3. Members of the team of similar character

 Personality type test because

pure team and career success and failure mm
their inspiration
character and appropriate team members
pure br> test some of the test method allows us to team members from different perspective of the character traits, and then based on these personality variables to form the main character has a specific team. If the team is not the general intelligence level of people think as is the character similar to the design team a number of pilot.
3.1 trial because
the managers personality test scores according to a specific team assigned to this operation method in theory is very interesting. some specific career is easy to attract a certain personality characteristic. if they work in different areas and eventually became manager, these management team members often have many features in common. the collective principles of homogeneity and
to further strengthen this trend. This principle refers to a number of interrelated factors that enable enterprises to recruit only a certain type of person. One of the manifestations of this principle is that managers like according to their own image to recruit staff. Laugh and grow fat , cheerful and outgoing managers often as obesity, an important feature for management; and slender robust, stern manager is that the reason people like him is to make the effective operation of the key. This trend has been the second may be more important to strengthen the power of that culture of any company will make a certain kind of personality type preference. a pattern of behavior in a company may be accepted and people bring you prestige, while in another company This behavior there may have been excluded. It is also recognized that these things are often very subtle, often difficult to write them on paper. However, those who recruit the new manager who is responsible for most suitable candidates are exactly the same view .
pressure from all sides, according to the standard model require managers to recruit new, some managers had a resistance to this, so in the new process, they move deliberately use a number of informal methods. We believe that a company should be broad strokes all types of people, even those special people an alternative, the company will certainly work for that, the only condition is that they must have excellent candidates in areas of technology.
3.2 personality type and career
through a series of personality tests, we have come to participate in the trial of the manager's personality traits have a more in-depth understanding, and on this basis would have classified the group into several basic types (see Figure 3m1). Through the inward / outward, anxiety / stable two different combinations of scales, we get the four basic types, they are familiar with a number of closely related administrative duties.
stable export-oriented people in importance of communication, you need to work with others can often make the best use out ahead. they fit the job is director of sales agents and personnel.
behavior:
emphasis on communication. like cooperation, versatile; to rational use of resources; but problems will be guilty of lazy.
rating:
Overall a very good performance, but from the perspective of a single person dependent on others more easily.
anxiety-oriented people are usually in relatively fast pace of work, you need to put pressure on the department appears to others. They have the advantage of the job is sales manager, product manager and editor.
behavior:
ability. county entrepreneurship; good at seizing opportunities; like debates; but easy upset, thinking over-hop.
rating:
abrupt changes in the external environment can cope. but in other circumstances would be slightly worse performance of a chip.
steady inward-looking people look at the needs and a small number of people to maintain good relations with the work of a well done. They work for the administrative officials, lawyers, local and central government officials, and planners in the industrial sector.
behavior:
plan is good; organizational discipline male strong; but acts of procrastination, not easy to find new problems
rating:
general
performance anxiety in self-directed inward-looking and strong, persistent work requires outstanding performance in . engaged in the research scientists and undertake long-term task of the experts who are mostly of this type. Some common with creative people are of this type.
behavior:
note that many, but tend to have a bias; lack of Evaluation of team cohesion
:
usually perform well in the same occupation
people will naturally be some personality differences, and in the management team in the deliberate creation of a homogeneous, it will make our established occupational composition of the team have not balanced. As we expected, the steady-oriented team, often there are too many sales staff, marketing staff and personnel staff, and lack of accounting personnel. engineers and research and development personnel who rarely go Among this type of team. inward-looking team in anxiety, we found that in addition there are too many developers and a wide range of scientists, there are many qualified accountants. inward-looking team for the anxiety, the problem Too many of accounting personnel.
