Leadership and Personality Research

Leadership and Personality Research Section One: Leadership Model Leadership is commonly identified as an art, yet slightly understood as a science in various literatures. Leadership is both a science and an art (Hughes, Ginnett Curphy, 2011). To define what art is, in the noble words of Gunter Grass, Art is accusation, expression, passion. Art is a fight to the finish between black charcoal and white paper (Taberner, 2012). Furthermore, to borrow an interesting description of what art is not, from Leo Tolstoy, Art is not, as the metaphysicians say, the manifestation of some mysterious idea of beauty or God; it is not, as the aesthetical physiologists say, a game in which man lets off his excess of stored-up energy; it is not the expression of mans emotions by external signs; it is not the production of pleasing objects; and, above all, it is not pleasure; but it is a means of union among men, joining them together in the same feelings, and indispensable for the life and progress toward well-being of individuals and of humanity (Tolstoy, 2016). From the above, I arrived to an understanding that leadership seems to be a grey area with various definitions and identifications. I believe leadership is within oneself, it is a process that requests various human skills transformed into mere instinct, which requires a sense of understanding in regards to a particular environment via observation and experimentation as to achieve a certain goal. Many leadership styles exist, lending itself to being explained through multiple metaphors without a one size fits all model. Although it was not an easy task to determine a single metaphor for a personal leadership model, I reflected on my own personal life. Having grown up in a family of farmers, I shall thus compare leadership to farming. Farming, as defined by the Cambridge English Dictionary, is an act of growing crops and/or keeping animals. A farmer can be thought of as a leader since they attend to the following activities: Planting/growing crops and raising/breeding livestock. Continuously attending to crops and feeding livestock. Finally collecting what the land or livestock have produced. Given the above activities, a sound farmer would be one that reasons with each and every considerable act of nature as well as promotes a sense of nurture to what they are attempting to achieve. There are certain acts of nature that cannot be foreseen such as weather conditions. At a time where technology was not around to predict the weather forecast, farmers took upon themselves learning and adapting to the environment, as it was crucial and necessary in constantly maintaining the wellness of the crops and livestock. There are more factors farmers face when considering the art of appropriate farming. Appropriate farming involves the management of three different activities, that are crops, livestock and off-farm enterprises. The decision-making process is relatively difficult as it encompasses the farmers use of their knowledge as to come as close as possible to fulfilling the goal they are striving to achieve (Norman, Worman, Siebert, Modiakgotla, 1995).[1] For example, their ability to manage and allocate crops away from livestock in order to achieve a balanced healthy environment on the farm is necessary, so as not all the crops are being fed on by the livestock and no t all the livestock are grazing throughout the farm. As farmers grow crops with a high-quality yield and cater to nurturing their livestock, similarly, leaders help in growing people and ensure sustainability and profitability to a business. The land and soil are the business culture, the climate is the market, the pests and diseases are then the competition (Tole, 2017). Leaders sow their values into the lives of others through the expression of attitudes, words and actions. Regardless as to where a leader may exist, be it at work, at home or in a community, the impact that individuals may have on your leadership, your business or organization requires attention as expressions are to be highly regarded by ones emotional instinct perceived from such interactions (Hale, 2013). Given the outline and understanding of the course this was witnessed by myself in the topic of Emotional Intelligence. I learned that we must partake in being in-tune with our emotions whilst dealing with others in and out of the workplace; attempting to understand the characteristics of whom we are dealing with as well as trying to relate to them to achieve a common goal. This has been evident whilst I recollected my personal observation of farmers attending to their land and livestock with much love, care and attention as to result in better productivity without dialogue. That alone is a magnificent skill to acquire. Leaders cultivate what they have sown by continuously connecting the dots between their words and actions. This is managed by living out or modelling what matters most to them about others, work, life and faith. Having such a practice put into effect tirelessly, is regarded to be like farming, since farmers weed/water the crops and feed/raise the livestock as to facilitate the full growth of crops as well as maintaining healthy livestock (Hale, 2013). Finally, leaders harvest what they have sown and cultivated (Hale, 2013). Like