Table of Contents

INTRODUCTION...........................................................................................................................2
I. PERSONALITY AND PERCEPTIONS:.............................................................................2
1. Theoretical Background....................................................................................................2
2. Reflecting on own personality and perceptions................................................................8
3. Positive and Negative sides of INFP:...............................................................................9
II. MOTIVATION:..................................................................................................................11
1. Organization Background......................................................................................................11
2. Content theories and process theories.............................................................................12
3. Recommendations:..........................................................................................................15
III. TEAMWORK REFLECTION:.......................................................................................18
1. Theoretical background:.................................................................................................18
2. Explore the creation and management of effective teamworking...................................19
CONCLUSION:............................................................................................................................21
REFERENCE:...............................................................................................................................22

TABLE OF FIGUREs:
Figure 1...........................................................................................................................................4
Figure 2...........................................................................................................................................4
Figure 3...........................................................................................................................................6
Figure 4...........................................................................................................................................9
Figure 5...........................................................................................................................................9
Figure 6.........................................................................................................................................13
Figure 7.........................................................................................................................................13
Figure 8.........................................................................................................................................18

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INTRODUCTION
As a Graduate Trainee Store Manager, I have a role in developing the Circle K store staff to
ensure customer service and relationships between members of the store. The training process
will have 3 Master Classes, including:
Personality and Perceptions
Motivation
Reflection
Each Master Class has specific theories and examples to clarify knowledge for employees.
Finally, recommendations are also given to emphasize the role of employee motivation activities
and many other essential factors.
I. PERSONALITY AND PERCEPTIONS:
1. Theoretical Background
1.1 Personality
According to Alidemi and Fejza (2021), personality can be defined as a person's
distinctive style of thinking, behavior, and emotional response to circumstances
and surroundings. Personality is used to explain why people have different ways
of dealing with the same situation and the consistency of an individual in reacting
to situations.
In addition, Kinicki (2008) also makes the following statement: Personality
strongly influences each person's attitude and emotional characteristics towards
each specific situation, thereby directly affecting our behavior towards this
situation.
Colquitt, (2019) also gave his opinion to expand on the concept of personality:
Personality is the structure and characteristics within a person that explain their
feelings and behavior. Personality traits tend to be repetitive. Thus, personality
represents a process of change related to an individual's psychological
development. Personality is essential in organizations, in life, and society because
the individual with an inappropriate personality will be a hindrance and cause
unwanted stress and anxiety in that organization.
Finally, psychologists have in-depth studies to expand the concept of personality.
"Personality psychology" is considered a separate discipline within psychology.
Analysis of human personality, including behavior, and attitude, in order to serve
to study the root, which is the motive, the unconscious, the development and
maturity of each person. Hogan, R. (1998)
1.2 Factors influence personality:

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 Researchers have studied personality for many years by participating in
experiments, case studies, self-reported studies, and clinical studies. Over the
years, they put three main influences on personality development, including
aspects such as Heredity, Environment, and Situation.
The first is the aspect of Heredity: The influences on a person's personality as
soon as they are born. These traits are in the genes, and there is almost no
possibility of changing them. These traits include people's temperament, which
helps determine how they react to situations and how easy they are. In addition,
Hippocrates hypothesized that personality traits and human behavior are based on
four distinct temperaments: Melancholic, Choleric, Phlegmatic, and Sanguine.
The specific features are shown in Figure 1:

Figure 1 (University et al., 2014)

Moreover, appearance and physique are also indispensable factors of personality.

According to American psychologist William Herbert Sheldon developed a theory
that links body types to human temperament types. A thin, wiry frame
characterizes the body shape Ectomorph. In contrast, people with an
Endomorph body type are usually heavy and rounded. Finally, a person with a
Mesomorph will have a solid, muscular frame. (Charlotte Nickerson, 2021). The
three body shapes with some characteristics are explicitly illustrated in figure 2:

