Now days companies are trending to re-organize their workforce into teams. With this inevitable trend, managers have to pay more attention to the way they form the teams. These team have brought empowerment and competitiveness to the companies, making this trend a very desirable one. Managers are using techniques like MBTI and the Maslow!|s Hierarchy to ensure optimal productivity within the group. This paper intends to demonstrate the outcome of the simulation Managing Individual Performance and the way that these two techniques were used to get to this outcome. Managing Individual Performance Success in any project depends completely on the way that every member of a group performs.
Being able to select the right member for a group is very critical. In many cases the leader will tend to select people very similar to him, but in reality, when putting together a team we should be looking for diversity. The best team is composed of people with opposite styles, they have good people skills and they are willing to contribute to the project. Team members roles are defined and they know they have the capacity to create new ideas (Bateman, 1990).
There are many criteria to consider when selecting an effective team member. The personality types are one of the most important criteria that a leader should have.
There are four types of personalities that should be included in the group. “h The action-oriented type- this type of personality are driven by action. They hit the floor running. They are ready for any type of job. “h The analytical type- this type will not act until they have pondered every aspect of the situation and they understand all the particularities of the job. “h The Administrative type- these are people that will keep the task on track and organized.
Teams of people can be witnessed everywhere throughout today's society. They are commonplace in schools, and businesses are attempting to implement their use in the work environment. The overwhelming question that many of these people strive to answer pertains to the way in which groups of people form into a team. Take twenty male college students, for example, who are between the ages of 18 and ...
“h The visionary type- The dreamers. They are the ones that concentrate on the big picture and do not stop to look at small details. (Weiss, 2004) While the task ahead is not easy, it is the responsibility of the leader to choose a well-balanced team and serve as motivator and cheerleader throughout the project. I had to empower my team, their task was to have the job done and mine was to believe in their abilities. This week I was asked to take a simulation. In this simulation I was a senior manager, selected to implement a program in the company. I was given 8 months to implement the first phase of the project and as my first task I had to select a group of volunteers to complete this first phase of the project.
The team that I selected was composed as follows; for task number one, build case files, I chose Daniel Nichols, the action-oriented type. Daniel is an excellent communicator an extrovert, skills he will need to perform successfully. He is also a thinker and for this task we need analytical skills. For tasks number two, moderate self-help groups, I chose John Connor, the analytical type. In this task we will need someone with a very extroverted personality and great communication skills. John has both, but the reason I choose him was his ability and skills to manage conflicts.
With his experience as a quarterback and a trainer for children in a local baseball league, John is constantly exposed to conflict at different levels. To perform follow-ups I chose Tony Wu, the administrative type. Tony has a very systematic personality. He is a hard worker and task oriented. For the last task, supervise confrontation sessions I selected Lisa Stafford, the visionary type. Lisa has a very strong personality, very much needed it to accomplish this task.
She also has great communication skills and relates well to people. She also has participated with social awareness groups, experience that will help her during her task. While the task ahead will not be easy, it was my responsibility as leader to choose a well-balanced team and serve as motivator and cheerleader throughout the project. I had to empower my team, their task was to set the job done and mine was to believe in their abilities. My team was diverse and well balanced. For example I had some extroverts and some introverts. Their personalities were the reason why the task was successful (McShane and Von Glinow, 2004).
SUMMARY: Our organization is adding a new department for the company’s strategic plan to enter a new market segment. As the manager for the new department for Team A, one must evaluate each team member to include myself. This evaluation should consist of any current situations that may arise, culture, and any urgent matters. To approach this in a sensible manner, one should use any principles or ...
Taking this factor into consideration, I think it is fair to explain the MBTI personality classification created by Katherine and Isabel Myers, and the motivation theory created by Abraham Maslow. Katherine Briggs and her daughter, Isabel Briggs Myers, developed the MBTI assessment in the early 20th century. The MBTI is probably the most important personality test practiced now days. They developed a classification of personalities. This classification system is based on how people make decisions, how they view the world around them, deal with it and react to it (McShane and Von Glinow, 2004).
