Marriott Case Study
- Apart from utilizing the Big Five dimensions with the context of agreeableness and consciousness within the entire process of employee selection for Marriott. Two other primary forms dimension traits that can be suitable for finding the right candidate within the company specifically for its management and staff are Extroversion. The primary trade focuses on features like being someone active and enthusiastic as well as someone who can easily mingle well with people(Anglim & Grant,2016). While dealing with customers and guests at the Marriott, the quality of being someone who is an extrovert is integral to creating a deeper connection and providing the right employee relations to the customers. Apart from that, the other primary dimension of the trade needed for Marriott could be to earn low scores in the neuroticism trait. A person who scores low in the following category is come and even-tempered while being comfortable at all times. In situations when there are crises within the work set up, people who gain lower scores in the following trait are the ones who can perform well while being calm and even-tempered so that they can put forth better results at hand.
- When applying for a job that involves a personality assessment, there should be a general understanding of providing honest answers within the responses. In my case as well, I would choose to personally give the right answers that perfectly and accurately describe me without exaggerating too much. The reason behind that comes from the very fact that a person is contemplated and evaluated based on the answers. This not only helps your organization understand the personality of the person in question, but also makes them choose the person for the job role. If the person gives an exaggerated answer, that can be chances where the person can get a job that they are not best suited for. Or even responsibilities for things that they do not possess the right qualities for(Seidman,2019). Giving the right answer in the personality test or assessment is also integral as most of the companies which include personality assessment are the ones who have multiple job roles which have to be fulfilled with the choice of different personalities that different people who are applying the job are possessing. The risk of being chosen for the wrong job is a huge possibility if the responses that are provided are exaggerated(Husnain et al.,2016). Apart from that, after being hired by the company, this personality assessment goals in the file of the person in question and remains the same not just for the following job role but is referred to in the later job roles as well, and if the person in question does not match well with their personality, there are chances of them not getting the right Jobs or progression.
- To assess the personality of people during the process of hiring other than interview and personality assessment, there can be other approaches included. Firstly, companies can come up with the plan of hiring employees for people based on their resume and their skills, firstly, and putting forth a group of the selected people under an internship period. This will not only help the company understand who is the appropriate individual for the job based on their qualities while working as an intern(Jansi& Anbazhagan,2017). However, this process in many ways can be considered costly too as hiring a set of people as an intern for a long period will require providing them with training as well as suppose its amount of investment will be made in maintaining their work timing as well as putting forth their generalized job work (Simha & Parboteeah,2020). The other approach can be to put forth the person in question and their situations as they are coming for the interview, which will be advantageous to understand their responsibilities in every situation but in many ways cannot put forth the mind of all employees in the same way.
Temper tantrum article.
1.
Temper tantrums relate to the different forms of emotional intelligence as it not only brings forth the emotional reaction and the ability to understand as well as use and manage emotions among employees(KENDALL, 2013). When a temper tantrum is thrown by a so it is integral to see the behavior and the ability to take in the entire situation by employees. Employees who understand the prospect and talk more about logical factors during these processes are the ones who are emotionally intelligent and understand how to react in such situations. Apart from that, emotional intelligence is also a critical prospect for a leader, and temper tantrums are also a prominent form of emotional outburst that can be seen among the CEO of the company (Drezner,2020). Even if emotional intelligence is primarily connected with employees, it is also something that should be managed and properly balanced among companies leaders.
2.
Bad temper of different leaders and entrepreneurs has its upside in many ways while also holding disadvantages. When understanding the positive contribution of bad temper within entrepreneurs and take Titans, it can be seen that during their temper tantrums there is a common prospect to wear if the leader themselves are not satisfied with the work of other people and Express the same in their rate(Duckles,2021). In most cases, there are chances that employers will put more effort into it while also coming up with better ideas under pressure. Even if this pressure is not supposedly considered healthy for an organization, creating new and different ideas, is a game-changer. In terms of creating a disadvantage for entrepreneurs and tech Titans with the utilization of bad temper, it can be seen that in most cases employees become extremely intimated with the leader. This is most cases leads to employees being detached from the company and showing less effort and good performance from their sides(Eich,2021). Apart from that, there are also a lot of cases where bad temper in entrepreneurs and take Titans can be one of the sources which can lead to the company and the entrepreneur's reputation damage if the employee chooses to share this information with others outside the company.
