Master of Business Administration

MBA 4054 – Management and Leadership

Management & LeadershipPersonal Development Plan/ Personal Reflection

Assignment

Student’s ID: 1209675

Module Tutor: Dr. Rebecca Ward

Submission Date: 13th Dec 2013

Word count: 4523 words

TABLE OF CONTENTS

1. INTRODUCTION.................................................................................................1

2. RECORDS SECTION..........................................................................................3

2.1. Curriculum Vitae............................................................................................3

2.2. Evidence of Assessments of Myself...............................................................5

2.2.1. Self-Assessment Instruments No.1.............................................................5

2.2.2. Self-Assessment Instruments No.2.............................................................6

2.3. Self-Assessment Tools..................................................................................7

2.3.1. Fundamental Interpersonal Relations Orientation – Behaviour (FIRO-B)...7

2.3.2. Tolerance of Ambiguity...............................................................................8

2.3.3. Rokeach’s Value System............................................................................9

2.3.4. Myers Briggs Indicators and Personality Types........................................10

2.3.5. Locus of Control........................................................................................11

2.3.6. Johari Window..........................................................................................12

2.3.7. 16 Personality Factor (PF) Model.............................................................13

2.3.8. Cognitive Style Indicator – Scoring...........................................................14

2.3.9. Learning Style Inventory...........................................................................15

2.3.10. Conflict Management.............................................................................15

2.4. SWOT Analysis............................................................................................17

3. ANALYSIS SECTION........................................................................................18

3.1. Critical Work Experiences and Incidences...................................................18

3.1.1. Incidence No.1 – Lack of Communication and Mishandling of Situation. .18

3.1.2. Incidence No.2 – Organising an Event on Independence Day.................20

3.1.3. Incidence No.3 – Emotion in Work Place..................................................21

3.2. Developmental Objectives (or Personal Development Plan).......................23

3.2.1. Developmental Objective No.1 (or Personal Development Plan No.1).....23

3.2.2. Developmental Objective No.2 (or Personal Development Plan No.2).....24

3.2.3. Developmental Objective No.3 (or Personal Development Plan No.3).....25

BIBLIOGRAPHY.......................................................................................................27

APPENDICES…………………………………………………………………………….29

1. INTRODUCTION

Management and Leadership are two unique aspects when discussing about it; both

need to go in hand to hand to complement one another. Generally when we discuss

about the two lot of confusion arise in understanding their actual meaning due to

difference opinion among the people. When you see in a broader picture manager’s

role is to plan, organize and coordinate whereas on the other hand leader’s role is to

inspire and motivate others. Leadership is a quality and an asset for a successful

manager must possess. Only thing is you should know the difference between the

two concepts.

Leadership is just one important component of the directing function. A manager

cannot just be a leader; he also needs formal authority to be effective. "For any

quality initiative to take hold, senior management must be involved and act as a role

model. This involvement cannot be delegated." (Daniel. F. Predpall, 1994)

Many management theories were written by famous authors namely Henri Fayol, FW

Taylor and Max Weber. General perception of management “Management takes

place within a structured organisational setting with prescribed roles. It is directed

towards the achievement of aims and objectives through influencing the efforts of

others”. And management theory mostly emphasis on structure; and what is good for

the company. Leadership theories are many, but key revolves around leadership as

a process, personality characteristics on the behavior and in general falls under the

leadership skills. Personality skills and leadership skills are rated to the highest

standards to ascertain the ability and behaviour of once personality. To identify and

to measure the personality traits for the personal development plan in author

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assignment there are variety of tools to diagnose the direction of a person’s

personality traits and his general weaknesses. Author used different diagnostic tools

for self-evaluation to assess personality that will give an overview of own leadership

and management style. Self-assessment will give an impression on what his carrier

objectives will be like and what he/she wants to achieve in one’s life can be

ascertain. Author have used SWOT analysis on self is also included to help identify

the internal factors, the strengths and weaknesses that are very essential for the

development of my personality.

Some of the critical incidents that had happened in my professional life and studies

are taken as an example to give a clear idea of my strength and shortcomings in

dealing with problems or situations at work. By using various tools for self-evaluation

author will be able to assess own level of personality development.

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2. RECORDS SECTION

2.1. Curriculum Vitae

Santosh Chourpagar Nl-6,Building no.5,Room no.9 Nerul(w),Navi Mumbai.India

1050/5 gaurav vihar ambedkar ward ,ranjhi Jabalpur Madhya Pradesh, India.E-mail – santosh1achourpagar@gmail.com

Mobile No.+65-85870421

CAREER OBJECTIVE

To utilize my education and training to make meaningful and significant contribution to my employers meanwhile enhancing my own knowledge and preparing myself for professional advancement.

ACADEMIC QUALIFICATION

Oct 2012 – Present Currently pursuing Master of Business Administration from Unitedworld School of Business in Singapore, University of Bolton.

2004 - 2010 Bachelor of Physiotherapy, Barkatullah University ,

(Bhopal,India)

WORKING EXPERIENCE

Jan 2007 - Jan 2009

(Part time)

Nov 2011 - July 2012

(Full time)

Medi-Square Hospital, Indore (India) worked as Physiotherapist

Task: Provide physiotherapy and treatment for both outpatients

and inpatients. Responsible for managing a clinical caseload,

providing physiotherapy assessment and treatment to the

highest standard.

Duties:

Providing a high standard of physiotherapy service to patients.

Ensuring that equipment used in carrying out physiotherapy duties is safe.

