Behavior and Individual Success

Behavior and Individual Success Title of Assignment: â€Å"How Behavior Impacts Individual Success† Everyone seeks to be successful, but not everyone accomplishes this goal. There are those of us who understand that success stems from our individual behavior and there are those that refuse to understand this concept. Behavior drastically affects ones individual success and there are several factors to point out when speaking of this. Successful individuals know that the foundation of personal and professional success lies in understanding yourself, understanding others, and realizing the impact of personal behavior on others. The first thing to understand when speaking of behavior and individual success is that how you behave stems from your childhood or how you were raised. It comes from understanding where you are from and then transforming that into where you want to go. For some of us, this is easy, because we come from very successful families and have been taught nothing but success, since we can remember. For others, this can be extremely difficult, because you come from a very unsuccessful family and lived in an unsuccessful community. Therefore, you have to train your mind to think differently then how you were raised. Never the less, regardless of where you came from, there are far too many successful individuals that have conquered all types of backgrounds. Everyone has a different definition of success, but the key to being successful is understanding what you define as success. For some of us, success is being a stay-at-home housewife, successfully raising your children. For others, success may be teaching or counseling. To others, success may be defined by the amount of education you achieved. You may feel that you have to get your doctorate degree, because everyone else in your family has done the same. No one can determine what success is to you, but you. There are far too many of us living unhappy lives, because we are successfully doing something to make someone else happy, which means that you are unsuccessful to yourself. â€Å"We talk frequently about the critical few behaviors that individuals need to change, but we should talk even more about our belief in the rights of those individuals to be free from others defining the keys to their success for them† (Lattal, 2003). One of my favorite sayings that my grandmother taught me is to â€Å"watch the company you keep.† Individual success can be greatly affected by the people we associate ourselves with. If you are hanging around negative people, you will be seen to be negative. It is very important to pay close attention to the company you keep. When it comes to being successful, you should want to associate yourself with successful people. This all stems from what you define as success and most of us define success as making above and beyond what is needed to care for our loved ones. Goldsmith claims that groups are a characteristic of all social situations and almost everyone in an organization will be a member of one or more groups (2003). Once you land a job with any company, it is very important to pay attention to informal groups. As mentioned by Gibson, Ivancevich, Donnelly Konopaske (2009), informal groups are formed as a consequence of employees actions and develop around common interests and friendships. These types of groups can be dangerous when trying to obtain success. Because the people within these groups are normally friends, its sometimes challenging to see how one person within the group is negatively affecting the group overall (p. 10). At my current job, Ive seen several people that were qualified for a promotion, but did not receive it due to the informal group they were a part of. The main point of this is to understand that there is always a leader watching what everyone is doing, and these leaders are the ones that make the decisions for promotions. When it comes to individual success, we sometimes have to monitor these type of behaviors. In most cases, we all want to have the highest role within our current position, which normally leads to management, but managers have to understand formal and informal groups to obtain and retain their position. This is where mentoring comes in to play with becoming successful. No matter what your definition of success is, there is someone that has already become very successful at that skill. Those that have challenges at becoming successful seek to find a good mentor that can help guide them into learning the skills needed for success. Even those that are already successful sometimes seek to have a mentor, because one can always become more successful. â€Å"In work organizations, a mentor can provide coaching, friendship, sponsorship, and role modeling to a younger, less experienced protà ©gà ©. In working with younger or new employees, a mentor can satisfy his or her need to have an influence on another employees career† (Gibson, Ivancevich, Donnelly Konopaske, 2009, p. 45). Using myself as an example, my career tremendously grew once I was advised by a mentor. There were things about myself that I didnt even realize could affect my career, the main thing being that of the involvement within informal groups. After being mentored, Ive mentored several new and