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CHANGE INITIATIVE ASSESSMENT

CHANGE INITIATIVE ASSESSMENT

CHANGE INITIATIVE ASSESSMENT

Types of change might include mergers, acquisitions, downsizing, new strategic direction, globalization, public image failures (BP, Toyota, Facebook, Goldman Sachs), macro-economic change, political/legal shifts, or some other type of organizational change.

 

 

The target organization may be a private, government, or non-profit organization with which you are familiar. Remember that you will need to select an organization for which you are able to collect considerable information in order to create a comprehensive case.

Part 2 (a maximum of 2000 words) must be a thorough analysis, with suggestions for change and recommendations for management interventions in the case from Part 1. This part of your Project must be modeled after your 2 Consulting Proposal assignments

(EXAMPLES & Part II TEMPLATE BELOW), each of which includes an analysis section and a recommendations section. In the analysis, apply course concepts to the case. In your recommendations, provide strategic, practical, and insightful actions for management.

 

 

Consider the following questions in Part 2:

· Based on your learning related to this course, how would you diagnose what is really going on in the organization selected?

· How well do the organizational leaders/members understand what the issues really are?

· How ready is the organization to change in terms of awareness, motivation, flexibility, and skill?

· Given the context of the change (social, political, economic, customer need, etc.), how big a change is required to move the organization to a productive and effective mode of existence?

· Analyze the company’s particular approach to change. Why did the organization take one particular approach to change (e.g., downsize) rather than other possible ones (e.g., creating a learning organization)? How effectively was the particular change attempt carried out?

· How did resistance to change manifest itself? How effectively was the resistance addressed?

· What were the objectives of the change effort? How successful was the change effort given its objectives?

· How might the organization have used some of the materials and learnings from this course to increase the success of the change effort?

· What consulting strategy would you use in working with the organization?

· What recommendations would you make to the organization on how to be more effective in implementing and/or sustaining changes going forward?

Grading Rubric:

 

 

 

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Personality Assesment

 

James W. Bland III

School of , Liberty University

 

 

 

 

 

 

 

 

Author Note

 

I have no known conflict of interest to disclose.

Correspondence concerning this article should be addressed to . Email:

 

Abstract

Studies show that there are sixteen work personalities. Those personalities are known as the type of table, which the Publisher wrote, Consulting Psychologists Press, Inc. Palo Alto, Ca 94303. It shows how important it is to know identify your work type for a healthy, happy, and fulfilled work environment for yourself and others.

Keywords:

2

 

PERSONALITY ASSESSMENT 2

 

Introverts, extroverts, sensors, intuitive

 

 

 

 

 

Personality Assessment

Part 1: Jung and Briggs Myers personality results analysis

My personality test based on Jung and Briggs Myers typology indicated that I have an INTJ (introverted (38 percent), Intuitive (19 percent), thinking (6 percent), and judging (25 percent) type of personality. My results indicate that I have a moderate preference for introversion over extroversion. I have a slight preference for intuition over sensing, a slight preference for thinking over feeling, and a mild preference for judging over perceiving. As INTJ, my primary mode of living is known to be focused intrinsically; I take things and decisions based on my intuition. My secondary way of living is external, where I deal with situations rationally and logically. INTJ is known as masterminds; they live in a world of ideas and plan strategically rather than following their emotions. I value competence, intelligence, and knowledge as an INTJ person, and I have similar expectations to other people I work with currently and in the past. Since I am more of an introvert, I channel my energy into observing the world to generate potential ideas and possibilities which may turn out to be innovative. According to David Keirsey, a psychologist, and developer of the Keirsey Temperament Sorter, nearly 1 to 4 percent of the world’s population has an INTJ personality type. Keirsey’s four temperaments are better known as their subdivided sixteen kinds of personalities. The four-character types, according to Keirsey. The sixteen personality types include guardians, Artisans, Rationales, and Idealists; there are four personality types (Daniel, 2017).

I-introverted

Because I am more introverted at 38 percent, I am less likely to interact with others and share my ideas. I spend much of my time on my mind thinking about new ideas and how to plan strategically. As a result, I usually have little interest in the thoughts and feelings of other people.

Therefore, other people will perceive me as a reserved person who is often isolated and less likely to share ideas. However, I am open to welcoming ideas from other people that I perceive as critical and logical since my primary focus as an INTJ person is to uncover innovations. As an introvert, I prefer working by myself ad strongly prefer solo work to group work. People find it hard to know me because I see little value in social events such as partying and small talk and thus making it difficult for people to get to know me. As a result, I have reserved interaction with a small circle of friends and family members.

A person with INTJ personality traits tends to have difficulty establishing intimate solid relationships. I find it hard to show affection to other people. I do not feel the need to express appreciation to other people. People in a romantic relationship with an INTJ person may feel as they are not loved due to the type rarely showing respect. They are less likely to give positive support and praise as other partners desire, which I know significantly demonstrates in my personality (Daniel, 2017). I do not find it necessary to keep praising my partner, and I rarely use words of affirmation to other people, which makes them think that I am not romantic. In terms of career, I have great interest and passion in pursuing what I live to become more skilled and knowledgeable in my field of study. I have high expectations, and I see it as my responsibility to become the better version of myself.

