SELF-ASSESSMENT
SCORESHEET
MGT 202
Charles F. Lanman
Added
Value:
Table
of Contents:
| Assessment
#2 (Organizational Design Preference): |
65 |
Interpretation:
The use of a mechanistic
organizational design involves using logic, fair and efficient
standards, formal rules and authority, and career advancement based on
competency. The use of organic organizational design
includes a less formal policy with fewer rules and procedures and also
more wide spans of control and more personal coordination. Of the
two types of organizational design, my score of 65
tells me that I prefer the mechanistic organizational design.
This result kind
of shocks me because after learning the definition of each one, I figured
that I would fall into a more organic design. I compared my score
with my roommate's score of a 55 telling me
that he falls in the middle of both of these types of designs.
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| Assessment
#3 (Least Preferred CoWorker Scale): |
40 |
Interpretation:
The Least Preferred
CoWorker Scale (LPC) was designed by Fred Fiedler
in order to discover a person's leadership style. Fiedler believes
that a person's leadership style is a fixed part of a that person's personality
and is complicated to change. With this belief, Fiedler then suggests
that the key to leadership success is finding good "matches" between styles
and situations.
My score of a 40
signifies that I have a "task motivated" leadership style.
I am an MIS major and I feel that this leadership style does fit well what
I plan on doing after graduating college. Before I took the test
I thought that I would either fall into this leadership style or fall somewhere
in between the two, so I do agree with this score. My roommate
received
a 44 which also falls into the same "task motivated" leadership
style.
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Assessment
#4 (T-T Leadership Style Assessment):
Transformational
Score:
Transactional
Score: |
26
24 |
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Interpretation:
Transformational
leadership refers to inspiring people and influencing them to become
high perfomers. Transactional leadership
refers
to the direct efforts of others through tasks, rewards, and structures.
If a  person
is strong in both of the "T's" then they will most likely to be successful
in the future.
The score I received
was a strong balance between the two, but slightly leaning toward the Transformational
leadership. I do agree with the balance between the two types
of leadership, but I thought that I would end up leaning toward the transactional
leadership. I believe this way because I feel I am a more "direct"
type of leader and wouldn't do as well in a transformational leadership
situation. My roommate's score was very close to mine
with a transformational score of 28 and a transactional
score of 22.
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Assessment
#7 (Cultural Attitudes Inventory):
Masculinity-Femininity
Score:
Individualism-Collectivism
Score:
Uncertainty Avoidance
Score:
Power Distance
Score: |
3.67
3.8
4
2.5 |
Interpretation:
Prior to taking this
test, I thought that my score would end up on the middle to high end of
each of these categories except in the power distance score. My predictions
came pretty close to my actual scores in almost every situation.
For this test, instead
of comparing my results to my roommate's, I decided to choose a female
friend and compare our scores. I figured it would be more interesting
comparing scores of two different genders.
Her scores were almost at the opposite end of the spectrum in 2 of the
4 categories, which she scored very low in masculinity-femininity and uncertainty
avoidance. Her other two scores were very similar to mine. Overall,
I feel that my scores turned out pretty good and I wasn't too high or too
low in any category, which is a good skill for a manager to have.
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Assessment
#11 (Herzberg’s Two-Factor Theory):
Motivator
Factor Score:
Hygiene Factor
Score: |
34
26 |
Interpretation:
The motivator
score
determines how important job content is to you, and the hygiene
score determines how important job context is to you.
My score indicates that I place a higher importance on job content than
I do job context. I do agree with my score because I usually am not
too worried
about the type of job I get as long as there are high benefits either in
the short or the long run. Compared to my roommate's
score, he scored higher in the hygiene area placing a high
importance on job context.
For
More Information on Herzberg's Two-Factor Theory: click
here
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Assessment
#12 (Conflict Management Styles):
Competing
Score:
Collaborating
Score:
Compromising
Score:
Avoiding Score:
Accommodating
Score: |
9
7
10
7
9 |
Interpretation:
My scores on the
Conflict
Management Styles showed that I have a rather high competing,
compromising, and accommodating management style, and an above
average collaborating and avoiding management style. My highest
score was in compromising with a 10. I can see why I scored this
because I am always concerned with what others want along with meeting
my needs. This can be a positive management style for me in the future
because I will be able to make positive negotiations. My roommate's
score was slightly lower in accommodating and competing but higher in the
other categories.
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Assessment
#14 (Theory X and Y):
X
Score:
Y Score: |
6.0
6.0 |
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Interpretation:
Douglas McGregor's
Theories of X and Y suggest that people have different behaviors
towards work. Theory X assumes that people don't want
to work and need to be closely supervised and forced to work.  Theory
Y assumes that people want to work and enjoy it. My score
shows that I am exactly in the middle between the two theories.
This indicates that I am neither too lazy or the most excited to work.
I
feel this is a positive characteristic to have in the future because I
won't be a worthless employee that is forced to work, but I also
won't be overworked and "burnt out."
For
Additional Information On McGregor's Theories of X and Y: click
here
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Assessment
#20 (Personal Power):
Reward
Power Score:
Coercive Power
Score:
Legitimate Power
Score:
Referent Power
Score:
Expert Power
Score: |
4.25
3.75
4.00
4.25
3.75 |
Interpretation:
I scored rather high
on all 5 of these categories of the Personal Power Profile
assessment. My two highest scores were in Reward Power
and Referent Power. I feel the reason I scored highest
on these two categories is because I believe that rewarding employees is
the best way to motivate them to become high-performers. One of my
lower scores was in Expert Power and the reason for this
is because, at this point in my life I don't have any area of true expertise.
My roommate actually scored high in the Expert Power because
he is a video production major that requires a certain type of expertise
that many other people don't have.
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Assessment
#39 (Managerial Skills Inventory):
Technical
Score:
Human Relations
Score:
Conceptual Score: |
25
24
21 |
Interpretation:
Of the three categories
in the Managerial Skills Inventory assessment I scored highest
in Technical followed by Human Relations, and Conceptual.
A technical skill is the ability to be able to utilize a special expertise.
Human Relations is the ability to work well and communicate with others.
Conceptual skill is the ability to break down complex situations and think
analytically.
Before taking this
test I thought that I would score highest in the Human Relations score
because I feel that I can communicate well with others and am a good group
worker. I feel that as I grow up, my scores will change over
time and I will eventually have a different high score.
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| Assessment
#41 (Classroom Ethics): |
2.29 |
NOTE: to get this
score, add your scores for each individual item and divide by 17.
Interpretation:
For the Classroom
Ethics assessment, my scores show that I am most concerned
about students taking a test for someone else, obtaining a copy of the
exam prior, and writing a term paper for someone else. I
believe this is because these are the most blunt and disgraceful ways of
cheating. My roommate was most concerned with plagiarism
and falsifying a bibliography because he feels strongly about taking credit
for other people's work. Everyone should have to do their own work
and not take other's hard work for their own good.
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