Involved in ward rounds, meetings and case conferences.

Evaluating, planning and delivering care plans in response to complex needs.

Involved in a patients pre-admission and follow-up care.

Working with respiratory, orthopaedic, acute neurological and multi-pathology patients.

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SKILLSComputer Skills • Tally 7.2 and 9.0

• Diploma in Computer Application (Microsoft office-

Word, Power Point, Excel, Access, HTML, Fox Pro).

General Skills • Ability to work independently in busy environment.• Able to manage escalations, issues and risks.• Can motivate others through effective communication

skills.• Able to deal with hostility in the form of verbal and

physical aggression.• Flexibility to work weekends on rotational basis.• Good Interpersonal skills • Good Team Player

LANGUAGES• English: Spoken (very good) – Written (very good)• Hindi Spoken (very good) – Written (very good)• Marathi Spoken (very good) – Written (very good)

HOBBIES• Travelling• Singing

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2.2. Evidence of Assessments of Myself-

2.2.1. Self-Assessment Instruments No.1-

The big five personality traits are the best known and most frequently used scientific

measure of personality and have been broadly researched. It gives us the clear

picture of individual’s character about their thinking, behaviours and feelings. The Big

Five Personality Factors is a type of self-assessment instrument that has been

deeply researched and described an individual’s character about feelings, thinking

and behaviours. More details are shown in the Table 1 below.

Author has used the tools to find my scores in a nutshell; Extraversion: Author quite

social and interact with other people. (Score 3.5 with percentile: 65).

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Conscientiousness: I’m an organized person and follow carefully the rule of the

organisation. (Score 3.8 with percentile: 66). Neuroticism: Tendency to experience

negative emotion (Score 2.5 with percentile: 29). Agreeableness: Author tends to

consider the feelings of others. (Score 4.0 with percentile: 51). Openness: Author

typically don't seek out new experiences. (Score 3.2 with percentile: 9). For full

details please do refer the Appendix 1.

2.2.2. Self-Assessment Instruments No.2

Emotional intelligence (EI): "is a way of recognizing, understanding, and choosing

how we think, feel, and act. It shapes our interactions with others and our

understanding of ourselves. It defines how and what we learn; it allows us to set

priorities; it determines the majority of our daily actions. Research suggests it is

responsible for as much as 80% of the "success" in our lives."

(Joshua M Freedman, 1998). Another author’s define EI - “We define emotional

intelligence as the subset of social intelligence that involves the ability to monitor

one's own and others' feelings and emotions, to discriminate among them and to use

this information to guide one's thinking and actions.” (Salovey & Mayer, 1995).

Author took the EI Test from the psychology about.com site

(http://psychology.about.com/). The result indicated that author have scored above

average on emotional intelligence. It seems that author good at interpreting,

understanding, and acting upon emotions. In my profession as a physiotherapist it is

important that author take extra care for patients and don’t get emotional with their

problems instead author try to help them out to overcome their problems. Since

author come across many patients in life were they break up and cry out some time

with pain they go through by expressing their feelings; so author need to control over

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self and try best to help them out. Take stock of strong points and find ways to

continue to develop and apply these skills.

2.3. Self-Assessment Tools

2.3.1. Fundamental Interpersonal Relations Orientation – Behaviour (FIRO-B)

The FIRO-B instrument measures behaviors driven by interpersonal needs in three

areas—Inclusion, Control, and Affection—and addresses how such behaviours can

affect one’s interactions with others (Hammer & Schnell, 2000). The need for

Inclusion refers to the extent to which individuals need to have social interactions

and associations with others. The need for Control refers to the extent to which

individuals want to lead and influence others as well as the extent to which they

prefer to be led and influenced (Hammer & Schnell, 2000). The need for Affection

refers to the emotional connections between people and the extent to which

individuals seek to establish relationships with others, particularly one-on-one

relationships (Waterman & Rogers, 1996).

The FIRO-B instrument measures the extent to which each of these interpersonal

needs is expressed or wanted (Schnell & Hammer, 1993). Expressed needs refer to

behaviours individuals demonstrate toward others, whereas wanted needs refer to

behaviours individuals prefer to have exhibited toward them by others (Schutz,

1958).

Further In this there is two facts need to be taken into account; one is the “Expressed

behaviour – individual initiates that people have a particular motivation” and the other

“Wanted behaviour –how the people desire and take motivation by another person.”

After taking the test the results are shown in the Table 2. It seems that author scores

are relatively high level, medium and low level of the respective categories;

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‘expressed inclusion’ (5), ‘wanted affection’ (4) falls under the medium score for the

author and ‘expressed control (7) at a high scores and lowest scores were in relation

to ‘expressed affection’ (3) followed with ‘wanted inclusion’ (0) and ‘wanted control’

(1). The scores are bit contrasting for the two elements relating to ‘control’ that

makes myself under the category that author will feel more comfortable and stable

under expected environment where others take the lead. Low score under the

‘wanted inclusion’ suggest that author might not want to be noticed. The main

disadvantage of this model is hard to deal with people when they have suffered for

serious situations such as divorce, new jobs, and the death of parents etc.

Table 2: FIRO-B Scoring Grid

2.3.2. Tolerance of Ambiguity

Tolerance for ambiguity may be defined as “the tendency to perceive ambiguous

situations as desirable”; intolerance for ambiguity may be defined as “the tendency to

perceive (i.e., interpret) ambiguous situations as sources of threat.”  An ambiguous

situation has been defined as “one which cannot be adequately structured or

categorized by the individual because of the lack of sufficient cues” (Budner, 1962). 

