Atwater, 1998). It is considered to be a starting point in the journey of self discovery and self assessment. It helps empower the individual in the face of negative feedback as well as positive feedback. In areas where the feedback is different from the perceptions of the individual, the differences provide an insight to the individual on the impact of their behavior and actions on others.
这是作为人力资源开发实践的一部分使用的方法之一，可以有效提高领导者的绩效，并提高组织的绩效。它被认为是自我发现和自我评估之旅的起点。它有助于在面对负面反馈和正面反馈时增强个人的能力。在反馈与个人感知不同的领域，这些差异为个人提供了关于其行为和行动对他人影响的见解。
The method is beneficial in the human resource practice in that it allows for the involvement of other employees in the organization. Their input to the organization is valued as they contribute to the future of the organization and their future. The Federal Express organization uses this kind of system to evaluate their managers (Waldman & Atwater, 1998). The Survey Feedback Action program (SFA) puts the philosophy of the employees first as they give their feedback on the performance of their managers and leaders. The method also improves the communication between the leaders and the employees as it facilitates the communication between the two. Organizations are also able to empower their culture as well as holding the managers accountable for their actions.
该方法在人力资源实践中是有益的，因为它允许组织中的其他员工参与。他们对组织的投入受到重视，因为他们为组织的未来和他们的未来做出了贡献。联邦快递组织使用这种系统来评估他们的经理。调查反馈行动计划将员工的理念放在第一位，因为他们对经理和领导的表现进行反馈。该方法还改善了领导和员工之间的沟通，因为它促进了两者之间的沟通。组织也能够增强其文化，并让管理者对其行为负责。
Myers-Briggs Type Indicator (MBTI)迈尔斯布里格斯类型指标
This is a self report in form of a questionnaire that is concerned with the perception and judgment of the individual. It also seeks to measure the personal preferences, communication patterns, decision making skills, the thinking style and the leaderaa‚¬a„￠s orientation with other people (Rothstein, 2010). The method of self assessment has several benefits which include the identification of the weak and strong areas of individuals. It also clarifies the behavior of the managers and the leaders as well as helping the individuals understand different methods and perspectives when solving different problems.
这是一份问卷形式的自我报告，涉及个人的感知和判断。它还试图衡量个人偏好、沟通模式、决策技巧、思维方式以及领导者与他人的关系。自我评估方法有几个好处，包括识别个人的弱点和强项。它还阐明了管理者和领导者的行为，并帮助个人理解解决不同问题时的不同方法和观点。
It also aims to maximize the benefits and the diversity of leaders as well as the subordinates and helps them to reach more insightful and useful decisions. Through integrating and offering interactive challenges, the approach offers the entire team of the leaders and the employees a chance to generate greater understanding and insights for the development of the entire organization (Johnson, Mauzey, Johnson, Murphy, & Zimmerman, 2001). The method is also known to resolve conflicts within organization and also create a lasting impact among the employees and their leaders in the organization. The approach also bears the benefit of helping individuals to understand themselves better regardless of their personality type or their personal traits.
它还旨在最大化领导者和下属的利益和多样性，并帮助他们做出更具洞察力和有用的决策。通过整合和提供互动挑战，该方法为整个领导团队和员工提供了一个机会，为整个组织的发展产生更大的理解和见解。该方法还可以解决组织内部的冲突，并在组织中的员工及其领导之间产生持久的影响。这种方法也有助于帮助个人更好地了解自己，无论其性格类型或个人特质如何。
Recommendations for Future Research 未来研究建议
A lot of study has been done on self assessment in self leadership and the impact on human resource practices. Most of the authors have focused on the role of the self assessment in self leadership and how it can be used to improve the performance of the organization and the leaders. While all these approaches and study is important and very beneficial, much more research is needed on the different methods that leaders and individuals can use to assess themselves on their leadership skills and attributes. This will help to bring in some light on the issues that leaders are likely to face as they undertake the assessment and the emerging changes that are occurring in the environment. Research is also needed on the different characteristics and a
