Conflict is present where there is an incompatibility of goals arising from the opposing behaviours at the individual, group or organisation level. Conflict is behaviour intended to obstruct the achievement of some other person goals.
The objectives of any organisation should be designed to ensure that they are meet, the needs of both the company and the individual. If these are not met conflict may occur. Causes or sources of organisational conflict can be many and varied. The most common causes are the following:
· scarcity of resources (finance, equipment, facilities, etc)
· different attitudes, values or perceptions
· disagreements about needs, goals, priorities and interests
· poor communication
· poor or inadequate organisational structure
· lack of teamwork
· lack of clarity in roles and responsibilities
The only time I have been in group in which conflict occurred and we were not able to achieve its purpose was for an event we had to hold to raise money and as there were 6 of us in the group it was very hard to make sure everyone happy, had their say, No one was left out, this was one of the most difficulties task as everyone had different personalities and at times there were personality clashes which made decisions harder for everyone, as it took a lot of time to decide on things, there were a few arguments in which people were unhappy and unsatisfied. We also had times where someone wanted to take on the leadership and do everything, which was a massive down fall, as others were unhappy, there were Feelings of defensiveness some actions and comments are taken personally, Arrival and departure times are not sharp, there was disagreements over trivial matters and someone people felt left out from the whole thing. The strategies that were used to deal with the conflict were the following:
ü Maximize people's strengths and minimize their weaknesses in a strategic manner to optimize team functioning.
ü Realize you will not change personalities or styles people bring to the team, but you can work with them creatively.
ü Try to deal with the underlying reasons for conflict; use active listening skills.
ü Be aware of what team members are doing outside of work. If a team member goes to an extreme, there may be problems outside of work that are causing the conflict.
ü Focus on the positive side of each person's differences. Each person brings a different strength to the table.
ü Redesign the job or role to maximize group effectiveness
ü Give everyone an equal job and make sure they are satisfied and have their say
The different ‘sources of power’ that there are, are the following:
Daniel Katz (1965), created a typology that distinguishes three main sources of conflict: economic, value, and power.
1. Economic conflict involves competing motives to attain scarce resources. Each party wants to get the most that it can, and the behavior and emotions of each party are directed toward maximizing its gain. Union and management conflict often has as one of its sources the incompatible goals of how to slice up the“economic pie”.
2. Value conflict involves incompatibility in ways of life, ideologies – the preferences, principles and practices that people believe in. International conflict (e.g., the Cold War) often has a strong value component, wherein each side asserts the rightness and superiority of its way of life and its political-economic system.
3. Power conflict occurs when each party wishes to maintain or maximize the amount of influence that it exerts in the relationship and the social setting. It is impossible for one party to be stronger without the other being weaker, at least in terms of direct influence over each other. Thus, a power struggle ensues which usually ends in a victory and defeat, or in a “stand-off” with a continuing state of tension. Power conflicts can occur between individuals, between groups or between nations, whenever one or both parties choose to take a power approach to the relationship. Power also enters into all conflict since the parties are attempting to control each other.
Strategies in which organisations can use to overcome conflict at work are:
As a manager there are a number of actions that you can take to increase motivation and reduce conflict, these include:
· Designing jobs and organizational objectives with the needs if the people that you manage in mind
· Consulting those that you manage regularly to gauge their views and to identify their development needs
· Creating channels of communication such as suggestion boxes enabling the people that you manage to communicate with you
· Keeping the people you manage in the picture about targets and changes in the organization
· Give more decision making powers to those who work for you
· Give a lot of praise where it is due and recognize efforts and achievement
Conclusion
I have come to a conclusion that conlict between individual are that people have differing styles of communication, ambitions, political or religious views and different cultural backgrounds. In this diverse society, the possibility of these differences leading to conflict between individuals is always there, and we must be alert to preventing and resolving situations where conflict arises. And conflict within a group of people is different because even within one organisation or team, conflict can arise from the individual differences or ambitions mentioned earlier; or from rivalry between sub-groups or factions. All leaders and members of the organisation need to be alert to group dynamics that can spill over into conflict.
