More handpicked essays just for you.
Personality and organizational decision making
Personality in decision making in an organisation
Personality in decision making in an organisation
Don’t take our word for it - see why 10 million students trust us with their essay needs.
The Holland Codes/Holland Occupational themes/ RIASEC test is, is a theory created by psychologist John Holland of careers and vocational choice based upon personality types. He believed that “personalities seek out and flourish in career environments they fit and that jobs and career environments are classifiable by the personalities that flourish in them." Even with questions of reliability and validity, Holland believed that all people could be categorized as six types. The types included Realistic (Doers), Investigative (Thinkers), Artistic (Creators), Social (Helpers), Enterprising (Persuaders), and Conventional (Organizers). Realistic (Doers) are labeled as Independent, constant, determined, sincere, and hands-on. They like being outdoors , using tools, operating machines, interacting with animals, and working with their hands; generally avoids social activities like teaching, soothing, and informing others. They are typically associated with jobs such as carpenters, construction workers, engineers or mechanics. Investigate (Thinkers) are labeled as Intellectual, meditative, and officious. They are inquisitive, precise, lucid, investigative, and they like to solve problems, perform experiments, and conduct research. They generally avoid leading, selling, or persuading people. Jobs associated with “thinkers” include physicians, psychologist, and scientist. Creator (Artistic) are typically original, spontaneous, complex, expressive, and animated. They are free, inventive, uncharacteristic, and groundbreaking. They rely on feelings, imagination, and encouraging. They like to work with ideas, constructs, and concepts and are unstructured and open-minded. They are associated with jobs like dancers, actors, and designers. Social (Help... ... middle of paper ... ...as it meant to be expanded outside of the six categories, was it just something that was suppose to stay in the 20th century , and the most important question was it meant to be used outside of the United States. Majority of the criticisms that the RIASEC theory and model are connected with its longevity and relevance, but maybe ways that we try to utilize it isn’t meant to be. However, if that is the case it is too late now. Since the late 90s, the RIASEC Model has been included everywhere from The US Department of Labor/ Employment and Training Administration to different organizations in China. I would hate for someone to accept a job the dread because they were told their personality would match it perfectly; Sarcasm included., but just like this theory as there will be many more to come there is no right or wrong answer and the possibilities are always infinite
Since the inception of civilization, people have dedicated themselves to certain practices to obtain needed supplies. With the advancement of society, these practices have specialized into roles that society needed and have become jobs and careers. With these jobs and careers, people have struggled to find a difference between the two, if there is one. However, the two are very different. There are a multitude of differences between a job and a career, but the most distinct differences being the necessary skill, and dedication needed.
These codes, according to Williams and Arrigo (2008) are intended to articulate values and commitments in which the organization has identified as important for members or employees to identify with. More specifically, these codes are used to educated, guide individuals and set standards for how workers or employees should pursue their activities as a professional. Williams and Arrigo (2008) did note, however, that while such codes tend to provide value for the workplace in which they are enforced, they also possess situational
Ethics or rather morals entail mechanisms that defend, systematize as well as recommend conceptions of right or wrong. Many organizations develop ethical codes to ensure employees and employers understand the difference in doing good or bad. In that respect, ethics are an essential aspect of successfully running of any organization or government. Ethics ensure employee’s productivity levels are up to the required standards. It also assists them to know their rights and responsibilities. Additionally, employers, as well as any persons in management, are guided by them to ensure they provide transparent leadership. Ethics also defines how customers should be handled. Ethical codes govern the relationship between customers and an
In addition to my academic interest, I also draw, paint, and sculpt in my free time and have taken classes dedicated to this interest. While most might not feel as if that sets them apart, I have used my creativity and abilities in the fine arts to my advantage. My creative edge allows me to carry out creative solutions to problems and labs in class that most others might not realize as a solution. Because of art, I have developed the mindset of analyzing problems by looking at the bigger picture and not only looking at the problem in real life but theoretically.
One thing that I learned about myself is my Holland Code. My Holland Code is really close to the Holland Code of a social worker, which is SEC. The first one is social. Any occupation that fits this helps people or provides services for them (O*NET). The second one is enterprising. They can
The book Code Talker ,was written in 2005 by Joseph Bruchac. Joseph Bruchac was born on October 16, 1942 in Saratoga Springs, New York. Joseph’s hobbies include gardening, wrestling, hiking and martial arts. Joseph has written many books besides Code Talker. Some of his them include Whisper in the dark “which is about a girl named Mandy who loves spooky stories, especially about the legends of her native ancestors.”
Code Switching, in terms of language, occurs to speak more than one language, by a person during their conversation with each other. Have a better understanding the world and how we’re all connected. Code switching can help us several things; such as making new friends and be able to communicate easily. According to this article, “Learning How to Code Switch: Humbling, But Necessary,” written by Eric Deggans explains about his experiences and how being able to code-switch made it easier to understand cultures. I have realized that if I use code-switch I can better understand people culture, background, and tradition.
