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.

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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!
  • Personality Powerpoint

    1. 1. Personality Profiles & Team Building An comparison of top personality assessments in relation to teams by Emily Lincoln June 2009
    2. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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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