...Self-Discipline in 10 days by Theodore Bryant, MSW How To Go From Thinking To Doing Part One Preliminary Information Important! Whenever and wherever I conduct self-discipline workshops, seminars, or classes, I always hear this question: "Can I actually improve my self-discipline in only ten days?" My answer: YES... YES... YES Absolutely. Positively. Definitely. Actually, you will experience improvement in one day! Your improvement will be in direct proportion to how closely you follow the program in this book. A partial effort will generate a partial result. The exercises, tips, and techniques contained in this book came from many different and diverse sources. This book contains the quickest and easiest methods currently available for improving self-discipline. Did you notice that I did not say "The best methods"? The best methods can take lots of time and tons of effort to understand and employ. In this book you will find methods that will work fast and painless; we will use a no-frills approach. But I promise that you will learn more than you will need to improve your self-discipline immediately. To facilitate your consumption and digestion of this material, all psychobabble and jargon have been skimmed off. So you're getting only the real goods in a powerful and concentrated dose. Trust me. The system in this book will give you the insight, techniques, and tips to quickly improve your self - discipline skill. You will note that I said, "skill."...
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...what if that should be lost?” (Howells). Instead of expressing her concern for her lovers’ safety, she delights in the idea that he may return from war maimed and weakened, as it would give her the upper hand over George (Furia). Later, as the train departs and Editha unknowingly says goodbye to George for the last time, she recalls the idea of George losing an arm, thinking “if with an empty sleeve, then he should have three arms instead of two, for both of hers should be his for life” (Howells). These thoughts are manifestations of her fantasy of overpowering George, though this fantasy is rooted in her subconscious mind. Editha’s unawareness of her desire to disarm her lover is confirmed by Howells, when “she did not see, though, why she should always be thinking of the arm his father had lost”. Editha is obsessed with an image she cannot comprehend, for it is a subconscious desire to become dominant over her male partner (Furia). Editha also finds dissatisfaction in the way George has gained her love, without doing anything to earn it. She thinks that “She had always supposed that the man who won her would have done something to win her; she did not know what, but something” (Howells). She is bothered by the fact that George “had simply asked for her love” and not done anything extravagant to earn it (Howells). This, in turn, fuels her selfish desire to encourage George to enlist in a war that will eventually be the cause of this death. She decides that if George was a soldier...
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...Essay Title – Using the case study provided at the end of the module identify and explain the client’s issues and devise a course of treatment for him, taking in to account any ethical issues. Word count – 2422 Introduction This assignment is based on a case-study of Mr X who attended an initial consultation presenting with several concerns and issues. Most of the client’s self-referred problems appear based on his perception of the world, people around him and his relationship with these, probably related to low self-esteem. I shall explore the issues presented by the client and base them on a theoretical framework. The client reveals many strengths in his life and character, which I shall highlight, and will serve as basis for a positive formulation into his needs. I will also explore appropriate therapeutic approaches for this client and suggest a course of action based in theory and clinical applications. Client initial presentation During the initial consultation it was evident that Mr X was looking for some change into his life. He disclosed a deep wish to move on but he also felt that he was being held back by his insecurities and fears. The main issues highlighted by Mr X were :- Wanting to apply for the job promotion, feeling he is able to do the job but insecure of applying for it; Feeling that his work colleagues find him boring, because he does not go out with them for a drink; Desire to improve his ‘relationship’ with his work colleagues, by proposing another...
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...The character's internal conflict of outward conformity versus inward questioning is manifested in the novel “Death of a Salesman” written by Arthur Miller, in which he portrayed Willy as a hollow salesman, constantly seeking wealth and fame in his life. Believing in his corrupted version of American Dream, Willy was unable to withdraw himself from his self deluded idea of societal conformity. Throughout the novel, Willy is in a constant state of mental dissillusionment. Containing a strong desire and obligation to fulfill his American Dream, he often contradict himself and thus trying to justify actions and events through nonsense justification. However, traces of Willy natural and subconscious inclinations also constantly show up in the novel. Therefore, as a result, Willy achieved virtually nothing in his life just like his belief in American Dream, which is surreal and intangible as well. Throughout the novel, the outward conformity and inward questioning of Willy often create contradicting tension. Willy often make contradicting statements from his previous assertions in order to conform his later statements into the standard of his American Dream. For example, Willy earlier stated that Biff is lazy, but he later denied Biff's laziness. He does so in order to retain his hope in Biff, wishing that someday he will achieve his American Dream through Biff. Another example of self contradiction is also manifested when Willy said that he will attain a more successful business...
