and attributed to behavior which can help in dealing with the different situations in present as well as in near future. This report describes the different aspects that are required to be covered in while examining the learnings and their impact on the professional as well on the professional life. All the aspects that are discussed in this report are supported by the models and relevant theories of organizational behavior to increase the relevance of results (Lew and Schmidt, 2011). The theories are derived from authenticated sources including journal articles and research papers. The qualities that are discussed in this report are discussed in a precise manner and are derived from analyzing the personal behavior in context with professional development. At the end of the report, a conclusion has been provided which summarized the main content discussed throughout the paper and also concludes the findings of the study in a brief manner.
Personality can be described as the combination of qualities and characteristics that helps in developing a human character different from others. I have noticed a number of changes in my personality, which helps me in developing my character as a business professional. Some of those qualities can be defined with the help of Big Five Personality Model.
The big five-personality model measures the personality of an individual in form of five key dimensions:
It is also known as ‘Imagination’ or ‘Intellect’. This dimension helps in measuring the level of creativity and willingness to face new challenges and experiences. During my professional carrier. I have learned the that this openness provides new opportunities to grow faster and provides a lot of professional and personal knowledge which helps an individual at every stage of professional life at the time of making important decisions. Openness helps an employee to eliminate the fear of taking the risk in business operations and transactions. I was a very shy person at my first office due to which I could not talk to my colleagues and managers. This started resulting in a loss of opportunities, which could lead to increase the level of my performance. Then I started to work on this by being open to all type of challenges related to my job profile. It helped in exploring out the new ways of performing different tasks, which also increases the level of my performance in a positive manner (Zebec, Kopacevic and Mlacic 2011).
This indicated the level of organized professional life, which is required to be possessed by a professional personnel. I would like to rate high myself in this dimension because I have developed the capability to organizes my professional life at the workplace along with the personal life. During the initial days of my employment, I used to be very unorganized and was not able to coordinate my personal and professional life. It affected my performance in the workplace and also aroused my personal problems. However, in my opinion, conscientiousness comes along with time and experience. When it started facing problems due to my negligence towards the negligence of professional behavior, then I started learning how to balance both at the same time. I started planning in advance for the future projects and tasks which saved my time as well as the chances of wrong decisions (Lotfi et al 2016).
Personality
I am a kind of extrovert person at my workplace. I try to communicate with my team members to so that I may know about their problems and can step further to resolve them. It also helps me to communicate my expectations to them in an informal way. Along with this, I also try to communicate with my superiors and managers to develop a healthy employer-employee relationship with them and to grab all the opportunities emerging in the in form of new tasks and projects. Besides this, the quality of extroversion helps me in analyzing the behavior of different individuals in different situations (Gallego and Pardos-Prado, 2014).
This refers to the quality of being supportive, helpful and compromising at the time of performing professional duties and responsibilities at the workplace. I am working on the designation of a project manager in a multinational company. Being a team leader, I am always supposed to be supportive of my team members. Due to the demand of designation, I am trying to adopt this quality by helping the team members and providing my support at every level. I also motivate them to work for the achievement of the overall goals of the team and make them understand that this is the only way to achieve personal objectives as well (Zaidi et al, 2013).
These dimensions are also known as ‘Neuroticism’ or ‘Emotional Stability’. It measures the reactions of an individual to a different situation in a positive and negative manner. I would rate low myself in this dimension, as I am a short-tempered in nature. I usually get angry when my team members do not follow my advice and result in unacceptable outcomes. However, I also feel sorry when I realize my mistake but this is not a good aspect of organizational and professional behavior. I am continuously working to improve it (Deniz and Satici, 2017).
Attitudes can be defined as the lasting opinion and view towards the individuals, objects, issues, and different situations during professional as well as personal life. I have very positive attitudes towards the change and innovation at the workplace. I usually adopt the changes very quickly, which helps me in improving my performance accordingly. This quality also helps me to grab the new challenges in the workplace. However, I have a very negative attitude towards inconsistencies in work and tasks. I think that consistency results in better outcomes and this the reason because of which I prefer to complete one task at a time without starting another at the same time (Atta-Panin, 2015).
Values have the long-lasting impact on the behavior of an individual as well as their performances. Values are generally influenced by the cultural backgrounds of individuals. I work on the basis of two type of values named as Terminal and Instrumental. In terminal values, I consider the different aspects including happiness, self-respect, security of my family, recognition, professional excellence etc. I feel that these are basic values that are inbuilt in all human beings and help them to improve their performance at the workplace. Along with this, I have also adopted some other values in form of Instrumental which includes honesty, integrity, obedience, sincerity, competitiveness, and courage etc. These are the additional values that come out as a result of learning of academic as well as the professional carrier. These values teach me that how to behave with the different individuals in the organization even in adverse situations (Gorenak and Kosir, 2012).
