Respond to each 250 words or more APA Read 102 After taking the Myers-Briggs test, I was given the ENFJ response. According to our text book that is categorized as someone who is welcoming and understanding of others, they like to see the best in people, are sensitive, but are good at bringing people together. This category can be at a disadvantage when it comes to working with people at their job. This person would constantly weigh the effects their actions would have on other people. They would consider those people's reactions, thoughts, and emotions before doing anything. This can cause the person to second guess themselves. The test results stated that such a person can have wavering self-esteem, this is where that comes into play. I feel this is true for me, but more so in my personal life. I am more fact based and led when it comes to my work, but driven by the responses of others in my personal life. I have no problem saying what I think, but I often worry about people's thoughts after I do. This personality type is excellent for bringing people together. In an environment where tension or differences are high, this individual can help bring them together. I have been told this has been something I have done. When I first started at my current job, not everyone got along. People stayed in their own groups, and those groups did not mingle. There was often tension among the different groups. I became friends with all of the people from the different groups. I found out later from a co-worker that this helped to bridge everyone together. Sure, there are still disagreements. However, we are at a place now where those disagreements can be resolved over time. My boss also stated that I have used this skill on multiple occasions to rally every employee to cooperate and work together; a task she said is not easily done with our group.  I think with this personality type, you learn better in many ways. For me personally: I learn better with a mixture of all methods. it really depends on what the task is though. Overall, I am better being able to see it myself either demonstrated, or by reading it.   A person with a negative effect would be willing to point out the issues or hurdles with a plan. For example: we have a co-worker who can be challenging due to the more negative approach she has. However, she is usually able to spot any issues and is not afraid to point them out. Even though she can rub people the wrong way sometimes, she helps to bring about a sense of protection to the group.  Often we might find issues, but are too afraid to say anything. We know that our needs will be heard and defended if she is in our group. 2b. Low self-monitors help to set the tone for what the environment should be. Their use of beliefs and values help create the foundation and building blocks that the culture for the company will be placed upon. The high self-monitors help adapt the environment and change with the times. Together the two sets of people ca ...

1. Respond to each 250 words or more APA
Read 102
After taking the Myers-Briggs test, I was given the ENFJ
response. According to our text book that is categorized as
someone who is welcoming and understanding of others, they
like to see the best in people, are sensitive, but are good at
bringing people together. This category can be at a disadvantage
when it comes to working with people at their job. This person
would constantly weigh the effects their actions would have on
other people. They would consider those people's reactions,
thoughts, and emotions before doing anything. This can cause
the person to second guess themselves. The test results stated
that such a person can have wavering self-esteem, this is where
that comes into play.
I feel this is true for me, but more so in my personal life. I am
more fact based and led when it comes to my work, but driven
by the responses of others in my personal life. I have no
problem saying what I think, but I often worry about people's
thoughts after I do.
This personality type is excellent for bringing people together.
In an environment where tension or differences are high, this
individual can help bring them together. I have been told this
has been something I have done. When I first started at my
current job, not everyone got along. People stayed in their own
groups, and those groups did not mingle. There was often
tension among the different groups. I became friends with all of
the people from the different groups. I found out later from a
co-worker that this helped to bridge everyone together. Sure,
there are still disagreements. However, we are at a place now
where those disagreements can be resolved over time.
My boss also stated that I have used this skill on multiple
occasions to rally every employee to cooperate and work
together; a task she said is not easily done with our group.
I think with this personality type, you learn better in many

2. ways. For me personally: I learn better with a mixture of all
methods. it really depends on what the task is though. Overall, I
am better being able to see it myself either demonstrated, or by
reading it.
A person with a negative effect would be willing to point out
the issues or hurdles with a plan. For example: we have a co-
worker who can be challenging due to the more negative
approach she has. However, she is usually able to spot any
issues and is not afraid to point them out. Even though she can
rub people the wrong way sometimes, she helps to bring about a
sense of protection to the group. Often we might find issues,
but are too afraid to say anything. We know that our needs will
be heard and defended if she is in our group.
2b. Low self-monitors help to set the tone for what the
environment should be. Their use of beliefs and values help
create the foundation and building blocks that the culture for
the company will be placed upon. The high self-monitors help
adapt the environment and change with the times. Together the
two sets of people can create an even dynamic environment in
which all individuals can flourish.
Read 103
Every person is different and unique in their own way. I’ve
been in the workforce for almost twenty-years. My work
experience ranges from working in a fast food restaurant, the
Army National Guard, and currently employed for a government
contractor. My current position involves being a manager,
therefore my job duties involve managing employees. I would
have to say that every person is different and do their work
differently. Some employees may work faster than others, but
it’s the manager responsibility to know how to effectively work
their employees.
1) After taking the Myers-Briggs test, I found that my MBTI
type is “Emotional Stability”. I do see myself as being calm on
the job and self-confident in the decisions that I make.
a) An organizational situation where I see my personality trait

3. being at a disadvantage is when my company will hold public
meetings. The meetings could have up to twenty-five people
attending to give feedback and solve problems about the
company. I feel that my personality trait will allow me to have a
quiet voice and not be able to speak out. During meetings,
managers should be getting effective feedback from their
employees regarding solutions to a problem. Public meetings
can be any topic from critiques, safety talks, and lessons
learned.
b) A situation where I see my personality being an advantage is
in the Human Resources department. Currently, I’m working in
the Labor Relations department where I have a more one-on-one
interaction with employees. I feel that my personality trait will
allow me to be calm and listen to what employees have to say
before making a sound decision. I know that when I make a
decision about an employee, that I’m self-confident in my
decision. Working around people and hearing their reasons to
why they shouldn’t be discipline, requires a lot of patient and
critical thinking.
c) Based on my MBTI, I learn best by being an introvert.
Therefore, being in a quiet place and concentrating will help me
better learn my job functions. Sometimes I find myself closing
the door to my office and shutting out the noise and other
distractions.
2) Negative effect and self-monitors:
a) I would say a couple of years ago, I did have an employee
that had a negative effect on employees and the organization.
The employee was mostly focused on getting the company back
through slander and other misbehavior. The employee was
written up for a behavior that was unacceptable and part of the
company’s rules. The employee was trying to influence other
employees with his behavior. I decided to get the employee
engaged with his job and convinced him to join a group. To
make a long story short, the employee joined the local union
and was able to voice his opinion. The employee founded other
committee members to have similar backgrounds to himself and

4. they all provided positive contributions to other employees. The
positive contributions included negotiating over wages and
settling grievances in the favor of other employees.
b) Self-monitors can make many contributions to the
organization regardless of being a high or low-monitor. High
self-monitors are the employees that pays attention. High self-
monitors can be the employees that are involved in safety teams
or even executives that encourages employees. I would like to
vision an employee that is looking out for another employee’s
well-being as being highly self-monitored. Low self-monitors
are the opposite of the high self-monitors. “Low self-monitors,
by contrast, are not as vigilant to situational cues and act from
internal states rather than paying attention to the
situation” (Nelson & Quick, 2015, p. 89). The author is saying
that low self-monitors are consistent with their actions.
Employees that are low self-monitors, tend to be less aware of
their surroundings. I believe that these type of employees can be
excellent at planning jobs. Jobs that require planning over and
over, usually have the same build sequence.
“To avoid conflict with associates and strives to maintain or
achieve positive social interactions when conflict arises in the
workplace” (Welbourne & Howard, 2014). The article of
“Personality Assessment in the Workplace”, explains that most
employees are happy with avoiding conflict in the workplace.
The article also tests other topics across an organization that
deals with personality traits.