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Figure 2

Environment is an essential aspect of character formation because it nurtures and

develops a human personality. The environment will include family, school,
society, culture, etc. Everyone lives in an environment with distinctive cultures,
ways of thinking, goals, ideals, and value systems. Therefore, the environment
will regulate life and significantly affect the development of human personality at
every turn. (Sin, Top 3 factors influencing personality development 2016) . The
last aspect that affects personality formation is Situation. These are different
experiences that each individual goes through. This will leave a mark and
background that helps develop their personality. The situations people encounter
at an early age significant impact the initial formation of personality (divorce,
trauma, and even happy times). Each person will have a different way of handling
situations so the case may be similar, but people have different character
development. (The process of personality development 2021).
1.3 Perception:
According to Gibson, Ivancevich, and Donnely (2012), individuals explore their
environment with their five senses, then select and organize information that is
meaningful and relevant to their surroundings. Creating personal experiences is
called perception. People may have different perceptions based on their
judgments and experiences in feeling and seeing issues in their surroundings.
Meanwhile, Nuzilia (2016) stated that it is the process by which individuals
select, organize, and interpret to take appropriate and intelligent action for the
situation they receive. In support of this idea, Mulyana (2007) also states that

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 perception is an internal process allowing us to select, organize, and explain those
processes that can influence our manner.
Moreover, Slameto (2010) also commented on perception. He considers
perception one of the essential psychological aspects that help us perceive
phenomena in our environment. Perception is related to the particular nature of
human beings and their psychological features so that each person can have
different perceptions of an object, either positively or negatively.
From the mentioned reviews, a perception is an individual act through receiving
and organizing information from the senses and understanding that environment.
From there, each person's experience is formed.
1.4 Factors influence perception:
Many factors influence human perception. Same thing and situation, but each
person's perceptions are different. The first element is related to the perceiver. In
addition, factors in different targets and situations will also have different effects
on each person's perception.

Figure 3 (Factors influencing perception (perception process) - about factors influencing perception (perception process) in
tutorial (12852): Wisdom Jobs India)

According to Figure 3, in each factor, there are specific aspects that can affect
human perception.
The factors in the Perceiver that affect perception are: Different Attitudes
towards phenomena leading to different perceptions. Motivation will drive
perception to implement the action to achieve a goal. Different interests affect the
focus of attention leading to a different perception. In addition, past Experiences
strongly influence perception. Finally, Expectations: People perceive what they

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 expect to see. The factors in the Target include: Novelty goals are more likely to
get noticed. Next, Moving objects possessing loud Sounds and large Sizes get
more attention than other objects. Finally, Proximity, because objects with
similarity are often grouped, attracts attention quickly. Meanwhile, the Situation
includes more abstract aspects: The time that receives an object or event affects
perception. Alternatively, Work Setting and living environment affect people's
opinions positively or negatively. Finally, Social setting: Changing social context
affects people's perception. The same image, behavior, and action in different
situations create different perceptions. (Sah, Factors influencing perception 2022)
1.5 Some type of tests:
Personality tests are often used to understand better people's personalities,
behaviors, and what motivates them. Personality tests are helpful in many areas,
such as work environment, psychological diagnosis, and personal development.
Many personality tests appear, but the following are the most popular today:

 Myers-Briggs Type Indicator (MBTI):

This test describes personality type based on four categories: introversion or

extraversion, sensing or intuition, thinking or feeling, and judging or perceiving.
There are 16 personality types formed from the above four criteria. According to
the MBTI Foundation, these are preferences of the four dichotomies:

 Favorite world: Focus on Extraversion (E) or Introversion (I).

 Information: Focus on basic information or interpret additional meaning
(Sensing (S) or Intuition (N).)
 Decision: Based on logic and consistency or considering people and
circumstances to make decisions (Thinking (T) or Feeling (F).)
 Structure: Facing the outside world, prone to Judging (J) or Perceiving (P).

The MBTI Certification program or on the foundation’s website for a fee.

 16 Personalities
Based on the Myers-Briggs framework, however, the 16-personality test is free
for everyone (no certification or consultation). This model goes one step further
than Myers-Briggs and divides into four groups as follows:

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Figure 4

 The Analysts: the Architect (INTJ), the Logician (INTP), the Commander
(ENTJ), the Debater (ENTP)
 The Diplomats: the Advocate (INFJ), the Mediator (INFP), the Protagonist
(ENFJ), the Campaigner (ENFP)
 The Sentinels: the Logistician (ISTJ), the Defender (ISFJ), the Executive
(ESTJ), the Consul (ESFJ)
 The Explorers: The Virtuoso (ISTP), the Adventurer (ISFP), the
Entrepreneur (ESTP), the Entertainer (ESFP)
 The Big Five Model:
The Big Five model of personality states that five essential qualities
underpin all others and comprise the most significant variations in human
characters.