farmers, leaders allow themselves to celebrate their goals as well as reflect back on what they have generated or created per se. The act of doing so simply allows the leader to indulge themselves to progress together with their team as they exemplify success to themselves and continue working positively. Reflections, allow a leader to identify where they may have gone wrong and try to approach their harvest in a different manner yet more productive way (Miller, 2012). Similarly, with farming, the farmer would feel a sense of gratification as their goals of maintaining a healthy environment on the farm and the ability to sell their fresh produce as well as having high yields of growth, and a set of well-fed/raised healthy livestock. The farmers reflection to their creation would always require attention, hence identifying newer strategies to implement and put into action as to increase productivity and mak e more use of their resources to progress forward. The personal leadership model, highly relates to leading by example which is evident in the above section, as I mention exemplifying success in order to progress for both leaders and farmers. I can see it as a vital part of a famers life since each observation I can recall from my past allows me to identify most examples that these farmers could show rather than just point it out in words. I learned actions speak louder than words throughout the life I have lived thus far. This made me understand that not everything is settled by words and sometimes complete silence and the portrayal of an action is more than enough. Therefore, art is a very relevant topic when it comes to leadership due to the understanding of what art is and is not. Leaders are an amalgamation of various skillsets and knowledge. To better phrase what I previously mentioned, I believe farmers are leaders. In regards to my observations to the behaviours of multiple farmers, I can say they have acquired a high level o f emotional intelligence, have self-actualized their purpose, and yet are self-aware of their own actions towards tangible hard-to-communicate-with resources (i.e. land, crops and livestock). Effective leaders, are not always known to be good leaders whereas I believe farmers make good effective leaders due to the way they challenge the process of farming seeking opportunities to change, grow and improve their farms as well as define a model of life by behaving consistently in coordination to their associated goals. More-so the characteristics that are seen in farmers have a tendency of relying on growth and development. For example, their mere ability to encourage their competency in terms of adapting to the know-hows of running a farm as to sustain it, their integrity in acting honestly with the resources given to them as to harmonize the potential of a high level of productivity, their ability to carry on what they do in regards to their direction and the well-being of their resources and finally their vision that allows them to feel rewarded and celebrate their achievement in creating an healthy environment where all resources are put to work together to maximize grow th (Leadership, 2016). The leadership styles will vary from one style to another. The majority of styles witnessed in farming are realised to be situational, functional and moral in terms of understanding the importance of all the stages that are required to achieve the final goal. Situational comes into action whilst having to deal with unforeseen changes. Functional relates to the ways of dealing with the available resources such as the land, crops and animals in this scenario. Lastly, the moral approach comes handy whilst the farmers set to better the environment they are within by acting consistently, treating the livestock with care and provisioning a safe environment for their produce (Harvey, 2009). Section Two: Leadership Personality Assessment Self-leadership being the ability to lead oneself towards achieving goals. In understanding my purpose as a person, I became willing to work on self-development. My journey started with the growth of a need to depend on myself. Its emergence grew from self-education and the help of various others whom were regarded as leaders. I embraced my liking of leadership from certain role models in my life, starting from my family, later becoming certain icons of the past and present. I am grateful for having parents who shed the light of intellectualism and wisdom whilst growing up. Many of the lessons they taught me kept me progressing throughout life as well as catering to a greater understanding in identifying my percipience of others I characterised as role models. In the words of Jack Welch, Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others (Greenberg, 2012). Growing oneself is a lifelong process and so is leadership. It requires continuous assessment of skills and qualities, yet it helps in understanding the aims of life and co-ordinates the ability to set goals and realise potential. Personal empowerment and self-education allowed me to find greater self-confidence, self-awareness, self-management and a level of self-motivation to commit to tasks in life to reach a satisfying goal. John F. Kennedy once said: Leadership and learning are indispensable to each other (Kennedy, 1963). As I continued to grow, my