...subordinates would describe me as easy going. One of my subordinates described me as a pacifist, filling more of a peacekeeping role in the work center yet still demanding. They see me as highly approachable and always available, ready to teach or provide guidance when asked. I think they also see me as very detail oriented because I’m so picky about the way they do things. 2. My supervisor would describe me as an effective follower with some room for improvement. He sees me as very eager to please and as someone who never wants to disappoint. I think he would say that I need to take ownership of leadership’s decisions in order to do a better job at promoting them. He would also like me to be more open with my suggestions and opinions and not afraid to object if necessary. He would also like me to seek feedback more often and be more accepting of change. 3. Reflecting on my time at Cannon Air Force Base, New Mexico, I feel that I have used more of a Management by Exception-Active leadership style. There are so many processes and programs that are broken in the work center that I have not taken the time to properly motivate and train the Airman unless they specifically ask for help. I demand excellence, and the Airmen are more intimidated into compliance than motivated to excel. As it turns out, this leadership style, while effective in getting things moving in the right direction, has not produced the results I would like. Just prior to coming here, I learned that all...
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...countries and not in collaboration with each other. Many did not realize how big of an opportunity the lumber industry in the 19th century was, whereas Booth and Weyerhaeuser made sure to take advantage it. While these two influential individuals were raised differently and experienced incomparable life events, they both attain similar characteristics that helped them achieve their success. Firstly, John R. Booth and Frederick Weyerhaeuser were both raised in an environment where the importance of work was stressed which evidently led to the introduction of their careers at a young age. Both living in religious households, Weyerhaeuser was Protestant his entire life while Booth was Presbyterian. Even though Weyerhaeuser was born and raised in Germany and Booth lived in Canada, they both grew up working around farms as their family was heavily involved with the agrarian lifestyle. Their fundamental experience within farming and agriculture may have influenced their decision to work at a saw mill as one of their first jobs. While Weyerhaeuser and Booth ventured through a series of different careers, it seems as if their main passion was lumbering...
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...ABSENCE OF TEAMWORK CASE STUDY Questions 1. Based on the way this team organized their work on the Finance project, what type of task interdependence (p. 381) did the team choose? Would a different form of task interdependence been more effective? They used pooled interdependence method whereas, every member does their own assigned part. A more effective task interdependence would be reciprocal. Reason being the team would have been assigned a part that he/she specialized in that way you would get a good response and work ethic out of them. 2. Was there a high degree of goal interdependence (p. 384) on the team? What could the team have done to increase goal interdependence? No there wasn’t because everybody didn’t do what was assigned to them. This team could have be more serious about this project and made it a top priority in their “to do” list. Some member didn’t show up to the meeting to complete the project. The quality of the project could have been more effective if the team would have treated it like something important. 3. Teamwork processes (p. 420) are important in helping teams be effective. Evaluate the team on all three types of teamwork processes, transition, action and interpersonal. In transition processes, the team did poorly in because they didn’t plan the process that they were going to face. I would have to say that they did bad in action processes to because no one didn’t keep up with the progress of each other and their position on...
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...individual growth and continual improvement and productivity and has implemented a very clever incentive system. Firstly, the company creates better quality products and progressively continues to make better quality products than its competitors at such low costs mainly because of its employees. Lincoln Electric nurtured the idea of individual growth. The foundation of the company is based on employee development. To drive its employees to seek growth in their abilities and to motivate them to be more productive, they championed the idea competition. The company believed that competition makes a man work harder. It eliminates lazy and incompetent workers and pushes people to perform at their ultimate best. Competition develops progress and determination. It takes the hidden talents and skills out of employees and makes them known. Without it, life would be disastrous and the strong work ethic of an employee will disappear. Competition was fostered so heavily into company culture that it has driven employees to grow. Employees want to perform better. They want to be more efficient. How did competition drive employee growth? Well the company's competition was based on...
