Thesis (M.S.)--Ohio University, November, 2004. / Title from PDF t.p. Includes bibliographical references (p. 135-144)

Thesis (DTech (Human Resources Management))--Cape Peninsula University of Technology, 2007.Includes bibliographical references (leaves 220-233). / Reputable organisational gurus agree that workplace competency can be measured by the skills, knowledge and attitude of the employees. Skill and knowledge are the minimum that is expected from employers but attitude, which includes the construct of emotional intelligence, is more difficult to measure. It has often been said that people in organisations are hired for their skills and knowledge but fired for their poor attitude or behaviour. Changing adult behaviour is considered by many human resource practitioners to be nigh impossible. Human beings are creatures of habit and by the age of six years old their personalities are virtually formed. (Baldwin, 2001). If the six year old further experiences poor parenting or any other traumatic experiences, it may transpire that the adult who enters the workplace presents as a dysfunctional person. This person can rely only on skills and knowledge and will do his best to project an acceptable behavioural front to the organisation.The premise of this research suggests that improved self-awareness can allow people in the workplace to recognise their own ‘blind spots’ and choose to deal differently with others when faced with conflict. It may be unrealistic to expect employees to demonstrate high levels of emotional intelligence, when they have never been given the opportunities to learn these skills. However, ignoring the behaviours that lead to dysfunctional conflict may come at a high cost for organisations. The researcher alludes to the cost of industrial disputes in South Africa, which are reaching unacceptable levels for both the private and the government institutions. It is also an alarming trend that many government institutions ignore the cost of lengthy individual labour disputes and outsource their responsibility to lawyers and forensic investigators, rather than adopting sound conflict resolution practices to resolve these matters. The effect of these strategies is to protect politicians and to blame the officials in administrative positions and furthermore to prosecute them via legal channels, a process that costs both ratepayers and taxpayers millions of rands in unnecessarily wasted revenue.The primary research objective was to determine the most effective approaches to utilise the Enneagram as a tool to resolve subliminal conflict in the workplace. The researcher argues that increased self-awareness leads to individuals being more emotionally intelligent. In order to grow self-awareness an intervention or tool is needed to ‘wake the person up’ from his automatic responses to situations. The Enneagram is a modern tool with ancient roots, which can be used to give people clarity on their automatic behavioural responses. It is not intended to put people in ‘boxes’, but rather to help them recognise what their fixations are and then to give them options and pointers on where they could progress in their development. Hudson and Riso (1993, 1995, 1996, 2000 and 2002) have authored five books and are recognised as being two of the most credible researchers and authors of the Enneagram. They identified three social styles based on the research of Karen Horney. The researcher investigated the relationship between the Hornevian social styles and a Conflict Assessment questionnaire. Secondary objectives were thus as follows:• Conducting a pilot study in the design of Conflict Assessment Style questionnaires. • Investigating the relationship between the Conflict Assessment Style questionnaires and the Hornevian social styles and to applying the consequent information during conflict training workshops. • Facilitating the Mastering Conflict workshops. • Designing Enneagram typing cards. • Holding coaching sessions with each of the nine personality types in order to resolve a subliminal conflict issue. Ontological coaching was suggested as an additional intervention over and above the conflict workshops to enable employees to deal effectively with conflict in the workplace. This way of coaching encourages people to become self-generating and self-correcting. This coaching methodology deals with people in a holistic manner and is based on phenomenological principles. Qualified coaches, either internal or external to the organisation, are able to hold a mirror to employees faced with dysfunctional conflict work situations to find solutions that lead to personal growth for those employees. When the lessons learned from coaching enable the individual to adapt or change, the organisation benefits too, in that the lessons learned are often passed on to others in that organisation. Sustained conflict resolving mechanisms have further advantages: employees who are parents or hold leadership positions in their communities are able to apply these behaviours in those spheres too, thus creating a systemic positive change. The researcher demonstrated how the Enneagram could be used as a model to help coaches understand their clients’ subliminal reactions to conflict situations. The intention of these coaching conversations was to assist employees in dealing with potentially dysfunctional conflict situations in a process that is both time efficient and creates lasting problem solving. The researcher proposes that organisations that are serious about creating environments where people want to work, grow and succeed must adopt strategies where people are able to become more self-aware and to deal more effectively with conflict that does not enhance creativity. It is incumbent on the organisation to create learning forums for employees and to provide coaching dialogue as ways to explore meaningful and sustained remedies to dealing with dysfunctional conflict in the workplace. The researcher did not propose that the Enneagram is the only model that could be used in personal development interventions, but found it to be robust as a model to help “unstick” employees from their false perceptions of conflict situations, thus creating a way forward that offers lasting change and personal growth.

