Personal Reflection Of Personal Values In An Organizational Behavior

The book selected for the assignment is, ‘Be a people person: Effective leadership through effective relationships,’ by John C. Maxwell. Mr. Maxwell is an author, speaker, leadership expert who is internationally recognized and a pastor. He wrote books on leadership (The John Maxwell Company, n.d.). He has a doctorate in ministry and started his career as a pastor. After 14 years of preaching the word of God, he devoted himself to speaking and writing. He became a religious leader (Christian Books Previews, n.d.). Maxwell has recognized the role of interpersonal relationships in making and breaking a leader. He has also realized the importance of developing personal skills from the people (Victor Books, 2002). In his book, Maxwell explains how a person who follows can turn to a leader by connecting with people and relating to them from a biblical perspective. The author places 50 percent emphasis on others, 25 percent on self and the remaining 25 percent on God in his approach to the followers (Barnes and Noble, n.d.).

What are values and how do they relate to the other terms identified in the introduction? An investigation from multiple sources agrees that values are the motivations and behaviors used to determine priorities of what one sees as important in life and work (MindTools.com, 2017; Atkins, 2017; Value, n.d.). Applying this definition to the values I hold include a list of characteristics that define how I desire to represent myself. First, commitment to my principles, which my faith as a Christian

Personal values and professional values run parallel in the social work field. Recognizing and managing your personal values while working with clients is an important task. Concentrating on your professional values is required for a social worker to assist her client to the best of her ability. During my internship there have been a number of cases that I have had to practice managing my personal values.

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.

The results from the IPIP Big Five Factor Markers showed I am classified as a Factor 1, who is extroversion, outgoing, and social. To explain it further, I am a person considered sociable, talkative, assertive and easily excitable. Scoring high in extroversion often means I seek out social and inspiration and opportunities to participate with others. Moreover, I am characterized as being full of like, energy and positiveness, which I happen to agree with.

Did you learn something about yourself that you didn’t expect? What is important here is your ability to be able to identify the values that are important to you.

Through these nine key concepts, Dr. Grudem illustrates how a variety of business techniques, when implemented in a Godly manner, allow those to pose certain characteristics of God. Grudem isn’t naïve, though. He does, after all, explain that in every aspect of business there are multiple layers of opportunities to give glory to God, as well as multiple temptations to sin (Grudem, 2003, p. 17). He is also aware about the easy ways these activities can be perverted and used as a means to sin ("Business for the," 2003). This book is tailored to echo God’s glory in relation to correlation with employees, co-workers, customers, and other businesses involved in the business unity. Furthermore, it does not only promote a positive impact within the business realm, but also in the personal realm of one’s life in business.

“Integrative Approaches to Psychology and Christianity, An Introduction to Worldview Issues, Philosophical Foundations and Models of Integration” is a book written by David N. Entwistle that offers insight and awareness to the relationship between psychology and theology. Psychology and theology share a common interest in the nature and purpose of human beings. This book introduces worldview issues and a philosophical source that provides a framework of the relationship between the science of psychology and Christianity. This book increases awareness that the assumptions we all make concerning both psychology and theology can led to misinterpretations and confusion. According to Entwistle (2010), the primary intention of this book is to help readers understand the issues that form integration and how integration can be applied and experienced in individual and corporate life.

Another important thing to examine carefully are moral choices. If moral choices are not examined, people will choose only what benefits them in the short term and not follow hedonism. Hedonism is a doctrine that states that pleasure is the only intrinsic good in humans and it is our moral obligation to strive to reduce pain and increase pleasure in themselves and others. 3 A student who slacks off on their homework may benefit in the short term by having free time to do as they please, but are putting their long term interests at risk. The student has not thought about how their lack of effort will affect their grades and whether or not they will have enough marks to get into a university or college.

We all have our own values, beliefs and preferences it makes us who we are and what we believe in. We all have different life experiences and that may not be the same as others, the way we think, the way we work, the way our believes and values are recognised. However, you may come across work colleagues and service users whose view or methods of working you do not agree with. This could be just not simply understand the way in which these view or methods transcribe within the work place along with the service you are providing. These disagreement or conflicts could easily arise when your personal views/values are not agreed by others (service users/work

In this season of my life, I find myself residing in the most opportune time to reflect on my managerial competencies, as my surrounding environment in which I now lead and manage, has taken a dramatic shift. The eight roles identified by the Competing Values Framework that are essential for effective management, do not make the smoothest transition from a multi until store manager in a retail environment, to a Director of Children’s Ministry in a religious institution. The competencies in which I excelled in Corporate America, I find are not the strengths I need to tap into to find success in my new role. Therefore, in order to achieve the vision of what comparable success is in my new role, I need to build on my competencies that display weakness in regards to the Competing Values Framework that will be the defining factor of my success or failure.

The Value Percept Theory argues that job satisfaction depends on whether a job supplies the things an individual value most. Overall satisfactions derive form combined levels of satisfaction from various elements of an individual’s job, whether it’s: pay, promotion, supervision, coworkers, or the work itself. Job satisfaction is based on cognitive and affective components, which is evaluated by what an individual thinks about the job, and how they feel. Cognition evaluation is based on experiences, weighing different aspects of a job; as affect is a reaction of the job, which can fluctuate based on moods and emotions. Level of dissatisfaction is measured by the difference between what one has and what one wants, and the level of importance of that facet to the individual. Statistics have proven, that supplying individuals with what they value, will increase the chance of better performance, which has a high correlation with an individual’s affective commitment with the organization.

According to my IPIP-NEO narrative report I am a very independent, outgoing, calm, and curious person. My comprehensive report shows that I am: high scoring in openness, conscientiousness, and extraversion, average scoring in agreeableness and low scoring in Neuroticism. Raking in the 82nd percentile, extraversion was my second highest scoring trait. This means I am pretty outgoing, extraverted and love people. This is evident my scores of 89 in friendliness, 84 in assertiveness and 75 in activity level. Despite my high score in extraversion, I am on the lower side of average in the excitement-seeking facet with a score or 33. This means that even though I might like a little hustle and bustle and take charge I wont take to many risks and don’t always need a thrill to be satisfied.

In the years that have passed, I have witnessed countless leaders holding management rolls that simply failed to personally model their expectations. Simply holding a title given will not earn you the respect you need to be a successful leader of an organization or group.

Continuing the course through my leadership development, I became more knowledgeable about myself and the skills needed to be leaders. During the lecture about morals and value, I begin the day listening to a fantastic presentation by my classmates regarding the material. In that, ethics are a principle of right conducts or a system of moral values. After that, the lecture emphasized upon values which are a construction of behaviors that a person finds valuable towards their life. We delve deeper into terms like moral justification highlighting unethical practices to be acceptable for a higher purpose and ethical dilemmas. Through that discussion, I begin to question what were my values in life. Is it living a fulfilled life or becoming successful in my field? The professor then hands us a sheet telling us to list the most important quality we find important. Looking at the handout, I see competence which relates to me pretty well. However, I also found a multitude of values that I found valuable like Autonomy, Work-Life Balance, and Recognition. Having to choose between five of the values, I selected the values above along with Time-Off and Science. Having to now distribute $1000 to each value, I became conflicted about each of the chosen values. Through a tough decision, I made a final choice and thought to myself if that is what I wanted. Then, the professor created an auction for each of our values. As each of the values get picked, I realized that many of my other