Perception free essay sample

I wasn’t born with a life threatening disease. I wasn’t born with a disability that made it impossible to perform daily activities. But I was born with Posterior Hyperplasty of the Primary Vitreous, or blindness in my right eye. I was also born with compromised vision in my good eye. This might seem like a terrible challenge but it has not been. This is due to the fact that, as my pediatric ophthalmologist told me when I was five years old, I have very poor sight but excellent vision. In other words, my brain has been able to interpret whatever information my sight gives it so that I can see the world as well as people with perfect vision. I live a totally normal life and have even participated and excelled in water polo. This situation has provided me with a very valuable lesson, teaching me that my perception of life is what is most important. We will write a custom essay sample on Perception or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I know that if I meet challenges with a positive attitude, I can overcome anything and that when something bad happens or when adversity strikes, the outcome will depend on how I perceive the problem and what I decide to do with that perception.

Motivation And Work Performance

Question: Discuss about the Motivation And Work Performance. Answer: Introduction: The success and failure of any organization depends on how customer centric is their business plan. Today, in this age of short product life cycle and when customers have good bargaining power over suppliers due to increased competition by globalization, the only way not only to survive but also to excel is bringing custom centricity in everything what organizations do, showing customers how passionate organizations are about the business helping customers, and showing them how organizations are different from the competitors and how the organizations care about their customers. All these things can really happen only when employees understand their responsibilities and work with high productivity levels. Analysis There are various motivation theories that are being used by the organizations to keep employees motivated. The Maslow need hierarchy theory is used widely by organizations to keep employees motivated. One of the ways to gauge the motivation level of employees is the employee satisfaction survey. Employee satisfaction surveys offer organization with the information and methods to create optimistic employee associations and work atmosphere. Employee approaches, desire aspects, burnout propensities, loyalty, office environment and competitive intellect are important pointers for employee satisfaction. Effective companies emphasize on building and strengthening employee satisfaction so as to get the maximum output from their human capital. Suitably constructed employee satisfaction surveys deliver the understandings that are basic for creation and reinforcement of agreeable work atmospheres. The above mentioned survey questionnaire could be used to get the required data for analysis. Th is survey sheet can be passed on to the employees through their official email ids and the responses could be collected in a time bound manner. Thus the findings can be used to study the companys employee satisfaction. It is important that the motivation level of employees should also align with the innovation as innovation can help organizations to develop competitive advantage. There are some misinterpretations, especially when it takes to the innovation side. It is hard even to Managers to determine whether the employee is innovative and has competence or it is just innovative. There is a borderline in here that may not be forgotten. Anthony (2012) also quotes Fitzgerald trying to explain this difference:the ability to hold two opposed ideas in the mind at the same time and still retain the ability to function. This quote summarizes that although is important that the person holds with passion its innovation thought it is imperative that a critique though come together. Thus, this double thought determines that the competence follows innovation. The motivation of employees also encouraged employees to develop the job specific competencies that the employees should develop. Since competencies are qualities one would hope are becoming of all level of workers within an organization, then social interaction and creativity are most definitely competencies. Wood and Payne (1998, cited in Pilbeam and Corbridge 2010, pp. 72-74) identified a number of competencies found in frameworks; among those were communication, building relationships, problem solving and analytical thinking. By my proposition, social interaction is accounted for by communication skills and building relationships, whilst creativity is accounted for by problem solving and analytical thinking. Sufficed to say social interaction and creativity are components of competencies. A means of assessing or measuring such competencies may be executed through continuous assessment in conjunction with other strategic initiatives aimed at establishing stable organizational orie ntation. Day (1994) describes such a practice as part of the organization-wide transformation becoming of market-driven organizations. Enhancing all organizational capabilities internal and external, calls for accurate assessment of current and future capabilities inclusive of ore competencies as the author further reveals. On the one hand people believe that the competences that drive better work performance and value added to the organization. In other perspective, these competences are equally measured to how well a person can balance his work and social life. The social interaction is one's own reflection and learning, therefore the same professional behavior and attitude one displays at work must match his/ her level of competence in his social life. In various cultures these could be left irrelevant to the work as some cultures may separate social life from work, while other societies have greater emphasis on integrating people's social interaction and work performance. Creativity is indeed a value added to people's ability to be innovative and have more capacity to implement their vision into reality.It would be correct to say that the motivation level of employees that have a good work-life balance is better than the motivation level of employees that does not have a good work-life balance. It is important that the motivation level