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...consider myself a versatile and hard working individual with excellent punctuality keen to flexible team member with good communication and interpersonal skills. I have completed a Duke of Edinburgh Award, which helped me gain so countless skills concluding 6 months of voluntary work. During completing the Duke of Edinburgh Award, I successfully combined my studies with voluntary work and other commitments showing to be self-motivated, organized, and capable of working under pressure. I enjoy working on my own initiative or in a team. I also like considering everyone's opinions while working as a team. In short, I am reliable, trustworthy, and eager to learn new things. I have a clear, logical mind with a practical approach to problem solving and a drive to see things through to completion. I am skilled with hands on approach that perseveres to achieve best results. I am able to quickly grasp training and am a fast learner. I am a good team player, paying meticulous attention to detail and an understanding of targets and tight deadlines. I am currently studying 3 A Levels at New College and I am prepared to multitask if I need to. Looking for a role where excellent customer service skills and a strong work ethic can put to use. EDUCATION; School; Churchfields Academy Subject | Qualification | Achieved Grade | English Language | GCSE | B | English Literature | GCSE | B | Maths | GCSE | B | IGCSE English | GCSE | C | Science | BTECH | Merit | Business Studies | GCSE |...
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...Resource Management Term Paper Tata Case 1) Are they ethical? Can they be trusted? There are many myths about Gen Y that they are lazy, casual and lack work ethics but in reality it is not so. We cannot generalize the statement. In order to understand whether Gen-Y are ethical and they can be trusted or not, it is important to know Gen-Y and its characteristics. It refers to the generation of people born between the early 1980s and the early 1990. It is also known as The Millennial. Gen-Y is hard driven, tech savvy, ambitious, and well aware of the social context of their life and their work. Sure, they want money and stuff, but they also value the communal and social aspects of their lives. Everyone would agree that talent is the lifeblood of any organisation. Without young, aggressive, dynamic people no company can thrive because these people bring new ideas. Other positives adjectives to describe them include confident, self-expressive, liberal, upbeat and receptive to new ideas and ways of living. Gen-Y has a strong work ethic though they don't want traditional schedule from 9 to 5. Gen-Y wants work to be fun and flexible because the line between work and life is seamless. Gen-Y believes in the mantra of working smarter, not harder. The employers must offer flexible working schedule to provide effective work culture that is pleasant and positive. Gen-Y population has a sense of belonging to communities .They are joiners. They want to be with other people who share...
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...From 1998 until 2007, save for a brief hiatus (I temporarily left the company in search of greener pastures), I worked for a software/technology firm. I was a dedicated employee with a strong work ethic and committed my time, appropriately, to my responsibilities. I was both well known and well respected. Being the only employee in the company history to ever be rehired after a short hiatus definitely supported this claim. In 2005, a new manager was hired to oversee our team. At first, everybody seemed to like him real well. He was charismatic, approachable, knowledgeable, and, above all, willing to jump in and get his hands dirty, a trait that no previous manager had ever possessed! He seemed to be really interested in each of us, regularly engaging us in conversation and, seemingly, expressing a real interest in both our personal and professional lives. One thing in particular that he did really well was to boost team morale. He accomplished this in many different ways, but one of the more effective ways he did this was through developing these contests that had dual functions: (1) increase revenue, and (2) provide additional sources of income for the winning team member. As is to be expected, everyone was on board and it did indeed significantly increase morale on the sales floor. That is, until that fateful day in December of 2005, when he introduced the mother of all contests: Sell the most Upgrade Insurance (UI) and win a 42” Plasma TV, and—the real clincher—just in...