younger employees, helping to prevent them from making the same types of mistakes. As with any other relationship, one has to be careful when mentoring, but it can provide a sense of being a part of the community; because youre helping someone else to be as successful, if not more successful than you. There are those that have mastered obtaining a specific behavior to become successful, but that behavior is not a part of them. This can be easily related to people in the sales industry. There are several people within my family that are extremely successful at selling, but that does not define who they are. They have learned how to portray a certain behavior to reach the goals they want. When they leave work, they are back to their normal selves, but how they behave at work defines their definition of success. If behaving a certain way brings in the funds, then this is how they will continue to behave. This can assist several of us in becoming successful, but trying to behave in a manner that is not yourself, can be very difficult for most. â€Å"The more we believe that our behavior is a result of our own choices and commitments, the less likely we are to want to change our behavior. One of the best-researched principles in psychology is called cognitive dissonance† (Goldsmith, 2003). This simply means that the more we genuinely believe that something is true, the less likely we will be willing to change that belief. My family members believe that behaving a specific way to obtain sales has made them successful, so they cant see behaving any other way. Goldsmith mentioned that their commitment encourages them to â€Å"stay the course† and to not â€Å"give up† when â€Å"the going gets tough†. This same principle can work against successful people when they should â€Å"change course† (2003). There are several things to pay attention to when trying to become successful. We are normally our own worst enemy, because we overlook the behaviors that may be negative to constantly see ourselves in a positive manner. â€Å"Some of the personal individual attributes that we need to observe and control include our achievement attitude, emotional temperament, energy level, intellectual factors, material traits, maturity level, philosophical attitudes, physical features, risks actions, and task performance† (Taylor, 2006). All of these attributes work together to define ones version of success. Even if youre a stay-at-home mother, you have to learn these attributes before you can be fully successful at that job. The last thing to focus on when speaking of how behavior can impact success is to mention job satisfaction. Job satisfaction is an attitude that individuals have about their job. It results from their perceptions of their jobs, based on factors of the work environment, such as supervisors style, policies, and procedures, work group affiliation, working conditions, and fringe benefits† (Gibson, Ivancevich, Donnelly Konopaske, 2009, p. 106). It is extremely difficult to be successful if you dont like the job youre doing. A great example of this would be teachers. We are all aware that most teachers are underpaid for the job they do. At the same time, they teach, because they enjoy helping people learn. Therefore, success is defined by their students growing up to be successful and not by the amount of money they make. There are several of us that work in jobs that we arent satisfied with. When one understands how behavior impacts success, they understand the importance of learning all they can within that current job. At the same time, they take the necessary steps to land a new and even better job. But by not allowing that negative situation to overcome them, they normally become even more successful in the new job. In conclusion, there are several factors that play into behavior and how it impacts success. The main thing is to define what success is to you. Once you have mastered that definition, you have to figure out the steps and attributes needed for you to become successful. We sometimes need help with this and that cant be overlooked. If a mentor will help you, take the help. There is always someone that has succeeded in what you want to do. It is important to study what they did to become successful and try to make the necessary adjustments. You cant be just like them, but you can learn how to be as successful as them. References Gibson, James L., Ivancevich, John M., Donelly, James H., Jr., Konopaske, Robert. (2009). Organizations Behavior, Structure, Processes. Boston: McGraw-Hill Irwin. Goldsmith, Marshall. (2003). Helping Successful People Get Even Better. Business Strategy Review London Business School. Lattal, Darnell, Ph.D. (2003). PMezine The Performance Management Magazine. The Science of Success: Creating Great Places to Work. Retrieved October 11, 2009, from http://www.pmezine.com/?q=node/8. Okolo, Sidney. Ezine Success Articles. Success Depends on Individual Attributes. Retrieved October 11, 2009, from http://ezinearticles.com/?Success-Depends-on-Individual-Attributesid=1062550. Taylor, Michael. (2006). Associated Content Lifestyle. How Your Personality Affects the Success in Your Life. Retrieved October 11, 2009, from http://www.associatedcontent.com/article/90301/how_your_personality_affects_the_success.html.

