(pg 343)” In this case, there was an evident purpose to relay a message. First because the manager felt that I, as his assistant, was not delivering a service that he needed. The second purpose was the information required by the Human Resources department. There was communication on their part, but, the supervisor did not respond. Third was the need for me to know not only that there was a dissatisfaction with my work performance, but, also that there would be consequences that affected my job.
All supervising managers should abide by a set standard for evaluating employees. Some employees have received more than one poor evaluation of performance and they were put on probation, and in some cases they were given a raise. This is unfair to those employees that perform well or above the expected performance level. This type of system does not encourage employee growth. What this does is show the employees that they do not have a set code of conduct to follow.
We, as managers, should be confident and develop their own communication styles as we gain experience on the job. Unfortunately, we are expected to have those traits immediately. Some are successful, some are not. Due to communication being a significant issue in our workplace, we need to hold our Airman/NCOs accountable. But on the other side we need to consider setting personal goals for improving communication skills for each member of the DFAC, and giving incentive awards to Airman/NCOs who meet these goals.
It can also help us to win over new customers or even create customer loyalty from current customers. We currently have sufficient marketing strategies to increase loyalty and profitability of consumers. However, the organization can create more strategies to have long lasting success. According to "How to Develop Marketing Strategy" (2013), “A carefully planned marketing strategy provides continuous benefits to a company”
The rewards granted, by the advancement of this position are lucrative and professionally enhancing in a career. It is my opinion that the rewards associated with this position are effective as there are many people waiting for a position to opening. Employees in this position seem to be motivated to progress toward higher levels and goals. In addition to the Independent Development Program, this position is entitled to enroll in the Independent Leadership Development program. Goals The main goal of this position is to place the organization under a microscope and define areas of improvement and productivity.
Criticisms from supervisors and peers often are met with emotional listening resistance. We hear only the negatives and do not attend to offers of help or ways to improve our performance. We are over stimulated and do not accurately receive messages that could help us grow and develop. Barrier Three: Criticizing Personal Style Rather Than Messages. We often find ourselves criticizing the way a message is presented and ignoring its content or value.
How is it possible to work an area where it already feels impossible to work in? Another issue and this mistake was on my part mainly, is that my perception about Alex was wrong. But the actual bigger mistake is letting it known to Alex that my perception about him was not what I expected, therefore he responded the same way leaving an uncomfortable feeling. Hence, I already created an awkward feeling and sort of a bad first impression between the person who is supposed to be my supervisor and myself. I quickly learned that presuming is not a good idea, with what I expected of the Island and my superior.
In the rant called “The Smart Gap,” Eric Maisel explains his personal opinion on brain power of individuals. Grit, however, isn’t something that he believes will help people find success. Although some may not agree with what was stated, Maisel brings up many persuaded key points to help get his point across. Throughout Eric Maisel’s rant, many key points are brought up. First, he explains that we will experience emotional pain when we recognize that the work we would love to do might just be unavailable enough to make us doubt that we can proceed.
field at approximately 0715 I realized I didn‘t have my identification card any more. I followed the chain of command by telling my team leader the situation I was in. Unfortunately to no avail I was unsuccessful at finding my Identification card. I am really disappointed with my lack of discipline and attention detail by misplacing my Identification Card. I understand the seriousness of losing my Identification Card and the potential threat I could pose to my fellow comrades if my Identification card were to wined up in the wrong hands.
I don’t interconnect with my pledge brothers how I should. These are the reasons why. Opening myself up to people become difficult at times. When I am inside of a new environment it takes me time to warm up and allow people to see the true me. My reasoning is because most don’t understand me, and they take my demeanor as cockiness.