Personality and Leadership

Personality and Leadership

Order Description
Project Two: Assessin” rel=”nofollow”>ing Self and Potential Candidates
Purpose:
In this assignment, students contin” rel=”nofollow”>inue workin” rel=”nofollow”>ing with Global Delivery Direct (GDD) (attached). Students learn about their own personality type and based on what is learned, rank several candidates who have applied for the position of CEO and develop in” rel=”nofollow”>interview questions based on leadership quality and personality types.
Outcome Met by Completin” rel=”nofollow”>ing This Assignment
� use leadership theories, assessment tools, and an understandin” rel=”nofollow”>ing of the role of ethics, values, and attitudes to evaluate and enhance personal leadership skills
In this assignment, students will take the Myers-Briggs Personality Assessment, learn about candidates for the position of CEO for Mail on Wheels and develop in” rel=”nofollow”>interview questions that will be used by Alex Cheng.
Instructions
Step 1: Review �How to Analyze a Case Study� https://wps.prenhall.com/wps/media/objects/3481/3564570/laud_handsonguide.pdf
Step 2: Create a Word or Rich Text Format (RTF) document that is double-spaced, 12-poin” rel=”nofollow”>int font. The fin” rel=”nofollow”>inal product will be between 5-7 pages in” rel=”nofollow”>in length excludin” rel=”nofollow”>ing the title page and reference page.
Step 3: Review the gradin” rel=”nofollow”>ing rubric for the assignment.
Step 4: In addition to providin” rel=”nofollow”>ing an in” rel=”nofollow”>introduction, students will use headin” rel=”nofollow”>ings followin” rel=”nofollow”>ing this format:
� Title page with title, your name, the course, the in” rel=”nofollow”>instructor�s name;
� Results of Myers-Briggs Personality Test
� Rankin” rel=”nofollow”>ing of CEO Candidates
� Top Candidates
� Interview Questions
Step 5: In writin” rel=”nofollow”>ing a case study, the writin” rel=”nofollow”>ing is in” rel=”nofollow”>in the third person. What this means is that there are no words such as �I, me, my, we, or us� (first person writin” rel=”nofollow”>ing), nor is there use of �you or your� (second person writin” rel=”nofollow”>ing). If uncertain” rel=”nofollow”>in how to write in” rel=”nofollow”>in the third person, view this lin” rel=”nofollow”>ink: https://www.quickanddirtytips.com/education/grammar/first-second-and-third-person. Also note that students are not to provide personal commentary.
Step 6: In writin” rel=”nofollow”>ing this assignment, students are expected to support the reasonin” rel=”nofollow”>ing usin” rel=”nofollow”>ing in” rel=”nofollow”>in-text citations and a reference list. If any material is used from a source document, it must be cited and referenced. A reference within” rel=”nofollow”>in a reference list cannot exist without an associated in” rel=”nofollow”>in-text citation and vice versa. View the sample APA paper under Week 1 content.
Step 7: In writin” rel=”nofollow”>ing this assignment, students will use resources from the course material and no more than 3 external source documents. NOTE: The expectation is that students provide a robust use of the course material in” rel=”nofollow”>includin” rel=”nofollow”>ing the material presented in” rel=”nofollow”>in this assignment.
Step 8: In completin” rel=”nofollow”>ing the assignment, students are expected to use the facts from the case study paired with the weekly courses readin” rel=”nofollow”>ings to develop the analysis. The case study is not cited or referenced.
Step 9: In writin” rel=”nofollow”>ing this assignment, students are expected to paraphrase and not use direct quotes. Students are expected to paraphrase, which can be learned by reviewin” rel=”nofollow”>ing this lin” rel=”nofollow”>ink: https://writin” rel=”nofollow”>ing.wisc.edu/Handbook/QPA_paraphrase2.html
Step 11: Read and use the Global Delivery Direct (GDD) Company Profile. (attached)
Step 12: Read critically and analyze the followin” rel=”nofollow”>ing scenario:
Scenario: Havin” rel=”nofollow”>ing bought the busin” rel=”nofollow”>iness from Alex Cheng, owner and CEO of Mail on Wheels, who decided not to stay on in” rel=”nofollow”>in a leadership capacity, Rockfish now has to hire a replacement for Alex Cheng. Rockfish is lookin” rel=”nofollow”>ing for a candidate who knows the busin” rel=”nofollow”>iness, can present a good corporate image (i.e., to the bigger clients who are more likely to pay for the custom service), is well-educated, and will lead the existin” rel=”nofollow”>ing group with a balance of firmness and give enough freedom to creatively personalize fulfillment of each client�s needs. Sin” rel=”nofollow”>ince you are the manager with whom Cheng�s replacement will have the most contact, Rockfish has decided that you should participate in” rel=”nofollow”>in the call back in” rel=”nofollow”>interview. Further he has given you his in” rel=”nofollow”>interview notes on each candidate and wants you to rank them on a scale of 1 to 5, with 5 bein” rel=”nofollow”>ing the best fit, so that he has some idea goin” rel=”nofollow”>ing in” rel=”nofollow”>into the in” rel=”nofollow”>interview what your �on paper� reaction is to each candidate.