Basque and Kosovo: A quest for freedom

In the latter part of the 1990’s, the region of Kosovo gained international media attention when the armies of Serbian President Slobodan Milosevic were deployed with the purpose of crushing the desire of the majority Albanian initiative for independence (BBC News 4, 2006).In the chronology of the 20th century, the two opposing sides in the country, Serbs and the native Albanians, had launched attempts to wrest control of the volatile region (BBC, 2006). Yugoslavia was then known as the Kingdom of Serbs, Croats and Slovenes before the onset of the First World War (BBC 3, 2008).In 1929, the state was reconstituted to the name Yugoslavia (BBC 3, 2008). Though an ethnically diverse autonomous state, tribal irritation was still very prevalent (BBC 3, 2008). During the leadership of Josip Broz Tito, the province of Kosovo and Vojodina was accorded autonomy by the government (BBC 3, 2008). But after Tito’s demise, the country began to disintegrate (BBC 3, 2008). It should be noted that the Serbians constituted only a small fraction of the entire population, the province of Kosovo was held in high reverence by the Serbs (BBC 4, 2006).To the Serbs, Kosovo was the bassinet of the heritage, erudition and their identity (BBC 4, 2006). In the constitution of the former Yugoslavia, the fundamental law set the parameters of the state of Kosovo as a semi-independent province of Serbia (BBC 4, 2006). The movement for independence began to gain stem in the 1980’s with the demise of then Yugoslav dictator Josip Broz Tito (BBC 4, 2006). The portents of trouble in the Kosovo province started in the powder keg town of Mitrovica (BBC 1, 2008).Two hand grenades were lobbed at the two world bodies’ buildings (BBC 1, 2008). The first grenade exploded in the vicinity of a United Nations edifice, the other failing to explode at the new offices of the European Union delegation (BBC 1, 2008). In the former Yugoslav capital city of Belgrade, protestors hurled roc ks and destroyed windows in the United States embassy office as crowd control forces attempted to defend against an estimated 1,000 protestors (BBC 1, 2008). The US embassy was not totally caught off guard (BBC 2, 2008).The American diplomatic building was empty at the time the rioters began their assault on the complex (BBC 2, 2008). Many foreign states had been wary that the security authorities in the country would do much of anything to try and establish control of the situation (BBC 2, 2008). The primary factor that became the trigger in the minds of the protesters was by twin events (BBC 2, 2008). First, the rioters were incensed by the promulgation of the Kosovo province of their independence (BBC 2, 2008).The other was the rapid action of the United States and many other countries to officially recognize the new nation (BBC 2, 2008). In a moment, history was made for the people of Kosovo (BBC 1, 2008). Premier Hashim Thaci declared that the new independent nation would be fo unded on respecting the rights of all native groups in the province (BBC 1, 2008). In the 1990’s various movements for the securing of independence was established on the principles of non violent aggression (BBC 4, 2008). In 1991, tribal Albanians leaders had on its won declared independence for their state (BBC 4, 2008).In the summer of 1998, many Albanians were beginning to stage protest actions against the authority of Serbia (BBC 4, 2008). As the increasing protests grew, Milosevic sent police and army contingents in the region to destroy the independence movement (BBC 4, 2008). 1999 saw the international trying to broker and finalize an accord for the restoration of order in the troubled region (BBC 4, 2008). The accord was accepted with reservations by the tribal Albanians but was turned down by Serbian leader Slobodan Milosevic (BBC 4, 2008). Basque: protecting a language and a way of lifeIf the struggle in Kosovo was centered on the conflict of losing a cultural and national center, the Euskera-speaking Basques have been trying to defend their use of their language (BBC 5, 1999). For many millennia, the people of the Basque region in Spain have focused the main primer of their struggle on the preservation of their language and culture (BBC 5, 1999). But the history of the Basques as a people has been a mystery to many (BBC 5, 1999). Even their language, Euskera, is not connected with any of the Indo-European language groups spoken in the rest of European continent (BBC 5, 1999).Not only is the preservation of their native language at the core of the struggle of the Basque people, but also its defense (BBC 5, 1999). When democracy was revived in Spain after the 1975 demise of Spanish dictator General Francisco Franco, the language has since began to thrive and flourish (BBC 5, 1999). Of the estimated 2. 