Unit II Project. After doing test on http://www.humanmetrics.com/test., my perso
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Question
Unit II Project. After doing test on http://www.humanmetrics.com/test., my personality type is INTJ. Please kindly help to do the assigment as below requirement: Describe how emotional intelligence and understanding personality types is important for developing relationships. ? Examine the extent to which you believe that personality profiles can help to reduce workplace conflicts. ? Describe personality types of co-workers that cause personality conflicts for you based on your own personality assessment. ? Describe a time you experienced a personality conflict and discuss how you addressed it. Format your essay consistent with APA guidelines. Your essay should be two pages in length, not including the title page or reference page. All sources used must be referenced; paraphrased and quoted material must have accompanying in-text citations in the proper APA format.
Explanation / Answer
Describe how emotional intelligence and understanding personality types is important for developing relationships. ?
When it comes to one's personal life, there are certainly going to be a wide range of views regarding what is, and is not, appropriate. The fact is that social interaction, to some degree, not only impacts, but actually determines the success or failure of most (if not all) of our personal relationships. Although there are some relationships that may be sustained without any expectations on one side or another, these are very rare and usually limited to parent-child relationships (and are certainly not always applicable then, either). Sustaining ongoing relationships with our family members, friends, and romantic partners requires some amount of Emotional Intelligence. In fact, some of what determines if a romantic relationship or friendship is going to be successful may actually be determined largely by the compatibility of two individuals' levels of Emotional Intelligence. While background experiences, values, and other characteristics are extremely important when determining compatibility, the level of each person's EQ is likewise important in determining whether a relationship will be successful.
That said, it isn't as simple as the level of EQ each partner has, but also the capability level of multiple aspects or domains of EQ and the compatibility (or lack thereof) between two individuals' EQ. Put simply, if two people had excellent Emotional Intelligence scores, it may not be as important as if other areas of their strengths and weaknesses are, or are not, compatible with each other. For example, one person may be phenomenal at memory but terrible at communication; if their partner is great with communication but struggles with emotional security, the two may be incompatible even if their overall EQ scores are similar.
Examine the extent to which you believe that personality profiles can help to reduce workplace conflicts. ?
Workplace Options, 84 percent of 427 working Americans polled said they talk with their co-workers about job-related problems. Workplace Options also discovered personality clashes and poor communication are top causes of workplace conflict.
Unfortunately, it seems to me that employers are doing very little to resolve workplace conflict. Thirty-five percent of the poll respondents said their employer doesn’t have a formal complaint process. One-third of the respondents said they go to their supervisor if a conflict arises and another third immediately directly address the person causing the friction.
Although it’s great for employees to feel empowered to address conflict on their own, they need to be able to bring such issues to managers. Establish guidelines for resolving workplace conflict. Include steps to follow when reporting the conflict, the actions to take and how to prevent the conflict from reoccurring.
2. Train managers as mediators.
In my opinion, most managers aren’t well versed in effectively handling conflict. In fact, many managers ignore conflict and tell their employees to just deal with it.
Forty-seven percent of the 740 respondents surveyed for FairWay Resolution’s "Conflict in New Zealand Workplaces Study" released in August said they went to their managers to resolve a conflict. Only half of those respondents, however, were satisfied with their manager’s reaction.
3. Eliminate gender bias.
Without realizing it, managers and employees reinforce stereotypes about gender when dealing with conflict. A study of 152 Pacific Northwest employees published in the Journal of Management in June found a majority said they believe a conflict between two men will blow over faster than strife between two women. (The study was titled "Sisters At Arms: A Theory of Female Same-Sex Conflict and Its Problematization in Organizations.")
To overcome this challenge, educate managers about workplace biases about women, such as stereotypes suggesting they're more argumentative than men. Instead of pointing fingers at specific people or calling attention to their gender, focus on the problem at large. Hold each person accountable for his or her actions and find a solution that will prevent the problem from happening again.
4. Clarify priorities.
Miscommunication perhaps causes the most workplace conflict. Twenty-nine percent of the respondents from the At Task study said they believed conflicting priorities are the # 1 source of workplace conflict. Additionally, 64 percent of the respondents cited too an abundance of confusion about who’s supposed to be doing which specific tasks or duties.
To clarify priorities in the workplace, use project-management software to eliminate confusion about deadlines and priorities.
Describe personality types of co-workers that cause personality conflicts for you based on your own personality assessment. ?
Work style differences – people work in different ways. That’s just a reality in the workplace. Some people work quickly, completing their tasks as soon as they are assigned, while others like the rush of waiting till the deadline is looming. Some like to work on what appeals to them first, while others prefer to work methodically down their checklist from step to step.
Background differences – gender, ethnicity, social economic status, political views, and religious backgrounds can cause people to view situations with different perspectives. Our perception is in large part determined by our personal experiences and beliefs. These differences in perspective have a major impact on how we interact with others.
Attitude differences – cynicism, arrogance, and irritability all contribute to an attitude of negativity. A negative attitude interferes with effective communication. Nobody wants to be around a terribly negative person. If you are a naturally upbeat, optimistic type of person, you may have difficulty dealing with someone who has a negative attitude. Some people constantly complain, looking for flaws, while others look for the positive and focus on finding solutions. This makes collaboration extremely difficult.
Competitive versus cooperative differences – some people feel the need to compete and compare constantly, while others seek to cooperate and work together, rather than against each other. It’s very difficult to work with people who are condescending, petty, posturing, and aggressive. The constant attitude of undermining and one-upmanship can be very draining. When the competitive attitude is taken to extreme, it can result in intentional sabotage, which puts the other person in a perpetually defensive state.
Consequences of personality conflicts
Personality conflicts exist, that’s a fact. It’s important however, to realize that there can be serious consequences when personalities clash.
Stress – having to deal with personality clashes causes a great deal of tension and anxiety. Being in a constant state of alert, preparing for the next unpleasant interaction, can cause both physical and mental strain. In certain situations, this stress can have real physical impact on health. Sometimes the level of stress is unbearable, causing workers to leave their jobs.
Lower productivity – when members of the team are in conflict with each other, that conflict has a negative effect on the entire project. Conflict drains energy and lowers productivity. The effectiveness of teams relies in large part on their ability to work in a cooperative manner. When that cooperation is disrupted, the progress of the whole team suffers. Whether the clash is overtly obvious, or subtle, personality conflicts affect the morale of team, and sometimes entire office.
Handling personality clashes
The good news is that while workplace conflicts are unavoidable, there are ways to minimize them.
Some things to keep in mind:
Describe a time you experienced a personality conflict and discuss how you addressed it. Format your essay consistent with APA guidelines. Your essay should be two pages in length, not including the title page or reference page. All sources used must be referenced; paraphrased and quoted material must have accompanying in-text citations in the proper APA format.
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