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Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
Personality Powerpoint
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Personality Powerpoint

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This is a presentation of my research project I conducted during my internship in the Human Resources Department at CNU.

This is a presentation of my research project I conducted during my internship in the Human Resources Department at CNU.

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  • According to: H. Robbins & M. Finley. (1995). “Why teams don’t work: what went wrong and how to make it right.” Pacesetter Books. USA.
  • - As a wise man once said…” you create the work environment” – Doug Gallaer - A different person = someone you don’t quite understand, but someone you can, with a sense of puzzlement perhaps, gradually come to appreciate.  the importance of understanding different personality temperaments.
  • To understand what your role and responsibility is as well as others in the office to comprehend how you fit into the big picture!
  • Transcript

    • 1. Personality Profiles & Team Building An comparison of top personality assessments in relation to teams by Emily Lincoln June 2009
    • 2. Advantages of Teams <ul><li>Team= people doing something together </li></ul><ul><ul><li>Increase productivity </li></ul></ul><ul><ul><li>Improve communication </li></ul></ul><ul><ul><li>Teams do work that ordinary groups can’t </li></ul></ul><ul><ul><li>Make better use of resources (brainpower) </li></ul></ul><ul><ul><li>Teams are more creative and efficient at solving problems </li></ul></ul><ul><ul><li>Better goods and services: increased knowledge </li></ul></ul>
    • 3. Team Players in the Workplace <ul><li>“ You create the work environment.” </li></ul><ul><li>- Doug Gallaer </li></ul><ul><li>Embrace the fact that everyone is different. </li></ul><ul><ul><li>Differences can work to benefit the office </li></ul></ul><ul><ul><li>There is not one personality type that is the “right” or “wrong” one. </li></ul></ul><ul><ul><li>We can all come together and work effectively. </li></ul></ul><ul><ul><li>Understanding others strengths and weaknesses is important in understanding how to best work together. </li></ul></ul>
    • 4. Teamwork is vital <ul><li>It is important to be aware of co worker’s responsibilities in order for better understanding. </li></ul><ul><li>A cohesive group: A WORKING TEAM </li></ul><ul><ul><li>Individuals are not solely defined by their specific role </li></ul></ul><ul><li>Encourage yourself and team members to work together to create a workplace you want. </li></ul>
    • 5. Evaluation Approach <ul><li>Researched 5 personality assessments that could be used to evaluate team work potential. </li></ul><ul><li>Found the background, benefits, strengths and validity of each assessment. </li></ul><ul><li>Based on my findings, I recommended an approach that would lead to successful team building. </li></ul>
    • 6. Personality Profiles <ul><li>Galen’s (100 B.C.) came up with 4 temperaments: Choleric, Phlegmatic, Melancholic, and Sanguine. </li></ul><ul><li>Carl Jung said “all people are different in fundamental ways even with the same multitude of instincts that drive them.” </li></ul><ul><ul><li>Psychological types </li></ul></ul><ul><li>Meyers- Briggs Type Indicator: (1958) 1 st personality temperament tool using 16 different patterns based on Carl Jung’ psychological/function types. </li></ul>
    • 7. Meyer- Brigg’s Personality Profile Description <ul><li>Description: </li></ul><ul><ul><li>144 question assessment </li></ul></ul><ul><ul><li>4 preferences that make up 16 personality types. </li></ul></ul><ul><ul><li>Identifies an individual’s basic preferences in terms of his/her habitual use of perception and judgments. </li></ul></ul><ul><ul><li>Used for team building in businesses and employee development . </li></ul></ul>
    • 8. Pros and Cons of the Meyer- Brigg’s Personality Profile <ul><li>Advantages: </li></ul><ul><ul><li>Helpful in making career moves, delegating tasks that are beyond you in hiring and assigning people, and working to strengthen one’s lesser talents. </li></ul></ul><ul><li>Disadvantages: </li></ul><ul><ul><li>Does not measure anything that matters to teams- just insight into themselves. </li></ul></ul><ul><ul><li>Does not assess strengths of profile. </li></ul></ul>