path crossed with others. It is inevitable to have at least one friend or person to whom you cannot relate to or try and befriend, regardless of all stages in life. A person will eventually work with someone on a given task. This can be seen either at work, home or within the community. Given the fact that I have moved away from the home I grew up in, many obstacles came my way. I no longer lived in my comfort zone. My surroundings were new, the people within the community were foreign to me, I had to re-calibrate and learn more about the environment I was living in. Therefore, I took on setting more goals that would encourage my participation in this environment. This helped me acquire a sense in furthering my knowledge of teamwork as well as elevate my emotional intellectual instincts in accordance to the surroundings, yet not allow the surroundings change who I am. I remained true to myself, but I visualised a larger set of goals. Results from the psychometric tests are as follows: Myer-Briggs/Jungs Big Five, 16 personalities (ENFP Personality (The Campaigner) | 16 Personalities, 2017). I am an ENFP-A Appendix B. Extraverted, Intuitive, Feeling, Prospecting and Assertive. This suggests that I possess the personality of a campaigner and has the role of being a diplomat whilst utilizing the strategy of people mastery. Tony Robbins DISC (Robbin Research International, 2017). I have a moderately low Decisive, very high Interactive, high Stabilizing and moderately high Cautious personality Appendix C. In accordance to the DISC study, I seem to always build a comfort zone. This suggestively allows me to maintain my stress levels even when I am placed in a fast-moving environment due to my tendency to consciously think about modifying my behaviour. The Narcissist Personality Inventory (NPI-40 iLearn: MGSM, 2017). Score: 15/40 The lower the score the less narcissistic I am, as suggested by Raskin Hall. This simply states I have an average level of narcissism and is concluded in seven different facets. To my understanding from this test and the diagram available in Appendix D, various qualities have suggested levels of authority, self-sufficiency, superiority, exhibitionism, exploitation, vanity and entitlement that my personality tends to project. The high level of superiority indicates my senses of being of a high intellect whilst compared to the other tests. Personal observations in accordance to the above tests: My suggested personality is ENFP-A as per 16 personalities. The individual traits that were suggested showed a high level of extraversion, a high level of being intuitive, showing feelings, a prospecting character, and moderately assertive. The role as characterised by 16 personalities suggests I am a diplomatic campaigner who uses the strategy of people mastery. Results from the interviews: Interviewee 1 (the male participant), identified my personality to be ESFJ-A as per 16 personalities. The individual traits that were revealed by him showed a high level of extraversion, a moderate level of being observant, showing feelings, judging, and a high level of assertiveness. The role as characterised by 16 personalities suggests I am a sentinel consul who uses the strategy of people mastery. More-so, interviewee 1s completion of the DISC test further acknowledged a moderately low Decisive and very high Interactive personality, whilst concluding a very high Stabilizing and moderately low Cautious personality. Interviewee 2 (the female participant), identified my personality to be ISTJ-A as per 16 personalities. The individual traits that were revealed by her showed a moderate level of introversion, a high level of being observant, being practical, judging, and assertive. The role as characterised by 16 personalities suggests I am a sentinel logistician who uses the strategy of confident individualism. More-so, interviewee 2s completion of the DISC test revealed a well-balanced result that indicates a high average Decisive, a high average Interactive, a high average Stabilizing and a high average Cautious personality. Both interviewees were asked to come up with a list of six traits to help identify who I am to them. One listed the traits, whilst the other rated them from 1 10 (1 being the lowest, 10 being the highest). The results were fascinating to me, as I would have never actually considered them about myself. To conclude the results, I have found out that I possess certain characteristics of a natural leader. Given the above suggestions describing my person, I do realise everyone has potential of being a leader in their own way. I believe leading a good life and being a good person shows greatness; those are the first signs of true leadership. I embrace my strengths and work upon encouraging further strengths to emerge, yet I disregarded any mention of weaknesses. I believe everyone has weaknesses and implying them would discredit the ability of minimising them, yet understanding them may allow a person to bypass them. As once mentioned by Shusaku Endo: Every weakness contains within itself a strength (Scott, 2016). I envision my weaknesses as partially evident within my strengths and in bettering my strengths I can overcome any weakness. Therefore, the suggested strengths I have acquired can be further worked upon to better my being and indulge