5 million Basques, Euskera is spoken by 30 percent of the population (BBC 5, 1999). An overwhelming majority of Basque children take up the lang uage at schools teaching Eukera (BBC 5, 1999). The earliest history of the Basque people pictures them as hardy and belligerent warriors (BBC 5, 1999).They fought off many invading armies from their territories (BBC 5, 1999). This they accomplished against the mighty Roman Empire, the ferocious Vikings and the Germanic tribe of the Visigoths, as well as Muslim trespassers (BBC 5, 1999). Hence many of the invading forces chose to steer away from the region (BBC 5, 1999). Also, Basques have developed the image of fearsome fisher folk (BBC 5, 1999). They were believed to have constructed vessels that they used to travel large swaths of ocean to fish for whales and cod fish (BBC 5, 1999).It was also believed that the Basques landed on the North American continent centuries before the discovery of the continent by Christopher Columbus (BBC 5, 1999). Ironically, a great number of the crew of Columbus’ ships was comprised of Basques (BBC 5, 1999). The struggle for an independent hom eland began during the incumbency of Spanish strongman General Francisco Franco (BBC 5, 1999). In the Spanish Civil War during the 1930’s, the Basques opposed the Nationalist armies of Franco sent to crush them (BBC 5, 1999). In anger, Franco declared the regions and its provinces as renegades (BBC 5, 1999).Franco found the task of crushing the nation difficult, and this is where the armed schismatic group, the ETA, or Euskadi Ta Azkatasuna, was formed (BBC 6, 2008). The ETA began as a student protest group in the 1960’s fiercely opposed to the stifling military rule (BBC 6, 2008). During the rule of General Franco, the Eureska language was interdicted, their unique culture was outlawed and members of the academe were incarcerated and persecuted (BBC 6, 2008). In the ensuing years of the struggle of the ETA, 820 people, many of them members of Spain’s police and politicians at odds with the demands of the ETA (BBC 6, 2008).Both the Basque state and the region of Catalonia have more than just their standing being components of Spain (Jason Richard Young, 2008). These two entities also want to have a greater separation from that larger political body (Young, 2008). The history for the drive of independence in the Basque region originate in the 7th century, with the Catalonia cause coming in at around the 10th and the 13th centuries (Young, 2008). How are they similar with the Yugoslav independence movement? Both of the movements in Spain and Yugoslavia were floundered nationalism (Young, 2008).Both of the movements flopped in the integration of their ethnic components to a singular common identity (Young, 2008). The nationalisms of Serbia and the Basques were conceived as political machinations (Young, 2008). These were conceptualized as programs to preserve and protect their individual erudite associations form infiltration from assimilation from other groups, as well as recognition as a distinct ethnic state (Young, 2008). The French withd rawal from the Pyrenees in 1530 has somewhat built a wall of separation among the Spanish and French Basques (Robert Clark, 1979).References BBC 1. (2008). Kosovo MP’s proclaim independence. Retrieved January 13, 2009, from http://news. bbc. co. uk/2/hi/europe/7249034. stm BBC 2. (2008). Serbia faces crossroads over Kosovo. Retrieved January 13, 2009, from http://news. bbc. co. uk/2/hi/europe/7258842. stm BBC 3. (2008). How Yugoslavia vanished from maps. Retrieved January 13, 2009, from http://news. bbc. co. uk/2/hi/europe/7251376. stm BBC 4. (2006). Flashbacks to Kosovo’s war. Retrieved January 13, 2009, from http://news. bbc. co. uk/2/hi/europe/5165042. stm BBC 5. (1999).Analysis: Basque pride. Retrieved January 13, 2009, from http://news. bbc. co. uk/2/hi/europe/548545. stm BBC 6. (2008). Who are ETA? Retrieved January 13, 2009, from http://news. bbc. co. uk/2/hi/europe/3500728. stm Clark, R. P. (1979). The Basques, the Franco years and beyond. Nevada, U. S. A: Univ ersity of Nevada Press. Young, J. R. (2008). Nationalism and ethnicity as identity politics in Eastern Europe and the Basque country. Retrieved January 13, 2009, from https://circle. ubc. ca/bitstream/2429/2262/1/ubc_2009_spring_young_jason. pdf

How compatible is someones personality in accordance to the organizational culture Essay

Upon commencing my research on this topic, I decided to place myself in the â€Å"shoes of a worker† and having had previous work experience myself, I have explored this question in depth, on both a personal and academic level. For instance, many a times I have stopped in the middle of work and asked myself, â€Å"Why do I continue to work for this organization?† When I try to promote my ideas, do my peers frequently react with indifference? It is matters such as the above that workers all over the world question about on a daily basis, or simply, one can question, how compatible is their personality in accordance to the organizational culture of the company for which they work in. New technology creates jobs, which do not require any sort of face-to-face communication. This has undeniable consequences for the relationships that form in corporations. The increased use of technology such as the Internet and Microsoft applications means that it is harder for employees to approach their manager’s and express a problem, since their nature of work is for the most part confined to their offices. In introducing the term â€Å"culture† which simply means: an â€Å"identification badge† that distinguishes between groups of individuals and provides guidelines concerning patterns of behavior and perception of the world around. The cultural match between an individual and an organization is determined by the