PERSONAL DEVELOPMENT PLAN

Mychelle Nguyen BA 624.02 11/15/2015 Abstract Using self-assessment surveys from the Organizational Behavior book to (1) increase awareness about myself, along a variety of dimensions that influence your interpersonal skills, managerial style, and emotional intelligence and (2) create a personal development plan. personal development plan Assess and Develop own Interpersonal Skills  Even though functional expertise is critical for success, interpersonal skills and the ability to work with others are required if one desires to reach the highest levels within an organization. Organizations often target candidates who can work within a team, have strong oral and written communication skills, analytical and problem-solving skills, and interpersonal skills. Thus, it is very important for me to develop our interpersonal skills over the course of my careers. Assessments Summary Personality and Values Introspection: private self-consciousness –tendency to direct attention inward to better understand your and behavior. I scored 32, above the norm; thus, I am highly self-aware and do a lot of introspection Trust propensity: the dispositional willingness to trust others. Am I a trusting person by nature? The sum of 22 points indicates that I tend to trust other people. I believe in the goods of the people, until I was proven otherwise. It also means that I am more often willing to accept some vulnerability to others under some risks. Type A behavior pattern: type A person is someone who typically engages in hard-driving, competitive, and aggressive behavior. Type A person would score 53 or above; I scored 49 points. Thus, I identify with a type B personality. I often sense less stress in life and less sensitive to the stress that I experienced. However, I am positive that if I have taken this assessment a couple years ago, especially during my senior year of college, I would be more of a Type A person. I was experiencing a lot of post graduate stress, with pressure of finding a good job and career planning. Now that I am more established, with a good job and prospective future, I experience less stress. I also try to be more self-aware and to manage my stress better. The Big Five: The graph below demonstrates the five major dimensions of my personality. I am above the normal in all dimensions except conscientiousness. Conscientiousness qualities are dependable, organized, reliable, ambitious, hardworking, and persevering. I might have score lower on conscientiousness because of the lack of organizational skill Emotional Intelligence: the chart demonstrates four facets of emotional intelligence I am above average compared to the norm on three facets, scoring 23 points on self-awareness, 27 points on other awareness, 24 points on emotional use. However, I am below average on emotional regulation, with a score 18 points. Emotional regulation is something that I’m trying to work on. I can recognize my emotions, but regulating emotions require skills and experiences. Goal orientation: this assessment is designed to measure all three dimensions of goal orientation. For learning orientation, score of 20 or more are above average. For performance prove orientation and performance avoid orientation, score of 15 or more are above average. I score 24 points on learning orientation, which indicates that my willingness to learn is higher than average, and building competence is more important than demonstrating competence. For me, failures represents an opportunity to learn and improve my skill set. I score 17 on performance prove orientation, implies that I am more likely to select tasks that would demonstrate my competence so others would think favorite of me. However, I only score 10 on Performance-avoid Orientation, lower than the average; it implies that I am less likely to avoid tasks that may show my incompetency. I like challenging tasks because it’s a learning opportunity and chances to enhance my skillset. The meaning of money: Money has 3 facets of meaning: money as achievement, money as respect, and money as freedom. A score of 13 or higher indicates the view of money as achievement is high. A score of 15 or above indicates a view money as respect is high. And a score of 20 or above indicates the view of money as freedom is high. I scored high on all three dimensions, 25 points on money as Achievement, 20 on Respect, and 20 on Freedom. The assessment allows me to determine that I motivator for me. Job Satisfaction and how it relates to Organizational Commitment Helping: an interpersonal form of citizenship behavior. How helpful am I? I score 44 points, higher than the norm. Thus, I perform a high level of helping others, and frequently engage in positive citizenship behaviors directed at my colleagues. Affective Commitment: how emotionally attached am I to my job and employer? How much do I want to stay with my current organization? I scored 1 points, below the norm. This reflects my current weak affective commitment to the current employer. Core Job Characteristics: I score 174 points, higher than the norm, so I view my job as satisfying and enjoyable. This is a blind spot for me, which I will discuss further in the analysis section Team works Interdependence: measure three types of interdependence: task, goal, and outcome for my students team. My team was above average on goal and outcome interdependence with score of 18. However, we are below average on task interdependency. We are MBA students with busy so we make sure the tasks are independent from each other and each member is assigned their own task and deadlines. Then we merge the tasks together with flow and linkage