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...Few memories as a failure on a major project from half a decade ago still vividly remains in memories. As a Research Assistant to Tim, it was my first paid job. Tim, an Engineer, worked in silos and had driver social style to his heart beat. He only communicated the expectations without delving in the details that he had in his mind. Even though the Office space was a closed knit space for 16 students, Tim seldom hung out with people to build personal relationships. He only interacted with others when there was a need. His lack of explanation on why the project was needed had left me wondering regarding purpose and design aspects of the new programming project. I struggled on how to effectively design the project and often sought help from other people, who recommended me that the project needed investment in new programming platform as old platform was incapable of achieving the project objectives. After making almost no progress on the project and wasting time in attempts to make old platform workable, I received a vehement email from Tim, stating that XYZ Inc. was deciding to scale back on funding, as no progress reports were submitted. I was shocked to learn that I was even expected to submit progress reports at the end of quarter on the undertaken project in which I had neither any clue nor communication. As an amiable person, I was too quick to reach an agreement with Tim on project deliverables. I had thought that I would be receiving friendly advice and guidance from...
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...Foreign Literature The career factors used by Richardson (2009) are similar to the pre- and post-entry Expectations examined by Blomme et al. (2009). Blomme et al. found distinct differences in expectations of job content, development opportunities, work-family balance, salary, Performance-related pay and career opportunities. The authors argue discrepancies in what employees expect in the industry and actually experience may lead to negative consequences, such as turnover Richardson (2009) received completed surveys from 379 tourism and hospitality students (25% response) in Australia to measure perceptions of the hospitality industry. The author examined differences between importance and expectations of students on 20 career factors. The authors found discrepancies between what students perceived as important and what they expected in a hospitality career. Richardson concluded hospitality and tourism students do not expect the hospitality and tourism industries to offer them the career factors they feel are important. In addition, the author noted tourism and hospitality students do not have a clear idea of careers and working conditions in the hospitality industry. A study carried out by Chen (2000) which analysed the perceptions of tourism students’ toward work values concluded that one particular group of students categorized as “income movers” expressed a reduced desire to work in the industry due to poor earnings potential. Barron &...
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...PRACTICAL RESPONSIBILITY I: NORMATIVE EXPECTATIONS In Chapter II, I have identified a basic objection to any responsibility-based account of action, the fundamental problem. In a nutshell, the concept of action appears to be prior to the concept of responsibility in the logical order of things. If so, then an account of action in terms of responsibility is impossible. I have also suggested that the challenge thus posed could be met with a concept of practical task-responsibility. The aim of this and the next two chapters is to develop such a concept. I will claim that a person is practically task-responsible for ϕing just in case it would be reasonable (in a special sense I will explain in Chapter V) to expect of her that she ϕ. Two major conceptual tasks lie ahead. First, the concept of expectation involved must be clarified. Second, the concept of reasonableness must be explained. These are the respective tasks of the present and the next two chapters. As we will see, both tasks are rather delicate. In both cases, we will see that the fundamental problem reappears at various junctures in the natural course of explanation of the concepts. I begin the chapter by clarifying the distinction between normative and predictive (or descriptive) expectations (section 1). Sections 2-4 proceed to discuss the concept of normative expectations, since the concept of practical task-responsibility is characterized exclusively in terms of normative expectations. After some preliminary conceptual...