Openness
The factors that motivate an individual to perform better and to accomplish objectives are known as motivators. The main factors that motivate me to perform better include recognition at workplace, promotions, rewards and the experiences that can be used in the different situations in making the right decisions and choices. Among all of these, the sense of being recognized is the main motivator, as I like to be recognized for the work I have done with all my efforts and hard work (Abbah, 2014).
I possess below-mentioned qualities of emotional intelligence:
I am able to control impulsive behaviors and feelings, manage my emotions in healthy, to follow the commitments, take initiatives and to adopt the organizational changes and work in circumstances.
I am able to recognize my emotions and their effect on my behavior and thoughts. I am very well-known to my weaknesses and strengths and have self-confidence which helps me in making decisions in an immediate and urgent situation (Sayko, 2013).
I am empathetic human being and able to understand needs, emotions and concerns of other employees and subordinates at the workplace. I also recognize the power of group dynamics in an organization.
I know how to develop and maintain strong bonds and relationships, inspire, communicate and influence others in a positive manner to get the work done within the time frame (Ugwu, 2011).
I always follow the supportive approach of leadership to lead my team at the workplace in an effective manner. I prefer to make the decision after considering the opinions of my team members so that they may not have to face any issue and conflict regarding the decision. Along with this, I do not provide unrealistic targets that are not possible to complete. I try to organize a brainstorming session at the time of making a very critical and important decision. This helps me to gain the trust of the team members. Moreover, I have to become strict sometimes to avoid the conflict among the group members and to prevent any unwanted situation. The faith and hopes of the team members motivate me to become supportive and act as a guide for them (Hocine et al, 2014).
I try to deal with the power and tactics of better performing in the workplace. I think that performing any unethical activity to increase the effectiveness in the workplace is not the right way and cannot work for a long time. Thus, I try to cope up with the negative situation with the help of workplace ethics and corporate governance. Being a manager, I also have the power that can be used to promote the team members as per my will, but I try to not to differentiate among my team members on the basis of personal relations. I prefer to treat them with equality and provide feedback on the basis of their performance, not on the basis of any personal relations and conflicts (Muganda and Pillay, 2013).
Decision making, problem-solving and planning are the most important skills in professional life. Problem-solving automatically leads to decision making and decision making is directly related to the leadership and management. While solving the problem and making decisions, it is important to analyze all aspects of the problem and the future impact of decisions that are to be taken. Decision makers are required to be good in forecasting about the future consequences and decisive in actions upon their decisions (Mettas, 2011).
Conscientiousness
There are various theories of problem-solving and decision making which I would like to consider as per the appropriateness of situations. Some of them include consensus decision making, participative decision making, Delphi method, Dotmocracy, Voting based methods etc (Al-Tarawneh, 2012).
The main approaches are Consensus decision making and participative decision making. First one states that if the minority of members does not agree with the proposed opinion, then corrections are required to be done accordingly. Consensus decision making is an approach that helps a leader and management to increase the satisfaction level of employees by making decisions that are acceptable to all (Herrera-Viedma et al, 2017). On the other hand, participative decision making is related to the making decisions considering the opinions of all the team members. In this approach, the final decision is taken by the leader which is not supposed to be altered irrespective of the opposition of employees. However, there are fewer chances of opposition while applying this theory as the decision is taken on the basis of the employee’s opinions and suggestions (Elele and Fields, 2010).
The main differences between the two are as follows:
- Consensus decision making seeks to satisfy all the employees while participative decision making is based on the collective opinions of the employees.
- Consensus decision making is used at the time of taking flexible decisions whereas participative decisions are taken when an organization has to decide something very important and unchangeable in nature.
- Under consensus decision making, the power to influence decision lies in the hand of employees and team members. On the other hand, in participative decision making, the final authority of decision making lies in the hands of the leader (Dyer et al, 2008).
- Consensus decision-making process is time-consuming as compared to participative decision making.
- Consensus decision making generally results in better decision making in comparison to participative decision making as it involves the consideration of each and every opinion and altering the decision accordingly.
- The decisions taken by consensus decision making are followed by the employees in a better way as all have agreed upon the same. On the other hand, decisions taken by the participative approach are followed in a less effective manner as all the employees do not tend to agree with the same (Pacheco and Webber, 2010).