my sense of leadership. As for my efforts in bettering myself via personal development, I have set goals to improve the skills I lack in. Traits like social boldness and dominance as stated by the interviewees present in Appendix E will require some work to improve on, yet maintain and improve the rest of the other traits. Whereas from my own assessments, I would have to picture myself in being more assertive and find ways to identify my dominance as I never thought of myself as being someone who is well dominant, rather someone who is very competitive. References Cambridge English Dictionary. (2017). Meaning of farming in the Cambridge English Dictionary. www.dictionary.cambridge.org. Retrieved 13 March 2017, from http://dictionary.cambridge.org/dictionary/english/farming Greenberg, M. (2012). Six Qualities Leaders Need to Be Successful. Psychology Today. Retrieved 15 March 2017, from https://www.psychologytoday.com/blog/the-mindful-self-express/201204/six-qualities-leaders-need-be-successful Hale, R. (2013). Why Leaders are like Farmers. WellSpirit Consulting Group, Inc. Retrieved 13 March 2017, from http://wellspiritconsulting.com/why-leaders-are-like-famers/ Harvey, T. (2009). Leadership theories, leadership models and leadership principles. www.learn-to-be-a-leader.com. Retrieved 14 March 2017, from http://www.learn-to-be-a-leader.com/leadership-theories.html Hughes, R., Ginnett, R., Curphy, G. (2011). Leadership: Enhancing the Lessons of Experience (7th ed., p. 5). McGraw-Hill Irwin. Kennedy, J. (1963). John F. Kennedy Speeches John F. Kennedy Presidential Library Museum. www.jfklibrary.org. Retrieved 15 March 2017, from https://www.jfklibrary.org/Research/Research-Aids/JFK-Speeches/Dallas-TX-Trade-Mart-Undelivered_19631122.aspx Leadership. (2016). www.thepeopleindairy.org.au. Retrieved 14 March 2017, from http://www.thepeopleindairy.org.au/working-together/leadership.htm Macquarie Graduate School of Management (MGSM). (2017). iLearn: NPI-40 Narcissism Personal Inventory. ilearn.mq.edu.au. Retrieved 15 March 2017, from http://ilearn.mq.edu.au/mod/quiz/view.php?id=3829882 Miller, P. (2012). Self-reflection: the key to effective leadership. Todays Manager, Dec 2011 Jan 2012. Retrieved from https://works.bepress.com/peter_miller/133/ Norman, D., Worman, F., Siebert, J., Modiakgotla, E. (1995). The farming systems approach to development and appropriate technology generation (1st ed., p. 33). Rome: Food and Agriculture Organization of the United Nations. Robbins Research International. (2017). DISC Profile: Free Online Personality Strengths Test Tony Robbins. Tony Robbins. Retrieved 15 March 2017, from https://www.tonyrobbins.com/disc/ Scott, K. (2016). What is Your Biggest Weakness? Vistage Florida. Vistage Florida. Retrieved 15 March 2017, from http://florida.vistage.com/2016/11/30/what-is-your-biggest-weakness/ Taberner, S. (2012). Cambridge Companion to GuÃÅ'ˆnter Grass (1st ed., p. 167). Cambridge: ProQuest LLC. Tole, J. (2017). Why leadership is very much like farming. LinkedIn Pulse. Retrieved 13 March 2017, from https://www.linkedin.com/pulse/why-leadership-very-much-like-farming-jonathan-tole Tolstoy, L. (2016). What is art? (1st ed.). Bloomsbury Academic. Appendices       Appendix A: Appendix B: 16 Personalities: Personality type: The Campaigner (ENFP-A) Individual traits: Extraverted 61%, Intuitive 68%, Feeling 64%, Prospecting 53%, Assertive 63%. Role: Diplomat Strategy: People Mastery Summary: An extraverted mind that prefers groups activities, gets energized by social interaction and tends to be more enthusiastic, yet easily excited than introverts. A very intuitive individual who is very imaginative, open-minded and curious. Someone that prefers novelty over stability and focuses on hidden meanings as well as future possibilities. A naturally sensitive and emotionally expressive individual who tends to be more empathic and focuses on social harmony/cooperation. An assertive individual who is self-assured, even tempered and resistant to stress. Can refuse worrying too much and tends to not push themselves too hard when it comes to achieving goals as they believe goals will naturally come to them. Appendix C: DISC: Strengths: I have a large knowledge-base and a continuing appetite to learn more. I have the tendency to be friendly and easy-going whilst interacting with others. I possess the ability to focus on building my own skills and talents as well as assist others on building their own. I am modest rather than egocentric, yet can become more assertive when necessary. I have a desire to become the best that I can be, or an expert in a specific area. I acquired the ability to self-manage. Appendix D: Question 1 Two statements. Which best applies to you? Select one: a. I am much like everybody else. b. I am an extraordinary person. Question 2 Two statements. Which best applies to you? Select one: a. I am more capable than other people. b. There is a lot that I can learn from other people. Question 3 Two statements. Which best applies to you? Select one: a. I get upset when people dont notice how I look when I go out in public. b. I dont mind blending into the crowd when I go out in public. Question 4 Two statements. Which best applies to you? Select one: a. I wish somebody would someday write my biography. b. I dont like people to pry