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Budner divide tolerance of ambiguity into three Parts –

1) Novelty: It can include unusual and unfamiliar situation.

2) Complexity: It can be include the multiple and unrelated information

3) Insolubility: It can include tolerant of problems, which are getting to solve the

given difficulty.

Depending on the class hand- out provided by University of Bolton, the upper

quartile and lower quartile of 63 is 49. Those who score 40-represent lower tolerance

to uncertainty and high score 60 are higher tolerance to ambiguity. Lower total

scoring results indicate an increased Tolerance of Ambiguity (ToA) with research

suggesting mean values differ from 43 to 56 (Aven et al, 2002). From this model,

when author test his scored is 74% out of 100%; this shows that my tolerance of

ambiguity is far better. Further details refer Appendix 2.

2.3.3. Rokeach’s Value System

Developed by the social psychologist Milton Rokeach (1973), the Rokeach Value

System (RVS) is a classification of personal values divided into two sets of eighteen

individual values; terminal concerned with “end states of existence” and instrumental,

concerned with “modes of conduct” (Rokeach, 1973, p7), each balance goals that an

individual aspires to achieve against the means of behaviour for achievement.

Author did the self-assessment using the Rokesach value system for myself and as

per the option author have choice 5 values from each as shown in the Appendix 3,

author feel the options that have selected fits personality well. As indicated author is

a hard working person and independent, logical, polite and finally responsible makes

a good character of a person and that will be good enough in long run for the future

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success in the carrier. Other option with respect to terminal values author quite

caring person and that is well needed in my profession as a Physiotherapist.

2.3.4. Myers Briggs Indicators and Personality Types-

Developed by Katherine Cook Briggs and her daughter Isabel Briggs Myers from

Jung’s analytical psychological type concept, MBTI (1962) describes the 16 different

personality types that result from the interaction among the 4 preference dichotomies

specified in Jung’s analytical theory (Geyer, 2009);

Author tested using the tool from (www.humanmetrics.com) and got the score as

ENTJ. It reflects that author motived by success in the carriers and enjoy hard work

and ambitious and motivated to organise change. Author quick-witted as far ENTJ

persons are concern. Ready to take initiatives to improve the existing systems and to

implement or find better solutions. Author tends not to fall in emotion during my work

and that as shown clearly from the test. Refer Appendix 4 for further details.

2.3.5. Locus of Control

Within psychology, Locus of Control is considered to be an important aspect of

personality.  The concept was developed originally Julian Rotter in the 1950s Locus

of Control refers to an individual's perception about the underlying main causes of

events in his/her life.  Or, more simply: Do you believe that your destiny is controlled

by yourself or by external forces (such as fate, god, or powerful others)? The full

name Rotter gave the construct was Locus of Control of Reinforcement. Two factors

were put in by Rotter, Internal Locus of Control: - “life is depending upon hard work

and effort for getting success” and External Locus of Control: - “This man believes in

destiny and luck, and does things on his or her control”. (Rotter, 1966). See the

Figure 1 that gives a clear picture.

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Figure. 1: Locus of Control Source: Anon. (2012a), Locus of Control: Are

you in Charge Of your Destiny.

A locus of control orientation is a belief about whether the outcomes of our actions

are contingent on what we do (internal control orientation) or on events outside our

personal control (external control orientation)." (Zimbardo, 1985, p. 275)

Scores range from 0 to 13.  A low score indicates an internal control while a high

score indicates external control. From the test author have scored 3 in that case it

seems that author believe in over self more rather than other people’s opinion or

luck. Refer Appendix 5 for further details.

2.3.6. Johari Window

The Johari Window is a communication model that is used to improve understanding

between individuals. The word "Johari" is taken from the names of Joseph Luft and

Harry Ingham, who developed the model in 1955. There are two key ideas behind

the tool: That you can build trust with others by disclosing information about yourself.

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That, with the help of feedback from others, you can learn about yourself and come

to terms with personal issues. (Mindtools, 2013).

Author will put myself in selecting from a fixed list of adjectives, and later asked my

friends and colleagues to list you from the same list will give a picture of what others

think of you with the respect to the adjectives that you have selected is mapped with

their thoughts are it is quite different or overlapping. Johari window models list of

adjectives are shown in Table 3.

For Self-evaluation author picked up 6 words (Calm, Cheerful, Energetic, Helpful,

Independent and Organised) which describe about over self.

Table 3: Johari Window Model’s [List of adjectives] Source: http://www.managing -change.net/johari-window-model.html.

Author has tested with the tool and the details are attached under the Appendix 6.

2.3.7. 16 Personality Factor (PF) Model

Developed by Raymond Cattell and cited by Catell (2007), 16PF questionnaire builds

into an overall individual personality profile by measuring the unique characteristic

styles of “thinking, perceiving and acting” (Cattell (a), 2007, p4).

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Sixteen individual primary personality factors influence global factor. In this model,

author has two high score; Perfectionism (73%) and Apprehension (66%) followed

by Reasoning (62%), Openness to change (60%). My lowest scores was the

Privateness (26%). Under my opinion and in general view of various authors

suggested that the personality traits can vary depends on the mood of the person as

well their culture difference from person to person. For further details please do refer

Appendix 7.