anxiety and steady inward-oriented team team team has its own distinct characteristics. anxiety is not difficult to set up export-oriented team, because we have a variety of fairly representative of the manager, most of them general manager, then the customer service managers and bankers. but for some reason, for stable and more inward-looking group of people do not. In senior manager to participate in training courses among the less stable inward. This phenomenon may mean that the steady inward-looking people to become more than senior managers, or they did not come to our management training courses. The two may not be mutually exclusive. this a reasonable guess is that the pure steady inward-looking, though from a functional point of view, is a high efficiency, suitable candidates, but they are also easy to become complacent due to excessive loss of entrepreneurial spirit, which makes them feel the management has to undergo the necessary education to enrich themselves at the same time This also reduces their potential to become senior managers. We find this type of an exception among people who are highly intelligent. These managers do not manage the typical character, they do not rush to a career . but they seem to really be a spirit of exploration and the pursuit of inspiration. In the middle managers who are influential strategic thinkers.
Although these four types of teams from the member's background and intellectual point of view not the best team combination, but they do have their own unique style. and it seems whatever the administration exercises and These styles will continue to appear. in the administrative practice, we have independent observers of the recording and reporting to guide us, but in the openly questioned ; team In the administrative management team performed well in practice (see Chapter VIII), while the other three types of companies are comparable. anxiety, inward-oriented team, the team's performance than the sedate little good for some, but anxiety is inward-looking usually the last one. their achievements if better than average results, usually because there is a star member of the team played well. In the team and the Anxiety and steady inward-looking than inward-oriented team, both teams have the upper hand.
Although we can purely administrative management team exercises and require different kinds of practice, but it seems there are other important factors of them. In the group off, the final result depends on the game the way. you can speed up the pace can slow down. We can artificially prevent the crisis can also be artificially create a crisis. All of these can be manufactured by controlling the pressure of external events occurred at a time to achieve. Generally speaking, long security on a regular basis (ie slow times of crisis) on the inward-looking team team more favorable because they can good use of this when asked. But what are the results but also depending on the specific circumstances of the case.
before making major decisions if a longer period of time to ask, then the two opposite-oriented team, mm is stable team and the Anxiety mm inward on the team will be a problem. stable export-oriented team in the long term stability is difficult to focus on what. In Australia, a snooker table. stable export-oriented company where teams will end their election in the corner near the table, which is. Results of its members have succumbed to temptation. Russia will account for eight of the the time is spent on the ball on the table . Instead, the team is too heavy anxiety slow inward initial planning stage, the results tend to fall into their plan and not from the predicament by. In Australia, another group off the game, we have extended to the team early before decision-making (that is, in the first auction and bid what strategy to take) the time, the results of an inward-looking company concentrating on the anxiety such a complex thing, and finally to have missed the auction and tender.
3.3.1 ;
if the company has experienced its first crisis after a longer or repeated safety on a regular basis, which is usually more beneficial to a number of inward-looking team. but is less favorable for export-oriented team. stable export-oriented teams tend to their own The unfortunate answer is no. They always laugh at life, so that the attention is focused on what might happen next, but for the recent unfortunate experience and inspiration it brings attention to how they do not. and anxiety inward-looking team not miss any time from the setback brought the Enlightenment. That missed the first auction and tender inward-looking group of anxiety later in time, and any need for precise details of things are meticulous, has become the most serious of the company to do things . But they will eventually become single-minded negotiators.
Gourd and effective use of group events occur simultaneously nurture both of these companies for the impact of inward-oriented company is clearly stronger than the influence of. anxiety steady inward-oriented companies and asked the company the biggest difference.
oriented Anxiety team gives the impression that they are always in the individuals will not hesitate to make a personal decision after decision to create a paradox. controversy, accusations and rebuttals voices. In fact, these investments seem to have so destructive, because it all can make the final The results have significant implications for key issues emerged. On the contrary, some companies never seriously never
some key issues: they enjoy the peace and harmony, but not successful.
psychology is stable the other end of the spectrum inward-looking team. These companies did things without any external influence (at least so it seems), their basic strategy of their own to move forward step by step, like a new experience and new data strategy after they also without any changes. They are not members of that anxiety is not inward-looking self-confidence, but also not as good at negotiating an export-oriented and stable, is characterized by their actions and strategies before and after the consistency. Occasionally, this consistency would also be weekly , especially when they can get after the great success.
by a specific personality type Si team composed of members will achieve good results, depending on how the team opportunities. So. we are always by reference scenario requirements and may assess the nature of a team. This practice of different conditions and scenarios for each different type of team the opportunity.
administrative practice with the need more computing power analysis, more accurate records and scientific decision-making and coordination, from this perspective, it is very similar to commercial games. The They really are the commercial success of the concept-based, entrepreneurial talent and negotiation skills.
