REPORT ON PERSONALITY AND PERSONAL CHARACTERISTICS OF MY BOSS Term of Reference Personality is defined as the totality of character attributes and

behavioral traits of a person. It is a way for individual reacts to and interacts with others. (Antonio Zamora) In order to identify a person who needs an accurate profile of their person personality and personal characteristics. I am writing a brief report related to my boss, Peter Ho for identify that issue accordingly.

Procedure In order to identify the personality for my boss the following investigation procedures were adopted: 1. Interviewed a number of the other employees to obtain information on staff attitudes and expectations to my boss from our company. 2. Based on the general performance on the daily works.

Finding 1. Emotional temperament Peter always explodes angry and dissatisfied when the result is not in his expectation. For example he always explodes angry and try to pursue the others colleague to accept his idea in the meeting, If his failed to do so he will perform dissatisfied and erratic to his colleague. According to his emotional instability many employees afraid to due with him and result inadequate communication. 2. Autocratic Manner Peter was very autocratic with his subordinates. He would never allow them to take up any of his duties. He was afraid that his subordinate would replace him if he taught them everything he knew. His attitude at work was not to help other sections. He is likely a low agreeableness who is disagreeable, cold and low trusting. Due with his autocratic manner no one will share his or her perception or ideas to the organization which result in create conflicts at the workplace.
Page 1 of 3

3.

Dictatorial Manner Peter would forces subordinates to work by threatening punishment and penalties. He thinks a strictly punishment could force the subordinate working in careful manner. According to this paternalism management culture, which affects the employee satisfaction lead the moral and performance are less inspiration to get high levels of performance result in no teamwork.

4.

Extraversion, Sensing , Thinking and Judging Peter is quiet extraversion. He is sociable and outgoing, who like to being around people. Other people provide him inspiration help him develop ideas and plans. However he is quickly to implement decision and focus on results in most efficient. He has a clear set of logical standards systematically follow them and want others to do so. Thus he has a practical and realistic personality who makes the management please in his performance.

5.

Type A personality Peter always struggles to achieve more and more in less time. (Stephen P.Robbins and Timothy A.Judge) For example he ask his subordinate several time when could he get report once he delegate the job to them. If the subordinate told him need more time his face will turn to unhappy. Sometime he may shout to his subordinate or using a worse wording communication to his subordinate, the employee feel they are not to be respected.

Conclusions Successfully organization is depending on the individual personality to match the organization culture. Currently most organization is more focus the flexibility to meet changing situations and commitment to the organization. Based on above findings, Peter Ho personality should concluded as emotional, autocratic, dictatorial, extraversion, sensing, thinking, judging and impatient. Some of these personalities are not fit in his job and the value of organization, which will deeply impact his career and organization.

RECOMMENDATION

Page 2 of 3

1.

Improve the communication Peter should drive a downward and upward communication, which could accept an open mind from subordinate and reduces conflicts.

2.

Agreeableness to others colleague Peter and his subordinates should have a high level of trust and confidence in each other. Cooperation and teamwork exist at all levels in the organization.

3.

Emotional stability Peter should come down his temper first and be more patient for listen what his subordinate wants and need to process the job. He also needs to provide assistance and support to the employee.

4.

Improve paternalism management Avoid strictly punishment, being openness communication, which could create the degree of care and concern to employees. It also could motivate the employee through enjoyment form achieving the organizations goal.

BIBLIOGRAPHY
1.

Antonio Zamora, 2004, Scientific Psychic, Personality Compatibility Analysis, http://www.scientificpsychic.com/workbook/person3.html [27 August 2010]

2.

Stephen P.Robbins and Timothy A.Judge

(2008), Essentials of organizational behavior,

Pearson Education, 10th edition, United States of America

Page 3 of 3