Figure 5 (Know more. live brighter. 2020)

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  Conscientiousness (efficient/organized vs. extravagant/careless)
 Agreeableness (friendly/compassionate vs. critical/rational)
 Neuroticism (sensitive/nervous vs. resilient/confident)
 Openness to experience (inventive/curious vs. consistent/cautious)
 Extraversion (outgoing/energetic vs. solitary/reserved)

2. Reflecting on own personality and perceptions

2.1 Explain your personality:
To better understand my personality, as well as my strengths and weaknesses in
life and work. I took the "16 personalities" test in the website:
https://bestpersonalitytests.com/16-personality-types/ , and I know the INFP
personality attribute myself.
This type of personality makes up 4% of the world's population, which is quite
rare. INFPs are often referred to as Mediators or Healers.
The four letters representing the INFP personality group mean:
Introverted: Introversion (the primary source of energy)
Intuition: Intuition (how you perceive and evaluate information)
Feeling: Emotions (how you make decisions)
Perceiving: Openness (how you deal with the outside world)
INFPs are often referred to as healers because they are sensitive, caring, and
compassionate people with this personality type like to be original and creative
and prefer flexible deadlines. INFPs often recharge themselves alone, immersed
in their thoughts and imaginations. They can feel deeply about emotions. It is
because of this sensitivity that they understand the feelings of others. That can
bring comfort to those who come in contact with them. However, do not let that
timidity and weakness fool you. The fire and passion of INFPs are great, but they
expect encouragement and praise to bolster their efforts. Because these people
often doubt themselves, they crave recognition and are extremely sensitive to
criticism.
After a series of studies and assessments of my personality, these assessments
reflect more than 80% of my personality. Since then, I have discovered and
brought out strengths and weaknesses in my work when I am an employee, a
manager, and participating in group activities.
2.2 Explain your perception, attitude

 I am an INFP; I see myself as an introvert but full of daydreams. I have

perceptions and ideals about life that society considers weird. My life and work
mostly don't go according to plan and are done when I am really interested in it. I
work because it suits my nature, not because of luxury material things or any high
status. Moreover, I like to be alone only when I can listen to something I cannot

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 share with others. From there, I found solutions to the problems I was facing.
Many people say I'm weird because they usually go to experienced people when
they ask for advice. But for myself, I will listen to myself to get the direction I
need. I am a consultant for myself. Instead of taking someone else's advice and
wondering if it suits your situation? Therefore, I choose to listen to myself, so I
don't regret any decision I make. In addition, I am a dreamer and a creative
person. So I like activities where I can be myself. Jobs that limit my mind and
actions will bring me into a crisis. Not only that my imagination is also huge.
Same problem, but I have a series of situations where the problem can be positive
or negative. This helps me stay calm in the face of sudden problems, but at the
same time, too much negativity in my head also suffocates me.
3. Positive and Negative sides of INFP:
3.1 In the working environment:
When working in teams, I find myself capable of regulating the emotions of the
group. I have a very keen observation and perception ability, so I can recognize
the disapproval and confusion of other members even though they don't speak. I
have the ability to spread positive energy to those around me; so I can help others
voice their complex opinions or ambiguous things. Therefore, I am seen as a
bridge to bring people in the group together. This keeps my team productive and
saves time. Because disagreements and conflicting opinions were presented right
from the idea discussion

When working as a leader, I had exciting experiences. Ever since high school, I
had the opportunity to become a class president. When leading a class, I was
under pressure from the school and the classroom. I always cared about people's
feelings to make sure no one got upset with my decisions. I always tried to survey
the reactions of those affected when making a decision; this ensures minimal
resistance. However, I had my arguments and principles; fairness is essential
when I were at the top of a class. Although I have many good relationships with
my classmates, I did not let that affect my decisions about others. Anyone who
violated the school rules should receive the same punishment. This helped me
gain respect from everyone and even the homeroom teacher. In those school
years, I received certificates of merit because of the position of my class got 1s.

