Mgmt 521 Team Leadership Research Paper
Team Leadership
Jennae Pitts
MGMT/521
June 28, 2013
Dennis Franecki
Team Leadership Diverse personalities within a group or team environment can be beneficial or detrimental. Similar when dealing with conflict issues, having multiple personalities can clash creating a problem. As a manager that is prepared in dealing with personality conflict I can help maximize my team skill level in such a situation. The difference of having a proactive response and not a reactive response is key not only to my success as a manager but also to the success of our company’s goal. I have created a team charter that identifies each of my team members attributes in order to provide me with insight to their character. I have also supplied a personality
assessment in order to help identify the different personalities and attitudes within the team.
Personality Assessment The personality assessment called Jungian 16-type was provided to two team members to include myself to ensure that our team personalities and attitudes are consistent with customer service attributes; friendly, attentive, enthusiastic, patient, with good listening skills. The Jungian personality assessment based off the work of Carl Jung psychological types, has been used in various team-building exercises (Vacha-Haase & Thompson, 2002). Jung’s breakdown simplified that individuals will have a preferences into two types of attitudes Extraversion or Introversion (EI). It even went further as to identify a preference of function for perceiving (Sensing vs Intuition (SN)) and interpreting perceptions (Thinking vs. Feeling (TF)). Finally I have just explained the tip of the iceberg to you, it is a very in-depth topic. However, my goal was to simply introduce you to the method I use for my team. As a manager, I would like to establish a customer response culture within our company.
References
Vacha-Haase, T., & Thompson, B. (2002, Spring). Alternative ways of measuring counselees ' Jungian psychological-type preferences. «Journal of Counseling and Development: JCD, 80»(2), 173-179. Retrieved from http://search.proquest.com/docview/218968473?accountid=458
Robbins, S., & Coulter, M. (2012). «Management» (11th ed.). Saddle River, NJ: Prentice Hall.
Jennae Pitts
MGMT/521
June 28, 2013
Dennis Franecki
Team Leadership Diverse personalities within a group or team environment can be beneficial or detrimental. Similar when dealing with conflict issues, having multiple personalities can clash creating a problem. As a manager that is prepared in dealing with personality conflict I can help maximize my team skill level in such a situation. The difference of having a proactive response and not a reactive response is key not only to my success as a manager but also to the success of our company’s goal. I have created a team charter that identifies each of my team members attributes in order to provide me with insight to their character. I have also supplied a personality
assessment in order to help identify the different personalities and attitudes within the team.
Personality Assessment The personality assessment called Jungian 16-type was provided to two team members to include myself to ensure that our team personalities and attitudes are consistent with customer service attributes; friendly, attentive, enthusiastic, patient, with good listening skills. The Jungian personality assessment based off the work of Carl Jung psychological types, has been used in various team-building exercises (Vacha-Haase & Thompson, 2002). Jung’s breakdown simplified that individuals will have a preferences into two types of attitudes Extraversion or Introversion (EI). It even went further as to identify a preference of function for perceiving (Sensing vs Intuition (SN)) and interpreting perceptions (Thinking vs. Feeling (TF)). Finally I have just explained the tip of the iceberg to you, it is a very in-depth topic. However, my goal was to simply introduce you to the method I use for my team. As a manager, I would like to establish a customer response culture within our company.
References
Vacha-Haase, T., & Thompson, B. (2002, Spring). Alternative ways of measuring counselees ' Jungian psychological-type preferences. «Journal of Counseling and Development: JCD, 80»(2), 173-179. Retrieved from http://search.proquest.com/docview/218968473?accountid=458
Robbins, S., & Coulter, M. (2012). «Management» (11th ed.). Saddle River, NJ: Prentice Hall.