It is important that work is designed in such a way that it in-corporate the needs of the individual and the organization.
Key management responsibility is to create a two way communication between organizations and individuals. This will allow the employee to communicate the aspirations and worries about work while the employer is able to communicate organizational needs and objectives. Improved communication can be achieved through regular progress reviews. The employee sits down with their line manager to discuss work related progress.
Reference:
http://www.mediate.com/articles/donaisB2.cfm
Week 6 lecture notes - Power and Conflict in organisations
Sunday 28 February 2010
Wednesday 24 February 2010
Organisation Culture
Organisation culture refers to the general culture within an organisation or a company and it is also referred to as corporate culture, organisation Culture is about how the organisation organises itself, its rules, procedures and beliefs make up the culture of the company. Cultures are founded and built over the years by the dominant groups in an organisation.
The company that I have chosen to study is Marks and Spencer’s the reason why I have chosen this organisation is because it is a large firm that is very well known and is a great example of a company that has a culture within it.
Marks and Spencer’s are one of the UK’s leading retailers, they offer stylish, high quality, great value clothing and home products, as well as outstanding quality foods, they are responsibly sourced from around 2,000 suppliers globally. They employ over 75,000 people in the UK and abroad, and have over 600 UK stores. There are two features one is visible and the other is hidden, the visible features are things that anyone can see even customers, for example: uniform, shop floor space, working culture – communication and language style. In Marks and Spenser they wear black uniform they wear with a green Marks and Spencers logo which represent them and show their identity to make them feel equal and as a team, the colour scheme that they have throughout the store such as the signs on displays, layout it has its own personality the identity and atmosphere to make them look different and to make them stand out.
The Hidden aspects are the Values, attitudes, beliefs and behaviour within the organisation such as how staff behave internally, atmosphere, the communication, management style and the general pace of work.
This links into the Organisational Iceberg – (French and Bell, 1990), which shows the following:
l The outer layers are clearly visible
l middle layers deeper aspects of culture
l centre - the basic beliefs on which the organisation is built
l (Schein,1992)
Below are some of Marks and Spencer’s cultures Values that they work along:
Our values
Quality
We’re committed to delivering excellent standards consistently
Value
We will always aim to deliver exceptional value to our customers
Service
We will deliver the highest standards of service to our customers
Innovation
We will strive to stay at the forefront of innovation in both general merchandising and food
Trust
We are the most trusted retailer. We have a proud heritage of staff welfare, customer care and involvement in the community. And we want to continue to build on this.
(http://corporate.marksandspencer.com/mscareers/opportunities/graduates/the_way)
Explanation of what Charles Handy meant by the following in your own words:
· A power culture- this depends on central power source with influences from the central figure throughout the organisation. A power culture is frequently found in small entrepreneurial organisations and they relies on trust, empathy and personal communication for its effectiveness. It was also said that Mayo (1945) was among the first proponents of human relations in industry. He argued that many of the problems of organizations, including inefficiency, conflict, and alienation, occur because organizations do not take into account the attitudes and feelings of its members.
· A role culture- This assumes that employees are rational and that roles can be defined and discharged within clearly defined procedures. An organisation with a role culture is believed to be generally very stable but poor at implementing change management.
· A task culture-a type of organizational culture based on individual projects completed by small teams. It can be job oriented or project oriented. A distinct team culture develops, and because the team is empowered to make decisions, task cultures can be creative.
· A person culture- This is when an activity is strongly influenced by the wishes of the individuals who are part of the organisation. This form of culture exists when individuals are fully allowed to express themselves and make decisions for themselves
The main problem of trying to classify culture into one of the four types described above is that every organisation will have its own unique culture and most large businesses are likely to be something of a mix of cultures. As we know different people enjoy working in different types of organisation culture and they are more likely to be happy and satisfied at work. The Hawthorne experiment also demonstrated that group and social forces more than financial incentives and physical conditions of work are important determinants of worker productivity.