should be directed towards the competency development. The motivation can really improve the productivity level of employees when the employees can develop their competency by remaining motivated. Sveiby (1997), posits five mutually dependent individual elements of competence; explicit knowledge, skill, experience, value judgment, social network. Social interaction and creativity are both component skills which make up managerial competence, the former is people-oriented involving an individuals relationships with others within the firm while the latter is intellectual, focusing on situation assessment and search for alternative ways to reach set goals. Scheer, et al (2012, citingReich, 2008 Kolb, 1984) suggest thatlearning is a process of individually self-organizing knowledge. The learning process is unpredictable, and knowledge is constantly altered through new insights, which are gained through individual experiences. This theory implies that though we can all learn the same processes and because of lifes experiences they will mean different things to different people, which should promote different approaches to role execution. The motivation level of employees could also depend on various external factors like the cultural and social factors. In this current state, businesses may not need to depend or look at culture as the major factor in relation to their proceedings or performance. That is to say international businesses may not base on culture in order to start business. This is because people have different cultures reason being that they come from different societies. For example in the Muslim community, it would be very hard to sell pork as a way of raising income. However because of modernization, one would carry out the business because the major goal of the business formation is profit maximization but not cultural formation. Robert M. Williamson (2006) wrote an article regarding around motivation and performance. Author argued that the leaders and managers should develop methods and ways to measure the motivation level of employees. The organization and leaders can actually improve the motivation level of employees when they can measure these motivation levels. His discussion supports the idea that measurements are important but also with challenges. Specifically, there are a lot measurement opportunities but these measurements seldom hit its target. These measurements just come and go and sometimes managers get lose track of what are those that really needs to be measured. Referring to Albert Einsteins sign in his office wall Not everything that counts can be counted, and not everything that can be counted counts. A view is that measurements and metric are not the only source of improvements. Another thing to bear in mind is this, when something is measured but it isnt important, it probably wont get do ne. This means that measurements sometimes do the task of assessing something that is not significant for the company. It is just so done because it is being required but do not impact the companys creation of value. Still an important concept is measure the wrong things and the organizations will likely get the wrong behaviors. This is true enough to management that is measuring another thing for the wrong performance indicator. Thus, instead of bringing performance improvement, it will lead to creation of unnecessary issues. In summary, organizations need to embrace improvement of performance using appropriate measurements that can cater to all types of competencies or work indicators. Organizations should use the findings to aid in decisions of what needs to be sustained or modified. Hence, measure all that counts for the success of the organization and do not linger on those, which do not create any impact for performance improvement. Conclusion It would be correct to say that motivation is the key driver of individual growth and development. The large and small organizations have realized that employees are the assets of the organization and the success of the organizations would depend on the way employees are working. Therefore, the organizations cannot neglect the importance of motivated workforce. The motivation acts as the catalyst for employees to work with higher productivity. It is believed that employees feel passionate and committed if they are motivated. Therefore, it is important that the organizations must create a platform where employees motivation can be improved. It would be correct to say that it is not easy to improve the motivation level of employees. Therefore, the leaders are always in search of the employees that are self-motivated. There could be both direct and indirect methods to increase the motivation level of employees. The direct methods are associated with employees perception and employee att itude and the organization must create a culture to improve the motivation through direct methods. The direct methods would include employee compensation, salary, and rewards. The indirect methods of employee motivation would include secondary or support factors like work conditions, tangible things within the organization, the infrastructure and facilities, etc. The self-motivation is a key for employees to work with 100% productivity levels. A true leader is one who can have an impact on the individual so that employees can work with dedication and commitment. As a conclusion, it is rightly said that if employees feel their jobs are interesting, challenging and important, they will be motivated, and that high motivation will lead to improved work performance, job satisfaction and reduced absenteeism and labor turnover. References Cosier, R. Schwenk, C. (1990) 'Agreement and Thinking Alike: Ingredients for Poor Decisions',The Executive, 1, p. 69 Day, GS 1994, "The capabilities of market-driven organizations",Journal Of Marketing,58(4), p. 37 Pilbeam, S. Corbridge, M. (2010)People Resourcing And Talent Planning: HRM in Practice. 4th Ed. Financial Times Prentice Hall Scott, A. (2012) "Don't Confuse Passion with Competence" Hardvard Business Reviewhttps://hbr.org/2012/02/dont-confuse-passion-with-comp/ (Accessed 09 August 2016) Sveiby,K .E.(1997). The new organizational wealth: Managing nmeasuring knowledge-based assets. Berrett-Koehler Publishers. Williamson, R.M. (2006)What gets measured gets done: are you measuring what really matters?Available at:https://www.swspitcrew.com/articles/What%20Gets%20Measured%201106.pdf(Accessed: 25 January 2015).

