Personality testing is something that I have never taken too seriously. In my find, it falls right under the same genre as Cosmo quizzes to figure out what guy is your type or if you’re a good kisser. I know that these tests are not remotely the same, and that there is an actual science behind the official personality tests such as Myers-Briggs, but mentally, these are all lumped together.
I have taken simulated versions of these personality tests to discover I am an ISFJ, but honestly, these results were not a surprise because I already knew that I am introverted, perceive information by sensing, feel out my decisions and a “judger.” I already knew all of this because I am acutely aware of my own person. I know my traits and habits and how these have developed.
I think when applying personality results to the work place, having the answers to a test does not determine how well people will interact with others or their efficiency. I think personal interaction with your employees is the best way to determine someone’s personality. The test results may allow for an employer to have a basic understanding of how the person may act, but there is no guarantee that the person will melt into the mold like jell-o before it solidifies. A person who is typically very efficient may not be so if he/she comes to abhor their job. A typically friendly person may turn cold and snappy if constantly surrounded by people who have bad attitudes. I think a person’s environment has just as much effect on their work place interactions as their own personality.
Yes tests may be somewhat effective in giving an employer an overview of whom he/she may be hiring, but there is nothing to stop the employee from branching out beyond the bounds of the test results.
Wednesday, April 15, 2009
Sunday, April 5, 2009
conflict resolution
My work environment is pretty void of conflicts, which makes it a very pleasant place to be in that aspect. It’s not a “real job” though as much as it is an outlet for student workers, which is where my idea for potential conflict develops. Most of my co-workers are undergrads, and they tend to not care about actually getting any work done. There is very little supervision over my area so I suppose they don’t feel the need to bust their butts in order to get stuff done. Personally, I don’t care what they do. Their work doesn’t affect my work at all, so I do my job and let them do theirs.
There could be a problem, though, were our work-loads and responsibilities to ever intertwine, not just for me, but for anyone else who feels that the work performances were unbalanced. Conflicts could arise over who is pulling their weight and who is leaving their work to be done by others.
To solve this conflict, I think the best course of action would be to address the co-worker directly, without animosity, but simply to share the concern over the work not getting done. If this doesn’t help, I would approach the person again with more force and let it be clearly known what I felt about having to pick up the slack while trying to do my own work. If the issue still doesn’t get resolved, I would for a final time approach my co-worker and let him or her know that if he or she doesn’t start doing their own work, I would be taking the problem to our supervisor. If it came to telling our supervisor about the situation, I would explain my feeling about having to pick up the slack and either ask to be given more independent work or for my co-worker to be addressed.
Personally, I hate confrontation and would be doing well to follow my own plan of action, but conflict is a real part of everyday life and requires appropriate resolution to prevent further problems among co-workers. Being a snitch is never fun, but if your quality of work suffers because of other peoples lack of effort, then I think with fair warning it is a necessary attempt at resolving the problem.
There could be a problem, though, were our work-loads and responsibilities to ever intertwine, not just for me, but for anyone else who feels that the work performances were unbalanced. Conflicts could arise over who is pulling their weight and who is leaving their work to be done by others.
To solve this conflict, I think the best course of action would be to address the co-worker directly, without animosity, but simply to share the concern over the work not getting done. If this doesn’t help, I would approach the person again with more force and let it be clearly known what I felt about having to pick up the slack while trying to do my own work. If the issue still doesn’t get resolved, I would for a final time approach my co-worker and let him or her know that if he or she doesn’t start doing their own work, I would be taking the problem to our supervisor. If it came to telling our supervisor about the situation, I would explain my feeling about having to pick up the slack and either ask to be given more independent work or for my co-worker to be addressed.
Personally, I hate confrontation and would be doing well to follow my own plan of action, but conflict is a real part of everyday life and requires appropriate resolution to prevent further problems among co-workers. Being a snitch is never fun, but if your quality of work suffers because of other peoples lack of effort, then I think with fair warning it is a necessary attempt at resolving the problem.
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