Wednesday, April 23, 2008
Personality test
In our leadership/management diagnosis I came out to be an “I”. I was very glad that the test came out this way. Not because I think it is the best way to manage, but simply because I believe that it perfectly describes my personality. After hearing someone’s suggestion, if I do not fully agree with it, many times I would explain to him or her why it is wrong, in a calm and persistent manner. I am trying to be influential, while still proving and pushing my point. I do not think that I can become another type. I spend my whole life, being an “ID.” I do not believe that I can be very statistical, or creative. Sometimes I can be dominant, but in a managerial position, it is best to influence, you get your point across, and you help other people adapt to your point. I do not think that this test should be conducted prier to hiring someone. The professor mentioned how an “ID” or “DI” are best suitable for managers, and he himself was not one of the two. I strongly disagree with the fact that you can make your decision on hiring a person just by looking at this test. I am positive that there are great managers that are neither ID nor DI. This test would definitely help me with my personal intersections. Now I clearly know where I stand. Even though I was influencing people all along, I never knew it. This test just opened my eyes, and helped me understand what I was doing.
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4 comments:
I agree with your notion that great managers can possibly have personality types that are not necessarily ID or DI and that it might be dangerous to administer such tests prior to employment.
I agree that the stereotypes about the perfect traits to be a manger are some what false. Anybody can be a good manger with proper training at the right level.
When you hire someone, often time you do not have the time or give the chance to observe that person and get to know that person through time, but rather you have to make a decision base on the first impression, few chats, and the limited information you have about that person. That is why you have to be able to size up someone, filter, and hire the right person. Hiring is an experiment, trial and error, but if you ever do that or do too many of that, it is going to have a cost.
I do not agree that we can make hire someone just by looking at the personality test because it is not absolutely accurate but to give you a sense the person's personality that you're going to hire.
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