Personality And Behavior Impact Conflict Management. (70 Characters)

What do I understand regarding the model and the impact on conflict and my behaviour?

What I learnt about myself?

What I intend to work on as a behavioural change?

What do I understand regarding the model and the impact on conflict and my communication?

What I learnt about myself?

What I intend to work on as a behavioural change?

What do I understand regarding the model and the impact on conflict and building relationships?

What I learnt about myself?

What I intend to work on as a behavioural change?

What do I understand regarding the model and the impact on conflict?

How can my language enable calmness and perhaps resolution?

What I learnt about myself?

What I intend to work on as a behavioural change?

What do I understand regarding the model and the impact on conflict?

How can I be assertive and still respect the other party using I statements?

What I learnt about myself?

What I intend to work on as a behavioural change?

General Plan For Development Of Self In Conflict Situation

Understanding Personal Qualities through Johari Window

This this essay aims to discuss the effect of personality and behavior in the management of a team particularly assigned for a project. This essay will be analyzing various factors that have been found through different types of personality and psychological tests. These tools actually help individuals to understand the factors of their personality that impact on their responses and understanding of a specific matter. This essay will therefore, discuss the tools like Myers-Briggs personality test, DISC model, Johari window and TA models to understand the reasons of the conflict among the members and finding the methods to mitigate these problems.

This conflict is related with the team assigned under me for achieving the goals of one particular project. As a project manager, I was responsible to motivate the team members to apply their own ideas and understanding in the project success. This was a team of five members who had different knowledge background and their assistance were required for the smooth running of the project. During the time span of the project, the problem of misunderstand and miscommunication increased. This is due to the fact that these five team members did not have idea about their own personalities nor of the others. This is the reason why they behaved according to their own choice. Thus, the coordination among these people became very tough for me. In restoring the integrity among these members was essential as without this the success of the project became impossible. In this respect, the tools mentioned above helped me a great deal to understand the expectation of the team members and respond them according to their requirements. Thus, I could solve the coordination problems in the team members and they themselves took initiatives to develop their own skills.

Johari Window is a tool that helps the people to understand their open and hidden personal qualities (Mardani, Jusoh and Zavadskas 2015). This technique is mainly followed by the corporate houses as Heuristic exercises. There is a specific type of qualities based on which the personalities of the individuals are identified (Ekinci, Calderon and Siala 2016). According to Johari Window, there are some qualities in every person about whom he either know or do no know. In some cases, the person has no idea about such quality but the people around him possess knowledge about this. In order to identify about these qualities Johari Window, help efficiently. These qualities are to be found in the four cells or window panes of this tool. These cells are Façade or hidden, open or area, bind spot and unknown (Chang et al. 2017). The qualities of the open cell, are known to both the person as well as the people around him. The qualities in the blind spot, are not known to the person himself but others around him can associate with him. qualities in the hidden self, are not known to others around him, but only that person can associate with himself. The qualities in the unknown cell, are neither known to the person himself nor to the persons others around him. This method helped myself as well as the other five team members to know their personal qualities both open and hidden to be aware in the future (Miller  and Le 2017). This personal awareness helped them to identify their weaknesses so that they can transform those weaknesses in to strength.

Behavior Assessment through DISC Model

The DISC model is also associated with the behavior and response of the persons which they show to communicate with others. This tool is consisted of four factors which are dominance, influence, steadiness and conscientiousness. This model is a behavior assessment tool which measure the tendencies and preferences. This also measures the response of the persons in complicated situation (Ten et al. 2017). In the conflict situation I used this particular tool and found its validity.  Through this particular model I have identified myself to be influencing and steady which are to help me to be focused on my people. These models helped all the team members to identify their inclination to the task orientation of people orientation. Through this self-awareness, I have identified a gradual behavioral change of my team members. The knowledge diversity in the team I had to amalgamate became quite easy as these members started to understand their points of the others and then incorporated their thoughts instead of showing ignorance and egotism.

MBTI model or Myers-Briggs personality model is another very important tool that helped me to mitigate most of the problems among the team which created conflicts due to difference in thoughts and understanding in the team members (Espíritu-Olmos and Sastre-Castillo 2015). This technique is an introspective self-report test which indicates about the different personalities of the people. Through this test, the persons can identify their own psychological preferences and own perspectives to see the people around them. Proper understanding of these factors helps people to know one another, their expectations, ideology and preferences based on which people start to expect things and behave with other and respond in a critical situation (Wu and Lee 2017). Myers-Briggs personality model mainly deals with the recognition of the personality traits of the people based on proper realization of four main factors like extroversion and introversion, sensing and intuition, thinking and feeling and finally judging and perception scales.

