Business was created by people for themselves to sell goods and services to that they need nonetheless they cannot produce. From the smallest of business plans to largest of them, they are designed to meet up with the goals and target of human beings. Organizational tendencies examines people's prices, beliefs and prices and how they influence the way in which where the business is completed.
Leadership and Organizational Behavior
Organizational tendencies is the study and the use of the particulars about how exactly people react when in communities a case circumstance of employed in an organizations. And exactly how their different principles, beliefs and tendencies affect the organization's performance and success.
Elements of Organizational Behavior
All organizations are driven by its mission, eyesight and goals because of its establishment. Organizations are also led using culture which dictates how things are done in the office premises, the way the employees connect with each other and code of dressing are area of the stipulations of the culture of the organization.
The vision, mission and goal of the business should be motivational for the employees to increase the company's performance and success both in the long and brief run.
Models of Organizational Tendencies.
Generally, there are four common models that demonstrate how organizations are led and run. They are autocratic model, custodial model, supportive model and finally the collegial model. (Cunningham, Eberle, 1990; Davis 1967)
Autocratic model, this is the kind of a model that is similar with the dictator approach to leadership where in fact the innovator is the communicator and the folks just follow the market leaders instructions without questioning the leader's specialist. The manager in this case rules above the employees and little autonomy or none is allowed for the employees. Performance of the company's led applying this model is generally low because the employees are managed like robots without much tell the jogging of the business.
The second model is the custodial model; this is whereby the chief manager assures the employees of taking care of their financial needs and the benefits that follow if the take the business to a larger level in terms of performance and Excellency. The employees are remunerated in line with the success of the company.
The third model is the supportive model. It requires the employees receiving support from the management of the business in order to drive the business to where the vision of the company wants them to be both in terms of goals accomplishment and customer satisfaction.
The fourth and final theory is the collegial theory, which involves a partnership between the employees and the company with the aim of boosting the company's performance, through the employee's innovativeness and imagination by permitting them to do what they understand is right for the company in their own views.
Collegial theory - this is a collaboration of the employees to improve performance through autonomous thinking and doing what they perceive is good for the company they will work for.
BIG FIVE PERSONALITY TEST.
The big five personality test is a couple of simple and clear questions whose aims are to comprehend individuals personalities and exactly how they react and behave when put through different situations of decision making and question answering. You can find in essence five major types of personalities possessed by individuals. They include; neuroticism this re the kind of individuals that are mainly concerned and frighten by unimportant things. The second kind of personality is extraversion, this refers to people who are basically social pets. They enjoy outside and spending time with other individuals to feel happy and satisfied in life. The third kind of personality is agreeableness, this are the individuals that consent to ideas, ideas and recommendations easily, they're usually very gullible and easy to take advantage of. The last type of personality is people who are open to experience. That is optimists that always look at the bright side of every situation. They view life at a good view for development and success.
For a person to realize their kind of personality, they must operate a test that includes around 30 questions about the self applied. On things you prefer, dislike, fear, wish for an so on with the aim of understanding yourself more to identify which kind of personality you possess and how it can be of help to your life's purpose and goals. The questions are rated to look for the level and level on the response.
THE DEVELOPMENT OF THE MYERS-BRIGGS TEST
The Myer Briggs theory was devised by the mother and her girl. Their major goal was to determine the different specific value, behaviour and beliefs. This is the breakthrough to understanding a person's strengths and weaknesses of the personal for better understanding of the self applied. Strengths and weaknesses identification is paramount to unlocking one's potential in life as one is able to focus on the type of strengths and take your time on the weakness aspect.
Overview of the Myers-Briggs Test
From the conclusions of the Myer Briggs theory, it has been established that people quite simply have 16 types of personality according to (Myer and Briggs, 1997). The test means that an individual should subject matter themselves to the test to allow them to understand their natural strengths and weaknesses in order to concentrate on the regions of endowments in job choice and compatibility with other people. There is no right or wrong personality type or the one which that presents superiority or abnormalities. There just show the diversities in the make-up of different individuals. It is quite simply a test to help people understand themselves better.
Thequestionnaire itself is made up of four different scales:
There are individuals that show up in the category of extremes of extroverts and introverts. Extroverts are those people that are loud in characteristics and are public animals. Their joy and satisfaction is within the connections with others. Introverts will be the silent people that enjoy their own company compared to that of sociable interactions. These kind of people find satisfaction in indoors and personal privacy. Most of us have that loud area the silent side. But what counts is the choice we choose.
There is another group of people that are classified incidentally they make decisions. The first group is grouped according to the way they sense things in a situation. The sensors focus more from what they can learn from their own thoughts, ideas and senses.
The class of people makes decisions centered merely on intuitions. They pay more attention to already established concepts, habits and impressions. They hardly produce new innovations. They are short on ingenuity. They enjoy thinking of the future and imagining the possibilities of life.
The next classification is good for the thinkers and the people whose decisions are based on their feelings. Thinkers have a tendency to pay more focus on existing facts. They are really down to globe and in touch with the reality on the ground. They look for sense in situations while their fellow counterpart's arts that dwell on emotions are into feelings of the heart and emotions. They can be mostly more emotionally fastened in their decisions than the thinkers.