I Found That My Personality Type - 1738 Words

Getting in touch with your inner personality type can be a very beneficial tool to anyone. After participating in the Jung Typology test, I found that my personality type was ENTJ. After some extensive research into this personality type I found that were a lot of advantages of this personality especially in my line of work but there are also many things I can work on to make myself a better person both in my professional and personal life. One of the interesting things that I noticed with my personality test in particular was that I did not show any real distinct qualities in the four categories, meaning, I had relatively low percentages for most of them. I was a moderate extravert with slight partiality to intuition, thinking and†¦show more content†¦Step 1 Extravert – 44% I think the personality test was spot on in describing me as a pretty moderate extravert. Even though I do enjoy my alone time here and there, I do spend most of my time around other people and that’s how I like it. In my day-to-day job as an instructor pilot, this quality really helps me because I am able to talk easily with my students and teach them the necessary things for them to succeed. I think probably the biggest downfall of my being an extravert is in my personal life. My girlfriend actually teases me that I have problems being alone. I would much rather do things with someone else than on my own. Even simple things like grocery shopping or working out, I would rather have a friend to converse with than do alone. This is right in line with the results of my personality test which said â€Å"ENTJ’s love to interact with people. As Extroverts, they’re energized and stimulated primarily externally.† (Personality Page) Iâ€℠¢ve noticed sometimes that being alone can actually really bother me. I tend to let my mind wander when I am alone with my thoughts and can sometimes even get anxious about certain things. This is one of the things that I really need to work on. iNtuitive – 12% This was the one section of the test that I did not agree with very much. The Meyers Briggs Foundation describes an intuitive person as someone who pays more attention to impressions and patterns in information

The Desire of Love in “A Mercy” Free Essays

â€Å"Love is the irresistible desire to be desired irresistibly. † – Robert Frost The conception of love throughout the novel changes drastically from innocent to a sense of desertion. The way Florence shows her love for the blacksmith illustrates to the reader her inexperience with the emotion. We will write a custom essay sample on The Desire of Love in â€Å"A Mercy† or any similar topic only for you Order Now Love was a pretty difficult topic to write on because of the fact that the novel was narrated by so many different characters from beginning to end. The irony on the basis of love is was basically the fact that the blacksmith doesn’t feel the same way for Florence as she feels for him. Later on in the novel I noticed and finally understood the title of the novel â€Å"A Mercy. † It was simply because of the Love of a human. Illustrated in the concluding paragraphs Morrison states â€Å"It was not a miracle. Bestowed by God. It was a mercy. Offered by a human. † Love is often defined as an intense feeling of deep affection, and the way Florence expressed her love for the blacksmith emphasized her youth not only in age but also with the emotion itself. Florence showed consistent signs of jealously and bitterness because she was able to handle such affection. She was regularly bitter with the thought of her mother giving her away when she was younger, not knowing the reason for her mother’s rational decision. One way Florence showed her jealously was when the blacksmith adopted a young boy and began showing him more attention than he gave Florence. Florence, overtake by jealously and rage got into a physical altercation with the young child and in the end ended up breaking the child’s arm. Florence says in chapter 9 that she didn’t try to hurt the young lad, she just simply wanted him to stop crying, but she also goes on to say how she heard his shoulder crack but continued anyway (164). This is what leads me to think that it was done out of her jealously and rage and not by other less harmful means. The incident not only caused a huge dispute between her and the blacksmith but it also projected to the reader that Florence was unable to accept the fact that the blacksmith could show affection for someone else, other than her. â€Å"You see the boy down and believe bad about me without question? † (165) Florence goes into detail speaking about how the blacksmith came into the room and his immediate assumption was that Florence had did something to harm the boy. The excerpt that I think hurt Florence the most (165) was when he said to her â€Å"You are nothing but wilderness. No constraint. No mind. † Basically telling Florence she is as wild as an outdoor animal and can’t control herself or her emotions. Like a toddler Florence craves independence and attention but yet from the activities that Florence encountered in her past, she also fears desertion. As I stated before, Florence and the blacksmith got into a physical altercation and the blacksmith ended up striking Florence and he abandoned her by telling her to leave the presence of him and his adopted son. Not only did the blacksmith aim to hurt Florence physically but he also attempted to hurt her verbally because after her told her to leave his presence her called her a (166) â€Å"slave by choice in both boy and mind. † In the novel Morrison compares this sense of abandonment to that of a familiar feeling Florence felt when she was given up at birth. Knowing that that event scared Florence negatively for life, it really gives the reader the ability to feel the wrath of the emotional roller coaster Florence is feeling at this point in the novel knowing she just lost a man she cared so deeply about. The love Florence has/had for the blacksmith soon des and turn simply to hatred because she still can’t realize the mistake she made in hurting Malik. Yes in my opinion the blacksmith was wrong for striking her but she was somewhat lucky that that was all he did. (184) Later, on in chapter 11 Florence elaborates more on her closing quotes in chapter 9 which was â€Å"the claws scratch and scratch until the hammer is in my hand† (167). But in chapter 11 Florence gets into another tussle with the blacksmith (184) in which she strikes him with a hammer and cuts him severely with tongs before she runs away. Later on in this chapter and the preceding chapter (195) is where readers learn why the novel is titled â€Å"A Mercy. † The novel is named for Jacobs agreement to save Florence from a life that would have been worse than the one she experience on the Vaarks farm. â€Å"It was Not a miracle bestowed bu God. It was a mercy. Offered by a human† How to cite The Desire of Love in â€Å"A Mercy†, Essay examples