3.3.2 stable because of steady outward-oriented export-oriented team
team practice in the administration of four types of teams is the most A successful show, so look at how they work, how to obtain the final results is very valuable. According to observers on the record type of behavior, steady export-oriented companies and other companies, in the proposed Review approach. face the other three categories of companies simply did not show any specific pattern.
record by more detailed study of spectral lines, we found that steady-oriented team strengths is derived from their internal and good use of external communication. companies usually follow the style of the internal operation of two modes: the first mode of operation is a lot of collective work. major problems encountered in dealing with everyone, each department can state their views. so although each members to do specific work less time, but to avoid the serious mistakes, so the company can make steady progress. and other types of companies do not have this tendency to collective work. In the second mode, the direct responsibility of individual larger. but steady export-oriented company members do not work alone but work together in pairs. This means there is no gaze with a major decision is made by a single individual. Results team in itself very flexible. Sometimes a member will be added to another group to go, or the two working groups to swap partners. The members of the exchange so that our observers is difficult to track the progress of things. But overall, stable export-oriented development companies do is to find a good way internal communication system.
the most stable export-oriented companies the ability to surrender or they may use external resources. in the administrative practice. the use of external resources in several ways. If you encounter frequently in practice cash flow crisis, the company can use the bank's resources. a prudent borrowing needs in the absence of export-oriented company sent a member of the time to strike up a conversation and bankers. Later, due to this relationship, this The company received a very favorable financing terms. Other companies that raised an objection to the unfair treatment. The banker is not unreasonable to argue that he is willing to deal with familiar people.
administrative practice in recent years also introduced the the no-strike agreement. stable export-oriented company with another resource families is the observer of the record sheet. As a rule, observers can not use the information they are collecting the initiative to provide to the company, but if people see they can not refuse. steady outward Type the content of the record companies often are interested. Sometimes they would put this information to change the root's style. its operation more effective. but they were once the most striking use of resources or use them in operational research consultants see when the possibility of response.
Tom. Child beam temporarily transferred to Henry, to participate in a research project. mathematical model of how it affects his depth of business operations. It is natural that he became the administrative practice one of the resources can be used. But organizers requirements. He was unable to solve the exercise of any one company's problems. So in the beginning of an exercise. Tom visited one by one each of a company that can offer their help. He was The connection can not be called special enthusiasm. Some companies help of his ambiguous when it is offensive. People say that he hated arbitrary, observers also recorded the disappointment of those who received some of the words of disrespect to what he said.
steady outward Type the company Tom. Child's attitude is completely different. the company out from the collective welcome him. In some questions and answers, the company decided to send a member to maintain contact with him. Tom. Child of this sincere in his view welcome to make a positive response. Although he help of this company is still indirect. but he provided some hints and clues to guide the return of the company's patience enough. The steady export-oriented companies to modify their own pleasure strategy, the results the company's wealth soared, the highest of the financial performance assessment. Although they failed to consolidate the leading position to live, but in the end they are still in a dominant position.