The extroversion and introversion factors are the first facet of this tool which deals with the communication style and knowledge gathering of the people with the external environment. The extroverts converse with others, share their knowledge and gain the same from the environment. There are more expressive that the introverts who believe in the self-discovery. These people do not rely on the knowledge of the outer world but depend upon the self-understanding and decisions. due to such reason the conflict in the team increased as some of the members were not ready to understand the understanding of others. However, I also understood my preference of communication also through this scale (Leutner et al. 2014). The sensing and intuition scale deals with the understanding of people though using their physical senses, some of the team members preferred to understand the situation of the goals of the projects through their learnings of the senses but of the members depended upon their intuitions which not always helped them to understand all the matters related to the project. This is the reason why I used this diverse type of people to take care of the different jobs which can be done through only senses or intuition. This reduced the conflicts among them.

Recognizing Personality Traits Using Myers-Briggs Personality Model

Thinking and feeling scales determine the decision-making process of the people. Some of the people rely on their values but some depend upon the use of logical criteria to make decisions. This is the reason why the conflict in the teams increase as no one is ready to rely on the findings of the others hence cannot make decisions easily (Kallinen 2016). Finally, the judging and perception scale helped me to point out the laid-back members of the team. Through this scale I could identify which of the team members are purposeful and ambitious to do the projects. These people prefer organized and structured rules as well as plans so that they can achieve their own personal goals. Based on these factors I distributed task among my team members and specified their responsibilities so that the project can be completed without mush conflict and problems.

Finally, the Transactional Analysis or TA model helped me to identify the ego state of each team members as well as of me. According to this particular model, there are three states of ego which manipulate us to communicate, understand, behave and act in a certain situation. These three states are parent state or the taught state, an adult state or the thought state and the child state or the felt state (Miller 2016).  The people while communicate with the similar ego state do not feel uncomfortable nor develop any conflict but while communicating with other two ego states feel problematic to cooperate. This is the reason why I tried all the team members to bring in the similar ego state so that distance and differences among them can be reduced and the project get speed to be completed without any further problem.

Therefore, it can be concluded that the personality and behavioral tools such as the Johari window, MBTI, TA and DISC, are potent enough to mitigate a type of conflict among the people in an organiostioanl settings. Proper understanding of these factors helps people to know one another, their expectations, ideology and preferences based on which people start to expect things and behave with other and respond in a critical situation. Proper solution of such problems can be easily mitigated when the understanding among the team members are known and realized. Thus, the team members of this project could realize the importance of cooperation and increased the team performance. These tools also supported the team leader to find quick answer to these issues.

References:

Chang, Y.W., Hsu, P.Y., Shiau, W.L. and Wu, Z.Y., 2017. The effects of personality traits on business intelligence usage: A decision-making perspective. Malaysian Journal of Library & Information Science, 20(2).

Ekinci, Y., Calderon, J. and Siala, H., 2016. Do personality traits predict'complaining'consumers?. International Journal of Business Environment, 8(1), pp.32-42.

Espíritu-Olmos, R. and Sastre-Castillo, M.A., 2015. Personality traits versus work values: Comparing psychological theories on entrepreneurial intention. Journal of Business Research, 68(7), pp.1595-1598.

Kallinen, K., 2016, September. Behavioral Inhibition and Activation Personality Traits Moderate Safety Culture and Risk Behavior. In Proceedings of the European Conference on Cognitive Ergonomics (p. 22). ACM.

Leutner, F., Ahmetoglu, G., Akhtar, R. and Chamorro-Premuzic, T., 2014. The relationship between the entrepreneurial personality and the Big Five personality traits. Personality and individual differences, 63, pp.58-63.

Mardani, A., Jusoh, A. and Zavadskas, E.K., 2015. Fuzzy multiple criteria decision-making techniques and applications–Two decades review from 1994 to 2014. Expert Systems with Applications, 42(8), pp.4126-4148.

Miller, D. and Le Breton?Miller, I., 2017. Sources of entrepreneurial courage and imagination: Three perspectives, three contexts. Entrepreneurship Theory and Practice, 41(5), pp.667-675.

Miller, D., 2016. Article Commentary: Response to “Research on the Dark Side of Personality Traits in Entrepreneurship: Observations from an Organizational Behavior Perspective”. Entrepreneurship Theory and Practice, 40(1), pp.19-24.

ten Brinke, L., Black, P.J., Porter, S. and Carney, D.R., 2015. Psychopathic personality traits predict competitive wins and cooperative losses in negotiation. Personality and Individual Differences, 79, pp.116-122.

Wu, W.L. and Lee, Y.C., 2017. Empowering group leaders encourages knowledge sharing: integrating the social exchange theory and positive organizational behavior perspective. Journal of Knowledge Management, 21(2), pp.474-491.