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...Keirsey Report Upon taking the Keirsey Classic Temperament Report, I was placed into the temperament category “Guardian”, with the subtype of “Supervisor(ESTJ)” The study went further into my personality type and found me to be extremely “Tough-Minded and Scheduled”, while finding me less “Friendly” than average. The other qualities were all approximately average. The temperament of “Guardian” implies that I likely possess traits of; dependability, hard work, strong work ethic, devotion, and more. The Subtype of “Supervisor” takes the traits of “Guardian” a step further and applies them to the career aspect of life. In theory, “Guardians” with the subtype, “Supervisor”, are highly social community minded people, and are likely to take charge in group situations. Often the optimal career lines for these individuals are that of management or administration in a social, political or business scenario. In my opinion, this survey has given a very accurate of my temperament at this point in time of my life. For me, this survey just re-enforced my own opinion of what traits I naturally demonstrate in life and my professional career so far. In situations where I have an interest, I usually assert myself and become a natural leader of the situation as well as assisting others in finding what skills or traits they possess that are of the highest value to the group effort. For example, I regularly play recreation paintball with some of my friends and the UNLV paintball club, and when...
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...learner with excellent interpersonal and communication skills Dynamic team leader committed to a high level of quality and service excellence Detail-oriented, creative , and self-motivated Excellent organization skills including attention to detail and multitasking ability. Summary Of Qualifications Administrative Maintained high volume file system; updated files Ensure deadlines are met through prioritizing tasks; superior multi-tasking skills Excellent typing and dicta skills; Experienced in word processing, spreadsheets, PowerPoint, Internet and E-mail Ensure accuracy while completing documents and performing data entry Ensures policies and procedures accurately followed; understand organizational goals Possess a strong work ethic with the ability to juggle competing priorities and delegating tasks when necessary 1 Customer Service & Sales Conduct duties in a professional and ethical manner Ensure confidentiality of client information Provided fast, friendly and courteous service Assess needs of individual clients/customers/public Generated repeat business through successful client follow-up and sales strategies Accurately processed sales transactions; balanced own till Possess and maintain excellent product knowledge; ability to provide informative and detailed information and best service possible Educational Qualification: Bachelor of nursing September 2007- August2011...
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...they developed the Solantic healthcare model. Derived from "South on the Atlantic," the Solantic name has become synonymous with convenient, fairly priced healthcare in Florida. From day one, Solantic has offered complete pricing transparency with all prices set forth on a Starbucks-style menu board for all to see. Since opening its first four centers in 2002 in North Florida, Solantic is now one of the fastest-growing healthcare providers in Florida, with more than 30 centers located throughout the state. As one of the fastest-growing healthcare providers in Florida, Solantic offers unparalleled job opportunities for those who believe in innovation, taking risks, embracing change and providing legendary customer service. They embrace hard work, being passionate and having fun. Take responsibility for their actions and strive to be fair and honest in all dealings. Also...
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...Personal Mission Statement From Stephen Covey’s The 7 Habits of Highly Effective People Identify one person who has had or is having a positive influence on your life. What are the qualities you most admire in this person? What qualities did you gain from this person? * The person that is having a positive influence in my life is my fiancé AnnaMae Evans. * She is extremely driven and dedicated in everything that she does. She is a promise keeper and when she says that she is going to do something she will do everything that she can to make sure that it happens. She has a very strong work ethic and always puts her family before herself. * The qualities that I have gained from her is a stronger drive to succeed and to achieve my goals. I have learned to do what is necessary to get what I want in life. Imagine yourself 20 years in the future. You have achieved everything you hoped to achieve. List your accomplishments. * Bought and paid for a home. * Debt free * Vehicles paid for * Have the career that I want * Be able to take care of my family the way that I feel I should What are the ten things most rewarding to you today? 1. My kids 2. My fiancé 3. The chance to be able to go to school 4. My home 5. The ability to see the results of my labor 6. My military service 7. My two brand new vehicles 8. Being able to wake up and move every morning 9. Being able to put food on my table ...