2.3.8. Cognitive Style Indicator – Scoring

McFadden states that most definitions of learning style as well as cognitive style,

illustrate variations in individual information processing and that no single definition

for learning style or cognitive style has been identified (McFadden, 1986). Cools and

van de Broca (2007) to develop an indicator of cognitive style. The main objective

of this tool is that as an individual receives and responds to the information in an

effective way to make a decision, the tool is divided into three parts namely

a) Knowing, Planning and Creating.

Applying the tool author has derived with the scores for over self, which is shown in

Table 4; full detail calculations please do refer Appendix 8. Author has put the result

of mine with that of the scores of the managers in US, which were given to us in the

table below.

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Cognitive

Style

Santosh US Managers

Mean Score S D from the Mean

Knowing 4.00 3.89 0.65

Planning 4.00 3.78 0.77

Creating 3.17 4.01 0.60

Table 4: Cognitive Styles

The most preferred approach will be the knowing and planning style and for which

author score is high and that demonstrates that author more towards structure

approach in taken decision depend on the situations. Creating style got a score of

3.17 that scored low but even then it is good to have all the combination of styles

that makes more interesting for a person’s personality rather than focusing on one

single style.

2.3.9. Learning Style Inventory

This style will give you your own personal learning styles. Author did the test through

the [http://www.personal.psu.edu/bxb11/LSI/LSI.htm], when author completed the

test have found that author style is Visual learner. Author mainly prefers to interact

through visuals that make my learning process easier rather than AUDITORY or

TACTILE learning process. Refer Appendix 9 for full details of the test with the

result. Test result had given a correct picture of author and the way he prefer to learn

and style of learning.

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2.3.10. Conflict Management

Conflict can be between individual, between groups of people or even within a group

of people. So organisation as to be prepared to manage any situation, for which they

need to keep a constant look out of signs of conflict and take preventive measures

before it escalates. “Research on conflict management shows that it depends

largely on the individual characteristics of managers” (Wood, 2006, inter alia, p.469).

Whereas “The process of ending a disagreement between two or more people in a

constructive fashion for all parties involved” is called conflict resolution. The Thomas-

Kilmann Conflict Mode Instrument (TKI) assesses an individual’s behavior in conflict

situations—that is, situations in which the concerns of two people appear to be

incompatible (Source: “Conflict and Conflict Management” by Kenneth Thomas in

The Handbook of Industrial and Organizational Psychology, edited by Marvin

Dunnette (Chicago: Rand McNally, 1976). Figure 2 illustrates the five conflict-

handling modes.

Figure 2 Managing Conflicts

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Author took the test using the TKI analysis and scores are stated as for Compromise

(7) and Accommodating (7), which was the lowest score; for Competing (12),

Collaborating (10) and Avoiding (9) were the scores secured. Author never like to

compromise on own work or commitments that is author strength. Author need to

improve on leadership skills and negotiating style so that when author taking

managerial position it will be more helpful to attain my higher objectives and goals.

Conflict is inevitable, so only option is to diagnose earlier and taken preventive action

or be prepared for any conflict situation and have a strategic in place to cope with it.

Since any organisation prefers to solve the issue as soon as possible and they don’t

want to face any conflicts that will affect the production. Conflict management is an

art and that can be learner over a period of time when we get more experience in our

work.

2.4. SWOT Analysis

SWOT is an acronym for Strengths, Weaknesses, Opportunities, and Threats.

The SWOT analysis helps organizations assess issues within and outside the

organization. The SWOT analysis, made up of an assessment of strengths,

weaknesses, external opportunities and threats from competition, provides an outline

for strategic decision-making (Franki Colbert, 2013). SWOT can be best used for

self-evaluation of one self as well. Table 5 illustrates in a nutshell the overall

summary of author using the SWOT, which is taken mainly from the analysis done

from the earlier personality traits as well the tools used in the self-assessment in the

above section. The details that are consolidated in the table gives a clear view of the

strength and weakness and in which way it can be overcome in near future. Most of

analysis done by different models above was very useful for my future carrier.

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Strengths Weaknesses

Calm, Cheerful, Energetic, Helpful, Independent and Well Organised

Motivate other people Self-Knowledge Hard work Good rapport with the

patients/clients Caring Approach

Difficult in managing conflict, needs improvement

Sensitivity and less awareness of Social skills

Over confidence sometime times Creativity is less Less in feeling Work for long hours and expect

others as well to follow

Opportunities Threats

My hard work leads to success path management skills

Introducing a new plan for hospital organizations capability and make it more stronger

Improve or learn new techniques to keep pace with the new trends

Change in technology innovation may have an impact

Lack of awareness to threat for my future growth

Need to constantly update knowledge in my flied of work or else it will be outdated

Table 5 -Strengths, Weaknesses, Opportunities and Threats (SWOT)

3. ANALYSIS SECTION

3.1. Critical Work Experiences and Incidences

This part of the section will discuss the real life work situations which author feel will

highlight a number of key development needs.

3.1.1. Incidence No.1 – Lack of Communication and Mishandling of Situation

When author was working with Medi-Square Hospital, Indore (India) as a

physiotherapist and came across a situation where author need to handle a new

junior doctor in our physiotherapy department. He was new and very eager to work

and was performing well and working hard as well for few weeks. Later after a month

Author saw a bit different attitude in him, for example earlier he used to work after his

office hours but now he finishes his work and want to leave on time. It is good but in

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our profession on time leaving the hospital is not feasible if a patient’s need to be

attended after hospital hours and as well we also need to take up night shifts on a

routine basis. One day author wanted him to take up the night shift, he was happy to

take up but he demanded that he been paid for the extra hours he worked for. Author

was shocked on this attitude and refuses to listen to him and told that it is not

possible for extra hours of work will not be paid. He was not interested to take the

night shift and refused my order and said it is not beneficial for him and his contract

stated to him allow him for the extra hours he will be paid; this made angry and I was

almost lost my temper at him and asked he don’t have any choice and he need to

work the night shift. Author was bit hard on him at that moment. He did the night shift

on that day, but author went and reported the incident to Head of department doctor

the next day and made a complaint against him for not obeying my direct order at the

start.

