How Individual Behaviors Affect The Overall Health Of An Organization

In Virtuous Minds, Phillip Dow helps the reader understand what it means to love God with all of their minds. Dow does this by giving the reader a list of seven intellectual virtues, which can be performed in good or bad ways. Some may choose the path of cheating, arrogance, laziness, or cowardice, but Dow hopes this book will provide an option for recovering intellectual character. He splits the book into three separate parts, part one defines the seven intellectual virtues, while part two presents the awards that will come with these virtues, and finally part three provides the reader with a series of steps to reach this character.

Each of us possess personal characteristic strengths that makes each of us unique. As individuals these strengths allow us to add value to all of our relationships both personally and professionally. For many of us, we can recognize the characteristics and how they add value to lives, unfortunately though many of us will struggle voicing these strengths openly during job interviews, performance evaluations, or team meetings. One of the first challenges is to understand that we are all lifelong learners and it is through these experiences that we develop these strengths which allows us to become an essential part of a relationship whether it is a personal or professional relationship. As within the realm of a Human Resource Professional the ability to recognize these strengths in people we must also recognize them within ourselves so that we may leverage those skills to advocate for both the employee and the organization. Throughout my life, my strengths have tended to gain more clarity and centered on my profession because form many of the majority of our time is spent there. Some of my personal characteristics that will bring value and strength to any organization are: organization, communication, the ability to be discrete and ethical, conflict management/problem solving and change management. As in many organization HR management requires a very orderly approach. Throughout my

In the book Practicing Greatness: 7 Disciplines of Extraordinary Spiritual Leaders, by Reggie McNeal it examines the need for strong spiritual Christian leaders in today’s society. McNeal looks at the good and bad characteristics of a leader in order to help leaders understand and develop the characteristics needed in one’s own life to be a good leader. McNeal states “we are desperate for great

Through this assignment, we will examine individual traits and how they integrate into organizational behavior. This project is conveyed from the first-person based on my personal experiences and results based on my answers from the “Project 2 Assessment” from McGraw Hill Connect. From the information gathered we discuss in three-parts, my personality triats, working with others, and my experience within an organizational setting. My paper will culminate by discussing my personal reflection of my strengths and weaknesses regarding the engagement of the Holy Spirit through them.

This is a study about one’s ethical and moral behavior and Christian World View as related to personal and professional growth and development. This study examines my personal views of moral behavior and Christian World View as it relates to my expectation of what a manager in a leadership position should posses and why. Growing up in a African-American Baptist church and ultimately landing in a diverse Christian Church has shaped my life and viewpoint when it comes to values and beliefs. There are 5 characteristics that I believe a Manager should possess: Authenticity, transparency, empowering, trustworthy and competence. These five characteristics help to build rapport and trust in a manager, which are good qualities to possess when leading a team.

After researching 80,000 interviews that were conducted by Gallup during the past 25 years, the authors gathered all of their observations. There are four keys that the authors and basketball coach Phil Jackson believe are a key to becoming a great manager. One is finding the right fit for employees, the second key is focusing on strengths of employees, the third key is defining the right results, and the last key is selecting employees for talent, not just knowledge and skills. This book suggest certain methods for helping employees do better on the job. Good managers tend to spend more time with their better performing employees than with their employees that do not perform as well. They hire employees for their talents rather

It is often said that a chain is only as strong as it’s weakest link. The health and productivity of a company determined by each individual’s ability to overcome his or her weaknesses, and management’s capacity for nurturing the best characteristics in people. In other words, it’s a two way street. What comprises a weakness or strength in a professional environment is its power to weigh down or boost the company’s ability to reach their goal. A personality is the collective and prevalent characteristic that navigates a person’s actions.

In this team paper, our group’s focal organization is Legacy Health and the focal Organizational Behavior topic is Feedback. This paper will cover not only how this organization handles feedback and our recommendations to improve upon our findings, yet will cover the importance of feedback in the healthcare industry. In an attempt to understand how feedback is used at Legacy, three interviews were conducted and each interviewee was asked roughly the same questions. The findings of this research and the interviews have given insight into good practices and practices that need improvement within the organization of Legacy Health.

Beliefs influence growth without condemning others. When resorting back to the family’s method of motivational theories in biblical scriptures and passages, Albert Einstein quote, church ceremonies, and gospel songs as ways to prepare, restore and uplift the spirits to refrain from being discouraged. Rev. James Cleveland gospel music provided community with a sense of unity and trust (Leach, 2016). To become overcomer in a world that evolves by achieving goals and staying true to the instilled beliefs and values. The mechanism of inner knowledge creation (IKC) of shared values exemplified theoretical model having directness to others' perspectives. (Corner, & Pavlovich, 2016). Respecting other as human beings, treat individuals with dignity, make moral decisions, and showing gratitude in the mists of an unsettled

A modified version of the Big 5 Personality Test was taken to assess my weaknesses and aptitudes for leadership. The test was designed to analyze 45 aspects of personality, such as listening skills, emotional stability, communication skills, critical thinking, motivation to lead, and conflict management styles. My answers suggest I have significant room for improvement in the areas of assertiveness and consideration for others. Conversely, my test results suggest I have significant strengths in the areas of emotional stability and critical thinking. The assessment appeared to adequately reflect my personality based on my own self-perception. Lessons learned from both the assessment and course material were integrated, which facilitated deeper critical thinking in the subjects of organizational behavior and leadership skill development. Finally, the subject of organizational behavior was discussed as it pertains to biblical teachings.

Back in chapter 1 of Barna’s text was the term undeniable inclination or the eagerness to lead because of one’s makeup (Barna, 1997). After arriving at a general understanding of this term, I began to question many of my motivations for wanting to become a servant leader. I also questioned whether or not my call was genuine or if it was based upon my own prideful imagination. If anything, the discernment provided by this course has made me come face to face with the issue of pride, especially by way of communication. While I can be boastful there is also the fear of man to contend with. Pride has lead to the fear of proper witnessing before others. I find myself with difficulty declaring certain truths and openly praying out of fear of embarrassment or confrontation. God is the great comforter and protector (Isaiah 51:12), with Him, fear should be factor less.

I will encourage others using words of observation and words of testimony. I will observe what makes others special and what I perceive their strengths to be. I will initiate a dialogue of encouragement citing my observations and sharing my testimony of how I overcame a tumultuous childhood with God’s

Everyone has their strengths and weaknesses, and we all can improve on both of them. In my workforce, at CentraState Hospital, I am an outstanding intern, but can always find room for improvement. Some of the strengths I need improvement on would be my communication skills and my ability to manage more than one task at the same time.

It takes you a longer time to rectify a weakness so use that time to get stronger. One should focus at what they are apt in and not on improving from incompetence to mediocrity. Once you find your strengths, word hard on improving them and ensure that you are properly using them in your workplace. You are being prepared by recognizing your strength and using that in a favorable time to get positive results.

After analyzing our results from the survey, the researchers can assign theories attempt to explain how specific factors can impact their organizational behavior.