Here are his notes on each candidate:
Candidate One- Henrietta Raynard
Henrietta was the assistant to Alex Cheng. She is 28 years old with 3 years of college. She currently is fin” rel=”nofollow”>inishin” rel=”nofollow”>ing her degree onlin” rel=”nofollow”>ine at UMUC. Henrietta is a Busin” rel=”nofollow”>iness Admin” rel=”nofollow”>inistration major. She is friendly and has a quiet demeanor. Her Myers-Briggs personality test ranked her as an ISTJ. She has received high marks from Cheng who says she is detailed oriented, had a good understandin” rel=”nofollow”>ing of the busin” rel=”nofollow”>iness organization and seemed to work well with the younger staff. She did not tolerate much nonsense from people, hated surprises, and wanted people to be brief in” rel=”nofollow”>in talkin” rel=”nofollow”>ing with her. These personality traits meant she could at times be cold to customers whose demands she believed were unfounded or unrealistic. Cheng did not see this as bad per se because he thought he was too pleasin” rel=”nofollow”>ing sometimes. After all, he was in” rel=”nofollow”>in the busin” rel=”nofollow”>iness to make money. Overall, Cheng felt that she could handle the job. Rockfish�s personal impressions were that she was hesitant in” rel=”nofollow”>in join” rel=”nofollow”>inin” rel=”nofollow”>ing a bigger company. She liked the smallness of a busin” rel=”nofollow”>iness and felt in” rel=”nofollow”>in control. She did like the collaborative environment of GDD and responded well to the idea that her opin” rel=”nofollow”>inions and suggestions were welcome at all times. Her reasons for wantin” rel=”nofollow”>ing the job centered main” rel=”nofollow”>inly on the idea that she felt she could run the busin” rel=”nofollow”>iness well and had some good ideas about makin” rel=”nofollow”>ing the mobile units better usin” rel=”nofollow”>ing the advanced technology that Cheng wanted. The technology would allow for better connections to GDD allowin” rel=”nofollow”>ing deadlin” rel=”nofollow”>ines to be met faster. When asked how the staff perceived her, she laughed and said they called her �Type A�. but then to some of the people I work with, anyone who shows up for a meetin” rel=”nofollow”>ing early is a �Type A.� Rockfish noted that durin” rel=”nofollow”>ing this statement, it was only one of two times durin” rel=”nofollow”>ing the in” rel=”nofollow”>interview that she held my gaze for any length of time.� When asked what characteristics she thought a leader needed to succeed in” rel=”nofollow”>in the 21st century she replied, ��objective, practical, controlled and fair�. Her knowledge of the busin” rel=”nofollow”>iness was sound. She seemed to not know a lot about how GDD was operatin” rel=”nofollow”>ing.
Candidate Two- Orson Hernandez
Hernandez currently manages the local Kin” rel=”nofollow”>inko�s store. He has remain” rel=”nofollow”>ined loyal to the company even after the merger. However, he feels that the store�s image, culture, and mission have changed dramatically sin” rel=”nofollow”>ince the merger. He enjoys workin” rel=”nofollow”>ing with a customer until they were satisfied and regrets havin” rel=”nofollow”>ing to short change the time he spends with customers today. He also feels that the company culture has become more rigid. Hernandez�s Myers-Briggs personality test showed him as an ENFP. He could be very ebullient. At times, he was not sure of the facts. When asked what characteristics he thought a leader needed to succeed in” rel=”nofollow”>in the 21stcentury, he replied, ��flexible, compassionate, in” rel=”nofollow”>insightful and honest�. Hernandez seemed to understand the idea of a mobile packagin” rel=”nofollow”>ing store and was aware that Cheng�s company was becomin” rel=”nofollow”>ing a strong competitor for his small busin” rel=”nofollow”>iness customers. He liked the clan culture at GDD and showed signs of havin” rel=”nofollow”>ing done his homework on the company. When asked how he created followers among his employees, Hernandez replied that he liked to use in” rel=”nofollow”>incentive motivational techniques and would sometimes empower workers if they showed the ability to manage others well. He was not aware of how his workers perceived his leadership style, which he characterized as bein” rel=”nofollow”>ing diplomatic. He liked to be in” rel=”nofollow”>in agreement with people and to be flexible. He enjoyed surprises. Hernandez has a B.A. in” rel=”nofollow”>in art history. Overall impression: able to do the job well.
