A520.1.2.RB_DellElceCamila

A520.1.2.RB – Self-Awareness

   1.     What do you notice in your results?

   2.     How much of this rang true for you?

   3.     What did you see that you were expecting in the results?

   4.     What were the surprises?

   5.     How will you make use of this information?

            After taking the Diagnostic Self-Awareness survey, I was able to recognize some unknown areas of myself and also observe others where I have managed to improve.  The survey consisted of measuring emotional intelligence, defining issues, cognitive style indicator, locus of control, tolerance of ambiguity, and core self evaluation. Each area was design to comprehend where do our inner skills stand and later compare results with the optimum results gathered after studies have been collected. Emotional self-awareness is “an understanding of one’s own mood and emotions, how they evolve and change over time, and the implications for task performance and interpersonal relationships” (Yukl, 2013, p. 155).

            The results concluded that my self-awareness lands between the top quartile scoring a 59. I believe the results are accurate since most of the times I take feedback well. In the past I have encountered situation in which my managers had to correct me in some areas where I was not doing good. Thankfully, as embarrassing as it might sometimes be, I was able to take the best out of their points of view and use it to my advantage. There was no real surprise with this portion of the survey; instead, I was expecting to score as I did. With this information, I plan on keep on asking my superiors for their feedback and learn as much as possible from them.

            Consequently, the emotional intelligence score was 75, which shows I stand in the second quartile group. According to Gary Yukl, emotions are “strong feelings that demand attention and are likely to affect cognitive processes and behavior” (2013, p. 155). The emotional awareness part indicated that I am most likely to be aware of alternative points of view but not my own emotional reactions. Additionally, my emotional control, diagnostic, and response concluded: I am sensitive and empathetic to other’s emotional feelings and issues; I do not acknowledge different emotional commitments; and overall, I have emotional control. These results were expected with exception of not been aware of different emotional commitments, which I did not understand. Been aware of my emotional control provides me encouragement to retain that skill and acknowledge my capacity to lead.

            On the defining issue section, I encountered three scenarios and responded according to my moral believes and ethics. I have always considered myself an ethic and moral person and many coworkers and superiors have been able to see it. I was really not sure what to expect from this sections since some questions and answers were not as clear as I would have hope to. Moreover, I was unable to understand the scoring process of this section and therefore, I am unaware of how good or bad I did.

            The cognitive style indicator tested my ability or my knowledge about knowing, planning, and rating style raking me on a lower level than the mean average from young managers. On the other hand, the locus of control portion advised my total score was a 3 resulting in second quartile. These results were very comparable to the students using Development Management Skills sample that scored a standard deviation of 3.4. Standard deviation is defined as a “measure of the dispersion of a set of date from its mean. The more spread apart the data, the higher the deviation” (Investopedia, 2013). Therefore, I really believe I have control over any situation but I lack the control skill. This information makes me realize that sometimes, I need to let things be and not stress over everything pretending I can control it.

            Moreover, the Tolerance of Ambiguity section scored me with a 35 on the bottom quartile level. “High scores indicate an intolerance of ambiguity. Having high intolerance means that you tend to perceive situations as threatening rather than promising. Lack of information or uncertainty would tend to make you uncomfortable. Ambiguity arises from three primary sources: novelty, complexity, and insolubility” (Whetten & Cameron, 2011, p. 102). As mentioned before, I tend to keep myself calm and find a positive outcome in everything and when under stress, I have a high tolerance level. My current job’s manager is always commenting on how calm I remain while we are working on high demands.

            Lastly, the Core Self-Evaluation section indicates that my results compare to the third quartile sample with a score of 4.16. Consequently, I am above the mean average score. Nevertheless, this contradicts the results on the emotional awareness section because this section shows a stable personality, which represents my subconscious abilities and individual control.

            Overall, this survey assessment was very interesting and helped me learn more about myself. Every detail of this information is useful for my future and will only make me better. Luckily, I was not really surprise with most of the results. On the contrary, I was very pleased on how accurate the survey described me.  

           

References

Investopedia (2003). Standard Deviation Definition. Retrieved from http://www.investopedia.com/terms/s/standarddeviation.asp

Whetten, D. and Cameron, K. (2011). Developing management skills. Upper Saddle River, NJ: Prentice Hall.

Yukl, G. (2013). Leadership in organizations. (8^th ed.) Dorling Kindersley / Pearson Education, Inc.