degree to which the individual’s personal traits fit the organizational culture, or perhaps vice versa. Cooperation between the manager and his subordinate must exist, meaning that either one would willingly lower the priority of one’s own personal needs in order to get along with others. A lower cultural match may indicate that the individual is drained of important resources by having to continuously adjust to the workplace environment. A higher cultural match suggests the potential for a more satisfying interaction for both the individual and the organization. For some people, a personal/culture fit may exist only in the functional area in which they work. For example, an adventurous and non-conformist individual could match the less risk-averse, more creative subculture of the Design department of a clothing company, even though the overall company might be rigidly structured and have a low comfort level with certain ambiguity. It is generally assumed that a successful relationship between an individual and an organization (the manager) is based on a shared foundation of beliefs and behaviors. Similar beliefs and ways of working usually encourage communication and tend to support the working relationship, allowing synergies to emerge. In contrast, a high level of dissimilarity usually requires a high consumption of adaptive energy. While a large base of similarities may enable successful and harmonious interaction, dissimilarities are also valuable. As organizations become increasingly inundated with new techniques and training programs designed to diversify their employee base, frustrations among workers increase while compromising decreases. Groups in favor of diversity feel that they are right in their call for race, sex, disability and age discrimination to be resolved by a bold corrective initiative often referred to as affirmative action. They claim that it is wrong to discriminate in any form. Diversity is a highly intense topic that, while embraced philosophically, it is quickly challenged once institutionalized. Diversity is recognized as an inevitable strategy for meeting the ever-changing demographics in society. It is then studied, is most often adapted as the solution and often the conclusion to problems of inequality in the workplace. Most organizations conclude with a formalized diversity initiative which focus is on diversity training, diversification (integration through hiring), and annual maintenance programs. Each of these initiative components becomes a part of a continuum, which is replicated annually. While this is truly deserving of much praise and support, many corporate leaders are beginning to ask probing questions†¦ Is this it? What do we do now? Therefore diversity training is necessary to assist in developing acceptance rather than tolerance. A change in attitude is necessary, and attitudes are changed when people begin to understand the â€Å"different† members of society and respect is shown towards them. A reality is that forward thinking companies have begun to realize that it is not enough for their employees to appreciate differences, but rather that the appreciation might be turned into a company benefit. They are the source of attraction, of added value and information exchange that give substance and fuel to the relationship. Many corporations have recognized that diversity contributes to the bottom line by making it easier to retain employees showing future potential, lowering costs by developing skills internally, and developing a reputation that helps attract new employees. This is especially significant in a time when the global economy is doing so well, not to mention that demand for skilled labor is at record levels. The key factors in a company’s success in managing knowledge workers will depend upon the level of a partnership existing between workers and management. It’s about support and understanding not control (The more supportive a manager is towards his/her employees, the easier their process of personal development becomes). In adopting this style of management; employees may see their managers’ taking on a dominant leadership role rather than the traditional management notion of â€Å"the Boss†. Managers must choose objectives, let people loose, to be creative. On the other hand when they make mistakes, managers should also recognize and offer counseling advice when necessary. These managerial skills (with the increasing focus on people rather than technology) are necessary in maintaining an organizational culture where people can flourish and achieve’ not only the company’s aims and objectives but furthermore, their own. In theory, working with the available staff that you (as a manager) retain, and pooling their diverse talents and skills to complete a task or assignment may be possible, but in my opinion, firms will miss out on a great opportunity to obtain more, fundamental employees, with a greater variety of skills. For instance, the company may choose to utilize and work with their existing employees, but by recruiting younger, more well-educated staff, or by diversifying and hiring different people with various ethnic backgrounds or more women they may find themselves in a more suitable, advantageous and moreover profitable position, as each of these people will bring a vast array of