Narcissism is a multidimensional construct consisting of many components and a variety of conceptualizations. One such example is the NARC conceptualization of grandiose narcissism and its two subcomponents admiration and rivalry. This research aims to answer three questions about the NARC conceptualization: (1) what is the relationship between narcissism and Big Six Personality dimensions?; (2) what is the relationship between narcissism and observable behavior?; and (3) how does narcissism relate to situational experiences in daily life? Results showed that, consistent with previous research, narcissism was related to Big Six personality. Additionally, narcissism was related to observable behavior. Finally, the results also showed a relationship between narcissism and every day experience (i.e., situation experiences and state expressions of personality). Most critically, the pattern of results suggests that although admiration and rivalry are related subcomponents of narcissism, they are quite distinct in terms of their personality and behavioral correlates. / Includes bibliography. / Thesis (M.A.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection

Thesis (M.A.)--Western Kentucky University, 2009 / Includes bibliographical references (leaves 28-31).

Thesis (Ph. D. (Psychology)--University of Pretoria, 2001. / Available on the Internet via the World Wide Web. Includes bibliographical references (p 263-266).

An ongoing therapeutic concern has been effectiveness of treatment (success and satisfaction). Mahalik and Kivlighan (1988) suggested that by examining the fit between type of counseling environment and personality type, reasons for satisfaction or dissatisfaction can be better understood. Research in this area, however, is limited. The present study examined the congruence between an individual's personality and the counseling environment, using Holland's model of personenvironment interaction to examine this relationship. This study also explored the underutilization of and dissatisfaction with counseling by certain Holland personality types and the congruence of clientcounselor environment interaction as an explanation of male underutilization of counseling.Ninety four students from Ball State University in Muncie, Indiana, participated in this study. Participants observed a videotape illustrating a particular counseling environment and completed four questionnaires: 1) the Self-Directed Search; 2) the Expectations About Counseling-Brief Form; 3) the Attitudes Toward Counseling; and 4) the Perception of Counseling Environment. The following hypotheses were tested: (hypothesis 1) Scores on Holland's typology will predict group membership (male and female). a) Artistic and Social scores will relate positively to female group membership. b) Realistic, Investigative, and Enterprising scores will relate positively to male group membership. (hypothesis 2) Scores on Holland's typology and gender will predict attitudes toward counseling. a) Realistic, Investigative, and Conventional scores will relate negatively to more favorable attitudes toward counseling. b) Social and Artistic scores will relate positively to more favorable attitudes toward counseling. c) Female status will relate positively to more favorable attitudes toward counseling. (hypothesis 3) Scores on Holland's typology and gender will predict perception of counseling environment. a) Realistic, Investigative, and Conventional scores and male status will relate positively to a more favorable perception of the Self-Help (more structured, less personally interactive) type counseling environment. b) Social and Artistic scores and female status will relate positively to a more favorable perception of the Social/Interactive (more abstract, more personally interactive) type counseling environment. Analyses included stepwise discriminant analysis predicting group membership, stepwise multiple regression analyses predicting gender, certain Holland types, and perception of counseling environment, and a 2 x 2 analysis of variance to analyze the interaction between gender and type of counseling environment.As expected, scores on Holland's typology predicted group membership. Results of the multiple regression analyses generally predicted attitudes toward counseling and perception of counseling environment. The interaction between gender and type of counseling environment was significant with females rating the Social/Interactive type counseling environment more positively than the Self-Help type counseling environment and males rating the Self-Help type counseling environment more positively than the Social/Interactive type of counseling environment. Implications of these findings and limitations and recommendations for future research are discussed. / Department of Counseling Psychology and Guidance Services

Thesis (M.A.)--West Virginia University, 2008. / Title from document title page. Document formatted into pages; contains vi, 72 p. Includes abstract. Includes bibliographical references (p. 59-61).

Thesis (MA Teologie (Praktiese Teologie)--Universiteit van Pretoria, 2004. / Includes bibliographical references (leaves 90-95)

"Diese Arbeit wurde von der Pädagogischen Hochschule Rheinland als Inaugural-Dissertation genehmigt."

Thesis (M.A.)--West Virginia University, 2006. / Title from document title page. Document formatted into pages; contains v, 56 p. Vita. Includes abstract. Includes bibliographical references (p. 39-43).