Management And Personality Portfolio Assignment Sample

Exploring Personality Traits, Motivational Theories & Group Dynamics for Effective Leadership

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Introduction Of The Management And Personality Portfolio

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LO1: Reflection of own personality

P1: Assessing own personality traits and attributes

Personality refers to an individual's mental and physical well-being. To put it another way, personality can be described as a design of performance that influences how well an individual adapts to a given scenario. Personality traits are the designs of opinions, feelings, and actions that distinguish people from one another and are aroused in settings that allow people to express their qualities (Moor and Anderson, 2019). Personal traits are characteristics that are natural to a person and that person demonstrates to other people in the actual world. Even though each person has their own unique set of distinguishing features, how they choose to portray themselves to the world has a big influence on how others perceive them (Soto, 2019). Regarding myself, I firmly feel that the numerous great traits of character I have demonstrated have enabled me to accomplish the degree that I have. This includes that I have received several compliments on my genuineness from others. Everyone who knows me believes that I am someone who can manage trust and is willing to entrust duty to my care. Anyone trying to bring my reputation into disrepute will find it difficult to do so since it is something I have worked hard to obtain. In addition to this, another quality that I quickly identify with myself is the capacity to control my emotions. I find it tough to give in to life's demands, even in the face of considerable obstacles. This method has enabled a huge number of individuals to greatly benefit from my lectures on how to remain calm under extreme strain.

P2: Reflection on the value and significance of personality

I will be able to effectively centralize a crowd through any circumstance if I can control my emotions. In addition, respecting others around a place has always been one of my perspectives. This is because each person has different talents, and as a result, each person has different requirements. My life's compass has always been sympathy for others in the organization I have worked for. Instead of lumping everyone organized as a single entity, I now address the issues that have been brought up appropriately.

Perception is an essential elements foe effective managerial relationship. With an effective perception an individual is able to analyze and distinguish their followers in an organization. Perception allows in creating better relationship with employees thus establishing an effective managerial relationship. A positive perception results in positive working environment for the employees and thus creates a strong bond between the employees and the manager.

I have received several prizes and medals in appreciation of my sensitive nature, both toward myself and others. I believe that everyone should work hard to achieve the objectives they have for themselves in life. The only way to achieve anything good is through hard work and unflinching devotion (Atherton et al., 2021). Nothing in life is delivered on a silver platter. I have always thought that education is very essential for individuals of all ages because of my position as a manager. The only way for someone to properly equip themselves for the challenges that lay ahead in their forthcoming life is via education (Farrukh et al., 2018).

M1: Challenging own personality and individual traits

I have assumed that it is challenging to achieve growth in a philosophy that lacks education. As far as I am concerned, I have a steadfast desire to be successful in every aspect of my life. As a result, I would spend the mainstream of my time studying to learn the knowledge that would help me achieve my goal of professional success. I have been granted the chance to represent my department in several major events, programs, and contests as a consequence of my achievements as a leader.

I possess every skill required to make a great manager, thus I am fully qualified. My skills will make it simpler for me to maintain a positive work environment and to accomplish the squad in a way that is suitable for the company. There are some negative aspects to it as well, but I am not going to let them stop me from being successful in my career (Buecker et al., 2020). Since I am a manager, I will put a high premium on developing my abilities and figuring out how to make the most of my deficiencies.

LO2: Applying content and process theories of motivation

P3: Content and process theories of motivation for maintaining effective organizational workforce

Every business needs a strategy in place to acknowledge and appreciate the everyday sacrifices that its employees contribute. This shows workers how much their managers and the business respect their efforts. The alternatives for rewards might be anything from cash to special benefits to recognition to just feeling good about one's efforts. The company gives its workers financial incentives as a way of showing how much it values their dedication and hard work (Crerar, 2018). This demonstrates that the workers are performing well. There are several ways to inspire employees.

As a manager, I may set objectives for my team and recognize their accomplishments both individually and collectively. Employee motivation may be boosted via rewards and increases. The upshot is that the person might feel comfortable and develop more drive by themselves at work. If getting the task done depends on them, they will be more driven to be an effort on time, give it their all, and go the extra mile. There are many different approaches to employee motivation, and each one offers advantages of its own.