skills, experience and talent to their jobs. The ability of an employee to make a difference in the workplace or simply to have an influence upon his/her work is the extent to which individuals are able to influence outcomes within the organization. A high ability to influence suggests that the organization is open to input from a wide range of members and is willing to consider and react to those suggestions. A low ability to influence indicates a culture where most individuals have little chance to impact the outcomes. Decisions are made by a small group of individuals at the top who are not open to input from more than a select group of employees. The assumption is that the person with the most skill, intelligence, charm will succeed where others will fail. So that where competition is a fundamental feature of social and economic life, what you will get is competitive people and a model of the person, which is framed in terms of individual differences. So, in order to cope with the various characteristics of employees and the intense competition, managers should pinpoint the ones who get involved in many activities, have the ability to quickly establish relationships with others and lead fast-paced lives, so they can be set as group leaders. This trend in world economies has come to be coined by the popular phrase of â€Å"globalisation.† This for workers has a sense meaning of a worker that is an indeterminate, self-propelled character of world affairs. Nowadays, workplaces, in the era of high-value production in the age of services, require workers very different from those of just two decades ago- where a hierarchy structure was in place. This occurs when there is a distinct level of authority ranging from managing director, directors, managers and so on, with the managing director with the most authority over the rest of the company. The new structure in organization requires that the knowledge, information, and responsibility formerly handed down to managers is now (in theory at least) pushed down to the front-line workers. This, however, requires workers now who can learn and adapt quickly, think for themselves, take responsibility, make decisions, and communicate what they need to leaders who train, supply, and inspire them. The goal of social work is to strengthen people’s ability to cope with the task and problems they face in life and to promote improvements in the environment to more adequately meet human needs. The theory of social constructionism emphasizes that â€Å"our generation of knowledge and ideas of reality is sparked by social processes more than individual processes† (Gergen, 1994). According to constructionism, â€Å"knowledge is not something people possess somewhere in their heads, but rather, something people do together† (Gergen, 1985). Therefore, it is considered and viewed to be a collective procedure. For example, the idea that women â€Å"naturally† like to do housework is a social constructionist concept because this idea appears â€Å"natural† because of its historical repetition, rather than it being â€Å"true† in any essential sense. With regards to individualism as opposed to collectivism, one can state that the extent to which the members of the organization are encouraged or given incentives to focus primarily on personal gain (individualism) versus considering first the interests of the group as a whole (collectivism). Individualism includes a person’s values and standards being authentic, beliefs rooted in one’s spirit, embraced and put into practice as expressions of the self. According to Widdicombe, â€Å"The notion of positioning how it constructs persons has its roots in Althusser [whose] central thesis was that ideology ‘interpellates’ or ‘hails’ individuals into particular positions so that they come to have the kinds of identity which are necessary for social practices. As a result, â€Å"people are subjected and trained to recognize themselves in particular ways, and they are thereby produced as particular kinds of being predisposed to certain kinds of activity which fit with the demands of society,† which results in the â€Å"illusion that we have freely chosen our way of life†. One factor that corporations must take into consideration before recruiting an employee is the matter of â€Å"personality testing†. This method has become a routine part of corporate life. Soon it may be as universal as the employment interview or the team-building exercise. Every day, thousands of employees are asked to complete questionnaires about their likes and dislikes or probable reactions to different scenarios. Such as if you found yourself at a party, would you be more likely to linger at the edge of the room and avoid eye contact or to plunge into the crowd and mingle, making friends everywhere? Responses to questions like this may be used to answer other questions like â€Å"have you got what it takes to handle the pressure and be a trusted team-player?