The Importance of Self-Assessment in Organizational Behavior
Everyone wants to be successful. Effective leaders define clear strategic goals for their organizations, establishing performance standards to ensure that the workforce operates at a productive level. Employees can take charge of their own careers by developing their skills. Self-assessment tools, such as questionnaires and surveys, provide a cost-effective way of focusing an individual's attention on needed improvements. Empowering employees to set their own development typically leads to higher levels of employee satisfaction, retention and loyalty.
Self-assessment tools ask questions about organizational structure preferences, for example, working in formal, centralized departments versus informal teams. If an employee gets frustrated by by rules, regulations and autocratic leadership, he functions better in smaller, flexible companies. Employees who recognize their strengths and weaknesses tend to make better career choices that suit their personalities. Employers prefer to retain employees who commit to achieving the organization's goals.
An organization's culture typically consists of several dimensions, including how people value innovation, risk taking, attention to detail, results, diversity, aggressiveness and stability. If there is a mismatch between a person's values and the organization's mission, conflict arises. For example, people who adopt innovative techniques tend to dislike working in large corporations or government agencies. An employee can get a job in an appropriate work environment when he recognizes his cultural preferences. This leads to higher levels of productivity.
Coaches and mentors typically advise employees to perform comprehensive self-assessments. Assessment activities include completing personality tests, keeping a diary or maintaining an activity log. Each method allows participants to reflect on and think about their behavior. When people understand an organization's success criteria, they can evaluate their own work against those standards. Coaches and mentors help employees define an improvement plan. When people accept their limitations, they can focus on improving their weaknesses.
To manage change effectively, an employee must be comfortable with disruption. Burnout occurs when people experience chronic stress, and self-assessment activities may suggest the need to examine work and life balance. Employees who like to initiate change tend to pursue leadership opportunities. They stimulate others through their enthusiasm and, because they anticipate the needs of the rest of the organization, they overcome objections to ensure success.