I -Intuitive

Based on the personality test, my score for intuition was 19 percent. As an intuitive person, I slightly prefer intuition over sensing. I tend to rely on imagination on the potential outcomes rather than sense. I am more focused on tangible facts and more specific results. I tend to discuss and assess different views and options of what the world would look like in the future. I am interested in the future rather than the current moment. For example, I would like to think of where I will be in five years and how that will influence my personal and professional growth. In addition, I tend to exercise my imagination to seek new ideas and possibilities.

T-thinking

I have a slight preference for thinking over feeling. According to Keirsey’s four temperaments, my INTJ personality falls under the rational category as a mastermind. Masterminds are planners, self-confident, systematic, utilitarian, willful, and ingenious (Keirsey, n.d). Under planning, they understand the logical outcomes of each move, and their decisions do not influence by the current situation but the consequences of the action. They quickly understand how a particular decision affects the next step. They foresee what will be the outcome of the present action. In addition, masterminds are self-confident and thus quickly make decisions because they believe in their intuitions and knowledge. When it comes to making decisions, I rarely waste time because I am self-confident that I am making the right decision. I have unparalleled certainty of my ability to overcome barriers and achieve excellent outcomes.

Furthermore, INTJ’s personality confronts challenges head-on and acts as a stimulant for the mastermind to dig deep to uncover innovations. INTJ personality follows a systematic approach to a problem. In addition, a mastermind believes that every situation exists for a reason, and thus every issue must have a solution. They are interested in using ideas and their utility in reality, not merely concerned about the pictures.

NTS value knowledge and competence over everything else and seek to make sense of the world around them so that they can help improve it. However, they are not generally interested in taking care of details but instead are focused on seeing the big picture, discovering ideas, and recognizing patterns. Other people may find a person with an INTJ personality as a rigid person because they are committed to implementing their ideas. Other people may find it hard to understand a person with an INTJ personality.

J- Judgment

From the personality test, I score 25 percent in judgment. This score implies that I prefer judging over perceiving. For example, I like gathering information from the external world and analyzing it to gather new insights to make informed judgments rather than perceiving a situation.

Part 2: Relationship of various personality types at work

The Myers-Briggs Type Indicator (MBTI) is a practical framework that shows how different personality types work together. A workplace cannot be effective with too many people sharing the same personality. The workplace will not be effective because there are too many of the same character traits, and they do not benefit from different input from people with other character traits. For example, INTJ people are all rational masterminds and not input from a person with ISTP personality traits. An organization with an accurate mixture of different personalities will perform better if it has idealists, rationalists, guardians, and artisans. All these personality types interact to bring out the best results. For example, ENFP personality types are regarded as imaginative motivators, while ENSTJ personality types are considered efficient organizers (Thompson, 2022). As a result, a company needs efficient organizers and creative motivators to perform to its full potential. If an organization only has employees with ESTJ personality type, it will have a workforce full of efficient organizers.

However, unfortunately, it will be missing employees with ENFP personality types who are imaginative motivators. Different personality types bring various talents and ensure the team generates a broad spread of ideas and solutions. However, with team members having diverse personality traits can be hard to synchronize the differences into something that can work for the better of the company. However, it is not impossible if all team members respect the boundaries of others. For example, if a person is an introvert and prefers email, approaching their workstations may make them uncomfortable (Kroeger, Thuesen & Rutledge, 2009). It is also imperative to come to people with different personalities in different ways. For example, guardian types prefer facts and patience. Therefore, it is essential to approach the points and have plenty of time for them to make decisions.

Based on the personality test results, I have learned the impacts that my personality type, both positive and negative, can have on an organization. One of the traits I have a person with an INTJ personality type is that I can easily make a decision because I can project the future outcomes, and thus, I am confident with the decision I make. I can predict how the future will unfold, and therefore, I can make strategic decisions for an organization that will place the company in a better position. As a mastermind, I am driven to achieve the result and always watch the long-term consequences of a given action. Therefore, I am now better positioned to avoid decisions that may have adverse outcomes for an organization. INTJs are about strategy, and organizations are about strategic planning. As an INTJ, one of my biggest strengths is strategy. I approach situations in terms of problem-solving by looking at the bigger picture and the outcome of a given case. Businesses miss out because of a lack of visionary leaders who can strategize effectively (Kroeger, Thuesen & Rutledge, 2009). In addition, as an INTJ, I am independent and have self-confidence about myself. Self-confidence helps a leader take more bold moves that can take the organization far ahead. However, one of the weaknesses of INTJs is that they like working in solitary; this can be a disadvantage, especially for projects that require teamwork. I prefer working on projects alone. However, it can be hard when I am supposed to team with other employees to complete a task.

 

 

 

 

 

 

 

References

Kroeger, O., Thuesen, J. M., & Rutledge, H. (2009).  Type talk at work (revised): How the 16 personality types determine your success on the job. Delta.

Thompson, J. (2022). How to work with all the Myers-Briggs personality types. https://www.atlassian.com/blog/leadership/every-myers-briggs-personality-type

Keirsey. (n.d). Learn about the rational mastermind. https://keirsey.com/temperament/rational- mastermind/

Daniel. (2017). Keirsey temperaments. https://www.personalityclub.com/blog/keirsey- temperaments/

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