I find myself profoundly empathizing with people who are struggling. Although I
can't afford to organize a volunteer trip, I will help the needy people I meet in life.
It was simply a bottle of water, a loaf of bread, or a few tens of thousands, but
after each time like that in my heart, I felt very peaceful. The only thing I want to
receive is a "thank you," which is the sincerest gift and also helps me to know that

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what I do is really meaningful. I will give an Example of an INFP celebrity that
also bears deep sympathy: Princess Diana. She had a strong desire to make the
world a better place. Princess Diana, like an INFP, had a strong sense of justice
and believed everyone should do what they could to help others suffering. while
her life, Princess Diana supported and spoke out for those struggling with AIDS,
leprosy, cancer, illness, and homelessness. She often said about HIV and AIDS,
"HIV doesn't make people dangerous, so you can shake hands and hug them."
Diana's strong empathy means that she understood people naturally, and she felt
the emotions of others as if they were her own. I believe every INFP has a
sensitivity to the little things in life. Therefore, I always want to spread love to
those who need it, no matter how small.
3.3 The INFP’s weaknesses in life, at work and in relationships:
Besides the strengths I mentioned, I also have weaknesses that I find myself in
when I'm in relationships and when I'm at work. Typically Hypersensitive, Self-
criticism, Unfocused, and Too selfless. I feel hypersensitive because I use
intuition and emotions for most situations in my life. This makes it difficult for
me to look at issues objectively. And sometimes misinterpretation or over-
dramatization of others' feelings or actions. This is one of the big problems in my
relationships. Not only that, I'm often Self-criticism. I appreciate everyone's
worth, but sometimes I underestimate myself. I am harsh, strict, and rigid myself.
When I receive criticism, I often get stuck there for a long time and find it
challenging to continue my work. I doubted myself, and a lot of times, I thought I
was useless and frustrated with the efforts that I had tried. Besides, I often get
unfocused at work: I am imaginative and easily get caught up in different ideas
and ideals. This makes me not productive enough to focus and finish unfinished
work. It's not that I can't afford it. It's that I lack the focus to complete the
incomplete work. And finally, my biggest weakness at work is Too selfless. I tend
to ignore my needs and my voice to please everyone. This makes me feel
uncomfortable. And when this goes on for too long, I am really going to explode
because what I've endured is just too much
3.4 Solutions to mitigate these weaknesses:
After analyzing and researching, I have found a solution to overcome my
weaknesses: Learn to respect the details and Accept themselves as they are
without apology.
Learning to respect the details is something that I need to practice a lot. A new
idea is always great creativity and attracts greater focus, but any idea will not
achieve the desired results if the required logistical details are distracted. So, I
may find this aspect boring, but it also motivates me by seeing it as a challenge I

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 must overcome to get to the more exciting parts. The second lesson is to Accept
me as they are without apologies. I often set my standards so high that I have
difficulty meeting my expectations. This causes me to become indecisive and fall
into perfectionism to the point that I can cut off the flow of creativity and make it
difficult to achieve. So, to ensure my mental health and well-being, INFPs and I
must learn to stop comparing ourselves to others and prioritize my happiness.
3.5 Important of personality and perception on creating effective managerial
relationship:
The importance of understanding the personality and perception of yourself and
those around you is fantastic. Not only help you develop in life but also build and
maintain good relationships.
- Know yourself:
First, when I grasp my personality and perception, I will have a way to make my
own mark. The living and working environment certainly has a lot of people, so it
is very necessary for me to create my own signature so that others can remember
it. This can help me impress important and high-status people, help me become
more confident, and have more growth opportunities.
After understanding myself, I belong to the INFPs personality type and often tend
to lose focus while working. So I can set up the self-discipline to improve on that.
This helps me to develop better in my studies as well as my current life and work.
- Know others
When I grasp the personalities of others, I can communicate with them more
effectively. In work or study, I can know their strengths to exploit their potential
and their weaknesses to help them improve. In a communication relationship, I
can feel they have hidden feelings and limits; communicating by words, eyes, or
senses will be easier to empathize with. This helps me maintain old relationships
and build many new ones. Understanding other people's personalities can also
build trust, allowing others to talk about private matters.
From that, it can be seen that investing in the study of personality, and perception
of yourself and those around you opens up many opportunities to develop new
knowledge.
II. MOTIVATION:
1. Organization Background
Circle K was founded in 1951 in the state of Texas, USA. Circle K has become
one of the world's largest and most prestigious convenience store brands. Circle K
is known for its quality products and customer service, with more than 16,000
stores worldwide.
The vision is to become the most popular convenience store chain in Vietnam.
The mission is to create an enjoyable, friendly, and reliable shopping space for
customers with a wide range of products and services. (K , Giới Thiệu, 2016)
HR at Circle K

