Bailey Kristopher J PFC In today's society people with the core values of honor, courage, and commitment are becoming few and far between. These three values are what distinguish a person from a crowd. They are what makes a man, a man, and a woman, a woman. The first value is honor. Honor is a source of credit or distinction, and is inherent to reverence, dignity, reputation, good name, and having a good understanding as to what is and is not morally correct.
1. How would you define “Frozen Preferences” and what is the impact of this concept on strategy formulation, alternative analysis and recommendation? • Managers don’t like to make major strategic changes once decisions have been made (except in the case of overwhelming evidence) as they will look unprepared and ineffective and their creditability is damaged • Frozen preferences o Management has made a decision and over time analysis shows that their decision may not be the best choice o However they feel compelled to maintain their current strategy even if it is not the best course of action. • As management preferences becomes a larger part of the organization (personnel changes, budgets etc), it becomes more and more difficult to change direction. o A tendency to avoid reversing changes even if it was not the best choice o In reality, past expenditures are sunk costs and the organization should use a clean slate to look at new choices, but to the manager, this will come at great personal loss.
Equality is not about treating everybody in exactly the same way. Equality is also about recognising the importance of treating each person as an individual and making sure that their needs are met in a variety of ways. Equality is based on four principles; fairness, respect, honesty and providing opportunities. 1.1c- Inclusion Inclusion means the action or state of being included within a group or structure. It is about positively striving to meet the needs of different individuals and taking action to create environments where everybody feels respected and able to achieve their full potential.
They take their responsibilities very seriously, and can be counted on to follow through. For this reason, people naturally tend to rely on them. The ISFJ has a difficult time saying "no" when asked to do something, and may become over-burdened. In such cases, the ISFJ does not usually express their difficulties to others, because they intensely dislike conflict, and because they tend to place other people's needs over their own. The ISFJ needs to learn to identify, value, and express their own needs, if they wish to avoid becoming over-worked and taken for
However, there is a danger in thinking that we can always overcome problems that come up. The ironic fact is that life is not a smooth road. Hence, we need to be realistic about it. Setting a goal that is obviously impossible to achieve will end up frustrating us to the point where we give up on our goals or worse, we can’t move on with our lives. We need an option, and being optimistic may give us false promises or facades to see one thing and create inability to be resilient with the other available options.
The extent in which individuals are influences can depend on self-esteem levels, and individual strengths from moral, values to self-identity. Daily influences may include common courtesy, or inappropriate agreements within group settings based on demands for consensus. Individuals are guided by internal compass’s, which form parameters of perceiving, that is what information is considered to be right or wrong according to individual social and value expectations. Many actions done by individuals are simply done to ensure a place for familiarity and acceptance, while avoiding exclusions. For many, the need for approval and acknowledgement may exceed values of authentic identity.
This occurs when team members are reluctant to be vulnerable with one another and are unwilling to admit their mistakes, weaknesses, or needs for help. Team members need to be comfortable with each other and enjoy each other’s company together. Without a certain comfort level among team members a foundation of trust is impossible. Trust is the foundation of team work, in order for this to work for your team members must be comfortable challenging each other. Members must overcome the need to protect themselves.
Respect within the army basically means treat others as you (EH) would want to be treated. It is one of the (EH) basic Army Values. It is by far one of the (EH) most important values that we have. It is the one (EH) that keeps everyone acting polite and courteous towards everyone. This (EH) is one of the NCO’s basic responsibilities to make sure (EH) that everyone has respect.
In my opinion it is one of the most important of all of them. It is very important but without the other values, Duty by itself cannot assist in accomplishing the mission. We still have the other values like leadership, respect, selfless service, honesty, integrity, and personal courage. These all set up the framework for us to be able to accomplish or duty as soldiers. All of them work hand in hand with each other.
In tough and challenging times, people are naturally down. They tend to be pessimistic. They can’t see how it is all going to work out. Thus, they have a hard time getting through. I know this and I try to focus in on being the optimistic motivator.