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...Analyze the Thomas’s situation He proved himself to be very talented and intelligent, but he failed to satisfy the expectations of company and his superiors, Davis and Mcdonald. His direct expression for his ideas and his overly confident and arrogant personality made him to be unable meet office politics. His superior, Davis pointed out that he is “truly disappointed with Thomas’s work” and he has concerns with his “attitude and job performance”. Therefore, now he is situation to be receiving a dismissal in his position. Mistakes 1 (culture, power dependency) Green violates the group’s norms and regulation. Norms is a acceptable standards of behaviour within a group that are shared by group members. It is important because: • Facilitates group’s survival • Increase predictability of member’s behaviour • Decrease embarrassing interpersonal problem for members • Allows members to express central value of group and clarity what’s distinctive about group’s identity • It increase solidarity and cohesiveness His direct expression for his ideas and his overly confident and arrogant personality make him to be unable meet office politics. Green knows his capability and intelligent talent than any other people. Therefore he feels he has a right to express his idea under any circumstances and thinks his actions and choices are always right. More importantly, after his promotion, he admits his legitimate power in the office and thinks his power is equal to the Davis, his...
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...PERFORMANCE MANAGEMENT 1 Objective Objective of this policy is to set a process for managing the performance of the employees so as to achieve the ultimate objective of the organization. By adopting this policy we aim to attain the following objectives: 1 To help employees setting their priorities (objectives) right at the beginning of the year; 2 To align the individual/employees objectives with departmental objectives and the departmental objectives with the organizational objectives; 3 To enable/facilitate evidence based decision making in: a. Determination of compensation packages, wage structure, Salaries adjustment/raises, etc.; b. Employees retention, succession planning, Training &development 4 To identify the strengths and weaknesses of employees to place right men on the right job; 5 To maintain and assess the potential present in a person for further growth and development; 6 To provide a feedback to employees regarding their performance and related status; 7 To improve the working habits of the employees. 2 Scope This policy is applicable to all regular employees of the Organization. 3 Accountabilities 4.1 The Vice Chancellor (VC)/Executive Director (ED) – Based on the five years plan shall ascertain the key result areas for the year. 4.2 Deans shall ascertain their individual faculty’s contribution to achieve the key result areas set by the VC/ED and shall be responsible for the development...
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...Case Analysis - Thomas Green: Power, Office Politics, and a Career in Crisis 1. What are the different work styles, personalities, and expectations of Davis and Green? There are a number of differences among work style, personalities, and expectations of Davis and Green. First of all, Davis preferred to use market data to support his planning and forecast, convincing others by statistics and diagrams. Perhaps, based on his experience, he has perceived that some of the clients may not be the final decision maker. Showing statistics is one of the easiest ways to make clients to convey the information to superiors. On the other hand, Green preferred to meet with clients face to face and listen carefully to clients’ needs, directly dealing with the issues. He weight clients much over daily routine tasks Besides, even if both of them have high self-esteem, Green, the young man, is more impulsive than Davis. Plus, Green is more likely to express his feeling and comment on issues simply according to his knowledge at the public place. To give inputs, it may have other ways to reach the same results and effects. Unlike Green, Davis was more sophisticated to complain on Green’s attitude by listing the rational points in the email to Division Vice President, which is more persuasive than merely using emotional words. Additionally, with seniority, Davis expected Green, his subordinate, to assist him by providing market data and supporting detail and by developing new market strategies...
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...June 18, 2012 A teacher’s expectations can greatly impact how well a student does in a classroom. If a teacher demonstrates expectations in rational and positive manner, the student is more likely to excel in the classroom. However, if a teacher has a negative outlook and does not let the students know exactly what is expected, the classroom will not run as smooth and the students’ grades might be poor. There are many expectations that would positively influence student achievement. The five that will be covered in this paper are arriving on time and prepared, positive communication with classmates and the teacher, completing a reading log each night, turning assignments in on time, and paying attention in class. When addressing a fourth grade classroom, asking students to arrive on time and be prepared would be an expectation that would influence a student’s academic achievement. There are many reasons why it is important for students to arrive to class on time. First of all, a fourth grade classroom is busy and has a full day of activities each day. Arriving late would cause a student to not only miss out on an important morning activity, but it would be disruptive to other students who are moving on to their next assignment. The same is said when asking a student to come to class prepared. The unprepared student is not only taking valuable time out of his or her day, but that of his classmates. This expectation would influence the students’ academic...