into my life for any reason. Question 5 Two statements. Which best applies to you? Select one: a. I am a born leader. b. Leadership is a quality that takes a long time to develop. Question 6 Two statements. Which best applies to you? Select one: a. People sometimes believe what I tell them. b. I can make anybody believe anything I want them to. Question 7 Two statements. Which best applies to you? Select one: a. I am going to be a great person. b. I hope I am going to be successful. Question 8 Two statements. Which best applies to you? Select one: a. I would prefer to be a leader. b. It makes little difference to me whether I am a leader or not. Question 9 Two statements. Which best applies to you? Select one: a. Being an authority doesnt mean that much to me. b. People always seem to recognize my authority. Question 10 Two statements. Which best applies to you? Select one: a. I can live my life in any way I want to. b. People cant always live their lives in terms of what they want. Question 11 Two statements. Which best applies to you? Select one: a. I really like to be the centre of attention. b. It makes me uncomfortable to be the centre of attention. Question 12 Two statements. Which best applies to you? Select one: a. I like to look at myself in the mirror. b. I am not particularly interested in looking at myself in the mirror. Question 13 Two statements. Which best applies to you? Select one: a. I dont care about new fads and fashions. b. I like to start new fads and fashions. Question 14 Two statements. Which best applies to you? Select one: a. I have a strong will to power. b. Power f or its own sake doesnt interest me. Question 15 Two statements. Which best applies to you? Select one: a. Compliments embarrass me. b. I like to be complimented. Question 16 Two statements. Which best applies to you? Select one: a. I will never be satisfied until I get all that I deserve. b. I take my satisfactions as they come. Question 17 Two statements. Which best applies to you? Select one: a. I expect a great deal from other people. b. I like to do things f or other people. Question 18 Two statements. Which best applies to you? Select one: a. Sometimes I tell good stories. b. Everybody likes to hear my stories. Question 19 Two statements. Which best applies to you? Select one: a. I sometimes depend on people to get things done. b. I rarely depend on anyone else to get things done Question 20 Two statements. Which best applies to you? Select one: a. I always know what I am doing. b. Sometimes I am not sure of what I am doing. Question 21 Two statements. Which best applies to you? Select one: a. I try not to be a show off. b. I will usually show off if I get the chance. Question 22 Two statements. Which best applies to you? Select one: a. My body is nothing special. b. I like to look at my body. Question 23 Two statements. Which best applies to you? Select one: a. I just want to be reasonably happy. b. I want to amount to something in the eyes of the world. Question 24 Two statements. Which best applies to you? Select one:

Comparing Mothers in Mother to Son by Langston Hughes and GIRL by Jamaica Kincaid :: Comparison Compare Contrast Essays

Mothers in Mother to Son by Langston Hughes and GIRL by Jamaica Kincaid In order to build a strong, grounded house a person must use brick and cement. A brick is used to build the house, but yet it is the cement that molds and keeps the house together and intact. A family encompasses the same basic rules and needs. The father is the provider for his family, sort of like the brick, but it is the mother who holds the responsibility of teaching right from wrong, and they are the ones who keep strong when everything else is going wrong. Now days there are many single-mother families and the father is non-existent. Therefore, a mother plays a very strong, dominant, and essential role in her family. Mothers always want their children to do right and most of all; want their daughters to be bright young women. In the poem "GIRL", by Jamaica Kincaid, a daughter is remembering all of the things her mother tried to advise her of. The girl in the poem is never given a name because the poem sort of symbolizes how all mothers are when their daughters are growing up. They try to teach them right from wrong. The mother recommends such things as, "don't squat down to play marbles-you are not a boy you know", "don't throw stones at blackbirds, because it might not be a blackbird at all", and, "on Sundays try to walk like a lady and not like the slut you are so bent on becoming". The mother is only trying to teach her daughter to carry herself in such a manner that is lady-like. In the end of the poem the mother suggests that the daughter, "always squeeze bread to make sure it's fresh". The daughter then replied, "but what if the baker won't let me feel the bread?" Her mother was in complete dismay by her daughter's response, "you mean to say that after all you are really going to be the kind of woman who the baker won't let near the bread?" Mothers feel that they do have a certain obligation to mold their children. The mother is frightened that after all she has taught her daughter she won't grow up to be a lady. The role of a mother is not only to distinguish to her children right from wrong, but are also there as a helping hand and guide.