Later when the Head doctor consulted the Human Resource Department it was

known that the junior doctor had a contract that clearly stated that he is supposed to

work only for 6 hours in day time and if any extra hours he stay back or take up night

shift he will be paid accordingly. Author was conveyed the message by the Head

doctor; I felt author acted bit harsh on the junior doctor and author should have listen

to him and called Human Resource Department to double confirm the status before

author gave the order to the junior doctor. Miscommunication has led to the issue

and has created a bad rapport with the subordinate staff. A fraction of moment if

author might have taught about the decision and have taken at that moment might

have changed the situation in a different manner rather than having a

misinterpretation with the junior doctor and making a complaint against him without

even cross checking the terms and condition of this employment with human

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resource department. It is clear from the FIRO-B model that author have a good

control but do lag in getting the things done in right way, were my affection towards

others are not that much importance for me, this had led to the drastic decision on

mine without consulting or listening to the junior doctor author took the decision.

Authors do lag in managerial skills and it shows my overconfidence as a weakness

from the SWOT analysis of author. When author think about the incident author feel

that should have showed more control on my junior and treat him good.

From the incidence above, it clearly indicates author personality traits found out from

the self-assessment evaluation that author a charm and patience person but don’t

listen to others when it comes to decision making, due to my short temper attitude.

Test results from the my tolerance of ambiguity was much better with the overall

score of 74% out of 100%, this change might have taken place by now because of

the time and experience author went through after many years and understand the

roles and responsibilities taken in due course of job carrier.

3.1.2. Incidence No.2 – Organising an Event on Independence Day

When working with Medi-Square Hospital, Indore (India) as a duty doctor in the

hospital author was assigned by the senior doctor to organise for an event on the

Independence Day; it was about the free health check-ups and health awareness for

the healthy life style. Author was given ten junior doctors to support me and organise

the event. All the ten junior doctors knew author earlier so I thought it would be an

easier task to complete the work. But to my expectation it was not that easy what I

thought, author call for a meeting but only 6-7 junior doctor turn up; the rest get busy

with the patients during the meeting time so author need to arrange another meeting

with them separately. Author loses patience sometime when the work allocated to

them is not completed on time as expected. Author is a well organised person and

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want everybody to be the same as myself; this led to conflict of interest and some of

the junior doctors started showing discomfort and not interested to take the

assignment since it is out of their working hours and not extra monetary benefits they

are going to get it; Author want them to come on Saturdays and Sunday but few

refuse it to come over. Author expect to work every one for long working hours and

don’t mind Saturday and Sunday as from my personality traits test show that but

author should not expect the same from others; but do expected them to work with

me. The presentation for the health talk needs to be presented for 1 hour on that day

apart from the regular health check-ups. So author proposed the visual approach to

do the presentation as my style is visual learner form the analysis of Learning Style

Inventory also shown that; but few of the junior were not very keen in that, they

suggested having booklets as well so that once the presentation is over the audience

can take back the booklet with all the information for them to read at home in their

leisure time and know more about the

Health care and health tips; but author was totally against it; this shows author

weakness of not accepting other views, these personality traits were author need to

improve on from the analysis in the earlier section as shown it. Under the Conflict

Management author scored for Compromise (7) that indicates need improvement in

this area and need to listen and consider others view as well and not just stick with

own opinion and consider that personality style will apply to every one of them.

Cognitive Style Indicator shows under Creating Style author scored 3.17 which

suggest that openness to possibilities need to be explored; but author didn’t do at the

point of time; which author feel over the period of time author will improve on that.

On the day of the event three of staffs did not turned up, when author called them all

the three staff said the same reason as fever and vomiting since they had dinner day

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before at a food court and they predict it is food poison and that is why they can’t

make it for the event. Author did not expect such a situation to happen on that day.

Although the situation was very difficult still author tried to be calmer relaxed and

focused on work and to find out alternatives at that point of time. The situation was

weird since author did not have any alternate options left out and felt it was biggest

mistake. Author believes in hard work and dedication and thought everything was in

my control. But sometime you can’t predict the future and the fate. As from the test

result of Locus of Control it seems that you can’t control others and sometime luck

don’t always favour as you think. Author was in an opinion that my point of view was

everything can be in control and there is no such thing called as fate and luck. It

proved wrong.

3.1.3. Incidence No.3 – Emotion in Work Place

Emotion is a thing which can’t be known when it will burst out and how we need to

control on it. If a person has the ability to control ones emotion then he can be the

leader in this personality style and grow up in the carrier ladder; it can be said as

contradicting but it is fact if you want to be a leader. At work place author come

across everyday different patients with different problems and issue and they most of

the time they discuss with me; since the therapy session last 30 minutes to one hour.

