Or you may feel the greatest push when faced with complex and unfamiliar problems. Your exact preferences are determined by your other themes and experiences. But what is certain is that you enjoy bringing things back to life. It is a wonderful feeling to identify the undermining factor(s), eradicate them, and restore something to its true glory. Intuitively, you know that without your intervention, this thing—this machine, this technique, this person, this company—might have ceased to function.
“The actualising tendency refers to the tendency in all forms of organic life towards more complex organisation, the fulfilment of potential, and in human beings, the actualisation of the whole person including the persons self” (Merry 2002). Through my own experience I believe there is a need for positive self regard in order for an individual to make positive choices and trust in their own decisions.”To develop a sense of trust in the accuracy and reliability of our own inner experiencing” (Merry 2002). Again through personal experiences I understand the effect of the conditions of worth have on individuals. I believe that these affect us later in life and can be explored
A lack of recognition for good work can dramatically reduce motivation as staff feel undervalued and unappreciated, a person may work hard for an employer who does not appreciate them. Praise and recognition provides the incentive to work hard and achieve goals. Other incentives in a workplace can include the chance to learn and gain qualifications, promotions, and often increased salaries. However, it would be foolish to believe that money is always the
When working in a team setting I find myself wanting to start ahead of everyone else and leading the group to obtain the best results. The D style personality weaknesses can include when I over step authority due to control issues. My listening skills are often poor in certain situations, which results to overlooking the important issues. The dominance personality style person is motivated by new challenges and achieving goals. Dominance personality leaders are humble but enjoy verbal recognition as well as rewards.
There are many good reasons to personalise an induction script, most importantly it can achieve an effective trance state quickly which will hopefully lead to an effective session and outcome. As well as this it makes a client feel listened to and valued as an individual which can only benefit the therapy session. However, the evidence does show that personalisation will not always be more effective, not just for practical reasons of time, but more importantly because making assumptions about a person’s personality based on a short time of knowing them and with potentially long periods of time between sessions, runs the risk of making an error of judgement. This could lead to a very ineffective session and a disappointed client. It would seem appropriate that an initial session be more generalised in approach, becoming more personalised in future sessions as appropriate.
When people believe fulfillment is possible, they tend to gain the strength, incentive, and willingness to work for what they want. Hope can be a powerful source of happiness and success in times of stress and uncertainty. However, if a person “hopes” constantly in situations where contentment is impossible and based on unrealistic outcomes, time and time again the person will be disappointed. This is what we call “false hope”. So even though hope can bring encouragement, it can also cause distress.
Companies often place a great deal of strategic importance on service orientation, not only to external customers but to colleagues and internal clients as well. While emotional labor is applicable to many areas of business, the consequences are probably greatest in traditional service roles. However, in an increasingly service-oriented marketplace, it's important to understand how emotional labor affects workers, and what organizations can do to support and manage any issues. Implications for Workers: When you engage in emotional labor, you control your feelings to fulfill the goals and expectations of your organization. From a practical standpoint, this means that you
Avoid insincere weaknesses that are clearly strengths disguised as weaknesses. Statements like: “my driven nature sometimes leads others to dislike working with me because I am always the strongest member of the team” certainly exhibits a weakness in interpersonal skills. The candidate may have intended communicate a strong work ethic and willingness to take on additional responsibility with such a “weakness” but the attempt can easily backfire. Overall, honesty and self-awareness will be noted and appreciated in the process whatever your strengths or weaknesses may be. If you have difficulty knowing your own strengths and weaknesses, it can help to read through past performance reviews at work, think about projects where you were particularly successful and speak with your colleagues and friends about what their perception.
Journey from Ordinary to Marvelous There are humans in this world who want to become marvelous by achieving different things in their life. It is not bad to be an achiever but as you are achieving different things you have to be careful about your ordinary life. To illustrate on this, Lauren Slater in her essay, “Dr. Daedalus” suggests that people want to achieve a lot of things but they forget that while they have achieved certain things they misuse their powerful and ultimately cross their limits. On the other hand de Botton in his article, “On Habit” says how living an ordinary life rather than a marvelous one is also interesting.
Moreover, the subordinates become productive and effective because of a succeed leadership. It is possible to say that a good leader can turn a weak business, for example, into a good one. However a poor leader can destroy even a strong organization. Nowadays the leaders have to be capable to work with different cultures’ people. Moreover, they have to handle with the diversity of their opinions and comprehend what those mean.