The company that I have chosen is Marks and Spenser this is because I feel that it does demonstrate a strong culture mainly because is a successful organisation, which attracts people with talent to work they provide them with a good position within the organisation as well as helping them to fulfil what they expect such as better salaries and benefits. Strong culture creates paves for people to take the responsibility and work rather than trying to control them with rules and regulation. Marks and Spencers also have good communication within it staff which helps the people to get to know each other better which will eventually lead to new ideas and greater productivity therefore they will achieve higher goals in the future and will beat their competitors.
I have come to a conclusion that culture can have a major impact on an organisation and can show its pros and cons, I have also seen that some organisation will have strong cultures and other can have week. A strong culture is when people tend to agree on the beliefs, values within the organisation and on the other hand weak culture can be when people disagree on the existing culture and instead form their own sub cultures. It is important to have a strong culture so you can survive and beat your competitive environment.
Refernces
http://corporate.marksandspencer.com/mscareers/opportunities/graduates/the_way
http://corporate.marksandspencer.com/mscareers/careers_about/our_values
http://peterresearch.blogspot.com/2009/11/organisation-culture.html
http://corporate.marksandspencer.com/mscareers/opportunities/graduates/the_way
The company that I have chosen to study is Marks and Spencer’s the reason why I have chosen this organisation is because it is a large firm that is very well known and is a great example of a company that has a culture within it.
Marks and Spencer’s are one of the UK’s leading retailers, they offer stylish, high quality, great value clothing and home products, as well as outstanding quality foods, they are responsibly sourced from around 2,000 suppliers globally. They employ over 75,000 people in the UK and abroad, and have over 600 UK stores. There are two features one is visible and the other is hidden, the visible features are things that anyone can see even customers, for example: uniform, shop floor space, working culture – communication and language style. In Marks and Spenser they wear black uniform they wear with a green Marks and Spencers logo which represent them and show their identity to make them feel equal and as a team, the colour scheme that they have throughout the store such as the signs on displays, layout it has its own personality the identity and atmosphere to make them look different and to make them stand out.
The Hidden aspects are the Values, attitudes, beliefs and behaviour within the organisation such as how staff behave internally, atmosphere, the communication, management style and the general pace of work.
This links into the Organisational Iceberg – (French and Bell, 1990), which shows the following:
l The outer layers are clearly visible
l middle layers deeper aspects of culture
l centre - the basic beliefs on which the organisation is built
l (Schein,1992)
Below are some of Marks and Spencer’s cultures Values that they work along:
Our values
Quality
We’re committed to delivering excellent standards consistently
Value
We will always aim to deliver exceptional value to our customers
Service
We will deliver the highest standards of service to our customers
Innovation
We will strive to stay at the forefront of innovation in both general merchandising and food
Trust
We are the most trusted retailer. We have a proud heritage of staff welfare, customer care and involvement in the community. And we want to continue to build on this.
(http://corporate.marksandspencer.com/mscareers/opportunities/graduates/the_way)
Explanation of what Charles Handy meant by the following in your own words:
· A power culture- this depends on central power source with influences from the central figure throughout the organisation. A power culture is frequently found in small entrepreneurial organisations and they relies on trust, empathy and personal communication for its effectiveness. It was also said that Mayo (1945) was among the first proponents of human relations in industry. He argued that many of the problems of organizations, including inefficiency, conflict, and alienation, occur because organizations do not take into account the attitudes and feelings of its members.
· A role culture- This assumes that employees are rational and that roles can be defined and discharged within clearly defined procedures. An organisation with a role culture is believed to be generally very stable but poor at implementing change management.