Alcibiades Short

Alcibiades was born in 450 BC in ancient Athens. He was the child of Cleinias and Deinomache. Through his mother, Deinomache, Alcibiades belonged to a very wealthy and powerful family. Alcibiades himself first began to develop into a powerful figure through deception. He was offended when the Spartans overlooked him due to his youth and settled on a treaty agreement with Nicias and Laches instead. Alcibiades seized the chance to go behind the Athenian Assembly’s back by taking ambassadors under his wing and turning them against the Assembly as well.Soon after, Alcibiades was appointed General and began to threaten Sparta’s authority by grouping with other nearby states in the Peloponnese. However, this union was eventually vanquished in the Battle of Mantinea. Years later, Alcibiades was wrongly accused of destroying an important religious statue in Athens. Instead of standing trial, he ran away and was condemned to death because of this. To avoid death, Alcibiades join ed the Spartans as a military advisor and contributed very much to their advantage. Nevertheless, Alcibiades fell out of Sparta’s good graces after the retirement of his ally Endius.After a near-death experience in Sparta as well, Alcibiades fled to Persia and began making policy suggestions to Thucydides regarding the Persian court. However, Alcibiades secretly longed to return to Athens so he negotiated with the Athenian leaders for a long time and eventually returned, bringing Persian money and warships with him. Alcibiades was involved in many small wars, including the Battle of Abydos, Battle of Cyzicus, Battle of Aegospotami, and the Battle of Notium. It has been said that Alcibiades was an invincible general and an excellent warrior.However, The Athenians were defeated at the Battle of Notium due to Antiochus, who was the personal helmsman of Alcibiades, disobeying orders. Alcibiades was blamed for the blunder of Antiochus and forced to leave Athens. Alcibiades died in 404 BC and the cause of his death has remained uncertain. A common belief is that his house was purposefully set on fire and he ran outside to get even and attack when he was killed by masses of arrows. The information for this essay was obtained via http://en. wikipedia. org/wiki/Alcibiades

Life of W. Eugene Smith Essay - 1178 Words

William Eugene Smith was an American photographer who produced photographic projects that changed how photographs were portrayed. Rather than a photo being a photo, he told stories through his photographs, through a practice called photojournalism. His photographic projects depicted people in their everyday lives, but in different situations. The photographs he took did not hide anything that he saw from the audience no matter how graphic the scenery may appear to be. His photography methods differed from traditional methods, in that traditional photographs/photographic projects were a distortion of reality, so that it is more pleasing to the audience. Smith on the other showed what was actually going on in the world or wherever he was†¦show more content†¦An example was five photographs he took of the Labor Day motorboat races, which described the event in a narrative form (Hughes 12). In 1936, Smith graduated high school and attended Notre Dame University, where a special photographic scholarship was awarded to him (Magnum Photos). However, a year later, Smith left the university, and went to study at New York Institute of Photography. In the same year, 1937, Gene was hired to work for Newsweek, where his first two photo assignments were to photograph the Rockettes at Radio City Hall and the other project was to photograph a medical operation. Many of the editors and other photographers at Newsweek were impressed by Smith’s photographs, and he secured a job at Newsweek. His newfound employment fulfilled his goal of becoming a professional photojournalist. However, down the line he was to change the way he took photographs, which he obliged to at first; Smith was to use a larger camera, a tripod and the old fashioned open shutter technique whenever he needed flash (Hughes 49). 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Descriptive Essay Goodbye Dad - 1360 Words

The heels of my shoes were clomping against the smoky blue floor, and the overpowering malodour of musky medicines, infused me with a sense of fear and even disgust. The subtle yellow walls didn’t make me feel welcome, and every time I brushed passed them, they filled me with a repugnant anxious feeling. The hairs on my arms were sticking up, and a chill ran down my spine from the coldness occupying the hallways. I saw my father lay still on the crisp white bed sheets, and my mother stuck by his side, gushing out tears. Each step closer I took, the raging fire inside me was slowly making me crumble. I couldn’t bear to look at my mother’s saddened face, let alone the vanishing of my father. But I would not leave him without saying goodbye. I stroked my father’s hair in a final and optimistic attempt to restore the once healthy smile, but now his weaknesses consumed him. â€Å"Goodbye Dad, I have always loved you. Thank you for guiding me on my journey to a dulthood and success. Thank you for everything. Your heart was always filled with love and happiness, and your mouth always spoke great words of wisdom†¦and I swear I will live by them till my light fades away. I love you so much dad. Rest In Peace†. As mum and I drove home listening to the agonising pain of silence, the sunrays began to fracture from the thick morning clouds, slowly engulfing the open expanse with natural sunlight. Except, the only thing that was still waiting to be cast by a light, was the darkness thatShow MoreRelatedQuotes For Catcher In The Rye2003 Words   |  9 Pagesbad terms I want to know it will be the last time I’ll be there. I want to say goodbye to all the troubles and failures I found at Pencey before I can move on with my life. At first glance, Holden is trying to find closure about his short time at Pencey. He wants to let go of all his failures on his own term. Of course, the school is expelling him on their terms, but Holden wants to physically leave and say goodbye on his terms. At a deeper glance, however, Holden wants to feel some sort of clarityRead MoreAlternative Learning Systems9735 Words   |  39 Pagesa safe place for the students to connect personal experiences to sociological material. On the final day of class, after holding informal evaluations, both instructors hugged their students. Gretchen asked her students for permission to hug them goodbye, in an effort to not inappropriately exert her authority as an instructor. However, one of the students replied that of course she could hug them because ‘‘we do not have cooties.’’ Therefore, Gretchen’s attempt to be sensitive to their possible pastRead MoreW1 Active Adj14109 Words   |  57 Pagesauthor These frequency markers added to the headwords in the dictionary give users access to a wealth of information that can help the selection of the appropriate word or phrase in a variety of situations. Not only are the words and meanings given descriptive labels, for example formal or informal, AmE (American English) or BrE (British English), humorous, old-fashioned, but now they have the added information about relative frequency in spoken and written language. Take for example the verb book (inRead MoreFundamentals of Hrm263904 Words   |  1056 Pagesskills, responsibility, working conditions, and effort. 76 DID YOU KNOW? Chapter 3 Equal Employment Opportunity EEOC Reaches Out to Young Workers Remember your first job? The one where you received your first real pay that wasn’t from Mom and Dad? If you’re like most young workers, there’s a lot you probably didn’t know about the world of work at that point. Many young workers are shy about even asking how much they make per hour and find out only when they receive that first check. discussed

The Pathology Of Multiple Sclerosis - 1727 Words

The Pathology of Multiple Sclerosis Introduction Multiple Sclerosis (MS) is a neurologic disease that affects the Central Nervous System (CNS) through cellular immune response and the demyelination of CNS white matter (McCance et al., 2014, pp. 630–633). The initial causes of MS are unknown however, it is believed that it could possibly be due to an immune response to an initiating infection or an autoimmune response to CNS antigens on the myelin itself (Brà ¼ck, 2005) (Miljković and Spasojević, 2013). MS is a result of the degradation of the myelin sheath surrounding neurons and therefore disrupts the transmission of action potentials along these cells. MS can display itself in the form of symptoms ranging from muscle weakness to trouble with sensation and coordination (NHS, 2016). The degradation of myelin leads the body to attempt to remyelinate the neurons, a process that in turn leads to the thickening of the cell by glial cells and this causes lesions to form (Chari, 2007). 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Matching Personality to Jobs for Management - MyAssignmenthelp

Question: Write about theMatching Personality to Jobs for Management. Answer: Organizations devote significant amount of resources in the bid to establish and maintain an excellent fit between their employees and their jobs. This is because organizations have realized that some people are better suited to perform better at a certain job that others depending on their personality. There are numerous theories such as the Hollands theory and concepts such as big five personality traits which link an individuals personality and job performance. As per Robbins, (2017), person-organization fit can be defined as the agreement between the patterns and values of an organization and values of an individual in an organization. The culture of an organization influences the personality of employees regarding job performance. It is an open secret in an organization, different roles and tasks require a different set of skills and personal aptitudes which are tied to personality. Not every temperament can lead one to be a motivating leader, a front line customer contact or a specialist. It is imperative to understand that every position in an organization must be filled with a suitable personality trait. At present, organizations have realized the importance of personality in matching people to jobs (Daft, 2008). This paper focuses on the significance of personality in matching people to jobs vis--vis the theories and concepts that revolve around Person-organization fit. Benefits of Personality in Matching People to Jobs In this current era, most of the employees in organizations are fond of not staying for long because of being poached. Employees search for jobs which offer better pays and better work conditions while at the same time working for other organizations. This makes employee retention a major problem to most organizations. Instead of jeopardizing an organizations finances by offering employees large pay packs in the bid to retain them, allocating tasks and duties to employees which are in tandem with the personality will assist organizations have increased retentions rates (Daft, Kendrick and Vershinina, 2010). It is evident that when an employee clear fits to in a role and a companys culture, there is nothing that can drive such an employee away. Retention efforts should commence after the hiring of a new employee. Hiring the best person for a job is the first way to have sustainable retention efforts. With an effective job match system, retention cannot be a problem since it has been d ecided long before a hiring started. Matching peoples personality to a job ensures that there is an increased overall performance of a company. Currently, it is presumed that more of seventy percent of business leaders see retention and engagement as the biggest problems in organizations. It should be noted that creating the right workforce starts by building the right team which comes as result of right hiring where people's personality is matched to the job positions. In the process of building a team or filling a position, it is imperative that attention is paid to the personality traits that will shine in the roles of the job. This act is not only wise but also it is as important as considering training and skills of individuals. Matching the right skills and the right personality to a job position ensures that a company depicts a successful staff. As pointed out by Zichy and Bidou, (2007), matching an individual personality to a job makes an organization to thrive and be more profitable. Case