Sometime the patients become too emotional and start crying and shouting at us due

to pain. Author had a lady patient aged around 35 years and she had shoulder pain

due to excess stress and workload in her office; so she visit the hospital every week

once and request me to be her therapist. One day she was too emotional since she

broke up with his boyfriend and had a quarrel with his supervisor in the office and

she is scare that when she goes next week to the office she might be fired from her

job. So she was almost crying and as a therapist I know her quite well, so thought for

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a moment and told her to be clam and relax and don’t think too much about the

issue; but still author could not consolidate her and all of a sudden she starting

shouting at me with anger were author was nothing to do with it. Author lost my

temper for a while but I didn’t show out, since she was my patient and as a therapist

author need to do my job. As my profession is concern author need to be clam and

make others happy and try them to motivate them from they’re suffering and show

them there is life beyond pain. Author controlled my emotions well and acted smartly

and try my best to consolidate her and gave her my senior doctor number to contact

her so she could help her out from her stress; later she thanked me for my kind

support and advice; she also felt bad about her behaviour and apologised with me.

It shows my personality traits from Johari window that author calm and helpful. As

well form the Myers-Briggs Type Indicator I have been scored as ENTJ persons; this

reflects that author tend not to fall in emotion during my work and that as shown

clearly from the test. At the end it seems that most of the test author done on over

self-using various models have shown that most of it do fit in correctly and it more

closely mapped with author personality.

3.2. Developmental Objectives (or Personal Development Plan)

Personal Development Planning is a structured and supported process undertaken

by an individual to reflect upon their own learning, performance and / or achievement

and to plan for their personal, educational and career development and the list goes

on (PLMDS, 2010)

3.2.1. Developmental Objective No.1 (or Personal Development Plan No.1)

Objective #1 Communication and misunderstanding will be crystal-clear at

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the Workplace

How the objective will be attained

More Involvement in the department staff and to know them well and build a good rapport.

Always mindful about the coming problem. Always try to be flexible at workplace. Improve on the communication barriers and understanding the

need of others; try to improve on the weakness in the area to achieve the goal.

Always ask and communicate with the seniors before taking any drastic decision of my own that might create misunderstanding with the subordinates.

Improve by having more interaction with the team; and change attitude of just asking junior to follow orders without any questions asked.

How improvement will be monitored

By doing self-analysis to evaluate myself and try to improve on my weakness.

Make a check list on the identified weakness and try to prioritising the highest weakness and try convert it to my opportunities

How things

will be

different

once I

reached

those goals

Confident at workplace. Communication with colleagues and seniors will be clearer. Good rapport will be established with the junior staff that will

create a good work environment. Coordination among the junior staff will be well established

and monitored with less supervision

3.2.2. Developmental Objective No.2 (or Personal Development Plan No.2)

Objective #2 Ability to Improve on dealing with conflict effectively

How the objective will

Hold regular meeting with junior staff formal as well informal that will lead to better understanding of them

23

be attained personally as well. Good understanding and self-knowledge make the conflict

much easier to resolve Consult with the senior staff in case of a doubt in taking a

decision by yourself Analyse the problem and come up with a solution that

helps all parties. Suggestion box can be used for providing inputs Analysis the situation to find if any strategies are

inappropriate. So be well prepared for any eventuality since conflict is inevitable

How improvement will be monitored

Through Self-assessment try to find the root cause of the conflict and once the action taken on it; see to that whether the action as solved the issues or not.

Feedback provided by the junior staffs are taken note off and discussed with the management for earlier resolution and timing action.

Try different strategies to deal with various types of conflicts rather follow same approach.

How things will be different once I reached those goals

Will get a clear direction on how to face the situation and stick with the target.

More attention to the work. Self-confidence and self-esteem will be higher.

3.2.3. Developmental Objective No.3 (or Personal Development Plan No.3)

Objective #3 Managerial skills to be improved

How the objective will be attained

Being a calm person and well organised are the key factors for a success to be a good manager for which you build trust among your junior staff

Informal meeting and Social networking with the staff will bring you close to know them better

Update your skills technical as well managerial skills by constantly learning from the seniors and also ask others to

24

give their feedback about your managerial skills; to know yourself better

Ability in self believe will take to a higher limits; provide guidance and training the junior staff. Share knowledge with junior staffs by whichever way you could help them out.

How improvement will be monitored

I’m independent and take my own decision without consultation with the peer, take a more group orientated approach.

Encourage junior staff by providing rewards if they performance is better-improved compare to the earlier period of service.

Motivate the staff and learn to criticise as well allowed to be criticised this will give a broader picture of what the subordinates think about you.

How things will be different once I reached those goals

Will gain the confidence of the junior staff as their supervisor and in the near future it will create a path for my own carrier growth to attain senior position.

BIBLIOGRAPHY

Anonymous (2012c), The Johari Window: Creating Better Understanding between Individuals and Groups [Online] Available at

25

<http://www.mindtools.com/CommSkll/JohariWindow.htm> [Accessed on 11/10/2013]

Cattell, H. E. P. (2007). Exploring your 16PF Profile. Institute For Personality and Ability Testing (IPAT).

Cattell, R. B. (1990). Advances in Cattellian personality theory. In L. A. Pervin (Ed.), Handbook of personality: Theory and research (pp. 101-110). New York: Guildford.

Cools, E., & Van den Broeck, H. (2007). Development and validation of the Cognitive Style Indicator. Journal of Psychology: Interdisciplinary and Applied, 141(4), 359-387.

Conn, S. R., & Rieke, M. L. (1994). The 16PF Fifth Edition Technical Manual. Champagne, IL: Institute for Personality and Ability Testing, Inc.

