...a whole. Keeping a broader perspective has allowed me to not only think ahead in my work, but also leave me with the mental and creative freedom to think outside the box. When faced with a daunting challenge or an impossibly uncertain problem, I often find myself backed into a corner, armed with nothing but my resolve. My professional experience at the Law Offices of Richard Pena engrained this virtue in me all too well. After the other legal assistants quit, I had to choose to sink or swim. Through hard work and a will to never give up, eventually I was able to help restore a steady equilibrium to the department. I find that I work well under pressure, and I am confident that I can handle any adversity that may come my way. One characteristic that has hampered my professional success is my initial aversion to conflict. Though I am by no means shy, I instinctively tend to look for ways to smooth over a potential clash because I often think that conflict impedes productivity in a situation. However, I have slowly realized that sweeping such things under the rug can actually hinder work in a professional environment. It is often...
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...with the numerous employees that they have under their care. This ranges from schedules, personal issues (such as limitations and disabilities) to making sure that everyone has their fair share of tasks to do. While these items are important, I think the most important aspect of their organization skills would be their ability to assist their staff in getting whatever tasks the organization needs done in a timely and efficient manner; therefore, I would consider this a knowledge centered trait. 2. Positive Attitude: A positive attitude is essential to an effective manager’s character because keeping up with the demands of their duties can often be tiring and overwhelming. They will absolutely need to be a self starter and self motivating in order to set a good example for their employees. Attitude often reflects leadership. Don’t be cranky unless you want a cranky team. This is a value centered trait due to the fact that this ability comes from a person’s personal demeanor. 3. Educated: It would not make good sense for a manager to effectively lead their team without knowledge about the organization, career field, and tasks at hand. In some instances, their company may not be taken as seriously as others if they do not hold a degree of some sort. The manager is the leader. The manager has to be able to teach their employees; therefore this is a knowledge centered characteristic. 4. Understanding: An effective manger would need to be understanding in a variety of...
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...diversity competency and the key attributes of the diversity competency. The diversity competency includes knowledge, skills, and abilities to value unique individual, group, and organizational characteristics, embrace such characteristics as potential sources of strength, and appreciate the uniqueness of each. The key attributes of the diversity competency include the knowledge, skills and abilities of individuals, teams, and the organization to perform effectively. Diversity includes many categories and characteristics. Even a single aspect of diversity contains various characteristics that may affect individuals, t\team, or organizational behaviors. Accenture understood that must implement initiatives benefit employees regardless of age and gender to enable balancing between work and life as this is a key factor for high performance in an organization. Accordingly, Accenture developed Multi work-life programs to meet the employees needs and to give them more time flexibility outside the work place such as : Back-up dependant care program :when regular care arrangements breakdown Lifeworks program : health, legal and financial consultation Future leaves program :eligible employees who met certain attendance requirement can take up to three months to address the personal and family issues during their career life. Other strategies and recommendations More workplace flexibilities :Workplace flexibility practices generally fall into three basic categories: Flexible...
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...group, and individual characteristics while embracing such attributes as prospective sources of productivity and distinctiveness. In the case of Accenture’s work-life balance initiatives, an environment of inclusion is fostered with people who hold characteristics diverse from themselves. This is achieved through the Lifeworks program, a free and private resource offering information on a broad range of topics that include health coaching, access to experts in financial and legal matters as well as ergonomic evaluations. In addition, the Future Leave initiative offers employees flexibility to manage family or personal issues during the course of their employment. Employees can save to fund their own future leaves of about one to three months for an activity they feel enriches their life, such as meeting family commitments or trekking through Alaska. Other key attributes in the case include communication, and individual commitment to work with team members owing to their contributions and talents, irrespective of their personal attributes. This is illustrated in Tserng’s case where she returns at the end of her leave and is welcomed with open arms. The simple gesture of welcoming a worker who was on leave for more than two months signifies the need for teamwork and a commitment to work with others. 2. Self-competency attributes include knowledge, skills, and abilities to evaluate individual strengths and weaknesses, set and chase personal and professional objectives...
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...individuals and groups from a broad spectrum of demographic and philosophical differences. The list of these differences is endless and apart from the major differences of race and gender, it also encompasses a myriad of other characteristics such as religion, marital status, political beliefs, education, military status, lifestyle, social class, appearance and personality. These differences can be visible or hidden as demonstrated in the Myplace: The Place for Diversity multimedia. A very small percentage of our diversity differences seem to be visible until you get to know the other person. Race, ethnicity, age, attitude or gender are dimensions that are visible to the naked eye. For example, a person with darker skin is different from a person with lighter skin color. The same applies to other blatantly obvious physical attributes like gender which allows us to pick out males from females. In the multimedia presentation there is Michelle who was born in Ireland but moved to the United States when she was 3. One can obviously tell that she is Caucasian and female but you cannot tell she is Irish because she doesn’t have the accent. This goes to show that as much as we may look alike or assume that we are the same based off observable characteristics we are still different and unique in our own way. It is not always possible to...