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 In the framework of personnel training and development of Circle K Vietnam, the
Management Trainee program is developed to recruit and build outstanding fresh
graduates to become future leaders of Circle K Vietnam. (K, Management trainee
program at circle K Vietnam, 2019)
In addition, Circle also received many complaints about the store management
having a negative attitude, affecting the work morale and relationships of the
employees. So, this article will also give some recommendations to improve this.
2. Content theories and process theories
2.1 Motivation:
Motivation refers to why a person does something. It drives human thought and
action. Motivation is the process of initiating, persistent, and intense efforts to
achieve a stated goal (Cherry, 2022)
 The three key elements of motivation:
Motivation affects mentally, physically, emotionally, and psychologically to make
the people's act confident.
To better understand motivation, the three main factors of motivation are
significant:
Direction: It is the most essential element of motivation because it will drive the
other two. This is the element that gives direction for inspiration and is the stage
to set goals based on the individual's internal and external factors, challenges, and
beliefs.
Intensity is the amount of effort each person is willing to put in to achieve the
goal set during the orientation phase. The effort is based on many factors,
including internal and external. Internal factors are things that each person will
feel and draw on to motivate themselves. External factors are things that other
people or factors from the surrounding environment influence people. These all
contribute to determining the intensity person dedicated to the set goal.
Persistence: Most people give up halfway before reaching their goal because they
lack the motivation to keep going. This is why persistence is one of the hardest to
pursue out of the three main factors of motivation. When they want to pursue their
dreams or achieve their goals, each person needs consistency and passion in their
process. Huge internal and external factors also influence this. If internal factors
drive the motivations, the tendency to persist will be longer. however, if
motivation is driven by external factors, rewards, or appreciation from others,
then persistence may not be as sustainable as internal factors.
 Motivation Theories include two main contents:
 Content Theories include the following:
Maslow's Need Hierarchy
Alderfer's ERG

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 Herzberg's two-factor model
These are the theories applied in the organization to boost employee
motivation by rewarding. Maslow's Need Hierarchy is a widespread and
widely applied theory today.
 Process Theory are theories of processes that identify the factors that drive
interacting behaviors among individuals. There are four main types of
process theories:
Goal – setting theory
Reinforcement Theory
Equity Theory
Expectancy theory
The theory of Goal - Setting will be analyzed carefully because this is a
commonly applied process in organizations. Also, there are links between
Maslow's Need Hierarchy and Goal Setting. (Cherry, 2022)
2.2 Content theories:

 Maslow's Need Hierarchy

Figure 6

Abraham Maslow is a well-known psychologist for his hierarchy of needs theory.

The approach prioritizes human psychological and physical requirements into five
degrees of priority. Physiological requirements (food and clothes), safety needs
(work security), social needs (friendship), self-esteem, and self-actualization are
examples of these needs. This hierarchy may be utilized in management when
managers wish to understand employee motivation better, resulting in significant
efficiency and production. (Courses.lumenlearning.com. 2022.)
2.3 Process theories:

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 Goal Setting
Objectives-Setting Theory is founded on the premise that precise and thorough set
goals always result in a more productive, efficient work process and a successful
outcome than superficial and ambiguous stated goals. Feedback at work helps to
achieve objectives and pushes people to strive harder to achieve even more.
According to Edwin Locke's goal-setting theory, the following aspects are
necessary for goals to be appropriately defined and to yield the intended results:
- Set specific goals: Goals must be well-defined, exact, and quantifiable. People
quickly understand the critical facts required to fulfill the aim, plan a reasonable
time frame, and choose an appropriate method.
- Set challenging goals: Goals should not be too simple; fresh challenges are
required to pique people's attention. New difficulties are also crucial in assisting
employees in focusing and exploiting themselves.
Build acceptance and commitment to goals: All workers must agree to and
commit to their responsibilities. Every employee has an issue that has to be
addressed and supported on the job. It must be addressed as soon as possible to
maintain work performance.

Figure 7
Firstly, Clarify goal priorities: that should be completed first to prevent confusing
staff when several tasks must be completed. Then, Provide feedback on goal
accomplishment: Feedback is an essential component of goal-setting Theory.
Throughout the task's performance, feedback must be supplied. This ensures
employees are always on the right track and promptly correct mistakes if any. The
next task is Consider Task Complexity: Managers must constantly monitor
personnel as they complete complicated tasks and stages. Implementing each little
objective toward completing a critical plan will keep employees from being
overwhelmed and assure job performance. Finally, Reward target achievement:
When a task is accomplished well, on schedule, and maximizes everyone's work
productivity. This compensates employees by recognizing their efforts to achieve
their common goals. This helps employees be satisfied with their actions and try
harder to achieve better future goals. (Mindtools.com. 2022.)

