Blog 19: Independent Component 2

LITERAL

1. “I, Arianna Cocjin, affirm that I completed my independent component which represents 30 hours of work.”
2. The three sources that helped to complete IC2 were:

1. Brice Cocjin (my mentor); he explained what the Personal Values Inventory® is helped me decide on my third answer.
2. The handbook used in conjunction with the PVI® ‘test’. The handbook was prepared by authors/consultants Peter B. Stark and Jane Flaherty; as a note, they were not the authors of the handbook, as it was specially prepared for a workshop for Unical. This handbook helped define the groups (Red, Green, Blue, Hubs) and explain what my PVI® score meant.
3. Motivation in The Workplace; this articles mentions a great example of three different types of people and their motivations. Despite it’s brevity, I found that the story about the three stonecutters (the three different people) had a connection to my essential question and the research thus far.

1. Done. The link is on the side under 'Links'.
2. IC2 helped me grasp how and what different people prefer in terms of leadership style, needs, and behavior. The PVI® test was presented in a way that requires the test taker to think of themselves in a given situation; I took the test myself and had to reflect on present and past experiences. My essential question specifies management practice and employee motivation; the PVI® as a whole divides people into three color groups (either Red, Green, or Blue) or as an in-between (Hub). Each group responds to motivations and leadership differently. I believe this solidifies the idea that every employee is different and a manager must acknowledge those differences prior to implementing motivation.

INTERPRETIVE

This is the PVI brochure; this was the one my mentor had gotten during the workshop. I took the PVI test in this one and recorded my results on the following placard.

This is the placard template I made for the activity. Once the class fills out the about Items, they will record their scores in the appropriately numbered box.

The above boxes are the templates I designed for my activity; Items 1-10 asks responders to rate the following statements when things are going well; Items 11-20 asks responders to rate there following statements when things aren't going well. These are based off the actual PVI test. The resulting scores will determine what the person's dominant color is or if they're in between.

Items 1-10; 11-20

APPLIED

This component helped me to answer my EQ by defining the complexities of people. What I mean by ‘complexities’ are the many traits, motivations, needs, and leadership preferences people have. These were described in detail in the handbook and by mentor. For example, those who are categorically Green prefer to do things independently and without direction of others; my mentor simplified ‘Greens’ as employees who are independent and logical. 

Rather than researching vague behavioral styles, I was able to learn the behavioral style characteristics of Blues, Greens, Reds, and Hubs. Blues are characteristically friendly, supportive, and demonstrate concern for others. Greens are considered careful, objective driven and detached, and desire facts and information before making decisions. Reds are aggressive, decisive, and competitive. Hubs, or those in between any of the color groups, are friendly, impulsive, and risk takers. Although people can’t be culled into Red, Blue, Green, or Hub groups (that would certainly make things simpler), these behaviors are applicable to anyone. Understanding these differences ensures that a manager can find a source of motivation in any employee, should they recognize obvious characteristics.

The section entitled ‘Leadership Styles’ established development opportunities a manager (or other leader) who falls into any of the four groups. For example, someone who had a high Blue, such as myself, is helpful and leads by consensus. Development opportunities for a Blue would be to ensure others aren’t taking advantage of their kindness or remind themselves of their needs in a business relationship. This portion of the PVI® is relevant to answering my EQ simply because it addresses the type of response/development a manager should take. If someone is Blue, they should ensure that they aren’t being taken advantage of. If they’re Green, they should understand that people will be affected by their emotions. In the same way, a manager should respond to their employees who can fall into any of the four groups. The main idea here is that employees respond to decisions and work in a myriad of ways. As one day of work is never the same, the manager shouldn’t subject themselves to one way of motivating.