Relevance of the results of self-assessment
An individual is evaluated on the terms of his emotional intelligence as to how one recognizes and copes up with various emotions in a particular situation. This information proves relevant in understanding an individual’s way of perceiving and tackling with various situations in the work place. Hence, the given test results on emotional intelligence regarding this self-assessment is something I would have to disagree upon, as it shows that I can rarely cope up with any of my emotions. As all the five sections of competency in the assessment have been marked as lowest in scores (Kiesel & Hammer, 2018). Whereas, according to a Clifton Strengths survey and group coaching session and my past achievements, gives me assurance of my present emotional stability.
Self-evaluation based on the results of self-assessment
This self-assessment was unable to provide me with any real facts as it has shown nothing that has even a slightest link to my assumptions or the prior results. Despite of my positive and confident attitude, this assessment has not met its level of critical approach to help candidates improve their efficiency (Davies, 2018). All the present criteria listed in the assessment have been marked the lowest creating a negative impression. The given competency categories does not come close to my assumptions based on the survey or the prior results reflecting a much higher score in previous assessments. Hence, self-evaluation based on the given results does not seem possible.
Theoretical concepts helping in better understanding of the LPA results
Maslow’s hierarchy of needs is a concept that can give a pretty good idea about the general issues and needs of an employee in the present VUCA world where there is a growing competition that needs its people to along (Innovation People, 2013). According to the present theory, an employee has quite a few needs to take care while playing his part in the professional field. With the bar starting from their basic needs, to safety and security, emotional belongings, a need to maintain a respectable post and a balance between all these prior maintained needs is what this theory shows in general. In the present VUCA world, maintaining these needs are the first priority of any individual, as it signifies the overall performance of one and helps in gaining the professional satisfaction that is of great importance. Hence, I would have to stand by my words of having been denied a proper result so as to help me sustain and excel my role in this platform unlike others. Use of this self-assessment for an improved professional practice in a volatile, uncertain, complex and ambiguous (VUCA) world
In this VUCA world, the present assessment result was supposed to help me understand and work accordingly to enhance my key skills for keeping up with this volatile, uncertain, complex and ambiguous world (Shmerling, 2016). Which cannot be seen in the present reality due to the unagreeable low markings that are building a rather negative approach than expectation. The given analysis regarding problem solving, professional compatibility, achieving objectives, self-development and adaptation to change are categories were to guide me to make a mark in the chapters of this VUCA world with its changeable, unsure, difficult and misleading aspects. But this assessment proved nothing as per the given results which reflects a totally different perception compared to the expected assumption.
Based on the assessment results, the candidate is to have at least an average score that will help him analyze, categorize and start working on his talents and skills to survive in this critical world, or as it is called, a VUCA world. Based on the research performed by eminent scholars, in this modern world, the existing crowd mostly believes in a work and home balance in their fast paced life. According to them working in a free and non-monotonous platform is better than the previous mundane style of working without any creativity. introducing creativity or working for projects around the globe is a much more productive and promising way to survive in the ever-growing competitive world.
But unlike expectation, the self-assessment result score hardly shows any progress or a positive approach (Green, 2018). Surviving in this VUCA world would need me to show high scores on team-work, as professional relationships are a huge concern for the work-oriented population in the present world. Looking back at the pages of history and the then work cultures, the world of today may look glorious, but comparatively needs all its residents to make their own space.
The present generation is more concerned in altered ways of working and leadership capabilities. Here a leader has to be flexible and efficient while making quick and apt decisions to suit and carry on with their work. As this world runs a fast competition and survival of the fittest requires a faster solution to the ever-changing and new set of challenges at hand. This requirement of the VUCA world needs its individuals to be adaptive to change and speed (Mckinsey Global Institute, 2017). But based on the present results, this quality seems to be missing which was not in the case of my previous assessments or according to the prior mentioned survey report. Hence, it is immensely doubtful as to how this self-assessment is going to be of any help in my case.
Davies, J. (2018). The inner journey of leadership: Preparing leaders for a Vuca world. Independence, 43(1), 14.
Green, M. A. (2018). The psychological secrets behind improving work performance: the individual and cumulative effects of employees pursuing intrinsic and extrinsic goals. Development and Learning in Organizations: An International Journal, 32(5), 26-28.
Innovation People. (2013). Leading in complex and uncertain times: the implications of a VUCA world. PDF
Kiesel, M., & Hammer, J. (2018, October). TRIZ–Develop or Die in a World Driven by Volatility, Uncertainty, Complexity and Ambiguity. In TRIZ Future Conference (pp. 55-65). Springer, Cham.
Mckinsey Global Institute (2017) The digital future of work: what skills will be needed? https://www.mckinsey.com/featured-insights/future-of-organizations-and-work/the-digital-future-of-work-what-skills-will-be-needed
Shmerling, L. (2016, March 25). Work Skills and Employability. The Sydney Morning Herald. Retrieved from https://www.smh.com.au/business/workplace-relations/work-skills-and-employability-20160325-gnqz2g.html