· A task culture-a type of organizational culture based on individual projects completed by small teams. It can be job oriented or project oriented. A distinct team culture develops, and because the team is empowered to make decisions, task cultures can be creative.
· A person culture- This is when an activity is strongly influenced by the wishes of the individuals who are part of the organisation. This form of culture exists when individuals are fully allowed to express themselves and make decisions for themselves
The main problem of trying to classify culture into one of the four types described above is that every organisation will have its own unique culture and most large businesses are likely to be something of a mix of cultures. As we know different people enjoy working in different types of organisation culture and they are more likely to be happy and satisfied at work. The Hawthorne experiment also demonstrated that group and social forces more than financial incentives and physical conditions of work are important determinants of worker productivity.
The company that I have chosen is Marks and Spenser this is because I feel that it does demonstrate a strong culture mainly because is a successful organisation, which attracts people with talent to work they provide them with a good position within the organisation as well as helping them to fulfil what they expect such as better salaries and benefits. Strong culture creates paves for people to take the responsibility and work rather than trying to control them with rules and regulation. Marks and Spencers also have good communication within it staff which helps the people to get to know each other better which will eventually lead to new ideas and greater productivity therefore they will achieve higher goals in the future and will beat their competitors.
I have come to a conclusion that culture can have a major impact on an organisation and can show its pros and cons, I have also seen that some organisation will have strong cultures and other can have week. A strong culture is when people tend to agree on the beliefs, values within the organisation and on the other hand weak culture can be when people disagree on the existing culture and instead form their own sub cultures. It is important to have a strong culture so you can survive and beat your competitive environment.
Refernces
http://corporate.marksandspencer.com/mscareers/opportunities/graduates/the_way
http://corporate.marksandspencer.com/mscareers/careers_about/our_values
http://peterresearch.blogspot.com/2009/11/organisation-culture.html
http://corporate.marksandspencer.com/mscareers/opportunities/graduates/the_way
Friday 19 February 2010
Personality
Personality is an individual unique set of characteristic and tendencies, which shape a sense of self, and what that person does and the behaviour they exhibit. A dynamic concept describing growth and development of the whole psychological system,
Personality can also be defined as ‘The relatively enduring combination of traits which makes an individual unique and at the same time produces consistencies in his or her thought of behaviour’ (Fincham&Rhodes, 1999).
The differences between Nature and Nurture approaches to personality are that Nature theory explains that the behaviour traits are innate and are present in the human instinct and on the other hand Nurture theory states that all human beings learn through their personal experiences it’s the way you were brought up.
There are different views of personality such as:
· Freud (1856-1939)- Psychoanalytical theories of personality
· Trait theories of personality e.g Cattell(1970)
· Type Theories of personality e.g Jung and Myers Briggs(1945-1995)
· Types and Traits were linked by Eysenck(1960-1980)
There are many approaches to personality such as Freudian iceberg metaphor the ID, which is biologically inherited, The Ego, which is an acquired psychological component, The Super-Ego, which is the social component developed by adults.
There is also a 5 factor model of personality (Costa & Mc Crae 1985)
Trait Approach:
n Openness to experience
n Curiosity, flexibility, imagination, artistic sensibility
n Conscientiousness
n Discipline, organization, dependable
n Extraversion
n Outgoing, upbeat, friendly, assertive, gregarious
n Agreeableness
n Sympathetic, trusting, cooperative, straightforward
n Neuroticsm
n Anxious, hostile, self-conscious
Eysenck’s Type Theory is built around:
v Extroversion- Introversion, this involves directing attention on inner experiences, while extraversion relates to focusing attention outward on other people and the environment.
v Neuroticism- stability this involves the dimension of Eysenck’s trait theory, which is related to moodiness versus even-temperedness. Neuroticism refers to an individual’s tendency to become upset or emotional, while stability refers to the tendency to remain emotionally constant.