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 3. Recommendations:
From the theories of Content Motivation and Process Motivation, many
recommendations to improve the quality of the working environment for Circle K
have been given.
- Maslow's Hierarchy of Needs:
 Physiological Needs:
The employees were surveyed through a questionnaire on improving skills and
professional knowledge. The Board of Directors agrees and implements training
programs following the requirements of employees and organizations. For
employees who work many shifts a day, snacks between breaks will help
employees feel the leader's care. In addition, always ensure employees' wages and
labor insurance are paid on time, creating subconscious safety for employees.
Moreover, gift-giving programs on special occasions such as birthdays and Tet
Holidays will bring a warm feeling to employees. This will help employees get
closer to work and the company. Finally, policies to increase salary and bonuses
periodically based on evaluation factors such as KPI, working attitude, and
contributing ideas to company activities to stimulate employees' efforts and
competition
 Safety needs:
For employees to safely contribute to the organization, the working environment
must be safe and bring a sense of comfort. This will include factors such as
occupational safety policy, fair treatment, and provision of the correct insurance
coverage as required by law.
 Social
In addition, when the management receives complaints about bad managers, it
causes adverse effects on the relationship between members and the development
motivation of employees and the organization. Circle K should also adopt a
continuous performance management (CPM) approach to monitor remote
managers and assess inappropriate behavior. The requirements for evaluating a
suitable manager are as follows:
No discrimination or favoritism against any employee.
Building a healthy work culture and mutual respect.
Preventing tipping/blaming behaviors.
 Esteem
Circle K should conduct employee personality tests to find out what motivational
activities are suitable for each personality group (16 personalities):
 People of the ENFP, INTP, INFJ, and INFP personality groups will
appreciate the value of each member, promote harmony, and expect to
receive praise to improve work performance. So here are the activities that
can apply to this personality type:

15
 Regularly recognize employees' achievements and efforts in front of
everyone. Not only does it help them become more confident, but it also
sets an example for other employees to try. Improve a healthy working
environment. Furthermore, there are face-to-face discussions with
employees so that each person can express his or her point of view.
 People of the INTJ, INTP, ENTJ, and ENTP personality types are very
confident in themselves, are very good at charting the strategic direction,
and have the qualities of leaders. So the activities that can create
motivations for them are:
Provide opportunities for employees to participate in decision-making in
managing store operations. What are the possible marketing strategies, and
what are the products that can boost the number of sales on specific
occasions? This helps them develop excellent strategic thinking and
accumulate more experience
Award the titles of civil servants and authorize them to be the face of the
store. Provide opportunities for them to develop their leadership abilities.
 People in the ISTP, ISFP, ESTP and ESFP groups are willing to face
conflict and criticism. They have a passion for problem-solving and a
desire for optimal technical solutions. Motivation activities that Circle K
can apply:
Management must provide timely feedback so managers and employees
can best prepare and change. People of the above personality group
emphasize applying technology to management activities. Therefore,
management should provide feedback through the "360 Feedback" app.
This is a platform to help connect employees, managers, and leaders. This
gives them immediate feedback and can be communicated directly to the
manager. This helps them improve their productivity-boosting
productivity, creating a positive company culture, and efficiently
achieving their goals and rewards
- Goal – Setting:
 People of the ISTJ, ISFJ, ESTJ, and ESFJ personality types are interested
in order and structure. They like clear rules and guidelines at work. So
Goal - Setting will be their motivational platform. Based on the complaints
the staff made in the background. Circle K can apply Goal Setting to
improve the current situation and create activities to motivate employees.
Three steps need to be taken to apply this model, including goal definition,
implementation, and evaluation:
 Defining the goal: The manager is an essential factor in ensuring the
effective operation of the Circle K store. However, management received
employee feedback about the store manager's hostile attitude and