† Even though there are supposed to be no right answers, it’s often the case that these tests can be completed to produce a result that suggest you’re a charismatic, natural leader and all-round great person. Few people stop to question the outcome of these tests. After all, they seem to agree with thoughts we already have about ourselves. Personality tests are often believed to be scientific confirmation that you are indeed who you think you are. All though psychological analysis is very time-consuming and requires the personal involvement of experienced, highly qualified (and prohibitively expensive) professionals. There are no psychological tests that are cheap, quick and accurate all at the same time. However, anyone who is curious about their own personality has dozens of tests to choose from, all of which claim to answer some aspect of the question â€Å"who am I?† or â€Å"how will I behave and interact with other personalities†. These questions are more than essential to the employee’s self-image, role and function in the organisation as they help provide insight on matters that matter most to employees and in doing so may help them work more efficiently (if an employee is satisfied from their work and surroundings, they will strive more for excellence and approval within their jobs). Unfortunately, the outcome behind these measures of personality and aptitude tests is rather uncertain. Their theoretical foundations are rooted more in philosophy than fact and their accuracy suffers as a result. Nonetheless, this has not dissuaded thousands of people taking their results seriously. In conclusion, one’s success in the organization often goes beyond â€Å"doing a good job.† Frequently satisfaction with work comes from not only performing well, but also being comfortable with corporate values. It is essential, therefore, to examine the match between personal characteristics and organization culture. If the employee has to work utilizing his/ her ability for example (working with what you have) it does not mean that the employee cannot be better in his/her position and be productive with their current skills. Actually, my opinion is that employees need the assistance of the manager to become more relevant in the work place, in terms of achieving goals. One thing a manager could do is positively encourage the employees for the job that have accomplished, or try to explain the right way in which can they do so-providing support-if they fail. From one perspective, it is true to work with what you have, but on the other hand, this could occur at the beginning when you are a new worker, with advanced skills, starting fresh. We all us have an individual personality, but our personalities have stemmed from different environments such as: friends, parents, neighbors, etc. In my situation, when I go to work I am trying to use different personality which is not my real personality. for example, when I worked in class restaurant every time I have to smile and speak formally. It happens on numerous occasions, that when I went for work my mood was bad and also sometimes I was sad due to things I had said with my parents or from my girlfriend. This is my real personality, but when I have to go to the restaurant to work I have to change my personality and try to become exactly the opposite. This helps me in being real in the environment that matters the most to me and professional in my area of work.

All Marketers Are Liars by Seth Godin Book Review

ASSIGNMENT OF MARKETING APPLICATION ON BOOK REVIEW OF â€Å"ALL MARKETER’S ARE LIARS† SUBMITTED TO All Marketers Are Liars† Introduction With that provocative title and opening salvo, well known author, marketing expert and business blogger Seth Godin takes the reader on another landmark journey into the marketing field. After reading All Marketers Are Liars, your approach to marketing, advertising, and your own buying habits will never be the same again. While Seth Godin begins with the disarming premise that marketing people are liars, he softens that stance to marketers are story tellers. Good marketers are story tellers, and like all great tales, myths, and fiction, the facts are not essential. What is really important to a good†¦show more content†¦By combining the lessons of all three books, the marketer can successfully create a unique business, spread the business idea, and now live the story of that business. As a group, the three books outline a powerful marketing strategy that involves both the company itself and its customers. Not ignoring his own lessons, Seth Godin has added the buzz building to uch of long Pinocchio style fake noses for his readers. As a meme, the noses build a story, and spread the book’s idea. Are all marketers truly liars, or do the business customers the ones who create the lie? Seth answers that question very well with the fake liar’s noses. The reader wearing the nose has already internalized the story. It’s no longer a lie, but a true story. The reader listening to and understanding Seth Godin’s marketing philosophy internalizes the book’s concepts of storytelling, into her own worldview. The book and its story becomes a truth for that reader. REVIEW While the title may be a bit gimmicky, it is a common belief shared by many people – just like other stereotypes such as all politicians are crooks, all lawyers are greedy, and all used car salesmen are pushy. But that common belief emphasizes a key point. We all view life from a particular worldview that we’ve constructed from our own experiences, beliefs, and knowledge. This worldview acts as a bias or filter for how we interpret what’s going on around us right now. You and I might hear the same set of facts, but