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...If you look at Ford as a company, it has some characteristics in common with the other organizations being discussed today, and some things that are very different. One important difference is that to a first approximation, we have one product and its main attribute has not changed over the years. The automobile is something that provides a way of moving people and goods from place to place. Characteristics that are the same at some level are complexity and scale. Ford is a very large company. It is the second largest company in the United States. The economies of scale are extremely important to this business, probably more important than to any other business in the world. The other characteristic of an automotive company, which it shares with some companies but which makes it different from others, is that the automotive business is more appropriately characterized as a systems integrator than as a full-scale producer and developer of commodities. It is more like the aircraft business than it is like the microelectronics business, for example. And that has been true throughout its history. The company is now 92 years old, and if you look back to the beginning, or almost to the beginning, what Ford has been is an extremely efficient mass manufacturer of personal transportation worldwide. It has the broadest possible customer base. The first Henry Ford had a very deliberate vision of selling vehicles to everyone, not just to the elite. The business has always been...
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...well-paid job and married a good woman. In my opinion, having the first child is the most important event marking the maturity of a people in both financial and spiritual terms. In this essay, I would like to present three explanations to clarify my point of view. People should first recognize that the typical characteristic of maturity is good financial management. Admittedly, financial pressure encountered by the people who first experience parenthood is tremendous, which impels them to perceive the value of money differently. Most married people thoroughly contemplate whether buying those goods would reduce the amount of money spent on raising a child instead of throwing their money around pursuing personal interests. Moreover, saving should also occupy an important part in financial plan, which allows people to guarantee their child's future regardless of any unexpected events. At this point, as for controlling financial problem, the people who have kid would be more highly evaluated than the people who are just able to sufficiently support for themselves.Therefore, the child existence accompanied with extra expenses attributes to build up characteristics of a grown-up person. Equally important, the advent of newborn child enhances the sense of responsibility among newly married couple. Initially, their commitment is just derived from the love, which helps them set aside their big ego and build up a mutual understanding. However, this fragile love string can not...
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...Jennifer Smith Characteristics of a Knowledge-and-Value Centered Manager HSM/220 Kimberly Amerault August 30, 2014 10 Characteristics of a Good Manager 1. Knowledgeable (knowledgeable) 2. Respectful (value-centered) 3. Good Listener (value-centered) 4. Organized (value-centered) 5. Flexible (knowledgeable) 6. Confident (value-centered) 7. Optimistic (knowledgeable) 8. Dependable/Reliable (value-centered) 9. Integrity (value-centered) 10. Self-motivation (knowledgeable) An effective manager cannot motivate others if they cannot motivate themselves. Self-motivation is known as the ability to get yourself going and to take charge of what is next for you. This is a vital characteristic for a manager. Integrity is important because people trust a good manager because he or she has personal integrity. Workers need to know that your will fight for them, do what you say, and follow the rules. As a person and manager, you should be dependable and reliable. Those who you supervise need to know that you can be trusted and counted on. An optimistic attitude can inspire others as well as help them to feel good about getting their work done. Confidence comes into play because you need to be able to make decisions with confidence, and show others you are capable of making good decisions. Next is flexibility, and a certain amount of flexibility is needed to be able to adapt to changing situations...
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...humor is a great character trait for a good person. Life is full of ups and downs and everything is easier if one keeps a sense of humor, or at least surrounds oneself with those who have one. Intelligence, education, and common sense are important builders of character. I have met plenty of people with high IQ’s and no common sense. My personal belief is that common sense, social intelligence, and “street smarts” are pretty much all in the same. Being able to solve the most difficult math problem won’t make you a good partner or friend, if they cannot hold a conversation, relate to others, and have zero social skills. Relating to others is an ability that requires the use of common sense, which dictates what to do or not to do in everyday situations. Kindness is another character trait, like integrity, that a good person should have. A person who possesses kindness will usually keep your heart safe and your best interests in mind. Their willingness to help others also translates into someone who knows how to put another’s needs ahead of their own. Everyone is low on self-confidence every now and then, but it is another important characteristic of a good person....
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...Concurrently, the perception, attitudes and values of colleagues in the workplace play a role in determining the individual’s effectiveness. Understanding these characteristics of employees can be very crucial for organizations to operate successfully. At the same time, it is essential that employees understand the values associated with the organization in order to avoid any conflicting feelings toward the work they are employed to do. By recognizing and appreciating each other’s characteristics and constraints, employees and the organizations they are part of, form a highly-beneficial symbiotic relationship. Thus, it becomes imperative for employees to remain motivated and for organizations to keep them motivated. Personal Reflection Having read and understood the importance of personality, attitudes, values, and motivation to succeed, in the workplace, I reflected upon my own characteristic traits to predict my effectiveness in the workplace. Personality Heredity. A very important factor that determines certain aspects of our personality is heredity. Although heredity is responsible for one’s biological, physiological and psychological makeup, and it plays a major role on the personality characteristics of a child, but as you grow into an adult, it is possible, and highly probable that a lot of these characteristics would undergo changes as one experiences the world and its myriad diversities (Langton, Robbins, & Judge, 2011). Similarly, a lot of my genetic makeup played...
