Question 1

Self-monitoring is a character attribute that uses verbal cues such as visual and vocals to

determine how a person monitors and manages himself socially. It involves being aware

of one’s behavior and its impacts on the surrounding. High self-monitoring people adapt

to changes by changing their behavior, while low self-monitoring people change their

behavior according to their feelings. The employee identified has been identified for a

front-line managerial position. The employee got selected because of meeting the

requirements of the position. Furthermore, another experienced front-line manager

monitors the employee and identifies a low self-monitoring personality factor before the

promotion.

The pros of the self-monitoring personality factor are giving an individual the ability to

detect and control how people view them. In this case, the employee lives by the opinion

of others despite being for themselves or a group. Therefore, the employee has self-

monitors who are highly sensitive to how others respond and are concerned by their

feelings. Such individuals make good team leaders because they consider other people’s

feelings and their decisions on other members. Furthermore, they can change their

behavior to obtain a positive response from others. On the other hand, the cons of the low

self-monitoring personality factor are that individuals opt to evade conditions that might

need them to adjust to the environment and change their behavior. In addition, such self-

monitor individuals tend to blend in with people they relate to and are comfortable

communicating with.
However, the employee’s performance can be improved and assessed adequately by

improving his interpersonal skills. The first step is to identify the goal and measure the

current reality against the goal, a front-line manager. Also, the employee must choose an

action plan to improve his behavior, check the feedback on actions, and practice the new

interpersonal skill frequently to get the promotion.

Question 2

People tend to solve problems in diverse ways. Hence, they possess different problem-

solving styles referred to as cognitive styles. At the same time, personality traits influence

one’s cognitive styles, which eventually affect how one makes decisions. The first

personality type crucial in identifying personality differences among people is ENFJ

(Extraverted/Intuitive/Feeling/Judging). This trait focuses on nurturing harmony and

teamwork among people. As a result, individuals portraying this personality trait

communicate more, have solid ideas, and are loyal to the people around them. In

addition, individuals possessing the ENFJ trait are patient and consistent till they finish a

job.

The second most vital personality trait is INFP (Introverted/Intuitive/Feeling/Perceiving).

Individuals with this personality trait have highly sensitive coupled with high emotional

capacity. They are perfectionists in their job because they work best in jobs that they

trust. Similarly, individuals who possess INFJ (introverted/intuitive/feeling/judging)

personality traits are perfectionists about the quality of their work. Such individuals are

imaginative and creative but are less attentive to obstacles. However, they make decisions

quickly due to their creative qualities. Additionally, individuals possessing the ENFP
(extraverted/intuitive/feeling/perceiving) personality trait are best suited for leadership

roles due to their magnetic quality. They are ruthless in their pursuit of goals when

energetic.

QUESTION 3

Incorporating interview questions for identifying personality and cognitive styles for a

job interview mainly focuses on inquiring about performance and behavior in past jobs.

Therefore, the interview questions will help the interviewer determine what the

interviewee will say. Furthermore, they allow the interviewee to talk about the things

they did in the past jobs that enabled them to become successful in getting them.

Therefore, a hiring manager must consider asking questions before the interview to

identify personality and cognitive styles. Moreover, asking questions will enable the

hiring manager to determine the success of the interview.

Asking behavioral questions will also help identify if the interviewee has the required

skill sets and requirements for the role he applied for. The hiring manager can also use

these behavioral questions to see personality traits that are not visible on paper. For

instance, the hiring manager can ask the interviewee what they would change about their

personality. Such behavioral question helps the hiring manager determine the

interviewee’s self-awareness and self-improvement. The interviewer can also ask about

the interviewee’s hobbies and sports involved in outside work and why they enjoy them.

This behavioral question will inform the hiring manager about the interviewee’s social

skills, such as teamwork and leadership qualities.