Candidate Three- Jonathan Livin” rel=”nofollow”>ingston
Graduated from UMUC�s MBA program two years ago! Currently works for the IT department at UPS. This is a job he obtain” rel=”nofollow”>ined right out of the military. Livin” rel=”nofollow”>ingston entered the in” rel=”nofollow”>interview room all smiles and with a firm handshake. I was impressed by the firm handshake and the eye contact throughout the in” rel=”nofollow”>interview. Livin” rel=”nofollow”>ingston was very prepared to discuss both companies havin” rel=”nofollow”>ing visited them both prior to the in” rel=”nofollow”>interview. Livin” rel=”nofollow”>ingston had also read about GDD onlin” rel=”nofollow”>ine and spoke with current employees. He also mentioned lookin” rel=”nofollow”>ing at Glass Doors as well. Livin” rel=”nofollow”>ingston�s knowledge of the delivery/cargo busin” rel=”nofollow”>iness was extensive havin” rel=”nofollow”>ing worked with UPS for 6 years in” rel=”nofollow”>in IT. His Myers-Briggs personality test gave him an ETP with a split SN. Livin” rel=”nofollow”>ingston in” rel=”nofollow”>indicated that he was the team leader in” rel=”nofollow”>in his current job and was content with the organization. However, his current job could not lead him to a career position in” rel=”nofollow”>in management. He felt confident that he could handle the new job as leader of the mobile division. Livin” rel=”nofollow”>ingston said his leadership style was situational with a little transformational thrown in” rel=”nofollow”>in. General impression: great candidate but maybe more qualified than the job entailed. Too good to be true???!
Candidate Four-Adrianna Coyote
Graduate of Blackfeet Community College in” rel=”nofollow”>in Brownin” rel=”nofollow”>ing, Montana with an AA in” rel=”nofollow”>in busin” rel=”nofollow”>iness studies. Coyote went to work with GDD part-time straight out of college. She took time off to have a family and is now managin” rel=”nofollow”>ing the GDD airport station of the Ontario Hub. Havin” rel=”nofollow”>ing read about the opportunity through the GDD�s HR division website, Coyote was excited to have the opportunity to move forward in” rel=”nofollow”>in her career. She is quite familiar with GDD shippin” rel=”nofollow”>ing methods, deadlin” rel=”nofollow”>ines, and policy. Coyote has many in” rel=”nofollow”>innovative ideas besides the mobile vans that would encourage the busin” rel=”nofollow”>iness boutique market. The Myers-Briggs test scored her primarily as anExtrovert with some Introvert in” rel=”nofollow”>influence, N in” rel=”nofollow”>intuition Thin” rel=”nofollow”>inkin” rel=”nofollow”>ing, Perceivin” rel=”nofollow”>ing. Coyote�s evaluations are superior and she works well with her team. Her colleagues suggest that she is flexible and a people-first person. She does not always make decisions with data; sometimes her decisions are based more on feelin” rel=”nofollow”>ings.
Coyote is an attractive woman but does not present herself as well as she could. Her eye contact is good and she comes off very authentic. However, her use of English is not always good. She describes her leadership style as transformational. Her team seems to concur. She has little knowledge of the mobile busin” rel=”nofollow”>iness but has researched Mail on Wheels and looked at the busin” rel=”nofollow”>iness. General impression of candidate: could do the job but worried about the impression she may make on the bigger customers who were more likely to spend the money on boutique service. Overall impression: strong candidate.
Required Elements for Project Two
� As was noted earlier Rockfish has decided that you should participate in” rel=”nofollow”>in the call back in” rel=”nofollow”>interview because he realizes that you will be workin” rel=”nofollow”>ing with the new CEO the most and is anxious to get your in” rel=”nofollow”>input in” rel=”nofollow”>in the decision. Prior to participatin” rel=”nofollow”>ing in” rel=”nofollow”>in the in” rel=”nofollow”>interview, Rockfish wants you to rank each candidate based on his in” rel=”nofollow”>interview notes so that you can give him some idea goin” rel=”nofollow”>ing in” rel=”nofollow”>into the in” rel=”nofollow”>interview as to what your �fresh eyes� reaction is to each candidate. Usin” rel=”nofollow”>ing Rockfish�s notes rank each candidate usin” rel=”nofollow”>ing a scale of 1 to 5, with 5 bein” rel=”nofollow”>ing the best fit and 1 bein” rel=”nofollow”>ing the worst fit for the company. Explain” rel=”nofollow”>in you�re the reasonin” rel=”nofollow”>ing for the rankin” rel=”nofollow”>ing.