Herzberg’s two-factor theory is a content theory of motivation that describes the elements that have an impact on a person's degree of motivation and contentment. These are the two elements:

  • Workplace happiness (affective/hygiene)
  • Unhappiness at work (motivational)

For example a member of my team discusses an issues regarding workplace and another member of my team does not contribute their efforts towards the team. In such cases hygiene factors needs to be considered such as work environment, supervisor practice, job security, salary and benefits.

On the other hand, motivational factors such as recognition for accomplishments, achievement and creativity needs to be considered as motivational factors for employees in the organization.

Adam’s equity theory is a process theory of motivation. The theory is based on two elements such as input and output. Input elements include hard work, skills and enthusiasm and output elements include salary, recognition and responsibility.

For example during my managerial role in an organization I have applied the theory where individual with different level of skills were provided with distinct recognition and rewards. This was made clear that employees with different level of skills and enthusiasm will receive different rewards and recognition. However, it was also specified that the rewards received are similar among the peers.

M2: Critically assessing the extent to which employee motivation can be enhanced

Additionally, managers must assess how an employee's recommendations for enhancing a procedure or reaching a corporate objective could be taken into consideration. It is conceivable that their recommendations will enhance output or make it easier to reach the target. Managers can best motivate their workers to increase their productivity at work when they are familiar with and understand them (Gupta, 2019). Numerous different forms of motivating strategies may be used to increase employees' job performance. It depends on the individual employee and what drives them. Some of the employees might just have their financial interests in mind.

They are inspired to perform better when they have the chance to get promoted or receive a special incentive. Other employees may be inspired by the possibility of advancement in their field and location of employment. People want to sense that their employer is concerned about their professional growth and the company's overall performance, and this may be as easy as understanding that management is aware of their worries and enthusiastic about their ideas (Ziernwald et al., 2022). Others are driven by a sense of loyalty to the organization, having confidence in their leadership's moral character, and caring for their wellbeing. Additionally, this raises their productivity and job happiness. When an employee is actively engaged in their firm, their coworkers and management form close bonds. In this kind of workplace environment, teamwork is promoted and organizational goals are achieved.

LO3: Participation in the group team activity

P4: Contribution to the creation and management of effective team working

Motivational group activity

In this team-building exercise, participants must decide how they will work with the other members of their group. The objective is to learn how other people view the propensity for cooperation and empathy. Employees will need pencils, paper, and envelopes to complete this work properly. The team will receive the questionnaires by mail in envelopes containing the questions. The question that will be included are as follows:

Whom would you most like to have in your circle of friends if you were marooned on an island?

Whom would you contact if you need assistance planning a party?

Which of the other two members of your group would you like to go on a cruise with you?

The envelopes will then be distributed, and once it is made clear that the evidence supplied is confidential, answers will be gathered.

Once the casings have been distributed, it is my responsibility to make it clear that the replies will be kept confidential before gathering the information. Motivational group exercises may significantly alter how individuals see one another. Consideration is given to the value of collaboration and teamwork. Colleagues will award points for superior performance. The results will be combined and individually provided to each participant (Khymytsia, 2019). Each participant will be able to view the aggregate of the other participants' opinions both before and after the games. People frequently find out that their coworkers don't talk about them, while others find out that they are more admired than they thought. This activity will help the employees in knowing the perspective of other employees regarding their character.

P5: Exploring the relevance of group behavior

Team and group behavior signifies to an effective team

A team has both individual and group obligations as well as a common mission and leadership roles. Teams can assess their performance and come to conclusions by looking at the outputs of their joint effort. a group that works well It establishes a high degree of urgency, strict performance requirements, and specific objectives. Teams that have a compelling reason for being established are more likely to succeed and perform up to expectations. Teams that are assembled to work on "important" corporate goals but lack focus and a compelling purpose to exist will disband fast.

GRIP is one of the team theory that an organization in accomplishing its goals and objectives. The model has several elements which are discussed below

Goals: Everyone must be completely aware of and dedicated to the team's and organization's goals. To build trust, manager must lead and move forward in accomplishing the goal.