Below is a link of an article that I have looked at and from this I will describe if it is a Nature or Nurture dominant influence, the article that I have looked at is about teenage knife crime, which is currently a major threat in today’s world, I believe that Nurture and Nature are very similar to each other but have a different meaning, from this article I feel that it is nature this is because people perception can depend on every individuals personality and it depends on what is around the person and as we can see from the article there is a lot of violence’s and crime occurring everywhere and if a child see this happening around them then the child is likely to be influenced by it and will behave like that as they grow up and that also where nature would come in but nurture is similar because the child could have the genetics of the father when their born so I suppose it fits in with both because you can either learn it from the environment around you or you can adapt it from your friends and family. Nature also shows that they adapt this behaviour from parents because now adays parents are not even raising their child they put them straight into daycare this can, which doesn’t substitute for parental guidance’s. When parents don’t pay enough attention to their child, it basically leaves the child to do what ever he or she pleases and allows them to make friends with whomever they want, poor judgement of friends is usually the consequences and this is where nurture comes in because this has to do with environment and what is happening around them forces them to do this and then the next thing the parents realise that their children are selling drugs or becoming one of those crime victim.
http://news.bbc.co.uk/newsbeat/hi/the_p_word/newsid_8119000/8119417.stm
I have taken the 2 Test from these websites below:
Ø http://www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml
Ø www.initforlife.com/home/tm.asp (MindFrames)
The first test that I took was from the BBC website and was called The Big Personality Test and it discovers your unique personality finger print and reveals your five traits just within 20 minute, this has been created by one of the biggest scientist called Robert Winston, it therefore helps with the following
· Openness describes to what extent you are receptive to novel ideas, creative experiences and different values.
· Conscientiousness describes to what extent you are organised, strategic and forward-planning.
· Extroversion describes to what extent you are inclined to experience positive emotions and how attracted you are to social, stimulating experiences.
· Agreeableness describes to what extent you are concerned about the feelings of others and how easily you form bonds with people.
· Neuroticism describes to what extent you react to perceived threats and stressful situations.
Here are a few of my result that showed in the test.
As you can see that from the test it shows that I have a medium openness which I do agree with as I don’t open up with everyone and I also have a medium conscientiousness, a high Extroversion which means positive emotions and that I am highly socially who agree cares a lot about other and I do tend to trust people around me, neuroticism level was medium as I do tend to get stressful at certain times and do feel I am unable to cope.
I scored high in agreeableness, which meant that I am a great team player, understanding, kind, forgiving, warm, empathetic, appreciative, but on the other hand this can mean that when I put others first I may loose out on my own opportunities.
I also scored high extrovert, which meant that I am energetic, expressive, gregarious, sociable and ready to go which shows I am a natural team leader.
As you can see below one of my main personality traits was openness in which I scored 3.0/5 which is a medium and showed that I find it easy to communicated with others and can come up with original solutions to problems.
The second test that I undertook
was from MindFrames this was an online personality test based on research in brain science. It measured how often we use each of eight distinct patterns of thought and action. These patterns were related to the four main areas of the brain, which everyone uses many times each day, from this test it showed a lot about myself and I strongly agree with the answers that came out as I answered these all truthfully. After completing the second test a whole report was generated.
Here are a few results that showed information about me
Personality can also be defined as ‘The relatively enduring combination of traits which makes an individual unique and at the same time produces consistencies in his or her thought of behaviour’ (Fincham&Rhodes, 1999).
The differences between Nature and Nurture approaches to personality are that Nature theory explains that the behaviour traits are innate and are present in the human instinct and on the other hand Nurture theory states that all human beings learn through their personal experiences it’s the way you were brought up.
There are different views of personality such as:
· Freud (1856-1939)- Psychoanalytical theories of personality
· Trait theories of personality e.g Cattell(1970)
· Type Theories of personality e.g Jung and Myers Briggs(1945-1995)
· Types and Traits were linked by Eysenck(1960-1980)
There are many approaches to personality such as Freudian iceberg metaphor the ID, which is biologically inherited, The Ego, which is an acquired psychological component, The Super-Ego, which is the social component developed by adults.
