MAN2178 Employability Skills Notes

Employability Skills Notes- MAN2178

Module Leader
Heidi Hazeu

Module Tutour
Monica Kinberg Insoll

Assessments
 Assessment 1-
 Assessment 2-

Week 1-
Getting to Know Yourself, and Others, Better

Complete the A&F Pathway-
 Register on Profiling for Success.
 Complete the Type Dynamic Indicator (TDI) Questionnaire.
 Review the Report Generated for you.
 Reflect on the Report.

TDI Type at Work Report Notes

Report analysed that I’m an Inspector (ISTJ)- of which the initial comments about that type
I’d very much agree with.
 Introversion.
 Sensing.
 Thinking.
 Judging.

Why do you work?
The Purpose of Work:
 Strong preference for structure, efficiency and tangible results. Value loyalty. Abhor
‘change for changes sake’.
 Wants to takes responsibility and create order out of chaos.
 Bring efficiency to processes which produce tangible outputs.
 Need to fulfil their sense of duty to an organisation or to society as a whole.
The Work Environment:
 Enjoy a purposeful atmosphere where people know what they need to do and get
on with it.
 Prefer an environment where they can get on with things in a quiet and efficient
way.
 Gets frustrated by inefficiency or when people talk in vague and abstract language
without focussing on the more immediate and practical aspects of the job in hand.
 Want to achieve but do not want the limelight.
 Prefer structure, clear roles, proper rewards and orderly career progression.
 Like systems and agreed operating procedures.

,What Kind of Work do you Want?
Type of Activity:
 Patience and an eye for detail.
 Capable of both giving and taking orders.
 Practical rather than theoretical; fix rather than create.
 Monitoring the known rather than creating the unknown.
 Tangible and quantitative rather than abstract and qualitative.
 Predictable- not at their best with uncertainty.
 Clear rules and chain of command rather than free-for-all.
Types of Contribution:
 Amongst the most diligent, practical and preserving of types.
 Tend to be thorough, down to earth, organised, hardworking, painstaking and
patient with detail and routine.
 Rarely impulsive.
 Once committed to doing something they follow it through from the beginning too
end.
 Hard to distract, discourage or stop.
 They do not quit unless experience, logic or the facts of a situation convince them
that they are on the wrong path.
 Attens to the practical and procedural.
 Bring structure, organisation, hard work and determination.
 Finishers who attend to the detail.

What is your Style of Working?
Managing Time:
 When committed they work long hours in order to fulfil their duty and deliver their
results.
 Value completeness in all things and leave as little as possible to chance or the
imagination and so are likely to have a clear schedule for activities and delivery.
 Time managers who are orderly, self-disciplined and planned.
 Concentrate deeply, should not be interrupted without warning.
 Respect schedules and delivery.
Getting Results:
 In Goal setting, very thorough both in laying out what is expected and in checking to
see that it has been completed.
 Never give up until their facts and logic show that their task is unachievable.
 Relied upon more than most to persevere and achieve what they set out to do.
 Hard-working, will stay until the job is done.
 Serious, thorough and enjoy positions of responsibility.
 Loyal, put organisational goals ahead of personal goals.
 Prefer finishing to starting.
 Master of detail.
 Like to get things nailed down, delivered and ticked off the list.
Managing Change:
 Great implementers.

,  May be slow to see the need for change and uncomfortable with uncertainty but
they are the masters at seeing the practical implications.
 May need considerable convincing before accepting the need for change.
 Attend to the practical elements that change agents often pass over.
 Variety rather than change and evidence rather than intuition.

Who do you want to work with?
Interaction Needs:
 Self-contained and able to get things on their own.
 Do not have a high need for interaction and socialising.
 More comfortable with people who share their tastes, values and moral attitudes,
which tend to be more old fashioned than most. One of these values is often loyalty
in relationships.
 Can be outstandingly loyal, almost to a fault.
 Peace and quiet and a chance to get away from the noise and bustle.
 Like to keep boundaries between home, work and different groups of people.
 Give respect to seniors- and expect it from juniors.
Relationship Style:
 Quiet, Self-contained and private.
 Can be slow in making new contracts an friendship. Natural reserve. Sometimes
means that they are seen as distant or aloof and not likely to be described as ‘a
bundle of fun’.
 However, inspectors often surprise people who bother to get to know them.
 Their reserve and patience in developing their relationships is combined with a
strong sense that people need to earn trust.
 Do not expect to get very close in a short time with Inspectors.
 Wary of new ideas and this applies to new people as well.
 Often prefer to be onlookers rather than the centre of attention.
 Appear sociable, but keep inner self well hidden.
 Listen rather than talk.
 Distrust weakness and emotion- but can be very supportive if they understand why
support is needed.
 Prefer order to excitement and can be slow to get to know.
 Reserved, self-controlled- can be a team player but works well alone.
 Want things clearly spelled out, can have fun, but prefer it to be scheduled.

How Might Others See you?
As a Leader:
 Respected for their calmness.
 Provide Structure and Reliability rather than vision.
 Communicate carefully and thoroughly rather than inspirationally.
 Often rise to senior positions in organisations and looked up to.
As a Manager:
 Highly reliable and trustworthy, frequently gravitate to positions of responsibility.
 Often quiet and reserved, they enjoy responsibility for people as well as for tasks and
find it fulfilling to do it well.