Master class 1 – Personality and Perecptions:

1. Assess your own personality traits and attributes in terms of them having a positive or
negative effect on management approaches and company performance:
Management approaches are techniques used to direct and control an organization or an
individual manager as part of their style (Insider, 2023) The main management approaches
are considered the Classical approach, Human relations, Systems approach, and Contingency
approach (Studies, 2023). In 1993, Central Group Company established the Big C brand and
opened its first store at Wong Sawang Intersection, Bangkok (Thailand), and now operates
stores in 20 different areas. Big C is one of the leading hypermarkets in Vietnam, offering a
wide range of high-quality food and consumer goods at “Always Low Prices” (Bravo, 2023).
I am currently a Store Manager Fresh graduate and responsible for leading, motivating, and
developing the store staff to ensure consistent delivery of standards, customer service, and
knowledge about products, maximizing the store's sales potential and profits So, one of the
management approaches I choose is the Classical approach because it represents the first
major systematic approach to management thought. It focuses on centralized power, labor
specialization, and incentives to optimize productivity within an organization and thereby
drive profits (Nair, 2021). The second management approach I choose is the Contingency
Management Approach because it assumes there is no single textbook rule about the best way
to manage an organization. It allows me to flexibly make decisions depending on unexpected
situations (Lab, 2023).
Personality assessments and tests of an individual's skills and personality traits will have an
influence on management approaches. The Myers–Briggs Type Indicator (MBTI) is a self-
reported introspection questionnaire that reveals different psychological preferences in how
people view the world and make decisions. The test attempts to assign a value to each of the
four categories: introversion or extroversion, feeling or intuition, thinking or feeling, and
judgment or perception. One letter from each category is taken to produce a four-letter test
result, such as "INTJ" or "ESFP" (College, 2023). One's personality through methods such as
BIG5 or MBTI or Goleman. Currently, I am a Graduate Trainee Store Manager and I use
MBTI to test my personality to see how it affects approach and management performance.
The test shows that I am an Entertainer ESFP-T.

I have Extraverted 59% and Introverted 41%, Feeling 53% and Thinking 47%, Turbulent
61% and Assertive 39%. Reviews show that I am a person full of energy, enthusiasm, and
interest in activities, events, and possible employee engagement. I can make natural
connections and enjoy connecting people with resources or information that can help them
achieve a common goal. In addition, I am almost balanced in terms of feeling and thinking,
so I can consider and listen to the contributions of all employees so that I can explore other
possibilities and opportunities. These could be advantages for the New Graduate Store
Manager and it positively impacted the management methods and performance that I
oriented. However, my downside is that I'm not too assertive especially when alone so I need
an objective assessment of the situation and contributing factors. I am a contagious optimist
but sensitive to criticism so suggestions should be made in a friendly, appropriate manner. As
a matter of fact, this factor will probably be detrimental to my approach and management
performance, but it can be improved.
2. Reflect on the value and importance of personality and perception for effective
managerial relationships:
In terms of effective management relationships, it is about maintaining open communication
in the workplace between workers of all levels. Positive management relationships in the
office encourage productivity and collaboration across teams (Kenton, 2023). Different
aspects of personality can affect an individual's job role and attitude, leadership and
teamwork. For a more honest assessment, I took a test of my management skills.

In terms of management skills, I am considered a person of good proportions. I have a good

understanding of recruitment, selection, referral and performance management processes. I
am a person who has the ability to stimulate interaction even among hesitant people, so my
ability to build and manage teams is quite strong. In addition, I have the ability to lift the
spirits of others with relative ease. I try my best to give my employees the resources they
need to successfully complete their assigned tasks, instead of criticizing or criticizing them so

