Thesis on "Self-Assessments Being Emailed"

Thesis 16 pages (5021 words) Sources: 0

[EXCERPT] . . . .

Self-Assessments

Title of the Assessment: Self-Monitoring Scale

Purpose of the Assessment: The purpose of the self-monitoring scale is to determine how sensitive the subject is to the expressive behavior of others, and the subject's ability to modify self-presentation.

Actual Score: Total: 45 Others: 22 Self

Interpretation of Score: The sensitivity to others, ability to modify self-presentation, and self-monitoring total are all in the medium ranges, indicating that I have an average ability to understand others expressive behavior and an average ability to modify my behavior to match the situation.

Improving Effectiveness / Efficiency: While my score range on the self-monitoring scale indicates that I fall within the average range of self-monitoring, self-monitoring behavior skills seem that they would be crucial to success in business. I think that I really need to work on improving my sensitivity to the expressive behavior of others. Perhaps I can specifically engage in a study of non-verbal communication such as body language, to enhance my ability to understand people's expressive behavior. I also need to make a more conscientious effort to tune into the subtext of what people are saying. While I generally understand the overt messages that people are communicating, I do find myself having a difficult time reading between the lines in verbal conversations. If I can improve my ability to understand the connotation of certain statements and not just the denotation, I think I will be able to improve my ability to understand others. Currently, I am in the mid-range of being able to modify my self-presentation, but, at least to me, that result seems largely dependent upon my sensitivity to others' behavior. I think that an increased sensitivity to others will naturally result in an increase in my ability to modify my self-presentation.

Title of the Assessment: Personal Need for Structure

Purpose of the Assessment: The personal need for structure assessment measures the subject's need to make sense of their surrounding environment.

Actual Score: 52

Interpretation of Score: Above-average need for personal structure

Improving Effectiveness / Efficiency: People with a high need for personal structure are motivated to structure their world in a simple and unambiguous way. Because I have an above-average need for personal structure, I have an above-average need to structure my world in such a manner. A high-need for structure can provide benefits in certain scenarios, such as helping keep me organized and on-task. However, that need for structure can actually interfere with effectiveness and efficiency, because I do not always have control over whether or not an environment will be structured. When I am confronted with an unstructured environment, I find that it interferes with my ability to work in an effective and efficient manner. Therefore, what I need to do to improve my effectiveness and efficiency in a work environment is combine my desire for structure with a realistic approach to working in a team environment. I have to acknowledge the fact that I can only control the level of structure in my personal environment, such as my desk or cubicle or my task listing, and that I may have to deal with a certain lack of structure in other areas. While I do not think that I can change my essential nature and actually lessen my desire for structure, I think that I can do certain things to enhance my perception that of structure in unstructured environments. For example, I can push team members to help clearly outline their expectations for individual team members, so that I can structure my tasks. I can also make sure that I am sufficiently organized to facilitate greater organization in the group structure.

Title of the Assessment: Equity Preference Questionnaire

Purpose of the Assessment: This assessment tool measures an individual's need for fairness, compared to the desire to be self-sacrificing or the drive to be selfish.

Actual Score: 64

Interpretation of Score: The questionnaire indicates that I am benevolent, which means that I am tolerant of situations where I am underrewarded.

Improving Effectiveness / Efficiency: Benevolents are tolerant of being underrewarded, which may seem very compatible with both high effectiveness and high efficiency. If a worker is focused on performing the job and is not concerned about individual benefits or comparing how he is treated with how other workers are treated, that would tend to suggest that the worker is going to put more energy into their work. However, thinking carefully about the issue, I feel that I will need to push for more recognition in the workplace. It seems like a risk factor for benevolents would be that they do not achieve the type of upward mobility in the workplace that they might deserve, because they are not concerned about pursuing equal treatment. This may mean that even if a benevolent is the most qualified person for a promotion, they might lose that position due to office politics or other issues that have nothing to do with job performance, and are actually very inequitable. By not pushing for the recognition that I deserve, I may be performing a lower role in the work environment than the one I should be performing, which does not contribute to the efficiency of the workplace. Moreover, since benevolent are likely to wield less power than they should, they are not as effective as similarly-skilled equity sensitives or entitleds, who will generally push for workplace recognition, thereby attaining positions of power. Therefore, in order to improve my efficiency and effectiveness in the workplace, I will try to be more cognizant of how my treatment by my employer compares to how it treats others.

Title of the Assessment: Money Attitude Scale

Purpose of the Assessment: To determine the subject's attitude towards money on three dimensions, including money as a source of power and prestige, the subject's financial planning abilities, and whether the person views money as a source of anxiety.

Actual Score: Total: 37 P/P: 9 RT: 12 MA: 16

Interpretation of Score: The overall total is just above average, however, the retention time score was in the 20th percentile, the power and prestige score was in the 40th percentile, and the anxiety scale was in the 80th percentile.

Improving Effectiveness / Efficiency: It is clear that I view money as a source of anxiety. In fact, I believe that the fact that my score on the money anxiety scale was so different from my scores on the power/prestige and retention time scales makes my numbers look more normal, when I actually do not have a very good approach to money. I clearly lack appropriate financial planning skills, at least in my personal life. I also do not consciously view money as a good source of power and prestige. However, if I do not give money the same type of power as other people give it, it is hard to understand why I feel so much anxiety about money. I would like to believe that, once a person's basic needs are met, the amount of money they have to spend on extras is just a bonus. I do not think that I really feel that way, because that attitude would not explain a high-anxiety approach to money. Therefore, to improve my effectiveness and efficiency, I need to understand why I feel so anxious about money. If my anxiety is solely linked to my poor financial planning skills, then I need to take lessons about financial planning, so that I can grow confident in those skills and lose the anxiety that I associate with money. In addition, in a business environment, the reality is that money is associated with power and prestige, and I will need to remind myself of this fact.

Title of the Assessment: Connor-Davidson Resilience Scale

Purpose of the Assessment: To measure the subject's ability to cope with change, adversity, or risk.

Actual Score: 64

Interpretation of Score: 81st to 100th percentile, low resilience in general population.

Improving Effectiveness / Efficiency: The ability to bounce back from an adverse situation, change, or risk is one of the keys to effectiveness and efficiency. It is an ability that comes naturally to highly resilient people, but I am not one of those people and it does not come naturally to me. Being a low-resilience person, I find myself struggling to cope with setbacks. Instead of moving onto the next challenge or goal, I may replay a particular scenario in my head, in an effort to cope with the reality of the situation involved. This definitely decreases my efficiency, because I spend time mulling over past decisions. It also decreases my effectiveness, because all of the replaying tends to cycle into self-doubt, and leads to a lack of confidence in my own decision-making ability. To become more resilient, I need to change my attitude about change and adversity. Rather than feeling targeted of victimized in an adverse situation, I need to view these scenarios as challenges. I also need to recognize when I am feeling overwhelmed by a situation, pinpoint the source of that feeling,… READ MORE

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