Conclusion
On the basis of above discussion, it can be concluded that decision making is an ongoing process in the professional development. There are a number of aspects and factors of organizational behavior that are required to be considered at the time of making any decision in a professional manner. The assignment concludes my personal qualities which help me out in making a correct decision. The quality of self-awareness has been explained by the big five personality model. This model includes five dimensions describing the meaning and factors involved in self-awareness. Further, some values, motivators, and attitudes have been described which are either inbuilt in my behavior or I have learned from my professional carrier. These factors increase the capability of identifying the right option at while making critical decisions at the workplace.
I have also explained the main characteristics of my emotional intelligence as emotions play a vital role in the decision-making process and leave a long-lasting impact on the organizational performance. I have tried to explain all these factors on the basis of my personal experience and outcomes which I have obtained by using the same features.
Leadership has the main role in the decision-making process, thus the article also includes the leadership style which I prefer to follow at the workplace to get the work done along with motivating the employees to perform better. Although there are some other approaches can also be sued for the same, but I like to use the supportive approach as it helps in developing an employee-employer relationship. In the end, the report concludes theories of problem-solving and decision making describing the two main theories named consensus decision making and participative decision making. The difference between the two has been described to define the concept in a more precise manner. The report is the overall description of the qualities and approaches which helps me to take a decision in a professional manner.
References
Abbah, M.T., 2014. Employee motivation: The key to effective organizational management in Nigeria. IOSR Journal of Business and Management, 16(4), pp.01-08.
Al-Tarawneh, H.A., 2012. The main factors beyond decision making. Journal of Management Research, 4(1).
Atta-Panin, J., 2015. Organisational Behaviour: Values, Attitudes, and Job Satisfaction in a Global Market Place.
Deniz, M.E. and Satici, S.A., 2017. The Relationships between Big Five Personality Traits and Subjective Vitality. Anales de Psicología/Annals of Psychology, 33(2), pp.218-224.
Dyer, J.R., Ioannou, C.C., Morrell, L.J., Croft, D.P., Couzin, I.D., Waters, D.A. and Krause, J., 2008. Consensus decision making in human crowds. Animal Behaviour, 75(2), pp.461-470.
Elele, J. and Fields, D., 2010. Participative decision making and organizational commitment: Comparing Nigerian and American employees. Cross-Cultural Management: An International Journal, 17(4), pp.368-392.
Gallego, A. and Pardos-Prado, S., 2014. The big five personality traits and attitudes towards immigrants. Journal of Ethnic and Migration Studies, 40(1), pp.79-99.
Gorenak, M. and Kosir, S., 2012. The importance of organizational values for organization. In Management, Knowledge and Learning International Conference (pp. 563-569).
Herrera-Viedma, E., Cabrerizo, F.J., Chiclana, F., Wu, J., Cobo, M.J. and Konstantin, S., 2017. Consensus in group decision making and social networks.
Hocine, Z., Zhang, J., Song, Y. and Ye, L., 2014. Autonomy-supportive leadership behavior contents. Open Journal of Social Sciences, 2(06), p.433.
Lew, D.N.M. and Schmidt, H.G., 2011. Writing to learn: can reflection journals be used to promote self-reflection and learning?. Higher Education Research & Development, 30(4), pp.519-532.
Lotfi, M., Muktar, S.N.B., Ologbo, A.C. and Chiemeke, K.C., 2016. The influence of the big-five personality traits dimensions on knowledge sharing behavior. Mediterranean Journal of Social Sciences, 7(1 S1), p.241.
Mettas, A., 2011. The development of decision-making skills. Eurasia Journal of Mathematics, Science and Technology Education, 7(11), pp.63-73.
Muganda, N. and Pillay, K., 2013. Forms of power, politics and leadership in asynchronous virtual project environment: An exploratory analysis in South Africa. International Journal of Managing Projects in Business, 6(3), pp.457-484.
Pacheco, G. and Webber, D., 2010. Participative decision making and job satisfaction. University of the West of England, Economics Discussion Paper Series, (1014).
SAYKO, K., 2013. Psychological characteristics of emotional intelligence of teachers working with children of developmental disorders. Journal of Education Culture and Society, (2).
Ugwu, L.I., 2011. Emotional and general intelligence: Characteristics, meeting points and missing links. Asian Social Science, 7(7), p.137.
Zaidi, N.R., Wajid, R.A., Zaidi, F.B., Zaidi, G.B. and Zaidi, M.T., 2013. The big five personality traits and their relationship with work engagement among public sector university teachers of Lahore. African Journal of Business Management, 7(15), pp.1344-1353.
Zebec, M.S., Kopacevic, D. and Mlacic, B., 2011. Relationship between the big-five personality dimensions and speed of information processing among adolescents. Drustvena Istrazivanja, 20(2), p.435.
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