BSB124 Portfolio.docx

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Department
Management and Human Resources
Course
BSB124
Professor
A.C.
Semester
Fall

Description
1.0 Introduction Australian Business Leaders (Australian Institute of Management, 2007) identified certain attributes that are important in the workforce, including communication skills and the ability to reflect, learn and grow from experience for continuous professional development. Thus, this assessment was designed on the sole basis to allow students to reflect on their current competencies, identify weaknesses and set SMART goals to improve them for professional development. In this portfolio, I will be discussing about my intrapersonal effectiveness using the NEO IPIP test, which follows by my preferred team role based on Belbin’s Self Perception Inventory and CATME analysis in the interpersonal effectiveness section. By doing so, I can set SMART goals based on the evaluation of my strengths and weaknesses. This will help me in improving myself and achieving my ambition of becoming a partner of a top tier accounting firm. 1 2.0 Intrapersonal Effectiveness Intrapersonal effectiveness is defined as the process of understanding and improving oneself, including strengths, weaknesses and personality (De Janasz, Wood, Gottschalk, Dowd & Schneider, 2006). Psychometric tests were widely used in organisational settings to identify individuals’ strengths, limitations, coping style and attitudes for the implantation of strategies to achieving particular goals (Weiner, 2004). I have decided to use NEO International Personality Item Pool (NEO IPIP) to evaluate my interpersonal effectiveness because of the many researches that supported its validity and consistency. Besides the empirical research by Costa and McCrae (1992), researchers in New Zealand (Guenole & Chernyshenko, 2005) also found that the IPIP scales have good internal consistency, relate strongly to major dimensions of personality assessed and can be used reasonably confidently in subpopulation. I considered it as a useful and reliable taxonomy for personality research. 2.1 NEO IPIP and Personal Development The NEO IPIP test that I have done is a 50-item questionnaire that calculates my score for five dimensions – neuroticism, extraversion, openness to experience, agreeableness and conscientiousness (Costa & McCrae, 1992). Collectively, they are known as the Big Five Model of Personality. Table 1 shows how I scored on the NEO IPIP test: Dimensions Score Agreeableness 47 Openness to Experience 44 Conscientiousness 34 Extraversion 31 Neuroticism 30 Table 1: YingLing’s NEO IPIP Results (Costa & McCrae, 1992) 2 Based on Table 1, my highest score is agreeableness, a trait which describes individual in being likeable, warm considerate and harmonious in relationship with other (Graziano & Tobin, 2009, p. 46). This is important for my career development in becoming a partner because I need to have the people skills for relationship development with clients (Wilson, 2012). I was involved in the preparation of a welcome party for the new batch of international students when I was studying my pre-university programme in Malaysia. The organising committee is culturally diverse, with students from Indonesia, Malaysia, Korea and Tanzania. On top of that, there was age diversity too. The president was only sixteen-year-old, with little experience in managing an event. Due to the cultural and age differences, conflicts were easily formed. Hence during meetings, I tried to engage the conflicts in a positive way to prevent any major collision. This may be explained by the fact I have high agreeableness. Reports demonstrate that individuals with high agreeableness are more likely to engage in more constructive conflict resolution tactics compared to their peers because of their underlying motivation to get along with others (Graziano & Tobin, 2009). Furthermore, I was involved in my college’s Yearbook Committee, the Organising Committee for a conference and even became a volunteer teacher at a Somali refugee centre in Malaysia. I believe that my drive to volunteer is also fuelled by my openness to experience, a characteristics where individuals are “willing to entertain novel ideas and unconventional values” and that “their lives are experientially richer” (Costa & McCrae, 1992). Without the will to take up challenges, I would never take up various roles and experience different things. On the other hand, comparing my score on agreeableness and openness to experience, my conscientiousness, extraversion and neuroticism level is relatively low. Conscientiousness is seen as being efficient, organised, dutiful, thorough, self- disciplined (Costa & McCrae, 1992) whereas extraversion is characterized by traits such as assertiveness, activity, positive emotionality, and sociability (John & Srivastava, 2008). Meanwhile, neuroticism is defined as a characteristic reflecting the propensity to feel negative effects, such as anxiety, anger and depression (Costa & McCrae, 1992). 3 Although a moderate level of neuroticism is a good indication of emotional stability, being moderately conscientious and extravert can be seen as indecisive, non-persistent, vague and non-committal (Witt, 2002, p. 839). Besides proving that high conscientiousness is related to strong work ethic, dependability and organisation skills (Jawahar & Carr, 2007), a combination of high conscientiousness and extraversion is also positively associated with leadership development (Bartone, Eid, Johnsen, Laberg & Snook, 2009). This is unfavourable for me as my goal in becoming a partner of an accounting firm requires me to have strong work ethics in navigating complex client issues, management skills, flexibility, interpersonal skills, as well as eluding leadership behaviour (Wilson, 2012). Therefore, in order to improve my extraversion and conscientiousness dimension, I set the following goals, one for each dimension, based on the SMART criteria – specific, measureable, achievable, relevant and time-bound (Hogan, 2009, p. 16). For my extraversion-related goal, starting from Semester 2 2013, I will raise my opinions in tutorial classes, be it Computerised Accounting System, Company Accounting, Finance 1 or Qualitative Methods for Economics and Finance, as suggested by Professor William Fleeson, a psychology professor in Wake Forest University (Juttla, 2012). I will then seek feedback from the tutors by the end of the semester to evaluate my performance. As for my conscientiousness-related goal, I will keep a diary for the record of tasks and deadlines. By the end of the semester, I can judge my organisational skills by looking back at the diary. 4 3.0 Interpersonal Effectiveness Interpersonal effectiveness is the ability to manage conflict, to build and manage high- performance teams, to conduct efficient meetings, to coach and counsel employees, to provide negative feedback in constructive ways, to influence others' opinions, and to motivate and energize employees (Whetten & Cameron 2011, p.130). In short, interpersonal effective is the ability to interact with others effectively. 3.1 Belbin’s Self Perception Inventory Teamwork can be defined as a team of people with distinct roles, working closely and interdependently to team’s objectives or complete a clearly defined, challenging task (Woods and West, 2010). Hence, using the Belbin’s Self Perception Inventory, I will be discussing on my preferred role for an effective team. The model was created for team formation purpose, where according to Belbin (1981), a productive team includes a variety of members with different preferred roles, as different roles complement each other. A series of 43 empirical research related to Belbin’s Self Perception Inventory was examined and on conclusion, the model and its accompanying inventories show adequate convergent validity (Aritzeta, Swailes & Senior, 2007). Another reason I chose this model for my discussion over the Dutch test because I did not experience conflict in my presentation team. 5 Graph 1 shows my preferred team roles based on Belbin’s Self Perception Inventory (1981): Belbin's Self Perception Inventory (1981) Complete-Finisher (CF) Team Worker (TW) Monitor-Evaluator (ME) T Resource Investigator (RI) y p Plant (PL) e Shaper (SH) Chairman (CH) Company Worker (CW) 0 5 10 15 20 25 Score Graph 1: Summary of YingLing’s Belbin’s Self Perception Inventory (1981) results Based on the results, the team worker role suits me the best. This did not surprise me because research showed that females scored significantly higher on the role of Team Worker (Anderson & Sleap, 2004). Besides team worker, I am also a complete finisher. This affirms my behaviour
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