Types of Conflicts

Question: What are the major key points about dealing these types of conflicts? Answer: According to the given scenario prescribed in the case study; some of the staff members of a restraunt are continuously augmenting regarding new roaster that has been posted in the information board. As a part of the management team, there are some major key points about dealing these types of conflicts.As a supervisor of the restaurant the first step for resolving the issue should be the direct communication with the staffs so as to know their point of view regarding the roster posted. The issue can be easily resolved if the supervisor make the staff informed about the benefits of the subject posted, as sometimes there are some issues which may not get clear to the staffs until it is clarified by their supervisor. The above mentioned aspect can be realized if the supervisor simultaneously keeps the positive perception of the staffs aside and convert the negativity of the staffs while clarifying the importance of the roster to them. In addition to this, there are several steps for th e manipulation of the conflicting staffs in the restaurant. The following are the concerned steps for managing the conflicting situation in the restaurant:Motivational aspects with restaurant: The maintenance of the conflicting situations with the restaurant, it is very important to provide proper motivational perspectives to the employees (Moore 2014). In most of the conflicting situation, at the first stage of the conflict the staffs lose their motivational perspective about their workplace, which results into their lack of interest in their work. Focuses on issue rather than on individual in restraunt management: As a supervisor it is very important to focus on problem rather than to focus on staff members (Papenhausen and Parayitam 2015). This improves the solution of the issues and cooperation of the staff members. Encouragement of staff: It is very important to make a certain judgments on staff problems and encourage them to work them out (Day 2015). The supervisor should make them professionally understand that the newly roaster that has been created was for the benefit of the staff members only. Communicative strategies: Communication strategies totally relevant to the resolving process of the conflicts with in the restaurant. Lack of communication or irrelevant communication may cause abrupt situation in the restaurant (Prenzel and Vanclay 2014). As a supervisor, the person should get concerned about the individual perspective of each to get the issues be resolved. Understanding the attributes and behavior in restaurant: Understanding the staff behavior and attitude towards any issue raised with in the restaurant should be the matter of concern to the supervisor (Busch 2016). It is the duty of the supervisor to maintain and manipulate the roaster according to the companys legal and compliances. This will reduce the chances of conflicting situation in the restaurant. Avoidance of blame game: Resolving conflicting situation always need to be based on t he avoidance of the blame game (Mukhtar 2013). As a supervisor, the leader shouldnt blame any staff, rather understanding their issue and by making them understand about the critical situation will help the authority to resolve the situation. Concentration on the problem rather than person: As the supervisor, the person should focus on the issue of conflicting situation (Day 2015). If the supervisor put more focus on individual deciding who is wrong and who is right, it will result into a massive chaos.Creativity and Confidence: The creativity and confidence of the supervisor guides the person while handling the conflicts in the restaurant. Sometimes there are situations, where the lead may get confused with the evolving problematic situations. At that time the creative nature of the person can help him to manage the situation properly. 1. In the first scenario of the prescribed case study, it has been found that is well suited for PACESETTING management style. The pacesetting leade r always set the path from the start and the leader always expects their team to follow them. They always have that attitude of doing things all alone and keep themselves business busy with the everyday activity and do not have time to even interact with their team mates properly. They expect their teammates to follow them (Castro2016). They expect their teammates to get motivated from them and they are managerial experts. 2. The second scenario of the prescribed case study, it describes about the AFFILIATIVE leader who always hang around with their teammates and try to understand their issues and always with team not as a boss but as a teammate. They look to create a bonding among the team and provide a friendly atmosphere to work with their teammates so that they can feel relaxed. They are more tasks focused and always get anxious by looking at other team members working (Pundt and Herrmann 2015). They always like to roll out with their teammates for an example they like to often socialize such as sitting all together for a cup of tea or drinks and having a round table conversations about their personal and professional lives among their teammates. 