This is not an effective way to get the best result from a team, but it has some advantages in situations where there is pressure to get the task done, like in the armed forces. This leadership style may use threats or intimidation to make sure that subordinates do what the leader requires. This could bring down subordinates by ignoring their knowledge and input. The leader monitors the work and each individual's performance; which is good to make sure that everyone is working. People are motivated by being rewarded; this brings encouragement helping the person who has done well do a better job and help them achieve more in the job.
Some may begrudge a colleague for doing a task a certain way because they think it is wrong but in another culture it is considered acceptable . Our life experiences have most likely affected the way we think about people and we all have our own personal like and dislikes too .All this can have a significant effect on how we think of things. It is unlikely that we can
A good example of this is at work if there is a situation at work and you have to resolve it this person looks into different points of view and will do what it’s best for both. It’s a very fair person. They want everybody’s satisfaction. The weakness of being under Result Lens is that you need to learn to reflect on your actions, because if you don’t learn it you will fail in your decisions and your life. People under Result Lens tend to be possessive and sometimes this characteristic drives people away.
But is the world aware of that? That is something Stockdale wonders, and with reason. In today's world people are more concerned with fitting in and being liked by others, that what should be their priority, ends up taking second place and with that comes brainwashing which is quite simple if a person is just looking to being accepted and does not have much care or knowledge to understand that their integrity is at stake. Stockdale mentions a man who had exactly that
To conform to the expectations of others may be very self-destructive Many people live up to others in order to belong and sometimes it may lead to self-destruction. People choose to conform to others’ expectations because they want to be a part of certain groups so that they won’t be isolated. In the process of fulfilling the expectations of others, people may be misled and it would be destructive to their identity for the reason that they tend to lose their own concepts and beliefs when they try to conform to others’ expectations. A balance of being accepted and to maintain individuality is essential so that while meeting others’ expectations, it would be less self-destructive. Since living up to others’ expectations may be detrimental, then why do people still want to live up to others?
Collusive behavior in the work place means supporting or allowing the unethical or incompetent actions done by the leaders, managers or supervisors. Certain type of collusive behavior in the work place do exist because employees want to gain appreciation or trust by managers through doing so. If the leaders or supervisors appreciate their support, the employees might get a promotion. What’s more, by behaving collusively to the managers, employees could also be in a better relationship than the others who do not, which means “potential benefit” to themselves in their own eyes. However, what I want to say is that if the company behave unethically as a whole, it may lose its consumer trust and undermine the firm’s reputation, then how can an employee realize his personal value?
The not so great this about this is that even if your intentions are good you tend to forget that not everyone thinks like you and is clear on their own sense of values. Believing that you are doing the right thing justifies on what other people’s opinions are. My strengths and weaknesses are that I can not help but to feel damaged whenever I see something going on around me that I can not naturally fix myself. However, a strength is that I look at it as a challenge and make my best effort to over come that challenge and help others even if others do not agree with my process in doing
You'll have more success if your requests are more tactfully delivered. Today’s modern management policy expects this kind of tactic. Many people believe that to be a good manager you have to give orders to the people below you. They are wrong. You do not have to give orders.
"Pride" is not a sin when it merely involves taking satisfaction in a job done well... But we make ourselves and others unhappy by demanding attention and recognition, or by not asking for help and guidance when we need it…Growing up, we may learn to be vain by the examples of those around us, or especially if our parents and friends seem to love us more if we achieve. It's a fact of life that being talented, good-looking, wealthy, and so forth will get us more attention and affection from those we have just met.” Friedlander’s cure for pride is being able to laugh at his self and not take him too seriously, because after all if you walk around with too much pride, no one is going to want to be around you, which is the punishment itself for having too much pride in the “real world.” This evidence suggests that the "punishment" for sin seems to be the sin itself, which Friedlander demonstrates in his example of pride. Friedlander, Ed.
Let me fist began with accountability. Accountability is major part of being successful in life and in your career. It seems like in society, people are just looking for any avenue possible to shift the blame and not take responsibilities for their own actions. I feel employers are looking for someone who not only acknowledges his or her errors, and take responsibility for his or her actions, but also someone who is willing to learn from their mistakes and not blame someone else. Everyone makes mistakes but the real test is how you react.