Cyber

Technology V.S Personal Contact Essays

Technology V.S Personal Contact Essays Technology V.S Personal Contact Essay Technology V.S Personal Contact Essay Personal Contact Is technology the main cause of diminished human physical contact? The answer as we all know is yes. An unexpected outcome of computers and other technology is the loss of the human moment. A term coined by Harvard lecturer, Edward M. Hallowed, it refers to the psychological encounter that can happen only when two people share the same physical space. The human moment is a quality of interaction that you dont get through technology, even phones (Barbara Bartlett). I couldnt agree more. Although I object that it is an unexpected outcome; I believe that the moment that you choose to use technology over personal contact, you immediately feel the absence of the human touch. I dont believe that technology is exactly easing communication, but weaken it instead. Im not referring to the back and forth messaging thats delivered and received simultaneously, because undoubtedly the message whether is verbally or written meets its goals. Im referring to the communication in the human physical residence. Technology will never replace it; it can by all means weaken it and even destroy it. For most convenient that it is to Just lay back on your most comfortable chair at home and converse with a significant person in your life via text messaging, chat, or even video chat, it could never fulfill the void of not conversing with that person in a more physical way. Due to the availability and easiness of talking through a computer, people often tend to postpone and delay family and friends hangouts. This is very harmful to everyone, especially to children. Children are our future. Does it mean that our future has to be physically unreachable due to fact that itd mostly have to take an emergency to have a human to human interaction? I strongly disagree on this. One of the best feelings in the world is to feel the human touch, voice, and glance, which were available and free since the beginning of times, and will always be. These feelings are irreplaceable. Technology is what I like to call a doubled blade knife; you can trust that it will get the bob done by slicing and cutting what it needs to be sliced and cut, but you always must keep extreme caution to prevent the accident of hurting yourself. Concluding, I want to mention my little sister who is strongly addicted to the internet. She is the most accurate example that I can think of when it comes to choosing technology over human interaction. She is 12 years old and would die if a day went by that she didnt have internet access. This is the way she feels about it. She embraces it with all her heart and is her favorite thing in the whole world. A TV on mute, a tablet logged in on video chat, and a laptop displaying her Backbone account, Youth, and several other windows are her company. Theres not much personal contact with my sister; she is physically isolated from the people around her because she rather feels accompanied by her technological devices. She portraits the majority of preteens in this country. It is a sad reality, and we all should be aware of the harm that technology is causing to our human connection. Http://www. Dalliance. Com/2009/01114/technology- need- human-contact/