3. The third scenario of the prescribed case stud, it is well suited for the DIRECTIVE management style. They have bossy kind of an attitude and they always set high st andards and make sure that their teammates also follow the same kind of disciplines for them who do not meet such standards (Walker 2015). They always are proud with their working style and they ask their teammates to perform their task with no extra pay. They always make their teammates work harder and they do not let go anyone for leave until the work is done properly. Sean was the most effective and productive employee of the Pastries Unlimited. He listed some of his aspirations in his memo regarding the strategies for improving the productivity of the organization. In addition to these strategies Sean can add some motivational aspects like incentives and special benefits for the employees which will attract them for giving their full concentration in their work (Cording et al. 2014). All these aspects will help the employees for understanding the visions and giving better productivity toward the organization. the following aspects should be mentioned in the memo: Motivational s trategies should be implemented for the employees Direct communication with the authority should be highlighted Attitudes and behavior of the employees should be improved towards the organizationSean was interested towards making the productivity better of the organization. he was willing to motivate the employees for the improving their attitudes and behavior towards the organization (Samnani and Singh 2014). He was excited to make changes in the work culture of the organization and for this purpose he was writing the memo to inform it to the employees. Sean Strength: In his new supervisory role he often worked over time with no extra pay out. He works positively for completing company special projects. As per the work portfolio management, Sean is more innovative and efficient in the company management department. Apart from these changes, Sean will also work transformable in company production department to increase productivity (Wang and Groth 2014). Sean Weakness: The most high lighted weakness of Sean in this case study is that he get easily excited about his doings for the organization. Though he does hard work for the sake of the organization still he does not demand any extra pay for his doings. Yes, from the above case study, it can be assumed that Sean will be successful in improving the employee attitude towards the company. Sean will be successful in making the employees more motivational and improving their behavior and attitude towards the organization, as he is the most experienced and senior product manager of the organization (Muogbo 2013). This experienced behavior helps him in analyzing the behaviors of the employees and he can easily catch the conflicting situation. Once the conflicting situation is understood then it will be easy for him to manipulate the situation according to the organizational needs. Based on the above case study, the post that Sean has adhered as a Production Department Manager has enough power in any company managemen t. All the necessary subordinates will be working under Sean. He will coordinate and make a flexible working portfolio management and able to work positively. He will definitely try to improve the staff attitude from company management. Apart from these elastically changes, Sean will also work transformable in company production department to increase productivity. Additionally, there are several other judgments that are essential to manipulate the conflicts of restaurant staffs (Mowday et al. 2013). They expect their teammates to get motivated from them and they are managerial experts. They always make their teammates work harder and they do not let go anyone for leave until the work is done properly. References Busch, D., 2016. Conflict Management in Organizations. The Wiley Blackwell Encyclopedia of Race, Ethnicity, and Nationalism.Castro, R.G., 2016. MANAGEMENT STYLES AND ORGANIZATIONAL PRODUCTIVITY SKILLS: AN ANALYSIS. European Journal of Research and Reflection in Educational Sciences Vol, 4(3).Cording, M., Harrison, J.S., Hoskisson, R.E. and Jonsen, K., 2014. Walking the talk: A multistakeholder exploration of organizational authenticity, employee productivity, and post-merger performance. The Academy of Management Perspectives, 28(1), pp.38-56.Day, G.E., 2015. Successfully managing conflict. Leading and Managing Health Services: An Australasian Perspective, p.273.Moore, C.W., 2014. The mediation process: Practical strategies for resolving conflict. John Wiley Sons.Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employeeorganization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.Mukhtar, S.A., 2013. ORGANIZATIONAL CONFLICT MANAGEMENT STRATEGIES ON EMPLOYEE JOB SATISFACTION: A CONCEPTUAL RELATIONSHIP. International Journal of Management Research and Reviews, 3(5), p.2855.Muogbo, U.S., 2013. The Impact of Employee Motivation On Organisational Performance (A Study Of Some Selected Firms In Anambra State Nigeria).The International Journal of Engineering and Science, 2(7), pp.70-80.Papenhausen, C. and Parayitam, S., 2015. Conflict Management Strategies as Moderators in the Antecedents to Affective Conflict and its Influence on Team Effectiveness. Journal of Business and Management, 21(1), p.101.Prenzel, P.V. and Vanclay, F., 2014. How social impact assessment can contribute to conflict management. Environmental Impact Assessment Review, 45, pp.30-37.Pundt, A. and Herrmann, F., 2015. Affiliative and aggressive humour in leadership and their relationship to leadermember exchange. Journal of Occupational and Organizational Psychology, 88(1), pp.108-125.Samnani, A.K. and Singh, P., 2014. Performance-enhancing compensation practices a nd employee productivity: The role of workplace bullying. Human Resource Management Review, 24(1), pp.5-16.Walker, A., 2015. Project management in construction. John Wiley Sons.Wang, K.L. and Groth, M., 2014. Buffering the negative effects of employee surface acting: The moderating role of employeecustomer relationship strength and personalized services. Journal of Applied Psychology, 99(2), p.341.