ORGANISATIONAL BEHAVIOUR

Organisational Behaviour

Organisational Behaviour

Introduction

Personality assessment refers to the various methods and tools used to evaluate the different theorized categories of personalities that have been mentioned by various theorists and authors alike. This paper aims to review three basic models of evaluation: Belbin's team roles, The Learning Styles Inventory, and the MBTI questionnaire. Practical implementation is also included (Bloisi, 2007,, P 23).

Discussion

Belbin's Team Roles

Meredith Belbin, an English researcher and management specialist, came up with the theory of Team Roles. It is formally known as BTRSPI (Belbin Team Role Self Perception Inventory), which is basically a personality test that suggests an individual to be belonging to one of the 9 proposed team roles (Brooks, 2003, Pp. 150). This assessment is based on the recurring behaviour of an individual within a team. Evaluation is based on 360 degree feedbacks as well as self-analysis (Bloisi, 2007,, P 23).

The 9 roles identified roles are mentioned as follows.

Role

Strengths

Weaknesses

Plant

Creativity, Unorthodox, Problem-Solving

Forgetfulness

Specialist

Technical, Knowledge-lovers, Experts

Confined knowledge & expertise

Resource Investigator

Communication, Network-building, resource providing

Lose momentum by the end

Shaper

Need to achieve, ensuring team momentum

Aggressiveness, Bad humoured

Monitor Evaluator

Unbiased, strategic, logical thinking, analytical

Critical, Lack ability to inspire

Team worker

Cooperation, Perception, Diplomacy, Avoiding Clashes

Indecisiveness

Implementer

Efficiency, Discipline, Realistic, Reliability

Inflexibility, Slow adapter

Complete Finisher

Perfectionism, Polished, Conscientious

Painstaking, Anxious, Finds errors

Co-ordinator

Maturity, Confidence, Task delegation, coordination

Manipulation

On the basis of my self-evaluation and 360 degree feedbacks, I have identified my personal role amongst a team as that of a Complete-Finisher (Bloisi & Hunsaker, 2007, Pp. 23-89). I view myself as detail-oriented and aiming to be perfect at things, while others view me as taking it to the extreme. I try to make sure there are no errors and I am detail-oriented, and deadline-oriented. I also panic unnecessarily sometimes (Brooks, 2003,, P 150).

The outcomes of the usage of this tool can be beneficial for our team. Thousands of organisations around the world are making use of this valuable tool created by Belbin. Identification of team roles ensures the usage of strengths to the optimum and also ensures the management of weaknesses in the best possible manner. This entails acknowledging the consequences of certain decisions and trying to avoid them (Ellis, 2003, Pp. 45-105) (Brooks, 2003,, P 150).

The most successful companies happen to be the ones with a mixture of different type of people, i.e. those with a number of different behaviours.

When Belbin was conducting his research, he discovered that the successful movement of a team from its beginning to the end depended on the presence of each of these behaviours. The secret to success was finding the right balance between the different roles that occur concurrently. For instance, if too many Shapers are placed in a team, it is bound to evoke conflict and decrease the morale of workers due to increased pressure for compliance (Ellis, 2003,, P 45).

Learning Styles Inventory

Developed by David A. Kolb and Ron Fry in the 1970s, the Learning Style Inventory (LSI) is a tool designed to identify the learning preference of an individual (Fincham, 2005, Pp. 200-379). According to this theory, people are inclined towards certain learning styles just as they ...