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...1--2--3--4--5--6 Interpersonal Skills 4. Drawing from past work experience, describe several situations where you had to interact with "difficult people" and how you handled the situations. 1--2--3--4--5--6 5. Comment on the following: "Students are the most important people in our business." 1--2--3--4--5--6 6. This office is many times "all things to all people." How do you see your skills and personality fitting into that expectation? 1--2--3--4--5--6 Professional Ethics/Behavior 7. Tell us how you have handled past work situations that required "confidentiality." How might that procedure impact this office? 1--2--3--4--5--6 8. Discuss your understanding of the word "teamwork" and how you have been involved with that process on the job or in other settings. How might teamwork (or lack of it) affect an office setting? 1--2--3--4--5--6 9. Due to student needs and staff schedules, your daily schedule will change occasionally to help in meeting those needs. Comment on your flexibility with time and any expectations you might have. 1--2--3--4--5--6 Closing 10. Do you have any questions of us about this position? THANK YOU! (Describe remaining process.) Total score:...
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...brainless, or have a completely fake personality? Well, I think that the answer remains questioned. Most guys go after the “hot blondes,” not really caring about their personality, and only their looks. I think that this issue causes three main problems. For one, it makes some girls feel insecure, or not “pretty” enough. Two, it gives girls a label on what they should and should not look like. And lastly, it tells girls that we need to reach a high expectation to be good enough. As we know, the world is not perfect. However, we also live in a very judgmental world. Today, girls are constantly judged on their facial features, they eye and hair color, their body, and more. When guys choose the girls with not only no brain, but a horrible personality, it shows what kind of guy that person really is. Not only is it a shallow act on the guy’s part, but it also offends the girls. When girls see that guys are not going to be interested unless you meet certain expectations, they tend to change their features to meet others expectations. Things such as dying hair and acting dumb are two things that girls do just to get guy’s attention, knowing that they will not even notice them unless they act that way. Because of all these horrendous acts, girls are influenced to change themselves to the way others would rather them look like. All throughout magazine’s, girls are shown what they should and should not look like. For instance, have you ever seen an overweight person on the cover...
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...Team Building and Conflict Resolution Team Building and Conflict Resolution Organizations with dysfunctional conflict impede productivity. Dysfunctional conflicted organizations needs team building exercises to establish a cohesive productive workforce. Conflict resolution is a driving force in creating positive results. AT&T project managers and the sales force they support encounter miscommunication and conflict. The proposed team building exercise will address communication issues and the necessary establish expectation to form a more cohesive team. AT&T’s project management team designated to support the organizations sales force has communication issues. Communication and lack of established expectations create a hostile working arrangement. When the sales force corresponds with the project managers regarding an order for services miscommunication begins and expectation are not met. The correspondence concerning a sale does not always provide the required elements to initiate a customer service order. Tension and frictions begins to occur and the compounding issues propagate dysfunctional conflict. Dysfunctional conflict is conflict that impedes an organizations goal (Kinicki & Kreitner, 2009). The dysfunctional conflict between project managers and the sales force disrupts customer’s service orders. The disruption trickles down to the operations and installation teams. The necessary information required for issuing service orders could be misunderstood...
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...BSBHRM506A Manage recruitment, selection and induction processes Assessment 3 9/1/2014 ACC140130 Mitch Mueller TABLE OF CONTENTS INDUCTION AND ORIENTATION TASK 1 INDUCTION GUIDE………………………………………………………………………………………….….........................4 MENTORING SYSTEM…………………………………………………………………………………………..........…………...5 TASK 2 STUDENT ORIENTATION SURVEY....................................................................................................7 * INTRODUCTION * ORIENTATION GOOD PRACTICE PRINCIPLES * CURRENT ORIENTATION PRACTICES * CONCERNS WITH CURRENT ORIENTATION PRACTICES * IMPROVING ORIENTATION AND TRANSITION THROUGH COORDINATION TASK 3 PROBATIONARY PLAN...................................................................................................................11 TASK 4 ORIENTATION SURVEY...........……………………………………………………………………...........……….………….12 INDUCTION POLICY AND PROCEDURE..........................................................................................15 HR INDUCTION & ORIENTATION INDUCTION New staff induction guide Before Arrival | Supervisor Responsibility | HR Responsibility | | Prepares for new starter arrival using pre-arrival checklist.Schedules meetings and activities for new starters first week | Completes recruitment and selection processSends employment Offer Letter to preferred candidate | | New staff | Supervisor | HR | Starting Essentials | Begins to orient themselves to BS Training including the use of the...
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