3.4 Implications of our research that
four pure company has its own advantages, so that they can in certain circumstances an advantage, but they also have their own weaknesses. For example, we have re-oriented companies often make some small mistakes, but they are too casual often do not pay attention to TV or correct them. Because of these pure member of the company have a lot in common, so they are not the types of members on a team that can get a natural balance. but by the character of a similar team members are often able to find the weak functioning of a style suitable for all members.
might argue that in industry or business has never been a pure company, even if a company wants in his own image to recruit staff It can not do this. Because of opportunity factor, suitable for a variety of vacant posts of people, any qualified candidates are likely candidates. with this relative view is that some companies nurtured by the company culture and one of four basic personality types are similar. such a culture would be individuals. at least the performance of individuals within the company will have a significant impact. For example, some people will test in our export-oriented companies and anxiety Some newspaper groups publishing comparable. Similarly, the steady inward-looking culture in local government, the inward-looking culture of anxiety appeared in the research field. These organizations are usually individual character in your imagination match. But the situation is not always the case, exceptions are always inevitable. sometimes. individual performance within the organization and the organizational culture is more inclined to . From this point of view, the so-called one cultural transplants overseas. and in the process of assimilation of foreign nationals in order to maintain the parent company of the power and vitality. of course, is precisely the advantage of multinational companies recruiting security is the source of hate, but people forget that a company The size of the achievement is entirely determined by its culture.
Mars Co. Ltd. and its subsidiaries is stable Petioods foreign export-oriented companies in the land of prosperity and the best example. Mars is an American private company. But It is greater than the turnover in the UK business in the United States soil. Mars wages are high, companies are not unionized. When Mars opened in Slough Trading Estate, it does have a culture shock. because it Corporate culture is open. with the traditional level of U.S. companies in the differentiation of the lack of communication resulting in sharp contrast. office is open, managers and workers in the same restaurant. Staff can easily enter the personnel manager office show the incidence of hair. the discussion we just do not wear a serious look. Jiaoren also called Christian name. the company's management is open and transparent, the staff of the question, are partners, we can be free exchange. This culture on personnel selection also had an impact. graduates in addition to panel discussions to be good even beyond the ability of a strong converter. Mars is not necessarily stable employment-oriented people, but if they can, as steady outward type of people behave, then they are likely to set the direction the company moves to make its due contribution.
we will test the company that is purely designed as a blueprint for the management team because they behavior parameters can be obtained by testing, but they do on a company's performance has a very important influence, but this does not mean that the type must be selected from these kind of teams. may have other types of teams more effective, more attractive . That is more a problem worthy of study because many members do not meet any of the four types of a.
3.5 character with the appropriate team members look to find the next
whether they can find suitable Typical of all team members. We use the method is to practice in the administration achieve good results the team members 16PF test results and financial position to help some members of the company is not ideal to compare the test results, then the biggest difference composed of a set number of factors, with these characteristics were typical of what we are looking for members, which we call six elements. distinguishing factor, which makes them very manly spirit), pay attention to reality. trust, tolerance of others; last characteristic is conservative. that is a fait accompli and has developed respect for the way of thinking.
inward, outward, as well as anxiety, stable each combination of factors to account for the lO 16 months. face , focus on self-image, very little self-contradictory.
isolated . Company workers may affect the efficiency of a determining factor. So. have a high IQ We hope to apply some of
test will produce a sense of l interest is the conclusion, but the results are mostly negative. a . Company workers accepted, people let him do what he is, never ask a question. So, for those serious about exercise, do our best to win the company, this person is indeed a treasure.
but ;'s collective performance was not perfect. According to observers, records and comments, we see an orderly picture of hard work, but the key issue is the lack of real good idea, including a lack of spiritual, interpersonal box lance difficult to change once established, they can be said about their work is in the hardened, if you have to change the plan midway, they will restlessness, mood swings. They work very hard But that does not achieve the desired results he.
the company will win. However, in reality, no one can guarantee or require a particular situation will continue for a long time. a management team in contact with the real world, asked the longer it becomes necessary for response to a variety of problems and situations to prepare, but the team should have more resources should be available in cabinet.
this chapter we describe the experiment in the conclusion is: Personality Similarity team members have their unique strengths and weaknesses. We next question to ask is, how to maintain this advantage in eliminating his weaknesses while.