    • 9. Hogan: Motivation, Values, Preferences Inventory Description <ul><li>Description: </li></ul><ul><ul><li>Describes a person’s optimal work environment profiling core values and goals that are meaningful to them, a person’s “key drivers”, what rewards are essential to keep someone motivated at work. </li></ul></ul><ul><ul><li>200 question assessment (agree/disagree/uncertain) that focus on person’s value structure. </li></ul></ul><ul><ul><li>Ranges the taker on a scale of percentiles based on research and other’s results in 10 areas of personal value. </li></ul></ul>
    • 10. Pros and Cons of the Hogan: Motivation, Values, Preference Inventory <ul><li>Advantages: </li></ul><ul><ul><li>Results can highlight most effective techniques for managing employees, identifying strengths, shortcomings, and detailed developmental tips. </li></ul></ul><ul><ul><li>85 years of supported research/ based on socio-analytic theory. </li></ul></ul><ul><ul><li>Focuses on what someone wants rather than how they behave (deeper insight). </li></ul></ul><ul><li>Disadvantages: </li></ul><ul><ul><li>Must mail/fax in answers- delivered back within 24 hours. </li></ul></ul>
    • 11. D.I.S.C Profile Model Description <ul><li>Description: </li></ul><ul><ul><li>28 item, self report where participant chooses best descriptive answer from 4 choices. </li></ul></ul><ul><ul><li>Provides a result score in 4 types (dominant, steady, influential & conscientious). </li></ul></ul><ul><ul><li>Measures a person’s pattern of thinking and behavior. </li></ul></ul>
    • 12. Pros and Cons of the D.I.S.C. Profile Model <ul><li>Advantages: </li></ul><ul><ul><li>Better understanding of behavioral strengths and challenges in oneself and others. </li></ul></ul><ul><ul><li>Used for team building in businesses and employee relations. </li></ul></ul><ul><li>Disadvantages: </li></ul><ul><ul><li>Tests in Print does not recommend use of this test. </li></ul></ul><ul><ul><li>Suffers from debatable reliability and validity </li></ul></ul>
    • 13. Keirsey-Bates Temperament Sorter (KTS-II) <ul><li>Description: </li></ul><ul><ul><li>70 question personality instrument currently being used by Fortune 500, Global 1000 and US Govt. </li></ul></ul><ul><ul><li>Measures 8 bi-polar personality preferences which are further broken into 16 scores. </li></ul></ul><ul><ul><li>The MBTI reconceptualized and refined. </li></ul></ul><ul><li>. </li></ul>
    • 14. Pros and Cons of the KTS-II <ul><li>Advantages: </li></ul><ul><ul><li>Focuses on observable behavior. </li></ul></ul><ul><ul><li>Brings different, deeper classifications to the table. </li></ul></ul><ul><li>Disadvantages: </li></ul><ul><ul><li>Not as scientific as others, based more on Keirsey’s experience and thoughts. </li></ul></ul>
    • 15. Personality Plus <ul><li>Description: </li></ul><ul><ul><li>Based on self-reported strength and weakness adjectives, the totals of each are added up and determine personality type. </li></ul></ul><ul><ul><li>Based upon Galen’s 4 temperaments (sanguine, melancholic, choleric, phlegmatic). </li></ul></ul>
    • 16. Pros and Cons of Personality Plus <ul><li>Advantages: </li></ul><ul><ul><li>Provides insight into dealing with other 3 personality temperaments. </li></ul></ul><ul><ul><li>In depth look into the implications dealing with group interactions. </li></ul></ul><ul><li>Disadvantages: </li></ul><ul><ul><li>You have to read the book in order to grasp the concept. </li></ul></ul><ul><ul><li>Criticized for lack of statistical justification and generalization . </li></ul></ul>
    • 17. Conclusions and Recommendations <ul><li>Based on my findings, I would recommend Hogan assessment: Motivation, Values, Preferences Inventory because... </li></ul><ul><ul><li>Based on several decades of scientific research and theory, </li></ul></ul><ul><ul><li>Assesses the person’s values and drivers that would keep them motivated in the workplace and can analyze how one would interact with co- workers. </li></ul></ul>

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