Daniel. F. Predpall, ‘Developing Quality Improvement Processes In Consulting Engineering Firms’, Journal of Management in Engineering, pp 30-31, May-June 1994

DeRoma, V. M., Martin, K. M. and Kessler, M. L. (2003) ‘The relationship between tolerance for ambiguity and need for course structure’ Journal of Instructional Psychology Volume 30 (2), pp.104-110

Franki Colbert, (2013), Definition of a SWOT Analysis, [Online] Available at <http://smallbusiness.chron.com/definition-swot-analysis-43274.html> [Accessed on 12/10/2013]

George, J.M., and Jones, G.R. (2008), Understanding and Managing Organizational Behavior, 5th ed., New Jersey: Pearson Education.

Hammer, A. L., & Schnell, E. R. (2000). FIRO-B® technical guide. Mountain View, CA: CPP, Inc.

Joshua M Freedman [et al.]. 1998, Handle with care : the emotional intelligence activity book, Illustrated edition published in San Mateo, California

Judge, T.A., Bono, J.E., Ilies, R., and Gerhardt, M.W. (2002), Personality and Leadership: A Qualitative and Quantitative Review, Journal of Applied Psychology, Vol. 87 (4): pp.765-780

MBTI® Basics, [Online] Available at <http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/> [Accessed on 11/10/2013]

PLMDS, (2010), A Definition of Personal Development [Online] Available at <http://plmds.hubpages.com/hub/A-Definition-of-Personal-Development> [Accessed on 12/10/2013]

Rokeach, M. (1973). The Nature of Human Values. New York: The Free Press.

26

Rotter, J. (1966). Generalized expectancies for internal versus external control of reinforcements. Psychological Monographs, 80, Whole No. 609.

S. Budner, S. 1962. “Intolerance of Ambiguity as a Personal Variable.”   Journal of Personality,  30  (1), 29-50. 

Salovey, P., Mayer, J. D., Goldman, S. L., Turvey, C., & Palfai, T. P. (1995). Emotional attention, clarity, and repair: Exploring emotional intelligence using the Trait Meta-Mood Scale. In J. W. Pennebaker (Ed.), Emotion, disclosure, and health (pp. 125-154). Washington, DC: American Psychological Association.

Schnell, E. R., & Hammer, A. (1993). Introduction to the FIRO-B in organizations. Palo Alto, CA: Consulting Psychologists Press, Inc.

Schutz, W.C. (1958). FIRO: A three dimensional theory of interpersonal behavior. New York: Holt, Rinehart, and Winston.

Waterman, J.A., & Rogers, J. (1996). Introduction to the FIRO-B. Palo Alto, CA: Consulting Psychologists Press, Inc.

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APPENDECIS -

Appendix 1: Big five personality traits-

Source: http://personality-testing.info/tests/BIG5.php

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Appendix 2: Tolerance of Ambiguity

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Source- http://www.psyctherapy.com/Enrolled/Activities/ToleranceForAmbiguityScale.htm

Appendix 3: Rokeach Value System

Source: Http://faculty.spokanefalls.edu/InetShare/AutoWebs/../RokeachValueSystem

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Appendix 4: Myers Briggs Indicators and Personality Types - Result

1. You are almost never late for your appointments

YES   NO2. You like to be engaged in an active and fast-paced job

YES   NO

3. You enjoy having a wide circle of acquaintances

YES   NO

4. You feel involved when watching TV soaps

YES   NO

5. You are usually the first to react to a sudden event, such asthe telephone ringing or unexpected question

YES   NO

6. You are more interested in a general idea than in the details of its realization

YES   NO

7. You tend to be unbiased even if this might endangeryour good relations with people

YES   NO

8. Strict observance of the established rules is likely to prevent a good outcome

YES   NO

9. It's difficult to get you excited

YES   NO

10. It is in your nature to assume responsibility

YES   NO

11. You often think about humankind and its destiny

YES   NO

12. You believe the best decision is one that can be easily changed

YES   NO

13. Objective criticism is always useful in any activity

YES   NO

14. You prefer to act immediately rather than speculateabout various options

YES   NO

15. You trust reason rather than feelings

YES   NO

16. You are inclined to rely more on improvisationthan on prior planning

YES   NO

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17. You spend your leisure time actively socializingwith a group of people, attending parties, shopping, etc.

YES   NO

18. You usually plan your actions in advance

YES   NO

19. Your actions are frequently influenced by emotions

YES   NO

20. You are a person somewhat reserved and distant in communication

YES   NO

21. You know how to put every minute of yourtime to good purpose

YES   NO

22. You readily help people while asking nothing in return

YES   NO

23. You often contemplate the complexity of life

YES   NO

24. After prolonged socializing you feel you needto get away and be alone

YES   NO

25. You often do jobs in a hurry

YES   NO

26. You easily see the general principle behindspecific occurrences

YES   NO

27. You frequently and easily express your feelings and emotions

YES   NO

28. You find it difficult to speak loudly

YES   NO

29. You get bored if you have to read theoretical books

YES   NO

30. You tend to sympathize with other people

YES   NO

31. You value justice higher than mercy

YES   NO

32. You rapidly get involved in the social lifeof a new workplace

YES   NO

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33. The more people with whom you speak, the better you feel