Student survival guide personal action plan Essay

Student survival guide personal action plan - Essay Example University education requires a large amount of independent learning and often involves search for information. Information is required to construct ideas, theories, or data. A variety of sources provide such information; but the most obvious ones are the University Library and the internet. Libraries can be either paper libraries or digital ones, where the contents of books are stored in digital form. Searching for information in books consumes too much time and hence it is preferable to access digital libraries on occasions when time could be a limiting factor. Also, the information contained in a book may not be updated. Hence library searches are better conducted within digital sources. Searching through digital catalogues offers speed and convenience, with an added advantage that one can access these from remote locations. Internet is the most convenient source of information because time, space or location doesn’t constrain it. Following guidelines will provide an overview of how best to search the internet. But they are not exhaustive; the World Wide Web has such potential that people can, and need to customize it to meet their specific requirements: 2. Use a search engine that displays results from more than one source – sometimes referred to as a meta-crawler – info.com is one such, though google.com gives excellent results fast, provided the search criteria are selected properly. Advanced search options needs to be used to refine searches. Commercial sites tend to be unreliable as far as a student is concerned. University sites and sites with .org and .edu suffixes should be preferred. However, the objectivity of opinions expressed in individual sites must be assessed after careful reading, since many activist sites masquarade as authentic unbiased ones. Passing off another person’s work as one’s own is unethical, apart from being unlawful. However,

Distance Education in Nursing Assignment Example | Topics and Well Written Essays - 1000 words

Distance Education in Nursing - Assignment Example From the research it is clear that  distance education has become an increasingly acceptable option for nurses owing to a variety of reasons. While it is a convenient option for those who are based in a rural setting and wish to avoid inconvenience and costs of travelling to a university, many choose it for its vast flexibility, enabling them to manage their family, work and education effectively. Sometimes, after having completed their bachelors from an institute, the nurses are unable to find appropriate qualification enhancement in their rural settings and hence this mode of education is an appropriate solution. Some opt for it so they can maintain their operational licenses and certification and hereby stay up to date in their specialties, while many use it as a means to improve their skill sets. The blessings of this form of education are most prominent for those in a rural setting, for many nurses practicing in rural areas are required to demonstrate advanced knowledge and sk ills along with minimal assistance.  As the paper investigates  owing to the increased popularity and preference of this mode of education, most of the universities have incorporated various courses in post-basic RN baccalaureate programs, many baccalaureate and some master’s programmes as well. This means that in the future, the prospects of maximum education by means of technology will open ways for many more students, who wish to acquire nursing education at a variety of levels. (Kristen S Montgomery, 2002) Is distance education the best possible option? Arguments and justifications: The need to spread awareness and education in today’s world is extremely high. While those in cities are blessed with more than one medium of education, it is rural education that poses a severe concern to many. Distance education comes as a blessing in disguise for these areas, where basic healthcare facilities themselves are missing and the stature of the nurse is almost comparabl e to that of the physician himself. These nurses require training, without a shift in their location. For city nurses, the issue is a different one. They are involved in their jobs for most part of the