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that they can find the cause of things in a positive way. pole. Moreover, ESFP-T has a
confident but compassionate leadership style. I am considered a patient person in the process
of working or receiving a problem, so I am willing to invest time in my employees to get
them on the right track. However, for such an assertive leader, I may not be complete enough.
Perception is an intellectual process that converts what we see or hear in our heads into
meaningful information for evaluating and making judgments about a situation, person,
group, etc. It is important to every organization because it helps you understand the work to
be done, know your preferred behaviors to complete the corresponding task, and understand
your role in the work, then you can work under a neat system (Point, 2023). The main factors
that influence human perception are considered Perceived Factors, Target Factors, and
Situational Factors. For the factors in the perceiver, An individual's emotional state strongly
influences perception, Personal preferences vary significantly, Preferences affect the focus of
attention, and Experience in The past affects the focus of attention and expectations.
Perceptions affected by Novelty goals are more likely to get attention than past ones, Motion,
sound, size, and Context of the item, and Objects that are close together tend to be mutual
awareness and similarity. Situational factors that affect perception include Time, Changing
Workplace Context, and Changing Social Context (Sah, 2022). As a manager, the factors that
influence my perception can be seen as behavior, response, and interaction. In many cases,
colleagues see your behavior as an extension of your personality and beliefs from which to
judge your personality. Another important aspect is how you respond to stimuli. This may
include verbal, behavioral, or emotional responses and reactions to both positive and negative
situations. Your interactions with others can also affect how others perceive you. While your
behavior and reactions may be part of these interactions, it's important to understand how you
relate to others and treat them on a daily basis.

3. Challenge own perspectives and individual traits and attributes to influence and improve
managerial relationships:
As with the personality assessments and analysis of my strengths and weaknesses above, as a
graduate intern store manager, my weakness is said to be a lack of determination. predictive
and sensitive. Overthinking and hesitancy can interfere with my decision-making. To
overcome this weakness, I need to learn to see the whole problem from small problems to big
problems. In addition, I need to practice more new knowledge, always learning from every
experience to eliminate mistakes and identify the right ones. In addition, I need to know how
to divide work and select information, prioritize the urgency to come up with the most
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appropriate strategies. Especially assertiveness, this is based on confidence in myself, I need
to clearly guide my direction or that of my team.

Master class 2 – Motivation

Six Pillars of character competition 2023 is a competition launched by the International Training
Institute - HVNH with the goal of helping students raise awareness of ethical behavior in the
business environment. The contest asked us to create our own groups and express our ideas and
creativity in the form of video clips that link the 6 pillars of personality with the learning
outcomes of the modules. To participate in the contest, our team of 5 members applied theories of
content and process to create real dynamics for members in the process of working. Motivational
content models focus on different things that people may feel they need in their lives. The
theory is that people's motivation will be based on getting what they think they need so you
can understand why and how people are motivated. Motivational process theories focus on
the “how” of motivation. By understanding these processes, it is possible to understand the
actions, interactions, and contexts that drive individuals' behavior (work, 2019). Many
content and process theories in motivation theories are:

(work, 2019)
My team relies on the content theory of Herzberg's Motivation and the process theory of
Adams' Equity Theory to enhance and retain an organization's effective workforce.

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Herzberg's Motivation-Hygiene Theory was put forward by Fredrick Herzberg and his
associates, who studied the variables considered desirable to achieve goals and undesirable
conditions to be avoided. This theory provides a way to create motivation through improving
working conditions (M, 2015). Frederick Herzberg proposed a two-factor theory based on job
characteristics that satisfy employees. Dissatisfaction factors are called hygiene factors
because they are part of the context in which the work is performed. Common hygiene factors
include: company policy and administration, technical supervision, job security, working
conditions, interpersonal relationship with peers, subordinates, and supervisors, salary, job
security, personal life, etc.. Satisfaction factors are labeled as motivators. Motivation is
intrinsic to work. Common motivational factors include: personal recognition, achievement,
attractive work, meaningful responsibility, career advancement, and personal growth
opportunities (Gordon, 2022) The model of this theory is described as follows:

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Source : Mullins (1999)
This theory allows the leader to identify the causes of members' satisfaction and
dissatisfaction. To eliminate dissatisfaction in the first place, our team leader has members
choose the work according to each person's strengths to ensure the work becomes
meaningful. In addition, our team leader supervises us with respect, always ready to assist us
to keep up with the pace of work.
J. Stacey Adams' equity theory of employee motivation in 1963 states that employees are
motivated when they believe they are receiving fair rewards for their work. It suggests that
employees compare their own inputs and outputs with those of others, and when they
perceive an imbalance, they take action to restore fairness, thereby boosting work motivation.
This theory is based on the idea that employees become unmotivated, both in relation to their

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jobs and their employers, when they believe that their inputs are greater than their outputs.
Employees are likely to react in a variety of ways, including loss of motivation, reduced
effort, irritation, and, in extreme cases, disruption (work, 2019).