There is also a 5 factor model of personality (Costa & Mc Crae 1985)
Trait Approach:
n Openness to experience
n Curiosity, flexibility, imagination, artistic sensibility
n Conscientiousness
n Discipline, organization, dependable
n Extraversion
n Outgoing, upbeat, friendly, assertive, gregarious
n Agreeableness
n Sympathetic, trusting, cooperative, straightforward
n Neuroticsm
n Anxious, hostile, self-conscious
Eysenck’s Type Theory is built around:
v Extroversion- Introversion, this involves directing attention on inner experiences, while extraversion relates to focusing attention outward on other people and the environment.
v Neuroticism- stability this involves the dimension of Eysenck’s trait theory, which is related to moodiness versus even-temperedness. Neuroticism refers to an individual’s tendency to become upset or emotional, while stability refers to the tendency to remain emotionally constant.
Below is a link of an article that I have looked at and from this I will describe if it is a Nature or Nurture dominant influence, the article that I have looked at is about teenage knife crime, which is currently a major threat in today’s world, I believe that Nurture and Nature are very similar to each other but have a different meaning, from this article I feel that it is nature this is because people perception can depend on every individuals personality and it depends on what is around the person and as we can see from the article there is a lot of violence’s and crime occurring everywhere and if a child see this happening around them then the child is likely to be influenced by it and will behave like that as they grow up and that also where nature would come in but nurture is similar because the child could have the genetics of the father when their born so I suppose it fits in with both because you can either learn it from the environment around you or you can adapt it from your friends and family. Nature also shows that they adapt this behaviour from parents because now adays parents are not even raising their child they put them straight into daycare this can, which doesn’t substitute for parental guidance’s. When parents don’t pay enough attention to their child, it basically leaves the child to do what ever he or she pleases and allows them to make friends with whomever they want, poor judgement of friends is usually the consequences and this is where nurture comes in because this has to do with environment and what is happening around them forces them to do this and then the next thing the parents realise that their children are selling drugs or becoming one of those crime victim.
http://news.bbc.co.uk/newsbeat/hi/the_p_word/newsid_8119000/8119417.stm
I have taken the 2 Test from these websites below:
Ø http://www.bbc.co.uk/science/humanbody/mind/surveys/whatamilike/index.shtml
Ø www.initforlife.com/home/tm.asp (MindFrames)
The first test that I took was from the BBC website and was called The Big Personality Test and it discovers your unique personality finger print and reveals your five traits just within 20 minute, this has been created by one of the biggest scientist called Robert Winston, it therefore helps with the following
· Openness describes to what extent you are receptive to novel ideas, creative experiences and different values.
· Conscientiousness describes to what extent you are organised, strategic and forward-planning.
· Extroversion describes to what extent you are inclined to experience positive emotions and how attracted you are to social, stimulating experiences.
· Agreeableness describes to what extent you are concerned about the feelings of others and how easily you form bonds with people.
· Neuroticism describes to what extent you react to perceived threats and stressful situations.
Here are a few of my result that showed in the test.
As you can see that from the test it shows that I have a medium openness which I do agree with as I don’t open up with everyone and I also have a medium conscientiousness, a high Extroversion which means positive emotions and that I am highly socially who agree cares a lot about other and I do tend to trust people around me, neuroticism level was medium as I do tend to get stressful at certain times and do feel I am unable to cope.
I scored high in agreeableness, which meant that I am a great team player, understanding, kind, forgiving, warm, empathetic, appreciative, but on the other hand this can mean that when I put others first I may loose out on my own opportunities.
I also scored high extrovert, which meant that I am energetic, expressive, gregarious, sociable and ready to go which shows I am a natural team leader.
