Case Study Assignment - Organization Behavior and Personality
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Part A -
Read the OB in action case study titled "We Are Looking for Honest and Humble People".
Q1. Is Samir discussing high or low self-monitoring employees for University Hospital?
Answer - Sameer requires high self-monitoring people who can take care of themselves and their work. He want's in his people the ability to make decision and stick to them as well. This is quite evident when he suggests Sally to go forward with a time consuming test only because it is effective and can get the right people on board.
Q2. What level of humility would Sally prefer the new candidate to have? Explain.
Answer - Sally wants extremely high level of humility in the employees because she believes that these are the employees who not only work hard, but also maintain a healthy work environment. Other than that, she also believes that these people are the driving force as they are always honest and leave little or no chance of trouble.
Q3. What is Samir suggesting when he states that "may be the decision maker is really trying to find an employee that doesn't ask questions"? Why would a supervisor want to hire a person who does as he or she is told and doesn't ask questions?
Answer - A supervisor would clearly want to hire such a person so that he or she does not have to relinquish control (Myatt, 2012) . Such a supervisor in clearly not interested to bring changes to their department and are also not interested to put in efforts to improve the situation as well. by hiring employees who do not ask questions simply means that they want someone who is least bothered to what happens to the hospital, and simply will follow orders no matter how they are.
Q4. What kind of locus of control does a person have if he or she prefers to have others direct them?
Answer - People who expect or are controlled by others have an external locus control. These people have no control on their own self and can be easily influenced (Gourguechon, 2018).
Q5. If a person has a high internal locus of control, what would his or her levels of self-esteem and self-efficacy probably be? Explain.
Answer - These people have extremely fragile sense of self-control and self-worth. These people are always in the belief that they control their own destiny, and hence, are quite easy to manage.
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Part B -
Q1. On a scale of 1 (low, this does not describe me) to 10 (high, this accurately describes me), how would you rate yourself on each of the Big Five personality dimensions?
Answer - On a scale of one to ten, I would be an average 7 on all the big five personality factors. The individual breakup will be as follows: Agreeable- 8, inventive- 7.5, extraversion-8, neuroticism- 6 and consciousness- 8. I believe that I have the right control over my emotions and my actions, and hence, this score of 7 is just about right for me (Cherry, 2019)
Q2. How does your personality profile fit, or perhaps not entirely fit your current job role? If you are not working now, use your most recent job role for this assignment.
Answer - My last job was that of a cafeteria waitress (part-time). Since it was a high pressure environment as the café was always crowded, my ability to gel up with the customers and manage myself and the team under overwhelming situations helped me a lot. Hence, it is easy for me to infer that I might be just as fit for any such high pressure job such as sales.
Q3. The text states, "Just as one shoe does not fit all people, one personality profile does not fit all job situations." Is there a concept or personality assessment instrument in chapter three you feel more accurately describes why and how your current role is a good fit for you - yes or no? Please explain your answer.
Answer - Yes, the model described figure 3.4 The Locus of Control (Pg 78) is the most essential model that I believe will defined how to manage a personality such as that of mine. Since I am a believer of self-control and the fact that I actually have it, this model breaks the confusion and give the right explanation.
Q4. If the Big Five personality dimensions does not accurately explain the fit for your role, which concept or personal assessment instrument do you feel works better, and why?
Answer - There is no one model which can clearly outline or define a good employee. It is important to know that people are different under different circumstances, and knowing the person requires a lot of hard work, especially in an employee setting.
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