When working in groups, fairness between members is what a team needs. As an employee,
I've found our team leader to be fair in dividing the workload equally. Moreover, those who
do well will be commended and those who do not will be supported to do their part well. This
shows that there is no bias among all members.

Master class 3 – Reflection:

1. Contribute to the creation and management of effective teamworking in a given business
situation:
Effective teamwork is an important foundation for the success of an organization. It helps to
improve quality, facilitate project completion and increase productivity and efficiency. In
addition, it gives an increase in employee motivation and that is the key to more success for
your company (Quain, 2019). The characteristics of an effective team are said to be Shared
purposes, Trust and Openness, Diversity and Inclusion, Consensus Decision Making,
Willingness to Correct Mistakes, Participative Leadership and Interdependence, and a Sense
of Belonging (Ansary, 2022). Team members need to be willing to express themselves to
generate novel ideas. In addition, members need to have foresight and respect for each other,
feel free to share opinions or express feelings. The manager also plays an important role in

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keeping the peace and consensus of the group. From there, they build an efficient and high-
performing team (LMA, 2022).

(Ansary, 2022)

Team conflict arises when there are disagreements about the goals, methods, or needs of
groups with different personalities. When conflicts between team members arise, resolving
disagreements and coming to a mutual understanding will allow everyone to collaborate
harmoniously and effectively (Herrity, 2022). During the filming of the video, our team also
had some conflicts in opinions and personal opinions. Each of us came up with our own ideas
for a scene, but we all felt our ideas were great and suited the scene best. So there was a
contradiction. When the working atmosphere of the group became tense because we could
not come up with a common direction, the team leader opened a meeting and was the middle
person to mediate in the spirit of respect and listening to the members. She has combined all
of our creative ideas, tweaked them to blend, and create a perfect result. Since then, we have
also learned to listen and understand each other better in the way we work. As a result, we
finished the work and all members were very excited about our team's product.

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 References

British Library (2023) Frederick Herzberg: Hygiene Motivation Theory thinker | The British

Library. Available at: https://www.bl.uk/people/frederick-herzberg (Accessed: 23 April

2023).

Channell, M. (2021) Vroom’s Expectancy Theory: How To Motivate Staff And Increase

Performance | TSW Training. Available at: https://www.tsw.co.uk/blog/leadership-and-

management/vrooms-expectancy-theory/ (Accessed: 23 April 2023).

Drenth, A. J. (2023) INFP-T vs. INFP-A Personality Type. Available at:

https://personalityjunkie.com/05/infp-t-vs-infp-a-personality-type/ (Accessed: 21 April 2023).

Hackman, R. (2020) What is an effective team? | Leadership Success. Available at:

https://www.leadershipsuccess.co/managing-teamwork/what-is-an-effective-team (Accessed:

23 April 2023).

Hasa (2016) Difference Between Group and Team | Definition, Characteristics, Comparison.

Available at: https://pediaa.com/difference-between-group-and-team/ (Accessed: 23 April

2023).

Haymora (2023) Big C Việt Nam | Môi trường làm việc tại Big C Việt Nam. Available at:

https://haymora.com/ban-le/big-c-viet-nam (Accessed: 21 April 2023).

Ion, A. (2023) The 9 INFP Enneagram Types and INFP-A (Assertive) and INFP-T

(Turbulent). Available at: https://www.thecoolist.com/personality/types/infp/subtypes/

(Accessed: 22 April 2023).

Kumar, V. (2023) What is Contingency Approach to Management? Available at:

https://getuplearn.com/blog/contingency-approach-to-management/#what-is-contingency-ap

Slides:

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