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...YEARLY EVALUATION For Staff Member Name: _____________________________________ Position: _______________________________________________ Evaluation Period: _______________________________________ Step 1: Each staff member records their self-assessment along with comments to support the assessment. Upon completion, staff member saves an electronic copy of the form and sends it to the Senior Pastor. The form is to be returned to the Senior Pastor at least 3 days before the scheduled evaluation. Step 2: The Senior Pastor completes the same exercise and documents the “Supervisor Comments” portions of the Staff Evaluation Form. * Please attach a copy of the employee’s job description & go over it briefly after the assessment part. Step 3: The Senior Pastor, a representative from the SPRC and staff member discuss each competency. Additional comments can be recorded in the evaluation table of the document. Step 4: The Senior Pastor will print two copies, then sign and date the completed document. A final copy of the Staff Evaluation Form is submitted to the SPRC Chair and given to the employee. Step 5: Utilize this Staff Evaluation throughout the next 6 months as a tool to continue to grow as an employee. STAFF MEMBER ACKNOWLEDGEMENT AND SIGNATURE I have reviewed this document and discussed the contents with my supervisor. My signature acknowledges the occurrence of this staff evaluation discussion. _________________________________________________...
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...because the restaurant is celebrating its 25th anniversary. "I'm darned sure of what I want to do. I'm not trying different fads to get people to come here. People come here because they know they will get great food. They also want to support someone with whom they can connect. This is my approach. Nothing more, nothing less." While other restaurants have folded, Andy seems to have found a recipe for success. Since opening his restaurant, Andy has had a number of managers. Currently, he has three: Kelly, Danielle, and Patrick. Kelly is a kitchen (food prep) manager who is known as very honest and dependable. She loves her work, and she is efficient, good with ordering, and good with preparation. Andy really likes Kelly but is frustrated with her because she has such difficulty getting along with the salespeople, delivery people, and wait staff. Danielle, who works out front in the restaurant, has been with Andy the longest, 6 years. Danielle likes working at Garafallo's-she lives and breathes the place. She fully buys into Andy's approach of putting customers first. In fact, Andy says she has a knack for knowing what customers need before they even ask. Although she is very hospitable, Andy says she is lousy with numbers. She just doesn't seem to catch on to that side of the business. Patrick, who has...
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...and self-image, and overall pessimism that were not present before. James (2008) reports 6 main individual, cultural, organizational, supervisory and social support factors that set service providers on the course for burnout: role ambiguity, role conflict, role overload, inconsequentiality, isolation, and autonomy. Providers, supervisors, and organizations may create role ambiguity by not clearly establishing the providers’ rights, responsibilities, procedures, goals, status, and accountability measures. Cultural expectations may blur these lines for individuals, as well. Cultural and moral upbringing may also cause role conflicts when the expectations of supervisors, organizations, or society conflict with the provider’s values and ethics. When providers have excessive service demands in the areas of quality and quantity placed on them by supervisors, organizations, society, or themselves burnout is inevitable. The provision of human services provides few opportunities for measuring and applauding the successes of providers. Providers experience inconsequentiality when they perceive their contributions as useless, small, or unappreciated. Due to the confidential nature of the industry...
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...The entrepreneurial test: Optimistic: 8 Creative:8 Decisive:8 Strong work ethic: 7 Moderate risk taker: 7 Alert to opportunities: 8 Persuasive: 8 Resource assembler: 7 Self confident: 8 Value achievement over money: 8 Average: 7.7 5 business ideas: Fitness food- App based menu of restaurants that can be used in order to maintain a healthy life style Tram locater: App that shows you where a certain tram is, and how hard you have to run in order to catch it (can be expended in a lot of ways) Foodswap If you made too much food but you don’t want to throw it away, you can put it online and people from your neighbourhood can come and buy it from you. Picture perfect: A snap chat like service only it puts a random frame on your picture so you never know what the photo will look like until you’ve send it. Outfitter: You upload all the items you have in your clothing closet, and the outfitter will come up with original and fitting outfits that you can wear, so you reinvent your clothing style over and over again. Fitness food- App based menu of restaurants that can be used in order to maintain a healthy life style Tram locater: App that shows you where a certain tram is, and how hard you have to run in order to catch it (can be expended in a lot of ways) Foodswap If you made too much food but you don’t want to throw it away, you can put it online and people from your neighbourhood can come and buy it from you. Picture perfect: A snap chat like service only it...
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