Roles: Each team member has to understand their own responsibilities, expectations, and methods of accountability.

Interpersonal: Sensitivity and flexibility are necessary to manage conflict and advance; effective communication and teamwork demand and promote trust among team members.

Processes: outlined framework for decision-making, team problem-solving, and conflict resolution; outlines work flow and steps to be taken in carrying out the project.

The four elements of the GRIP model implies that with successful implementation of the elements a positive and effective work operational environment can be implemented in an organization which results in growth and revenue of the organization in a smooth and positive manner. Accomplishing specific goals and accountability of roles and responsibilities allows in effective accomplishment of task and activities.

Effective workforce and managerial relationships.

Employee relationship management is the continuous pursuit of employee engagement by a business. This technique promotes open communication at work. When managers and employees communicate effectively, workplace productivity and teamwork are increased. Respected coworkers and bosses are more willing to help out and put in their best effort. Strong leadership is necessary for a team to be cohesive and effective (Park et al., 2019). When they have a strong feeling of connection with their coworkers, they are more inclined to do their best work. For instance, it motivates people to take chances, create professional objectives, and assist them in discovering meaning in their work. The treatment that employees get from managers and superiors has a direct impact on their levels of engagement and pleasure at work.

Challenges and reflection of individual participation

Each team member brings unique skills and weaknesses to the table. When learning groups are well-organized and everyone gives their best, developing new skills and sharpening existing ones may be a successful endeavor. I did a fantastic job of working with others during the activity. It has been clear that both I and my colleagues have contributed to the educational efforts. I have learned a lot from my teammates. I did not enjoy group activities when I initially started taking part in them since not everyone was giving it their all.

Even still, it seemed like the crowd was coming together and pursuing a unified goal as time went on. I have learned that any work group's total effectiveness is closely correlated with the contributions made by each of its members. Respect must be shown for both the group as a whole and each separate associate. Team members must also be motivated and responsible gamers. When the group's leaders set a good example for their followers, optimistic approaches and a feeling of community are established (Gopinath and Saleem, 2020). Each team member must respect the beliefs, principles, and standards of the others. As different as the individuals who uphold them are their standards and ideals. Each team member should adhere to the values of gentleness, patience, and openness. The aim of these norms and values is not to condemn or criticize others. All norms and ideals have importance in a diverse community.

M3: Personal contribution to group behavior

To develop and retain valuable employees, managers must provide a healthy work atmosphere. A manager must be able to build trust, deal with conflict, gain buy-in, hold individuals responsible, and concentrate on the group goals that determine the team's performance if a manager wants to build a successful team. The best managers continuously review their goal-setting procedures and seek out ways to make sure that their staff members are working as efficiently and productively as they possibly can. When it comes to defining goals, effective managers use a proactive rather than a reactive approach. They continually evaluate and revise their plans and objectives while seeking chances to do so.

Managers are often in charge of training new hires and personnel who have been promoted. Additionally, they frequently have the duty of introducing new practices and procedures to their staff (Gopinath and Saleem, 2020). Regardless of the structure, supervisors that actively participate in the preparation procedure are the most successful. Great organizations have management that continually pushes and inspires people to develop their skills. This method includes giving encouragement, offering constructive criticism, and conducting routine evaluations. Employees that are actively engaged are more likely to be aware of their strengths and flaws as well as opportunities for growth via tutoring, preparation, and improvement.

LO4: Examining the application of power, politics, and culture in an organization

P6: Examining the process of operation of power, politics, and culture in an organization

When an individual communicates about the power they are talking about a person's or a group's ability to exert influence over other people's behaviors and achieve the desired outcome. It includes, among other things, "the capacity to govern the resources of subordinates and the competence to affect the performance of others." Politics is the practice of using negotiation and bargaining, both of which are crucial to the repetition of politics, to resolve conflicts of interest and points of disagreement. When power dynamics are present, the philosophy of an association can have both good and bad consequences.

People who are in positions of authority and people who have guidance over others both wield power. A person in a position of authority within an association has the authority to direct the distribution of resources like money and to plan promotional activities like advertising (Alapo, 2018). The person in control of the situation may impose potentially harmful repercussions on those who do not meet the specified requirements. Power in an association can either have a positive or negative impact on how the group operates, depending on how it is used.