3.
One of the prime examples of a time when I had to personally face a person with a bad temper was when I was working as an intern at a well-known local company. The manager who had the job of putting forth directions and training me, along with other interns, had a major issue with a bad temper. All due to his temper, on most occasions most of the interns were uncomfortable and unable to understand the right things that should be done in the right situation. All of us were afraid to ask the right questions to him even when we found the question that needed to be asked. This was one of the reasons why the entire experience became fruitless.
The suggestion that I believe will be beneficial for people who show temper tantrums is to find a point in the process of leadership where they could come up with a mix of emotions. People will be ok with someone who at times shows temper tantrums if the person also has a positive side where they are more positive and productive (Seth & Mahmood,2019). A well-balanced behavior from a leader turns them into an ideal leader who is followed by his employees. As for people who may not be leaders, the concept of having a temper tantrum limits people from growth and only balanced behavior can help them reach success.
References
Anglim, J., & Grant, S. (2016). Predicting psychological and subjective well-being from personality: Incremental prediction from 30 facets over the Big 5. Journal of Happiness studies, 17(1), 59-80.https://link.springer.com/article/10.1007/s10902-014-9583-7
Drezner, D. W. (2020). Immature leadership: Donald Trump and the American presidency. International Affairs, 96(2), 383-400.https://academic.oup.com/ia/article-abstract/96/2/383/5722298
Duckles, B. (2021). Leadership in the Industrial Workplace. Psychoanalytic Inquiry, 41(7), 504-508.
Eich, R. (2021). Simple Truths of Leadership and Politics. The Journal of Values-Based Leadership, 14(2), 2.https://scholar.valpo.edu/cgi/viewcontent.cgi?article=1368&context=jvbl
Husnain, M., Qureshi, I., Fatima, T., & Akhtar, W. (2016). The impact of electronic word-of-mouth on online impulse buying behavior: The moderating role of Big 5 personality traits. J Account Mark, 5(190), 1-10.
Jansi, A. M., & Anbazhagan, S. (2017). The relationship between big 5 personality traits and life satisfaction of among ncc women students. International Journal of Management (IJM), 8(2).https://www.academia.edu/download/53195058/IJM_08_02_012.pdf
KENDALL, J. (2013). The temper tantrum: The key to smart management?. Retrieved 3 February 2022, from https://fortune.com/2013/11/22/the-temper-tantrum-the-key-to-smart-management/https://d1wqtxts1xzle7.cloudfront.net/52684240/eWOM-with-cover-page-v2.pdf?Expires=1643901578&Signature=S1~0WcaxDgCdfmfAfemWTn1STwO5D2yn1QY9uyyYSLLc-sym4pnmLgl~ARTKAvXp5vZcxLH3AAASkTfnUOiOcO2dKqOl~0fMATQ8Q2yRUVaZUdGWv9BZek1tz-Xu7wzefkXm-bGcrVaHeHMRJPfE7x6hl0fk-rtmrGOKD-sBUE4e5x3KaXUQJj4C9UseeY2bAesGrDyTbXjxG6cZMr7fYfsAIrsurrAGkLDgD0E5Yg0A9TyL8bplZRUlNwE0bqKHpc~Z~VUQeZusGH47Dvb3JrqJm84EDu9raO4Pj0S5mBPx7sCdoZ0zp3VIdQq3qEcn1mzL3cOY4GFCOOTuEHbH0g__&Key-Pair-Id=APKAJLOHF5GGSLRBV4ZA
Seidman, G. (2019). The Big 5 and relationship maintenance on Facebook. Journal of Social and Personal Relationships, 36(6), 1785-1806.https://journals.sagepub.com/doi/abs/10.1177/0265407518772089
Seth, M., & Mahmood, A. (2019). Is Your Boss' Behavior Bizarre? Voice of Subordinates. IUP Journal of Soft Skills, 13(1), 45-55.https://search.proquest.com/openview/0653ec67c761d9fe04ec6526c36058e7/1?pq-origsite=gscholar&cbl=2029989
Simha, A., & Parboteeah, K. P. (2020). The big 5 personality traits and willingness to justify unethical behavior—a cross-national examination. Journal of Business Ethics, 167(3), 451-471.https://link.springer.com/article/10.1007/s10551-019-04142-7
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