YES   NO

34. You tend to rely on your experience rather thanon theoretical alternatives

YES   NO

35. You like to keep a check on how thingsare progressing

YES   NO

36. You easily empathize with the concerns of other people

YES   NO

37. You often prefer to read a book than go to a party

YES   NO

38. You enjoy being at the center of events in whichother people are directly involved

YES   NO

39. You are more inclined to experiment thanto follow familiar approaches

YES   NO

40. You avoid being bound by obligations

YES   NO

41. You are strongly touched by stories about people's troubles

YES   NO

42. Deadlines seem to you to be of relative, rather than absolute, importance

YES   NO

43. You prefer to isolate yourself from outside noises

YES   NO

44. It's essential for you to try things with your own hands

YES   NO

45. You think that almost everything can be analyzed

YES   NO

46. Failing to complete your task on time makes you rather uncomfortable

YES   NO

47. You take pleasure in putting things in order

YES   NO

48. You feel at ease in a crowd

YES   NO

49. You have good control over your desires and temptations

YES   NO

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50. You easily understand new theoretical principles

YES   NO

51. The process of searching for a solution is moreimportant to you than the solution itself

YES   NO

52. You usually place yourself nearer to the sidethan in the center of a room

YES   NO

53. When solving a problem you would rather followa familiar approach than seek a new one

YES   NO

54. You try to stand firmly by your principles

YES   NO

55. A thirst for adventure is close to your heart

YES   NO

56. You prefer meeting in small groups over interactionwith lots of people

YES   NO

57. When considering a situation you pay more attention tothe current situation and less to a possible sequence of events

YES   NO

58. When solving a problem you consider the rational approach to be the best

YES   NO

59. You find it difficult to talk about your feelings

YES   NO

60. You often spend time thinking of how thingscould be improved

YES   NO

61. Your decisions are based more on the feelingsof a moment than on the thorough planning

YES   NO

62. You prefer to spend your leisure time alone or relaxing in a tranquil atmosphere

YES   NO

63. You feel more comfortable sticking toconventional ways

YES   NO

64. You are easily affected by strong emotions

YES   NO

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65. You are always looking for opportunities

YES   NO

66. Your desk, workbench, etc. is usually neat and orderly

YES   NO

67. As a rule, current preoccupations worryyou more than your future plans

YES   NO

68. You get pleasure from solitary walks

YES   NO

69. It is easy for you to communicate in social situations

YES   NO

70. You are consistent in your habits

YES   NO

71. You willingly involve yourself in matterswhich engage your sympathies

YES   NO

72. You easily perceive various waysin which events could develop

YES   NO

Your age: 25 to 29

Gender: Male

Score It!

Humanmetrics Jung Typology Test™

Your Type

ENTJ

Extravert(44%)  iNtuitive(12%)  Thinking(25%)  Judging(67%)

You have moderate preference of Extraversion over Introversion (44%)

You have slight preference of Intuition over Sensing (12%) You have moderate preference of Thinking over Feeling (25%) You have distinctive preference of Judging over Perceiving (67%)

Source: http://www.humanmetrics.com/cgi-win/jtypes2.asp

35

Appendix 5: Locus of Control

36

Source: http://www.psych.uncc.edu/pagoolka/LC.html

37

Appendix 6: Johari Window

Explaining the Johari Window The Johari Window is shown as a four-quadrant grid,

which you can see in the diagram below.

The four quadrants are:

1. Open Area (Quadrant 1) This quadrant represents the things that you know about

yourself, and the things that others know about you. This includes your behavior,

knowledge, skills, attitudes, and "public" history.

2. Blind Area (Quadrant 2) This quadrant represents things about you that you aren't

aware of, but that are known by others. This can include simple information that you

do not know, or it can involve deep issues (for example, feelings of inadequacy,

incompetence, unworthiness, or rejection), which are often difficult for individuals to

face directly, and yet can be seen by others.

3. Hidden Area (Quadrant 3) This quadrant represents things that you know about

yourself, but that others don't know.

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4. Unknown Area (Quadrant 4) This last quadrant represents things that are

unknown by you, and are unknown by others.

Source: http://www.mindtools.com/CommSkll/JohariWindow.htm#sthash.WhIcc4SZ.dpuf

To get started, pick the five or six words that you feel best describe you, from the list

below:-

39

I sent the link to my friends to fill in the http://kevan.org/johari?name=San chour and got the

feedback as below:

40

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Appendix 7: 16 Personality Factor (PF) Model

Factor Percentage

Score

Warmth 55%

Reasoning 62%

Emotional stability 54%

Dominance 40%

Liveliness 50%

Rule-

consciousness

58%

Social Boldness 48%

Sensitivity 50%

Vigilance

58%

Abstractedness 40%

Privateness 26%

Apprehension 66%

Openness to

change

60%

Self-Reliance 50%

Perfectionism 73%

Tension 46%

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Appendix 8: Cognitive Style Indicator – Scoring

43

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Appendix 9: Learning Style Inventory

ABOUT THE THREE STYLESIf you are an AUDITORY learner, you may wish to use tapes. Tape lectures to help you fill in the gaps in your notes. But do listen and take notes, reviewing notes frequently. Sit in the lecture hall or classroom where you can hear well. After you have read something, summarize it and recite it aloud.

If you are a VISUAL learner, then by all means be sure that you look at all study materials. Use charts, maps, filmstrips, notes and flashcards. Practice visualizing or picturing words/concepts in your head. Write out everything for frequent and quick visual review.

If you are a TACTILE learner, trace words as you are saying them. Facts that must be learned should be written several times. Keep a supply of scratch paper for this purpose. Taking and keeping lecture notes will be very important. Make study sheets.

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