The corporate culture and power may provide staff members a laid-back working atmosphere and pleasant interpersonal interactions so they can perform to the best of their abilities. Employees can have a feeling of purpose, feel accountable, and contribute to the organization's overarching objective thanks to the culture. With specific power employees are able to contribute their efforts in decision making process in the organization. This also provides a sense of equality and belongings’ among the employees and thus improves employee behavior in a particular organization.

M4: Evaluation of the operation of power, politics, and culture and its effect on the employee behavior

Lower-level employees' motivation is a strong source of good energy that can produce a variety of advantages. Front-runners who have a significant influence on a company's daily operations should place a high priority on fostering an effective workplace (Arora and Rao, 2018). Employees may be endorsed to management positions, in which the best workers are given the chance to manage other employees, recognized and rewarded for their exceptional performance, and given the ability to make choices on their own when faced with a challenging issue.

Political terminology frequently has negative implications. Its unfavorable reputation is the result of those who want to seize authority exclusively for their gain. People who work for an organization commonly use unethical forms of influence and management to attain their goals when they want to progress their careers and take on leadership roles. The inappropriate use of power for the goal of garnering unwarranted attention and popularity is referred to as workplace politics, and it has a significant impact on an organization's culture and employees (Redden, 2022). The level of productivity in the workplace may suffer if other employees feel forced to act unethically or dishonestly. Because it affects result-making, politics has an impact on decision-making, which in turn has an impact on politics.


Alapo, R., 2018. Organizational power politics and leadership experiences on the view and use of power in organizations.

Arora, S. and Rao, R.K., 2018. Integrating Leadership, Power and Politics and Its Impact on Organization. IMPACT: International Journal of Research in Humanities, Arts and Literature (IMPACT: IJRHAL), 6(4), pp.1-6.

Atherton, O.E., Grijalva, E., Roberts, B.W. and Robins, R.W., 2021. Stability and change in personality traits and major life goals from college to midlife. Personality and Social Psychology Bulletin, 47(5), pp.841-858.

Buecker, S., Maes, M., Denissen, J.J. and Luhmann, M., 2020. Loneliness and the big five personality traits: a meta–analysis. European Journal of Personality, 34(1), pp.8-28.

Crerar, C., 2018. Motivational approaches to intellectual vice. Australasian Journal of Philosophy, 96(4), pp.753-766.

Farrukh, M., Alzubi, Y., Shahzad, I.A., Waheed, A. and Kanwal, N., 2018. Entrepreneurial intentions: The role of personality traits in perspective of theory of planned behaviour. Asia Pacific Journal of Innovation and Entrepreneurship.

Gopinath, C. and Saleem, F., 2020. Effect of structuring on team behavior and learning. Journal of Education for Business, 95(6), pp.359-366.

Gupta, P.V., 2019. Motivational Strategies for Adult Learners: Different Approaches.

Khymytsia, O., 2019. Theoretical aspects of forming the team activity of architectural organizations. ICS 2019, p.194.

Moor, L. and Anderson, J.R., 2019. A systematic literature review of the relationship between dark personality traits and antisocial online behaviours. Personality and individual differences, 144, pp.40-55.

Park, B.N., Shin, M.K. and Jeon, H.J., 2019. Analysis about the effect of flipped learning based team activity. Journal of Convergence for Information Technology, 9(6), pp.44-51.

Redden, G., 2022. Organizations and power: a critical evaluation of the rise of performance measurement. In Research Handbook on the Sociology of Organizations (pp. 329-346). Edward Elgar Publishing.

Soto, C.J., 2019. How replicable are links between personality traits and consequential life outcomes? The life outcomes of personality replication project. Psychological Science, 30(5), pp.711-727.

Ziernwald, L., Schiepe-Tiska, A. and Reiss, K.M., 2022. Identification and characterization of high-achieving student subgroups using two methodological approaches: The role of different achievement indicators and motivational-affective characteristics. Learning and Individual Differences, 100, p.102212.

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