Personal Effectiveness Report Objectives Research Paper

Personal Effectiveness Report Objectives - Research Paper Example the Big Five Locator), self-monitoring, and extroversion are presented as well. The ways on how the two individuals may leverage on their strengths and downplay their weaknesses based on these tests are explained. Background Individuals that work within one setting have distinct ways of thinking, feeling, and behaving. Thus, the profound understanding of these cognitions, attitudes and behaviors is critical in ensuring that the enterprise’s bottomlines are effectively met. A person may be better managed if his manager or colleague knows his personality, preferences, and styles of learning and behaving (Melamed & Jackson 1995). A comprehension of the nuances of personality, learning styles, self-monitoring, among others, will aid the manager in determining the best way to increase the motivation; optimize the development; and increase the effectiveness of management (Engleman and Kleiner 1998). Assessment accord insight to management on ambiguous characteristics that may spell the difference between mediocre and exemplary performance (Yeung & Berman 1997). The utilization of assessments heightens mastery of self, and benefits both the incumbent and his manager. Ultimately, such mastery has implications on how the person relates to others; how we works within a team; how driven he is to deliver results; and how substantially he contributes to organizational strategy (Darcy and Tracey 2003). In having such knowledge, managers may be able to recommend apt interventions for development and for filling gaps. Moreover, their motivators are more precisely identified, which will allow them to give more significant contributions at work. Such knowledge will likewise enhance their personal sense of satisfaction and well-being (Melamed & Jackson 1995). Overall, these assessments can aid organizations in achieving desirable bottomlines such as enhanced productivity; seamless cooperation; increased camaraderie; and a more marked emphasis on organizational learning and development (Yeung & Berman 1997). Personality assessments are important organizational tools that help ascertain the strengths and improvement areas of employees that may have implications on their capacity as individual contributors to organizational objectives (Judge, Higgins, Thoresen, & Barrick 1999). The peculiarities among employees should not be a reason for conflict, but rather as a means for productive synergy. Moreover, these assessments may be utilized for recruitment, training, and retention purposes. These standardized assessments are not without limitations (Rhodes & Hammer 2000). They may cause employees to be stereotyped. It is critical for these tests to be accurately interpreted to make sure that the hiring or development decisions that are brought forth are appropriate (Judge et al 1999). Aims The main aim of the paper is to ascertain the ways through which personality assessments may be used to recommend interventions for increased collaboration and team effect iveness. The outcomes of two team members on 1) hemisphere dominance; 2) learning styles; 3) interaction styles; 4) the Big Five Locator; 5) self-monitoring; and 6) extraversion are presented. These results may be used by their superiors and by the HR Department to recommend development interventions for these two individuals. This paper also intends to demonstrate how the outcomes of such assessments may b