Self Analysis Organisational Behaviour

Introduction.

This paper uses the event of self-analysis in a current job as an example of how Organizational Behaviour (OB) can be used at an individual level to improve performance.

OB is briefly explained with salient points and concepts outlined. The relevant concepts of OB is further explored through the self-analysis of a current job.

The methodology of the analyses is produced as follows;
1) Job is described identifying culture, norms and beliefs while job scope identifies Attitudes, Skills and Knowledge (ASK).
2) Personality traits are identified using the following models;
i) Big Five Personality. ii) Johari Window.
3) Results are critically evaluated.
4) Job design and self-development is constructed combining results with relevant

Low scores tend to be traditional and conventional. 4.2. Johari Window.

The Johari window is used to garner feedback which will be used to either learn more about or to come to terms with on a personal issue. It may also be used to build trust and relationships by disclosing relevant information. (Mindtools, n.d.)

There are 4 quadrants in the Johari window, described as follows;
• Arena- Known to Self and Others,
• Blind Spot- Known to Others,
• Façade- Known to Self,
• Unknown- Unknown to Self or Others. Figure 2- Illustration of the objective of the Johari Window. (Mindtools, n.d.)

The objective of the Johari window is to expand the Arena (Open Area) through the sharing of information about the subject and building trust among the team. 5. Critical evaluation of the results.

The individual traits results are critically evaluated within the context of the job scope.

5.1. Big Five Personality.

Figure 3- Illustration table showing result score of BFP trait. (Personality-testing, n.d.)
The above is an illustration of the results obtained with the following critical

Johari Window.

The results (Appendix 1) indicate the following;

1) Arena- Traits of being Adaptable, Calm, Confident and Sensible are seen; which are vital traits for the task (Trading).
2) Highest score trait- Indicates that most people (62%) find the “Helpful” trait present; which is associated with being able to contribute and assist others.
3) Other high score traits- Mature (37%), Adaptable (25%), Calm (25%), Dependable (25%) and Organized (25%) indicates many people do see these traits; which are also vital traits for success of the task (Trading).

Although the results show a high compatible task and personality trait, the main weakness of the test is that it was not conducted during the event of the task. This may have resulted in a personality trait that is not prevalent in the relevant situation as one may portray different traits under different situations.

For the Johari Window to be more effective, it has to go through a few rounds of feedback as only then can the Arena be expanded.

An additional test was conducted using Catell’s 16 personality factors with the results (Appendix 2) somewhat agreeing with the BFP results.

6. Job