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...several different characteristics we notice right away when we first meet someone, such as how well they are dressed and how well they take care of themselves as far as grooming. We put each of these characteristics into a schema. A schema is a set of expectations about something that is based on past experiences and is assumed to correct about everything in that category (Maisto & Morris, 2010). If this person’s appearance is unkempt, then we will assume that they are someone who just does not care about their appearance, but something else may be causing this person to become a slob that we are unaware of. There is a self-fulfilling prophecy that is the process by which we expect something from someone, such as expecting them to be friendly, and we act as if they are friendly. This person will then show us friendly traits (Maisto & Morris, 2010). Stereotyping is another way that we evaluate people. Stereotypes are a set of characteristics that are believed to be shared by all members of a specific social category. People who believe that those who live out in the country are stupid, inbred and all farmers; this is a form of stereotyping (Maisto & Morris, 2010). With these different ways we evaluating and judging people, we expect different things from everyone. If we saw someone who kept their appearance perfect and didn’t have a hair out of place, their clothes were clean and pressed then we would automatically assume that their house or their personal space would be in...
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...one seemingly easy task that anyone can accomplish. Unfortunately, being an ideal leader is not as easy as most people expect. An ideal leader would typically fall under the category of a nearly faultless person who possesses various characteristics that would be difficult to find in any one person. Those characteristics needed in an ideal leader may be summed up into three words: vision, honesty, and inspiration. An ideal leader should have a vision that benefits everyone. Their vision should be an inclusive vision that does not exclude people, but rather includes anybody that is willing to work hard to reach their goal. This ideal leader should be able to strive toward his vision while making sure he remembers the importance of honesty. Those thrown into today’s business world are easily misled by assuming that their leader is always being honest simply because of the authority in his or her position. The ideal leader would exemplify pure honesty and remember the importance of trust. The final characteristic of an ideal leader is his ability to inspire. An inspirational leader should aim to take his followers to a place that they could not reach alone. Many leaders are not inspiring their followers toward a unified goal; their own personal aspirations tend to be their priority and that does not include their followers. The ideal leader should be able to unify everyone’s aspirations and inspire them to achieve their goals. A strong, ideal leader in the simplest form...
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...these traits as the basis of my self-growth over the course of my career. While the ‘Best Self’ list of traits came as no shock to me, I found the list of ‘Shadow’ traits to be a true revelation. Though I had known I possessed some of these negative behaviors, I had never considered the concept that they were directly associated with my ‘Best Self’ traits. Seeing them written down on paper allowed me to internalize them. I will now be able to identify these shadow behaviors when they come up. More importantly, since I now know where these behaviors stem from, I’ll stand a better chance at treating them. For example, “Independent, likes solitude” and “Withdrawn and distant, seek privacy” are two sides to the same coin. In many cases this personal attribute of mine can be viewed in a positive light. However, when overdone, it can turn my independent work ethic into one that...
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...William Ward has been in a leadership role for the past six years. Currently, he has a staff of five that ranges in age, gender, experiences, and personalities. Ward believes that one’s personality characteristic contributes to the leadership style one uses in their current role as a leader. A series of self-assessment tools was taken by Ward which has contributed to the development of his personal characteristics profile. This paper will include a discussion of Ward’s personal characteristics, self-assessment results, a summarization of self-assessment results, and an analytical view of how attributes/scores relate to his relationships and career choices. Based on life experiences, the development of personality characteristics tends to come to the forefront of one’s identity. Ward believes that he is flexible, versatile, motivated, personable, diplomatic, tactful, poised, and competent with demonstrated ability to easily transcend cultural differences. The “Are You Left or Right Brained” activity indicates that Ward is “Left Brained.” Since Ward is Left Brained, he is logical, reliable, rational, and enjoy schedules and routines. He also likes to know he can count on things, and change is difficult to deal with. Ward is interested in working with numbers and following rules, with little-to-no interest in less structured subjects. As a manager, he works hard to build his skills as it relates to his management foundations. As it relates to leadership, Ward wants to inspire...
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...Characteristics and Behaviors of Effective Counseling The counseling profession is a broad landscape with many paths, directions and journeys. When one decides to expand on their personal or professional lives by delving into the helping profession, many questions arise to help make an informed decision as to where their efforts will be more useful. Even taking into consideration their own history, personality and desires. These attributes, when looked at from an informed perspective, allow individuals to put forth their best and become effective counselors. But what does being an effective counselor look like? For one, being an effective counselor begins with the question “what is motivating me to be a counselor?” (Sheperis & Ellis, 2014, pg. 162). According to the media provided, Gail Mear, Bob Walsh and Norm Dasenbrook explained some of the characteristics they thought are used during therapy sessions. These characteristics ranged from being a helping person, being able to set boundaries, being empathic so you are able to understand your client’s feelings and grasp where those feelings are coming from and collaboration. This paper will expand on some of those characteristics and also provide critique on a session to help understand not only those characteristics which are effective, but those that may be ineffective during a counseling session. Effective Characteristics Kottler believed that the professional counselor should inhabit characteristics in order to...
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