The classification, classified me in extraversion over introversion, feeling over thinking, sensing over intuition and perceiving over judging. The results almost matched my personality, as I am an extrovert and want to live around people. However, the trait of sensing over intuition was not matchedas I follow both, both my intuition and sensing. therefore the Mayer’s-Briggs test was able to classify my personality traits.
The five people I would terminate according to the rationale model are:
The rationale for the decision is:
In workforce, new challenges are going to motivate me to do better for my organization. This motivation will be similar to my coursework motivation as I am going to seek knowledge at any stage of my life, because no one can know everything in life. Generally, managers have problem in managing people with different aspects of personality. I, as a manager, will focus on creating a work environment that allows people to interact with each other. This will reduce their workplace stress and they will be able to work with free mind and intrinsic motivation. Extrinsic motivators such as money and grades appraisals are important factors as they help employees to stick to the organizational rules and regulations. Therefore, motivation, both extrinsic and intrinsic can help people to drive themselves to perfection.
References:
Bradley, B. H., Klotz, A. C., Postlethwaite, B. E., & Brown, K. G. (2013). Ready to rumble: how team personality composition and task conflict interact to improve performance. Journal of Applied Psychology, 98(2), 385.
Druskat, V. U., Mount, G., & Sala, F. (2013). Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press.
Duggirala, M., Singh, M., Hayatnagarkar, H., Patel, S., & Balaraman, V. (2016, July). Understanding impact of stress on workplace outcomes using an agent based simulation. In Proceedings of the Summer Computer Simulation Conference(p. 35). Society for Computer Simulation International.
Goleman, D., Boyatzis, R. E., & McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Kim, M. R., & Han, S. J. (2014). Relationships between the Myers-Briggs Type Indicator personality profiling, academic performance and student satisfaction in nursing students. International Journal of Bio-Science and Bio-Technology, 6(6), 1-12.
Lloyd, J. B. (2012). The Myers-Briggs Type Indicator® and mainstream psychology: analysis and evaluation of an unresolved hostility. Journal of Beliefs & Values, 33(1), 23-34.
Mirbahaadin, N., & Tamini, B. K. (2017). Investigation on the role of workplace conflict and occupational stress in job performance among staff of Zahedan University of Medical Sciences. Bioscience Biotechnology Research Communications, 10(1), 283-287.
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