Cohesion: the strength of the emotional bond between members of the team. My score sums to 43, which is below the norm’s average of 48. I don’t feel a strong bond to my teammates, and am more willing to change team. Working with different individuals and changing up the team’s dynamics create opportunities for different perspectives and bring on variety of skillsets. Leadership skill and style Political skill: I score 16 points, below the norm, on both of the dimensions of political skill, networking ability and social acuteness. Initiating structure and consideration: These are the two important skills for leadership roles. I score 37 on initiating structure and 39 on consideration, both are below average compared to the norm. This is nothing unexpected, since I am still developing my leadership skills. Analysis Section I have gained valuable insight about myself taking these assessments, though most results came as no surprise. For one, I am above average in most areas, which allows me to feel more confident in some of my abilities based on these assessments alone. However, I’ve also learned that I have weaknesses, and some of those I already knew I had, whereas others were news to me. For my strengths, I’ve learned that I am a high-introspective and self-aware individual. I also have a high emotional intelligence skill, which is an extremely helpful for networking and building connections with colleagues, especially those with leadership positions. However, I still need to learn to regulate my emotions better. My strengths also come in my personality type in terms of the Big Five. High agreeableness, extraversion, and openness allow me to make good impressions and lasting relationships for networking, which also helps people advance in their careers and in school. As far as weaknesses, I was aware that I need to develop my leadership and political skill in order to advance further in my career. I also need to increase my Conscientiousness, with better organizational skill. Helping others is both my strength and weakness. It gives me recognition and trusting from my colleagues, but sometimes it can potentially distracting me from my personal responsibilities and duties. I need to learn to prioritize my duties above others, making sure that I fulfil my duties first before helping others. Otherwise, it would considered as a counterproductive behaviors and have negative affect on my personal performance. It comes as no surprise to me that I am a Type B personality, since I am normally not aggressive. I can be competitive at times but I prefer collaboration. The same goes for my perception of the meaning of money – I associate money with achievement, respect, and freedom, because I grew up in a household that had very little of it. The result that comes as a surprise to me was my high job satisfaction, despite my low affective commitment to the organization. I found my job repetitive and unchallenging. I was trying to engage in job crafting and taking on more challenging tasks, and envision my tasks with the organization’s mission. I receive neither resource nor support; and eventually, I lost motivation for my job crafting, and stick with the regular tasks. Feeling unsatisfied with my current role leads to a low affective commitment. Recently, I engaged in neglect withdrawal behaviors. My interest and effort in the job decreases over time. I also experience psychological behavior such as moonlighting and cyberloafing. I use work computer during working hours to do homework and other errands. I no longer have interest in engaging in team building activities. However, I have a continuance commitment to the organization, since they are paying for my education. I also have a normative commitment to my manager, who gave me an opportunity to work at this Fortune 500 Company, even though he was aware that I was slightly underqualified. I feel obligated to stay with the organization. Development plan In my journey through my career path and as an MBA student, the one thing I’d like to concentrate on the most is my emotion regulation because I feel it is currently my greatest weakness. Having the ability to regulate emotions will help me advance in my career, MBA program, and as a person. Great leaders are very strong minded and have great emotional regulation. Other areas I’d like to improve on are my consideration and low affective commitment. Below is how I plan to improve these areas To improve my low affective consideration, I plan to be more involved in company events, such as luncheons and holiday parties, and start take online training courses provided by my company that highlight the company values and goals. Also, I’d like to join professional organizations at work to network, gain more insight into the more prestigious aspects of the company, and hopefully improve my affective commitment. I also plan to increase my team interdependence and cohesion. Within my work team, everyone’s tasks are independent. However, we all are measured on the same goals, so we are high in goal interdependence. Thus, it’s important for me to align my goals with the team to increase team productivity and cohesion. Lastly, to improve my emotion regulation, I plan to apply emotional intelligence skill, which I have obtained through an onsite training class, to ever day situations. I would like to practice self talk, and look into my own emotions before acting on it. It’s a work in progress and I hope to be well on my way by the next year. In order to evaluate my improvement in these areas, I plan to retake the assessments in six months’ time and see if my score improves at all from these original scores. Mychelle Nguyen 6