As you can see below one of my main personality traits was openness in which I scored 3.0/5 which is a medium and showed that I find it easy to communicated with others and can come up with original solutions to problems.
The second test that I undertook
was from MindFrames this was an online personality test based on research in brain science. It measured how often we use each of eight distinct patterns of thought and action. These patterns were related to the four main areas of the brain, which everyone uses many times each day, from this test it showed a lot about myself and I strongly agree with the answers that came out as I answered these all truthfully. After completing the second test a whole report was generated.Here are a few results that showed information about me
The mindframe that receives the highest score is called the "lead" mindframe, because very often it will
be the first mindframe you turn to as you deal with the everyday challenges of work and life.
"Very often" means . . .
This mindframe feels so comfortable, natural and effortless that you may use it more than 80% of the time. You’ll use it first and most often, and you’ll stick with it longer.
be the first mindframe you turn to as you deal with the everyday challenges of work and life.
"Very often" means . . .
This mindframe feels so comfortable, natural and effortless that you may use it more than 80% of the time. You’ll use it first and most often, and you’ll stick with it longer.
"Often" means . . .
This mindframe feels comfortable, and you may use it 60% - 80% of the time. Even if you rely on others more, you’ll have no trouble operating in this mode.
"Sometimes" means . . .
This mindframe feels familiar, but not exactly comfortable. It’s not really a stretch, so you’re likely to use it
every now and then—perhaps 40% - 60% of the time.
"Seldom" means . . .
This mindframe isn’t a comfortable pattern, and you’ll probably rely on it only 20% - 40% of the time. To stretch, you’ll need to overcome your tendency not to use it very much. "Rarely" means . . . You typically avoid this mindframe, using it less than 20% of the time. It’s a definite stretch, so you’ll need to make a concentrated effort to use it.
Recommendations for Rabia siddiq
The sequence of your eight mindframes is quite special. You may never encounter another individual who
has this identical mindframe pattern.
Here are four strategies that will help you take advantage of your unique strengths to achieve greater
success. They require an awareness of your tendencies, an understanding of the eight mindframes and a
willingness to make conscious choices about what you'll do next.
1. Make the most of your comfort zone.
Rabia, your tendency is to favor: SOCIABILITY, SENSITIVITY, CHARISMA and ORDER.
Because you employ it more often, a mindframe in your comfort zone will strongly influence your
behavior. You'll find using it comfortable and enjoyable, so anything you handle in your comfort zone will
be done with more enthusiasm and persistence. Whatever you get involved in, you'll do it well and
accomplish a lot.
To build on your success:
Learn to be aware when you're operating in your comfort zone
When working in one of your comfortable mindframes, push yourself to higher levels of performance
Seek other projects, roles or jobs that require you to use your comfort zone
2. Stretch beyond your comfort zone.
You're less likely to use: INSIGHT, CONTROL, PROACTIVITY and LOGIC.
Regardless of the job or task at hand, you won't be able to operate in your comfort zone all the time. So
when the situation requires it, use one of the mindframes outside your comfort zone—even if you have to
"stretch" to do so.
"Stretching" means making an extra effort to do what needs to be done, even if you consider it unfamiliar,
uncomfortable or unpleasant. You don't have to change who you are. Just make a special exception to
your usual pattern. Rather than neglect a requirement, make a deliberate decision to get the task done,
whether you're inclined to do it or not. Once you've taken care of business, you can return to doing what's
comfortable.
In addition, consider these methods for accomplishing tasks that are beyond your comfort zone:
Teaming—Make an effort to get along or work more smoothly with people who favor mindframes that
you don't
Skills—Gain experience with techniques
Procedures—Follow job aids, menus and other guides
Devices—Employ technology to support your efforts
3. Increase your understanding of yourself and others.
Gain powerful insights into your own personality with the Revelations Report. And get a match-up report for help in learning how to connect effectively with another individual the first time, every time.