in point, when an organization reduces the money spent on retention issues, a lot of money is saved which can be channeled to other programs aimed at expanding a business. With a job matching system regarding personality, an organization can capitalize on the human resources management. Consequently, when the right employees are hired for a job that suits their personality, an organization will save time and resources trying to motivate their employees since motivation comes out naturally. With such motivated employees new ideas which are good for an organization will be developed hence improving the overall performance of an organization. Turnover cost is aptly reduced when the jobs positions filled in accordance to a personality of individuals. Hiring individuals who can just fit a position due to qualifications is a temporary solution to a bigger and long-term problem. In this case, it will not be long until such an individual gives up that job to search for another in which an individual is comfortable with. This is extremely expensive for a company where a retention becomes costly for a company. Therefore, an organization should consider using a job matching system in the first hiring process to avoid costly retention problems. According to Robbins et al., (2013) more than sixty two percent of organization are using job matching systems when hiring. John Holland's Theory of Career Choice According to John Holland's Theory of Career Choice, careers are majorly determined by the interaction between the personality of a person and an organizations environment (Feller, Honaker, and Zagzebski, 2001). As per this theory, it is evident that people prefer jobs in which they are around people who are like just them. Individuals usually are in dire search of organizations which provides an environment that will enable them utilize their skills, abilities and can express their attitudes while at the same time tackle problems that come about their duties with ease (Miller and Bass, 2003). John Holland's Theory of Career Choice is depended on the fact that peoples personality falls in six types of personalities. People with a realistic personality are fond of working with tools and machines and repelled by social activities such as teaching. Investigative personality is one that ties an individual who is fond of problem-solving and avoid leading and directing people. Artistic personality is one that depicts creativity especially in arts, and people who fall in this type of personality do not like highly ordered or perform repetitive activities. People who fall into social personality see themselves as helping and trustworthy people and they are also good at giving information. People with an enterprising personality like to lead and persuade people while those with conventional personality are orderly and are good at setting plans. Personality encompasses a persons relatively stable feelings, thoughts as well as behavior patterns. Every individual has a different personality that makes everyone to be different from the other. When one understands a persons personality, is the surest way of having clues about how a personality can be able to behave in a variety of situations. Having this knowledge is imperative for organizations as they can be able to understand the big five personality traits that encompasses neuroticism, conscientiousness, extraversion, agreeableness, and openness (Klimstra et al., 2012). Openness refers to the extent in which an individual is curious, creative, original and intellectual. Those who are endowed with openness can be valuable to an organization as they are flexible and they can learn new things very fast. They are highly motivated to acquire news skills and perform well in a training setting. Conscientiousness dictates the degree to which a person is punctual, organized, systematic, dependable and achievement-oriented. People with this personality are valuable to organizations as they are highly motivated. Extraversion is a personality trait that explains how a person is sociable, talkative and outgoing. This type of people is effective at work since they can enjoy creative friendship. People with Agreeableness as a personality trait concerning how a person can get along with others. Those with high degree of Agreeableness make great leaders and they can create a fair environment for everyone. Lastly, neuroticism refers to the extent to which a person is moody temperamental and irritable. People who depict high levels of this personality are hard to maintain a good work relationship with others. In closing, the ability to effectively match a persons skills and personality to a specific job is vital for any organization. If at all an organization is facing a dynamic and changing environment, then it is imperative that such an organization hunt for employees who can easily change tasks and maneuver easily within teams. With references to John Holland's Theory of Career Choice and big five personality traits, an organization which get the right type of employees makes an organization to be competent and register a high performance. References Daft, R. (2008).New Era of Management. 1st ed. Cengage Learning EMEA, p.572. Daft, R., Kendrick, M. and Vershinina, N. (2010).Management. 1st ed. Cengage Learning EMEA, p.544. Feller, R.W., Honaker, S.L. Zagzebski, L.M. 2001, "Theoretical voices directing the career development journey: Holland, Harris-Bowlsbey, and Krumboltz",The Career Development Quarterly,vol. 49, no. 3, pp. 212-224. Klimstra, T.A., Luyckx, K., Germeijs, V., Meeus, W.H., J. Goossens, L. 2012, "Personality Traits and Educational Identity Formation in Late Adolescents: Longitudinal Associations and Academic Progress",Journal of Youth and Adolescence,vol. 41, no. 3, pp. 346-61. Miller, M.J. Bass, C. 2003, "Application of Holland's theory to a nonprofessional occupation",Journal of Employment Counseling,vol. 40, no. 1, pp. 17-23. Robbins, S. (2017).organisational behaviour in Southern Africa. 2nd ed. Pearson South Africa, p.108. Robbins, S., Cenzo, D., Coulter, M. and Woods, M. (2013).Management: the Essentials. 1st ed. Pearson Higher Education AU, p.224. Zichy, S. and Bidou, A. (2007).Career Match: Connecting who You are with what You'll Love to Do. 1st ed. AMACOM Div American Mgmt Assn, p.26.