Unethical Behaviours in the Workplace

Unethical Behaviours in the Workplace Matthew D. Andrews Jr. Monday Wednesday 10:30-12:10 It is moment of time to where you need to fix the talent that is influential to an organizations most imperative strength for a business. Organizations need to act in ways that acknowledge the strategic significance of talent, and to make outline and strategic determinations based on their capability to entice and direct talent. For years, CEOs have communicated about their people as a most significant advantage, but they have not performed appropriately when it comes to making their corporate plans, their organization intentions, and their talent management preparations. It is essential currently, that organizations make talent management a key portion of their organization strategy and management decision-making. How can they do this? First, they need to distinguish that the business world has transformed, and that talent is, in fact, the most critical asset in almost all business. A number of major modifications, counting the globalization of organizations, developments in technology, and a continuous rate of change in the business atmosphere, have made this happen. These fluctuations have created a world where the method in which businesses are operated and their talent accomplished to become the major determining factor of their efficiency. Positioning talent as the important decision maker of business usefulness requires that organizations move away from the current job-based style to business plan and management. They need to start thinking about business strategic plan that help give focus on the strength and abilities that are required in order to implement a business approach. This proficiency study needs to be established on the responsibilities and behaviors that an businesses need to implemented, rather than the expansion of job growth. Businesses need to concentrate on the prospective foundations of the talent that is desirable to execute business approaches. This analysis needs to contemplate numerous types of commitment relations with talent, as well as whether it is best client in the business or recruit them by force. Choose correctly on what talent you pick for job. One key to successful business talent thinking in todays world of work is observing outside the job-based worker model of handling talent. What is mainly exciting and thought-provoking about growing the right talent/business tactic arrangement for an business is the number of possibilities that can be deliberated and executed given todays business atmosphere. Instead of considering jobs for certain people and give wrong job to inexperienced person, business now have a lot ways to getting the key talent they must have in order to do the responsibilities that are asked of them to execute their plans. A second key to growing an successful talent and business plan is making talent accessibility and talent approachability is consider a strategy success in the business world because jobs want to hired people that wanted staying power in the business and not have to worry lose them (The Huffington Post, 2017). In this current time, approximately 120 million people go into a workplace someplace in the United States. In this current time, almost fifty percent of these employees personally observed some kind of ethical wrongdoing, concurring to a recent survey accompanied by the Washington, D.C.-based Ethics Resource Center (ERC). We are not speaking about employees being aware of CFO carry out insider trade fraud. More probable, it is someone who lied to an employer or gave in a fabricated expense account. Recorded below, concurring to the ERC study, are the Three most recurrently detected disreputable behaviors in the U.S. businesses. 1. Misusing company time Whether it is lying for someone who end up showing up to work late or modifying a time sheet, abusing company time tops the cake as a big no-no in the business. This category consist of distinguishing that one of your co-workers is doing personal business on work time. By personal business, the study understand the distinction between making personal calls to increase your off-side business and calling your wife to find out how your sick child is doing. 2. Abusive behavior Too many businesses are filled with general managers and employers who use their standing and power to mishandle or disregard others. Regrettably, unless the position you are in comprises you not to discriminate against race, gender or ethnic origin, there is often no legal defense against offensive behavior in the workplace. This behavior is consider very unprofessional and could cause you to lose your job. 3. Employee theft Conferring to a current analysis by Jack L. Hayes International, one out of every 40 employees in 2012 was found appropriating either money or stuff from their employer. Even more surprising is that these employees embezzle on average 5.5 times more than thieves do ($715 vs $129). Employee deception is also on the up rise, whether its check meddling, not documenting sales in order to affecting expense repayments. The respectable news from the ERC analysis is that most American employees and employers do the correct thing. The analysis shows that most of us obey our companys ethical standards of behavior, and we are eager to testify unlawful activity when we see it happened. However, for those of us who monitor ethical behavior in the business, there are some worrying tendencies in the ERC survey. The fraction of employees who knowledgeable some form of retribution for describing non-ethical behavior soared from 15 percent to 22 percent. Trust in the ethics of senior front-runners decreased from 68 percent to 62 percent. When it comes to the ethical business, we may be on a downhill slide (Philadelphia Business Journal, 2015). References: Philadelphia Business Journal, (2015). The 5 most common unethical behaviors in the workplace Retrieved From: http://www.bizjournals.com/philadelphia/blog/guest-comment/2015/01/most-common-unethical-behaviors-in-the.html The Huffington Post, (2017). Organizations Should Put Talent First In 2017. Retrieved From: http://www.huffingtonpost.com/ed-lawler/organizations-should-put_b_14323730.html