Interpretation:
Through my completion of the 2^nd Self- assessment I have learned that my Organizational Design preference is not clearly determined. My views and preference on this matter can go either way.However, I believe I would be more comfortable in an organic design rather than a mechanistic design.Organic design style has a larger distribution of power and seems to be delegated more efficiently.

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Interpretation:
My desired leadership style is “relationship-motivated.”Although my score suggests that my style can be shifted either way, I feel that my decisions and ideas are based more on relationship than task.However I would like to work on this because sometimes my feelings have a negative effect on my leadership.This is something that I would like to work on in the future.

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Interpretation:
This assessment focuses on your type of leadership, wheter you perform in a transformational or transactional style. I felt that this assessment was a good evaluation of my leadership perference, I believe that my scores in both areas are accurate. I received a higher score in the transformational area, which means that I tend to inntiate change and involvement within my workplace. However, exceptional leaders usually have high scores in both areas, although my transactional score is relatively high I need to realize when change does not need to be made and learn how to structure and reward. 

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Interpretation:
The Cultural Attituded Inventory assessment takes into account Hofstede's dimensions of national cultures, and lets you know based on your score where you fall.  According to my scores I am high in all categories except for Individualism-Collectivism. My scores are higher than the average U.S. scores. I do not agree with these scores because I feel that my scores do not reflect me personally at all.  The only score that I do agree with is my Uncertainty Avoidance score, I do tend to try to avoid conflict situations, however this is something that I want to work on in the futue.

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Interpretation:
Based on Herzberg's two-factor theory this assessment distinguishes between the two areas of motivator and hygiene factors. Although I gave this assessment a high rating I do not believe that these scores reflect me. I feel that my motivator factor should be higher than my hygiene factor, however they are close. According to this assessment I value salary, working conditions and interpersonal relationships more than I do achievement, recognition and personal growth.

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Interpretation:
This assessment is an excellent evaluation of my conflict style. I tend to have higherscore in areas which have less competition or areas where the level of conflict are lower. The ways I am more likely to resolve conflict is through compromising or accommodating. These types of resoultion are higher because I do not like conflict I try to resolve it as quick as possible. I believe that my current style needs to be changed because I do not stand up for myslef or my ideas, this is diffentaely something I will work on for the future.

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Interpretation:
This assessment is based on McGregor's Theory X and Theory Y. I have score higher in Theory X which assumes that I believe that people generally do not like work, do not want change and that they are irresponsible. This also suggested that I believe that people like to be led instead of leading. I do not agree with this assessment because I feel that my Theory Y score should be the higher score. Theory Y suggests that people are responsible, are willing to work and that they can maintain self control and direction.

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Interpretation:
I enjoyed this assessment and I believe that its evaluation of the power I wish to use the most was correct. I would rather use referent or expert power more than others. Referent poweris power gained through charisma, overall image. Also, expert power is when power is achieved through information or an expertise in a certain area. I like these forms of power the most because they focus more on me, instead of where I am within a business. 

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Interpretation:
This assessment divides your skills up into various categories, such categories are: technical, human relations or conceptual. Although I feel that my human relations score should be higher, my overall impression of this assessemnt is that it is a good evaluation. In order to be a good manager I feel that one should be exceptional in all three areas. The technical score is related to using an epertise in an area. Human relations has to do with your relationship with others in your workplace. Lastly conceptual is solving complex problems that will best benefit everyone invloved. I think that my scores in all of these categories are good scores and that my management syle would be good, but could be improved.

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Interpretation:
Although I did not particularly like this assessment I think that it is neat to compare my scores to those scores of students in previous years. My overall average is almost one point higher than both of the other two reported. I do not feel that I am unethical because my score is high, I believe that with the times changing the way we view things will change. Ethics are a hard thing to gauge people on, which would make it extrmely difficult when being a manager. As a manager you have to consider each individual differently.

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