16
 management practices. Therefore, the goal is defined as a training course
that includes content and practical examples of leadership methods and
how to handle situations that often occur at Circle K. This training course
is provided by human resource managers. Training for all store managers,
old or new
 Implementation: The HR manager will create meetings with these store
managers to review setting clear goals for the training sessions. Whether
the mistakes that managers make are due to a lack of management
knowledge and experience or intentionally creating negative impacts on
employees. After determining, HR managers will give training sessions
with specific goals and times. At the same time, managers must commit to
taking responsibility for achieving goals. Training sessions will include
content from theory to practical situations, and examples managers can
encounter in Circle K management.
o Evaluate:
HR Managers will evaluate their progress based on attendance, how much
percentage they achieve their goals, and how they collaborate to improve
their management skills. At the same time, HR Managers will continue to
observe and evaluate from afar to see if managers really apply the learned
knowledge to the management process. From there, a decision will be
made about which responsible managers to continue working with and
which to fire.
 Motivational activities:
o Instead of Circle K simply encouraging employees to "Do your best to
promote product volumes", give them a specific task like "The goal is to
sell 1000 products in a week". Accompanied by rewards for employees'
achievements
o Goals that are set according to SMART principles and have deadlines not
only improve employees' sense of responsibility but also help managers
control implementation progress and anticipate risky situations.
 Introducing employee motivation activities based on the personality group and
applying motivational theories to the management cycle is expected to help
Circle K develop better. I want to reduce the number of employees
complaining about the management, improve the working environment and
culture, ensure the needs of the employees are partially met, and help them to
develop their maximum potential own strengths, gain more knowledge and
new skills to launch strategies for Circle K. These motivational activities not
only improve the productivity of the entire Circle K but also helps to create a
healthier work culture, creating the best experience for employees and
customers

17
 - Can the INFPs and I be good leaders as an introvert?
Of course, yes, we have the style that today's society needs - empathy and
compassion.
As a leader, I am not after money or fame. I appreciate how people put in the
effort and overcome those challenges. Therefore, the motivational activities I
create for employees will also focus on their inner feelings instead of factors
affecting their outside.
 Listen to each member:
After a project, a quarter, or a year, I will have face-to-face meetings with my
employees. I spend time with each of my subordinates and listen to them about:
what they have been through and are going through and look forward to
experiencing in the future. My subordinates will do the same to their subordinates.
This not only helps to increase the connection between employees but also helps
them say things that they cannot say or face. After those talks, each employee has
become much more confident and productive.
 Provide reasonable rest time
A person who understands the psychology and emotions of others. As a leader, I
can spot when my employees become stressed and unable to be productive. I will
give them a break or organize a two-day night picnic for them. Taking a break at
the right time is much more important than taking a long, aimless break.
III. TEAMWORK REFLECTION:
1. Theoretical background:

Figure 8

(Coaching tools, forms, templates & exercises 2022)

18
 Tuckman's model refers to the stages of the formation and development of a
group. These phases are supposed to begin when the team is formed and last until
the project is finished. Teams will go through stages of development as follows:
Forming
Initially, when a new group is formed, individuals will not be sure of the group's
purpose, so there will be less agreement and communication and more dependent
on guidance and assignment from the leader. This will prevent members from
understanding their roles and responsibilities.
Storming
At this stage, people will gradually resist the established boundaries. Members
may have conflicts because of their personalities and ways of doing things. This
can lead to power struggles and faction formation. In addition, if roles and
responsibilities are unclear, individuals may feel overwhelmed by their workload.
Norming
Gradually, the team will move into the norming phase. People gradually resolve
their differences, respecting each other's strengths. The process of discussing and
dividing roles and responsibilities takes place more smoothly. Team members will
feel more comfortable asking for help and giving constructive feedback.
Performing:
This stage is the result of the above three stages' success. Group activities run
smoothly and efficiently, taking advantage of everyone's strengths. Although
disagreements may arise, the resolution has become positive and is more in line
with the leadership and working style of the team. (Content Team, Home 2021)
2. Explore the creation and management of effective teamworking
To ensure that teamwork is carried out effectively, there are two crucial aspects to
consider: Personalities and Abilities. Those two aspects will be explicitly
analyzed through Context Process inlclue those stages: Adequate Resources,
Leadership and Structure, Climate of trust and Performance Evaluation and
Reward System: Fisrtly, Adequate Resources: Before the group work, we
received specific instructions from the tutor. Furthermore, the tutor accompanied
us until the job was completed. Therefore, our team receives tremendous support
and resources from tutors to achieve their goals best. Secondly, Leadership and
Structure: We have divided the team leader and vice group. All tasks are
specifically divided according to the following table. A leader will divide tasks
based on the ability and personality of each person. Our abilities and personalities
are shown through implementing work in the classroom. Therefore, the leader has
a basis for dividing the tasks appropriately. All members agree to this roster. This
agreement helps the work to develop more smoothly and save time. Another
important is the climate of Trust: My team members not only trust the leader, but
we also trust each other. Therefore, there is no stressful monitoring situation, but
19
 creating the most comfortable working space for members to have the opportunity
to be creative and achieve the best efficiency at work. Last but not least is the
Performance Evaluation and Reward Systems. Although we have a good
relationship with each other in real life, evaluating each person's performance is
fair and does not depend on other emotional factors. The members who do not
complete the task on time will have points from the general standard. As a result,
everyone's working sense is improved.