Conclusion
I have come to a conclusion that I would be more than happy to use these test as a selection tool because I feel you can find out a lot about your self and are worth a while looking into because it helps to find out the littlest things that you wouldn’t think about, they are very useful to compare yourself with they can have drawbacks to it as well such as not responding to them truthfully but over I think this is a great tool to consider.
Brief conclusion
The main reasons why organisations would study personality is due to money as it’s costly to recruit and train, helps with fast track recruitment and development, less absenteeism and turnover therefore more motivation and commitment. Also helps to select team member suitable, leadership qualities.
This mindframe feels comfortable, and you may use it 60% - 80% of the time. Even if you rely on others more, you’ll have no trouble operating in this mode.
"Sometimes" means . . .This mindframe feels familiar, but not exactly comfortable. It’s not really a stretch, so you’re likely to use it
every now and then—perhaps 40% - 60% of the time.
"Seldom" means . . .
This mindframe isn’t a comfortable pattern, and you’ll probably rely on it only 20% - 40% of the time. To stretch, you’ll need to overcome your tendency not to use it very much. "Rarely" means . . . You typically avoid this mindframe, using it less than 20% of the time. It’s a definite stretch, so you’ll need to make a concentrated effort to use it.
Recommendations for Rabia siddiq
The sequence of your eight mindframes is quite special. You may never encounter another individual who
has this identical mindframe pattern.
Here are four strategies that will help you take advantage of your unique strengths to achieve greater
success. They require an awareness of your tendencies, an understanding of the eight mindframes and a
willingness to make conscious choices about what you'll do next.
1. Make the most of your comfort zone.
Rabia, your tendency is to favor: SOCIABILITY, SENSITIVITY, CHARISMA and ORDER.
Because you employ it more often, a mindframe in your comfort zone will strongly influence your
behavior. You'll find using it comfortable and enjoyable, so anything you handle in your comfort zone will
be done with more enthusiasm and persistence. Whatever you get involved in, you'll do it well and
accomplish a lot.
To build on your success:
Learn to be aware when you're operating in your comfort zone
When working in one of your comfortable mindframes, push yourself to higher levels of performance
Seek other projects, roles or jobs that require you to use your comfort zone
2. Stretch beyond your comfort zone.
You're less likely to use: INSIGHT, CONTROL, PROACTIVITY and LOGIC.
Regardless of the job or task at hand, you won't be able to operate in your comfort zone all the time. So
when the situation requires it, use one of the mindframes outside your comfort zone—even if you have to
"stretch" to do so.
"Stretching" means making an extra effort to do what needs to be done, even if you consider it unfamiliar,
uncomfortable or unpleasant. You don't have to change who you are. Just make a special exception to
your usual pattern. Rather than neglect a requirement, make a deliberate decision to get the task done,
whether you're inclined to do it or not. Once you've taken care of business, you can return to doing what's
comfortable.
In addition, consider these methods for accomplishing tasks that are beyond your comfort zone:
Teaming—Make an effort to get along or work more smoothly with people who favor mindframes that
you don't
Skills—Gain experience with techniques
Procedures—Follow job aids, menus and other guides
Devices—Employ technology to support your efforts
3. Increase your understanding of yourself and others.
Gain powerful insights into your own personality with the Revelations Report. And get a match-up report for help in learning how to connect effectively with another individual the first time, every time.
Conclusion
I have come to a conclusion that I would be more than happy to use these test as a selection tool because I feel you can find out a lot about your self and are worth a while looking into because it helps to find out the littlest things that you wouldn’t think about, they are very useful to compare yourself with they can have drawbacks to it as well such as not responding to them truthfully but over I think this is a great tool to consider.
Brief conclusion
The main reasons why organisations would study personality is due to money as it’s costly to recruit and train, helps with fast track recruitment and development, less absenteeism and turnover therefore more motivation and commitment. Also helps to select team member suitable, leadership qualities.
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