Personality Testing

In my efforts to study and understand the personality types discussed in this lesson, I took two tests:  the Myers-Briggs test and the 9-type Enneagram test.  

On the Myers-Briggs tests, I tested as an ISFP.  This result was not a huge surprise; I have taken this test twice before and scored as an ISFP each time before.  The test itself was fairly painless, and I found the Yes/No format very easy to work with, but I did notice that several of the questions repeated themselves verbatim at later points in the test.  However, I think that this repetition is probably deliberate, and that they were testing consistency and/or contextual reactions to questions.  

As far as the result goes, it did not surprise me because after I took the test I took a look at the the other 15 personality types and read the descriptions for each one, and I think the ISFP really does describe me the best.  I knew that I would definitely end up classed as an introvert because although I really love being around people and exchanging ideas, I get exhausted by the process as well and I need time by myself to recharge and recover my energy.  I think the "S" part also fits me well because not only do I rely a lot on my senses, I tend to be very practical and methodical as I'm accomplishing tasks.  I'm not as sure about my "F" marking because although I place a lot of importance on my intuition I do try really hard to think through decisions logically and have a clear reason for why I make the decisions I do.  However, I do agree with my "P" designation because although I do tend to make decisions based on logic, not all of my processes are structured.

When I took the Enneagram test, I scored very highly for the Type 4 (Artist) and less highly for the Type 5 (Thinker).  My final result did not surprise me at all because everytime I've taken a Keirsey test or the Myers-Briggs test I've scored as an Artist personality type.  However, I found the process of taking this test a little more frustrating than the Myers-Briggs test because I felt that some of the statements that I was asked to give an "either/or" answer could have been answerd with "both" or "neither," and I found it very frustrating that I did not have this option.  

However, I think that my results for the test tend to be fairly accurate, in spite of my frustrations with taking the tests.  I tend to be very ruled by senses, and I'm usually a very independent, reserved, and intuitive, so I thought this description seemed fairly accurate.  

Although I do not believe that Myers-Briggs tests are the end-all be-all of any personnel decisions, I do believe that they can tell me quite a bit about the people that I work with.  I hope that when I'm managing people my awareness of my natural habits and biases will allow me to both see those biases in other people and be aware that not everyone approaches problems with the same processes that I do.  For instance, as an introvert, I tend to take a lot of time thinking about a problem or a question that I'm asked, but an extravert may not need as much time as I do to answer a question or form a plan.  However, as a manager, I also need to be aware that that extravert may not think through their answer before they speak up, so I will need to be a little more patient with the (to me) lack of polish that an extravert's answer might seem to have.  Also, I'll probably need to be aware that the "N" types tend to have a more creative, imaginative way of working through projects than I as an "S" would have, and I'll need to respect that creativity so I can take advantage of all of the resources that that employee might offer.  I think that being aware of these differences in handling situations will allow me to be a little more patient and a lot more effective when I'm managing my future staff members.

Conflict Resolution Scenario

Although each situation will have different dynamics in the workplace, I would try to approach resolving conflicts in this way:

Scenario:  Two people who have been working in completely different areas at one workplace get thrown together to work on a project that must get done.  Although each worker has their strengths and they do a good job individually, their personalities initially do not mesh with each other, and so there has been enough friction that it has come to my attention.  

Because I would not want this conflict to escalate any further, I would probably choose to schedule a sit-down meeting for as early in my schedule as is possible.  To prepare for the meeting, I would choose a meeting place that would not give either of the conflicting staff members a turf advantage, and I would ask them to prepare for the meeting by thinking about what they consider the problem and what they think their co-worker does well.

Once the two staff members had gathered in my designated meeting place, I would briefly set the rules in place.  I would make it clear that while I do not expect them to be best friends, I do expect them to act like professionals.  I would make it clear that I will not take sides in this conflict, and that I expect everyone involved to work towards an acceptable solution that allows for work to take place.  Additionally, I would make it clear that I will not tolerate name calling, off-topic rants, or interruptions from the other employee.  

After I set the ground rules for the discussion, I would ask each staff member to briefly summarize their view on the current conflict.  I would ask them to stay on-topic, and ask them to be as specific as possible when naming their grievances.  While each member is talking I would ask the other member to look directly at them but not interrupt them.  After each staff member has had their say, I would ask each staff member what specific actions they would like to see happen to solve the conflict.  

Through this time, I would try to keep the discussion as on-topic as possible, and I would not permit side-topic rants to distract us from coming to a solution.  After each staff member has talked about their perspective of the conflict and what actions they would prefer to see happen, I would try to use those suggestions to form a compromise that would allow each staff member to gain what they think is most important.  

I would set some specific goals, actions,  and deadlines for implementing those actions, and  I would also set a meeting time for a couple of weeks into the future to evaluate whether these actions are helping to generate a solution to the conflict.  Before that follow-up meeting, I would make sure to notice and compliment any positive changes that I notice from each of the workers. 

Hopefully these actions and the plan will provide the necessary tools for the staff members to resolve their conflicts and deal with thier disagreements in a constructive fashion, but if the actions did not help, I would probably try to seek outside help such as a mediator.  Addionally, if I feared for the life or safety of any of my workers, I would immediately involve the security office.