ANSWER THE 2 QUESTIONS SEPARTLY
1. Recall the model for improving interpersonal skills and the major personality factors and traits from the unit readings. A goal has been identified for a particular employee: become front-line manager in six months. The employee has met the demands for duties and responsibilities with no reprimands nor sanctions for performance, and the employee is continuing mentoring and shadowing efforts with another seasoned front-line manager. However, there is a need to further assess the employee’s performance. The employee is identified with the self-monitoring personality factor (low).
Discuss the pros and cons of possessing this self-monitoring personality factor. Identify how the performance of the employee can be improved and properly assessed.
Your response must be at least 300 words in length.
2. In evaluating personality types and cognitive styles, which types/styles do you consider important for identifying with personality differences among people? Why?
Your response must be at least 200 words in length.
Unit Lesson:
The material of Unit I identifies the basic foundation of developing interpersonal skills and provides insights
into identifying personality differences for more productive interpersonal interactions within the work
environment. Employees–from front-line personnel, to supervisors, to managers, to CEOs–must communicate
effectively to achieve overall organizational success. Identifying interpersonal skills and individual personality
differences aids in the learning process and promotes effective communication.
Chapters 1 and 2 cover interpersonal skills and explain how these skills can be improved through the process
of effective goal setting. Also, various opportunities are identified in developing interpersonal skills on the job
(i.e., informal learning and other developmental experiences). In addition, personality differences are
identified and strategies on how to mentally respond to the different personality factors are introduced. The
following list includes “five broad factors, known as the Big Five: neuroticism, extraversion, openness,
agreeableness, and conscientiousness” (DuBrin, 2015, p. 23).
In the world of work, it is extremely important to properly apply interpersonal skills and understand individual
differences among co-workers to create a more cohesive working environment. There are several ways to
identify opportunities to improve interpersonal skills such as understanding the art of communication, training
and developing particular soft and hard skills, and utilizing various exercises and activities. For example,
exercises can include how to deal with a difficult customer or coworker, how to manage stress, and how to
communicate in written and non-written forms.
Interpersonal Relations:
According to DuBrin (2015), interpersonal relations refers to a three-part strategy for succeeding in an
organization. The three parts consist of the following ideas: “(1) key concepts of human relations; (2)
suggestions for implementation; and (3) quizzes, exercises, and cases” (DuBrin, 2015, p. 4). All of the parts
are involved in the bigger picture of interpersonal relations that teach a person how to effectively deal with
others and develop through the use of identified best practices. Known as interpersonal skills training, this
development process consists of soft and hard skills. The focus of this lesson is the soft skills, which are
those basic components of interacting with others such as effective communication, listening skills, customer
service best practices, proper behavior, and problem-solving skills.
According to Abbot et al. (2016), there are additional soft skills, which include cultural fit, leadership, and
adaptability. These skills are important within the discussion of human relations and development because,
among other things, they contribute to the ability to successfully fulfill the demands of a position. These skills,
which are assessed during an interview, can often identify how well a potential team member will be able to
work with others in the organization. Of course, the skills can be applied to virtually any situation within the
work environment, and highly developed interpersonal skills can contribute to a more cohesive working
atmosphere. As the employer, it is a great idea to offer trainings to develop the talent within the organization
and identify and apply the best practices developed from a better understanding of the skills.
Hard skills consist of components of a technical nature and tend to be industry specific and are beyond the
scope of this lesson.
Model for Improving Interpersonal Skills:
An individual’s behavior is the starting point for improving interpersonal skills; therefore, set proper goals to
develop interpersonal skills and behavior. The model provided by the textbook is a good example of a way to
improve interpersonal skills. To properly apply the model, one must be willing to change and have the
capability to assess the process; therefore, the process begins with setting goals designed to achieve
interpersonal development. The SMART acronym below can be used in developing such goals (Anderson &
Bolt, 2013):
S – Specific
M – Measurable
A – Attainable
R – Realistic
T – Timely
SMART goals are just one approach. Refer to Chapter 1 of the textbook for other specifics and guidelines on
setting goals. Setting goals and developing a plan of action can be viewed as a blueprint for step-by-step
actions in accomplishing and assessing the desire goal or goals. For example, the SMART goal approach
states that goals must be detailed and specific enough to build upon, and you should be familiar with how the
goal is measured. Of course, regardless of how challenging a goal may be, the one setting it should always
be confident it can be achieved by making it realistic. Finally, there should be target dates attached to avoid
the goal becoming a never-ending pursuit, with few, if any results.
Developmental Needs:
DuBrin (2015) identifies developmental needs specific to what a person should change to improve
interpersonal skills. These developmental needs can be identified in several ways: evaluate yourself candidly,
solicit feedback, assess feedback received (reflection), and consider performance appraisal feedback.
A developing practitioner should be able to identify developmental needs. Various testing activities can be
used in this identification process. One’s developmental needs can range from communication, to
interpersonal, to problem-solving, to stress management needs. Some organizations offer yearly training that
pertains to some of the soft- and hard-skill trainings previously identified. By offering this training, the
organizations are investing in the development of the workforce. A human resources professional must be proactive rather than reactive; therefore, the training should be regular and consistent to effectively enhance
the knowledge and experience levels of each and every employee.
Refer to the self-assessment quiz on identifying developmental needs in your assigned readings. The
assessment is a great opportunity to determine individual needs of improvement for interpersonal skills. In
completing the assessment, the results will identify areas of focus for development. Next, you should identify
the actions to change and enhance the areas of focus. Some possible actions may consist of seeking training
in the areas of effective communication, working in groups, dealing with differences, and proper delivery
styles.
Personality:
According to DuBrin (2015), personality is “behavior patterns that tend to be expressed in a wide variety of
situations” (p. 23). The personality of an individual is made up of five broad factors with three other personality
factors important for human relations; refer to the textbook reading for this unit for details. As you recall and
identify with the specifics of the eight personality factors relating to interpersonal skills in your assigned
reading, you will be able to identify your own personality through completing the assessment on pages 25-27.
Upon completing the quizzes, you will be able to identify ways to enhance your personality and better deal
with the behaviors of others. Examples of how to effectively interact with different personality types can be
found on pages 32-33 of the textbook.
When you are able to identify with your own personality type and factors, you are able to understand your way
of operating on a day-to-day basis as well as relate to the differences of others and better interact according
to the various type factors. As you assess the various types, you can learn patterns of actions and thoughts of
individuals, which helps with better interactions among all.
Personality types and traits influence how you will approach problems. Measuring your personality type can
be conducted with the Myers-Briggs Type Indicator (MBTI): the best-known method in measuring that is
comprised of a self-report questionnaire (DuBrin, 2015). In the measuring process, four dichotomies are used
to assess the perception and judgment of the individual.
-EXTRAVERSION VS. INTROVERSION
-SENSING VD. INTUITION
-THINKING VS. FEELING
-JUDGING VS. PERCEIVING
The four dichotomies
(DuBrin, 2015)
Cognitive Ability:
Cognitive ability is otherwise known as a person’s mental ability or intelligence and can influence job
performance and behavior (DuBrin, 2015). “Understanding the nature of intelligence contributes to effective
interpersonal relations in the workplace” (DuBrin, 2015, p. 33).
We are all made uniquely, which has an effect on how we function, process, and apply the art of
communication and interaction.