The MBTI is based on 4 pairs of preferences: the extroversion/introversion, the sensing/intuition, the thinker/feeling and the judging/perceiving preference. The E/I preference is based on the interest of the world that surrounds the person. The Extrovert (E) is more concerned with the outer world of people and things. The Introvert (I) is more concerned with the inside world of concepts and ideas.
The S/N preference is based on how you gather information. The sensing (S) person uses their five senses and Intuition. The persons that fall in this category may be reluctant to consider improving their careers. The (N) Person has more interest in possibilities than in facts. That may promote unrealistic expectations about their lives and careers. The T/P preference is based on the way that a person evaluates information. The Thinker (T) prefers to evaluate the information in an objective way while the Feeler (F) evaluates information in a subjective way.
The last preference is based on the attitude to the world. The judging (J) person prefers order to life. The Perceiving (P) person takes life one day at a time. The (P) person is more open to new ideas (Healy, Woodward, 1998).
Abraham Maslow established the theory of hierarchy of needs. He defined the human beings as being motivated by unsatisfied needs. According to Maslow, needs are prepotent, some needs have greater influence over our actions.
Many books have been written by many authors that deal with a struggle between society and individual. Albert Camus' The Stranger (L''etranger) deals with this same topic, but it can be analyzed from a unique and very interesting point of view. The way of life of people can be analyzed by classifying them into two main forces that oppose each other. These forces were named after the Greek gods ...
He established those needs in hierarchy and explained that humans need to satisfy lower needs before higher needs can be met (Norwood, 1996).
According to Maslow, there are general types of needs (physiological, safety, love, and esteem) that must be satisfied before a person can act unselfishly. Having the knowledge of these two theories helped me in the process of forming my team. It also helped motivate them when problems arose during the project. My first team member was Daniel Nichols, a personality type ESTP. Daniel is a very extroverted person with a great ability to sense his surroundings, a person that prefers to approach situations in a logical way and a free spirit.
He takes life as it comes and he is open to new ideas. Mr. Nichols had a great necessity to prove himself all the time. Daniel was perceived as being arrogant while trying to perform his duties. Daniel needed to be reminded of the importance to interact agreeably. He finished his task on time, his moral improved and he was successful in accomplishing his task. Daniel has a need for attention and recognition, this need will put him in the Esteem category in Maslow!|s hierarchy. I chose him to perform this task based on his extroverted personality and his hunger for life. I knew he would be a good starter for the program.
He finished his task on time and was very successful. Next in my lineup is Mr. John Connor, John with his ENTJ personality is an extroverted person with great intuition, a person that prefers to adopt logical processes and prefers order in his life. I choose John to moderate self-help groups. His experience as trainer and as a quarterback would help him perform in this particular task. John started the program facing a personal problem, divorce.
Different leadership styles. 2. Theories of leadership and how they are applied. 3. What kind of leader are you. Leadership skills Good leadership skills are essential in your leadership journey as well. A pilot requires psychomotor skills and flying skills to properly fly a plane. He takes years and years to hone those skills to become a master at them so that he can be an expert at flying the ...
His moral was decreasing constantly. After counseling him and resetting his goals, John was completely successful in his project. John falls in the !SSlove-needs category!” of the Maslow!|s pyramid. For the task of performing the follow-ups I choose Mr. Tony Wu. Tony, with his ISFJ personality, brought a different approach to the team. His personality was on another spectrum than the previous two-team members.
An introverted person, with high sensitivity for his surroundings, and subjective when it comes to decision making, would be the definition of his personality under the MBTI test. Tony came to his task after the corporation announced a cut back in the amount of time that he will have to accomplish his task. One of the reasons I chose Tony was for his ability to meet deadlines, this announcement would not affect him. Although accomplishing his task would not be a problem, the morale in general, was slipping down. Recognition for their performance and their hard work was what the team needed to pull through the final four months of the project. At the end of the 6th month Tony finished his task on time and successfully.
His morale was high and this was a boost for the next team member that has the last leg of the project. Based on the way Tony performed, I would say that Tony falls under the self-actualization category of Maslow!|s pyramid. The first six months of the project the team encountered difficulties. Some of them were.