After studying how to work effectively in groups, we applied Tuckman's Model to

teamwork. This will help our team have an objective view of the working process,
difficulties, and advantages of having solutions to overcome in the future.
- Forming:
All the members know each other from before and share the same interests. It is
easy to form groups and have a common voice in dividing tasks:

Members: Responsibilitives:
Nguyễn Đình Phương Trinh ( Tricie) Team leader, comment and add ideas for
all sections
Ngô Hồng Anh Tú ( Tracy) Physical Needs
Phan Nguyễn Hoài Ngọc (Gemma) Safety Needs
Lưu Khánh Duyên (Goom) Society Needs
Nguyễn Thụy Minh Khuê (Celine) Self – Esteem
Trần Gia Hân (Quin) Self – Actulization
Nguyễn Nhật My (My) Goal – Setting
- Storming:
Although the division of work went smoothly, the group had disagreements in
choosing a company. Initially, all agreed to choose the Go! Company for the
Assignment. However, during the implementation process, some members had
difficulty finding data, so they wanted to change to Circle K. But this affected the
work progress of other members. Forcing members who have searched for
information about Go! to do the work from scratch. So there were controversies
and disagreements occurred
- Norming:
Face-to-face and online meetings are held regularly to agree on shared ideas.
Members support each other in finding information to keep up with the schedule.
Thanks to that, the deadline for each job is completed on time.
- Performing:
The situation in the group was quite tense, as everyone just wanted their opinions
to be carried out. In order to respect the opinions of the members, I proposed to
create a secret vote for the members to choose the organization they want. The
organization with the highest number of votes would be taken in the assignment.

20
 All members agreed to this. Voting was conducted through Google Forms and
Meeting Online to ensure that the results were entirely confidential. In the end,
Circle K received 4/7 votes and was the organization we studied in this
assignment. I found that each person's personality becomes more harmonious
when there is a mediator, and I thought I was suitable for this position. We were
back to how we were before and together, we completed the project on time.
- Recommendation:
In the teamwork process, I often mention the division of tasks with the team
leader to promote work progress. I am always the first commenter to remind
everyone to finish the job on time. At the same time, as an INFP person, I always
want a comfortable working atmosphere, so I always listen to the opinions of all
members. However, this also creates obstacles for me as I cannot make my
decision. I worry that my decision will affect the feelings and decisions of the
other members. In addition, my decisions may be affected by receiving too much
information from other members. So, through teamwork, I also give myself and
leaders like me some recommendations:
Jeff Bezos is a transformational leader who motivates and inspires team members
to achieve more than they thought they could. He must have leadership principles
to lead a big business-like Amazon. First, he accepted defeat. Let us normalize
accepting failures, he says. We are all entitled to our ideas and opinions, and be
prepared to accept mixed opinions and even failure of that idea. Feelings of
disappointment only appear at the beginning, but what we get in return is a
valuable experience.
Steve Jobs, a talented leader of Apple, once said, "It does not make sense to hire
smart people and tell them what to do; we hire smart people so they can tell us
what to do." He knows when it is time to delegate authority to employees, giving
them the power to decide their duties and positions. That he had in his life,
outside influences could hardly influence his decision.
From the two examples above, I draw the following recommendations:
We all have the right to voice our views and opinions. Moreover, everyone has
the right to be wrong, but it is crucial to determine who will recognize and
develop better, who will be depressed, and who will stop. Each person's opinion is
not wholly right and wrong, only appropriate or inappropriate. In a team, proper
adjustment is essential to maintain the relationship between leader and member
and member with a member.
CONCLUSION:
Circle K's employee training program offers motivational theories and motivational
activities for employees, along with specific examples. These activities are all carried out
with the desire to improve a healthy working environment positive and dynamic working

21
 culture. After being trained through the training course, Circle K leaders and employees
have a healthy relationship and many benefits for Circle K.
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