� He has also given you two articles that he wants you to read because they will help explain” rel=”nofollow”>in the Myers-Briggs personality types that he referenced. They are:

Read: Effects of Each Preference in” rel=”nofollow”>in Work Situations
� https://webcache.googleusercontent.com/search?q=cache:o8DCcCnzS24J:www.mass.gov/eopss/docs/dfs/fiu/in” rel=”nofollow”>interview-work-preferences.doc+&cd=1&hl=en&ct=clnk&gl=us

and

Read: Preferred Methods of Communication
https://www.csun.edu/~hcpsy002/Type_Methods_Communication.pdf

� As you are the manager who will be workin” rel=”nofollow”>ing with the newly hired candidate, you also want to get a person in” rel=”nofollow”>in the position that will work well with you and will fit the organization. Identify your personality type, the effects of the type preferences in” rel=”nofollow”>in a workplace situation and preferred methods of communication by takin” rel=”nofollow”>ing the followin” rel=”nofollow”>ing Myers-Briggs Personality test:

� Take the Free Personality Test at: https://www.16personalities.com/in” rel=”nofollow”>intj-personality
� Once you have taken the quiz compare your results again” rel=”nofollow”>inst those of the candidates and select the top two people whom you will work the best. Explain” rel=”nofollow”>in the reasons for your conclusions and support it with the class material.

� Now that you have completed a pre-in” rel=”nofollow”>interview evaluation of the candidates, both for yourself and for Rockfish, create at least three in” rel=”nofollow”>interview questions for each candidate. These questions should address poin” rel=”nofollow”>ints about in” rel=”nofollow”>individual leadership �people skills� that the candidates need and that have not been addressed by Rockfish�s notes, and that are important to you workin” rel=”nofollow”>ing with the new person. Refrain” rel=”nofollow”>in from typical HR questions like where do you see yourself in” rel=”nofollow”>in five years? Focus on those themes found in” rel=”nofollow”>in weeks 4-6 to create the questions.

Step 13: Create the in” rel=”nofollow”>introductory paragraph. Within” rel=”nofollow”>in this paragraph, provide a brief overview of the scenario. Then, provide a thesis statement and tell the reader the main” rel=”nofollow”>in topics covered in” rel=”nofollow”>in the paper. The in” rel=”nofollow”>introductory paragraph is the first paragraph of the paper but is typically written after writin” rel=”nofollow”>ing the body of the paper (Questions students responded to above). View this website to learn how to write an in” rel=”nofollow”>introductory paragraph: https://www.writin” rel=”nofollow”>ing.ucsb.edu/faculty/donelan/in” rel=”nofollow”>intro.html
Step 14: Respond to the questions in” rel=”nofollow”>in Part One and Part Two followin” rel=”nofollow”>ing the format provided. Be clear and concise in” rel=”nofollow”>in the writin” rel=”nofollow”>ing and make sure the questions are comprehensively answered.

Be sure to reference some of these and only use United States references and peer reviewed references.
Course material to reference:

https://lead-in” rel=”nofollow”>inspire.com/Papers-Articles/Leadership-Management/The%20Relationship%20between%20leadership%20and%20Personality.pdf
https://www.cio.com/article/2440255/careers-staffin” rel=”nofollow”>ing/how-personality-plays-in” rel=”nofollow”>into-leadership.html

https://www.verywell.com/what-is-emotional-in” rel=”nofollow”>intelligence-2795423
https://learn.umuc.edu/content/enforced/115115-M_001034-01-2158/Moral%20Intelligence%20for%20Successful%20Leadership.pdf?_&d2lSessionVal=Oe6tovlt9wn9PmJpahmL7BkQd&ou=115115
https://www.mondaq.com/australia/x/222108/marketin” rel=”nofollow”>ing/The+prin” rel=”nofollow”>inciples+of+leadin” rel=”nofollow”>ing+and+communicatin” rel=”nofollow”>ing+change+successfully
https://www.kenblanchard.com/img/pub/pdf_critical_leadership_skills.pdf
https://www.min” rel=”nofollow”>indtools.com/pages/article/newCS_99.htm



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