According to Gumperz, code switching is defined as “the juxtaposition within the same speech exchange of passages of speech belonging to two different grammatical systems or subsystems.” Many people believe that most code switching occurs at random or without pragmatic significance (Poplack, 1985), while others believe that every case of code switching has some significance to it (McConvell, 1988). Gumperz is somewhere in the middle, saying that “just because code-switching conveys information, does not mean that every switch can be assigned a single meaning” (Muñoa Barredo, 1997; 529). With this approach in mind, I examined the transcript of the conversation between Mary and Paul for any significance in the switches that were made between
It’s important to employ individuals with creativity to keep fresh ideas and to manage projects effectively. This article was extremely informative, provided resources as to different personality and cognitive tests that should be used to assess the creativity of an individual and provides a guide for evaluating creativity in job candidates. An improvement to the research article would be samples of structured interview questions employers could use for assessment of job
My General Occupational Theme (Holland’s Code) per the Strong is CRI: Conventional, Realistic and Investigative. These themes are described as follows Conventional: Interests: “organization, data, management, accounting, investing and information systems”. Work activities: “setting up work procedures and systems, organizing, keeping records and developing computer applications”. Potential skills: “ability to work with numbers, data analysis, finances, attention to detail”. Values: “accuracy, stability, efficiency”. Realistic: Interests: “machines, computer networks, athletics, working outdoors”. Work activities: “operating equipment, using tools, building, repairing, providing security”. Potential
The Keirsey Temperament Sorter II identified my temperament as artisan, and the classic temperament report identified me as an ISTP, or Introverted Sensing Thinking Perceiving. The description of my temperament was dead on with my view of myself, especially the more in depth classic temperament. My strengths include an excellent ability to apply logic and reason to solve problems or discover how things work, and being high;y practical and realistic, however I will not function well in regimented or structured environments, as I will become bored or feel stifled. This temperament profile also correlates to my learning style, as the Keirsey Temperament Sorter II results also mention that I learn best hands-on, and states that ISTP’s are a master of their physical environment.
If people were to compare my goals to an Intuitive person, there would be a huge difference. My goals must be realistic and achievable my head is never in the clouds when it comes to life. I prefer things that can be experienced on my own rather than hearing or reading about it from someone else. Being a sensor is great because I can pay attention to detail when it comes to school and my work
Highly conscientious and exceedingly motivated, as the success with my creative practice and first class degree demonstrates; my positivity and open-minded attitude enables me to easily interact with anyone and to successfully work as part of a team. Additionally, my disciplined focus enables me to achieve high levels of productivity and to problem solve with creative strategic thinking. I am currently seeking a creative and flexible role to more thoroughly utilise my wide-ranging skillset and to support the completion period of my online postgraduate studies, which have enabled me to developed such an expansive expertise.
Holland’s theory of vocational personalities and work environments is the premier structural theory behind modern counseling. His theory structural theory is centered around the basic belief that people will seek out careers that offer environments that are compatible with their interest, likes and dislikes. This basic premise is the foundation for Holland’s globally accepted vocational personality and work environment theory. This structural theory can be explained by four general statements. First, in today’s society, generally most people will fall into one of Holland’s six category types. These types are defined as Realistic, Intellectual, Social, Conventional, Enterprising and Artistic. Secondly, there are six kinds of environments that exists in modern society (Holland, 1966). These environments are also defined as Realistic, Intellectual, Social, Conventional, Enterprising and Artistic. Next people will search for the environment and vocation that allows them to best use there skills and talents, to express their attitudes and values, to take on problems and roles they like and avoid the ones that they dislike (Gottfredson, 1981). Finally a persons behavior is determined by the interaction of his personality pattern and his environment. Holland’s theory allows counseling to define, explain and predict personality types and their compatibility with the work environment. Holland’s theory on the surface may seem simple, but the interest in his theory are useful and can indicate much more than just the types of work a person will enjoy. The many components of abilities and personalities are contained within a persons interest profile.
This result means that in business, my personality type is valuable in management positions because there is an element of creativity I often apply to ensure that people around me are meticulously catered for. Furthermore, from a curious research, my personality type- INFJ represent only 2% in the general population but accounts for a substantial percentage of leadership positions in various workplaces (Myers & McCaulley, 1998). Obviously, as an INFJ personality, I’m very idealistic and often seek a closure and completion of any business transaction. This apparently reflects the J preference. Additionally, I’m a “dreamer and a doer”. In my dictionary, nothing, as far as business or creativity related matters is concerned, there is no impossibility. That is why as a departmental manager in my organization, I earnestly encourage creativity to simplify tasks for my