Please review the self-assessments that I have completed below. In this paper, discuss that assessments and my specific score, interpretation of score, and implications in relation to a Christian worldview.
Does that organizational behavior concept line up with a Christian worldview? If so, how. If it does not, why not. Incorporate Scripture as relevant and helpful in defending your viewpoint. ( am attending a Chistian university, please apply a Christian perspective)
Self-Assessments
1. Managerial Assumptions, p. W-33
Theory X Score – Authoritarian Management Style ____3_____
Theory Y Score – Participative Management Style _____5____
Interpretation of Scores:
This instrument helps me understand the ways in which I am likely to behave toward other people at work (Uhl-Bien, Schermerhorn, & Osborn, 2014). Additionally, McGregor’s X-Y Theory has two fundamental approaches to managing people; Authoritarian Management Style (Theory X), and Participative Management Styles (Theory Y) (www.businessballs.com). My Theory X Score of 3, compared to my Theory Y Score of 5 indicates that I have a participative management style and I view “effort in work as natural as work and play” www.businessballs.com). My low score of 3 for Theory X indicates that I do not have an Authoritarian Management Style. According to, McGregor’s concept, Theory X views the average person as a lazy thinks they do not like work and they could avoid it, they would (www.businessballs.com).
Implications:
The above scores have helped me understand the different situations and management styles that I prefer. I realize that both as a manager or employee it is important to be able to identify the behaviors of both the x theory manager and y theory manager to be able to develop better performance and results but also help develop positive organizational culture. Studies show that the internal environment of an organization also affects the human behavior (Uhl-Bien et al., 2014). According to the Managerial Assumptions, my own preference to be managed by is Y style which is more liberating and is empowering and enjoys giving responsibility. I usually feel I am a better contributor and producer when given the freedom to improve or find ways to do things smarter rather than harder.
2. A Twenty-First Century Manager, p. W-34
Profile of Your Management Foundations (PMF) Score ______8__________
Interpretation of Score:
This assessment helps identify my profile management foundations (PMF) (Uhl-Bien et al., 2014). My PMF score of 8 indicates I am not perfect by any means but it is not bad; however, the textbook describes that “there shouldn’t be too many 10s around” (Uhl-Bien et al., 2014, p. W-34). Studies show that skills and personal characteristics should be nurtured in college and university students of business administration in order to have the initial awareness of the importance of these basic management foundations, and the willingness to continually strengthen them throughout one’s career (Uhl-Bien et al., 2014).
Implications:
The score I received as well as this exercise gives me a good indication and starting point for me to consider where and how to gain additional my skill. It is refreshing to know that, for most people, it is a continuous process to grow and develop their managerial skills and competencies because when it comes to managerial skills, there is always room for improvement (Uhl-Bien et al., 2014). Although, I am still not a manager in my current role, I recognize that it is important to begin to develop these skills that that my supervisors can see that I have the tenacity and commitment to being a great manager one day.
3. Turbulence Tolerance Test, p. W-35
Turbulence Tolerance Test (TTT) Score _2.29_____
Interpretation of Score:
This assessment help me get an indication of my tolerance for managing during turbulent times. Essentially, the higher your TTT score is, the more comfortable you are with change and turbulence at your organization (Uhl-Bien et al., 2014). My TTT score of 2.29 out of 4.0 tells me that am fairly comfortable with turbulence in the workplace. Scores for the TTT may also be interpreted in similar to a “grade point average in which 4.0 is a perfect A” (Uhl-Bien et al., 2014, p. W36).
Implications:
The TTT score I earned of 2.29 implies that I most certainly have room for improvement, and that my personal characteristics are not necessarily bad or nor perfect. In fact, my score was a whole point higher than the group average of MBA students and young managers (Uhl-Bien et al., 2014). As an aspiring manager, with this score, I can assume I can tolerate turbulence with ease. I believe the score reflects my calm demeanor from the changing environments of my previous jobs and experience.
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