M2- Self awareness is the ability to know myself, my abilities, limitation and what is my personality is like. Self awareness is a very important tool to have as it helps me to be conscious of my limits and areas for further development. It is hard to do this with a friend because we may not want the friend to know who we really are. Before we can professionally help others as counsellors, we need to be self aware. This is because of the nature of the role of counsellors.
Also I may lack skills or knowledge to be aware of what else you should be doing or other ways in which I might work. Feedback may come from a variety of sources, including parent and colleagues as well as early year’s advisers. For this qualification, I may also be given feedback from my assessor Joy. Feedback works best if I trust the people it comes from and if they feel that they can give me an honest view. It is a skill in itself to be able to listen to feedback carefully without becoming defensive.
Simpler questions would be “Is Dr. Smith’s intentional practise of omitting important information relevant to his client’s treatment ethical?” or “Is Dr. Smith’s failure to report his client’s actions to the authorities morally justifiable?” Both would be good questions, but I believe the question the study guide asks us to consider embrace both of these questions. The possible answers to the question are “yes” or “no”. I will be using rule-based utilitarianism and Kantian deontology to analyse this case study. There is not enough information to consider act-based utilitarianism: Act-based utilitarianism essentially says that one should perform that act which will bring about the greatest amount of good (“happiness”) over bad for everyone affected by the act. Each situation and each person must be assessed on their own merits (Thiroux, 2004, p. 42).
You obviously cannot just give in to all demands an employee might make however and you have to discuss options in depth and try and find suitable outcomes to benefit both parties. It also needs to be considered that not everyone responds the same to motivational methods. All the things I have talked about so far are taking what may be considered a softer approach but this won’t work with everybody. Some employees respond to a harder line of performance management and aren’t interested in things such as on-going training
The Meyers Briggs personality type indicator test is used to identify a person’s personality type. My personality type is ISFJ; this abbreviation stands for Introversion, Sensing, Feeling and Judging. With this report I would like to inform you more of how my personality type relates to the test findings, how my prior and current position fits well with my personality type, my preferred method of learning-compatible with the test’s findings, and some of the exciting findings that can help me become a better me. An ISFJ person is considered to be nurturers, quiet, friendly, responsible and loyal. They remember specifics about people who are important to them.
Introverts normally prefer spending time or reserved activities with one or two people with whom they sense a likeness and they often generate a laid-back effect on those around them. Introverts need time to ponder on ideas that rationalize the outside world. With their focus on the inside world, introverts honestly enjoy the image of amazing, often times better than the amazing itself. Sensing Sensing types are good at seeing the practical applications of ideas and things, and may learn best when they can first see the pragmatic side of what is being taught. People who have a preference for sensing are immersed in the ongoing richness of sensory experience and thus seem more grounded in everyday physical reality.
moving from catastrophising (no one will ever like me) to a more rational interpretation (my friend was probably thinking about something else and didn’t see me). This in turn helps the patient to feel better, and eventually become more self-accepting. Another part of RET is unconditional positive regard which is basically making the patient feel valued as a human no matter what they say or do or event how they
As a potential candidate, I would be frustrated that my personal motivation and attitude would not offset any deficiencies I may have had during the screening process. The impact of such screening could in fact have a negative impact upon achieving diversity arising from age, ethnicity or religious preference. A modified merit system that weights key qualifications for different job descriptions may be a viable alternative. Government hiring must be equitable across the populace and devoid of any prejudice and bias. The result is bureaucracy of rules and regulations affecting the hiring process, and a common perception of being a slow and protracted process.
Ethical Lens Inventory Reflection Ethical Lens Inventory Reflection As I reflect on the activities we completed, I am very excited to give you some details about them and some insight to what I’ve learned about myself. These assignments were interesting and at first I couldn’t fathom why they were asking the types of questions they were, but as I completed each and got my results I could then understand why the program was asking us such repetitive questions with a limited choice of answers. My personal ethical lens is the relationship and reputation lens. I found that my strengths are my reasoning skills and my intuition while my weaknesses are isolation, guilt and confusion. I was surprised that my blind spot was identified to be overconfidence in process because I rarely feel confident in anything.
Another possible disadvantage is the recruiter has no idea or feel for the company and its culture. By doing the hiring yourself, it has implications of providing better quality employees that fit the company’s ideal employee profile. It will be easier to screen candidates since you know the strengths you would like an employee to possess. This will help preserve