Located at the peak of Abraham Maslow's
he described this high-level need in the following
"What a man can be, he must be.
It refers to the desire for self-fulfillment,
namely, to the tendency for him to become
actualized in what he is potentially.
4. “the desire to become more and more
what one is,
to become everything that one is
capable of becoming."
Maslow noted that the order in which these needs
are fulfilled does not always follow this standard
6. the need for self-esteem is more
important than the need for love.
the need for creative fulfillment
may supersede even the most basic
8. Self-actualized people have
realistic perceptions of
themselves, others and the
world around them
Self-actualized individuals are
concerned with solving problems
outside of themselves,
including helping others and finding
solutions to problems in the external world.
These people are often motivated by a
sense of personal responsibility and
10. Self-actualized people are spontaneous
in their internal thoughts and outward
While they can conform to rules and
they also tend to be open
11. The need for independence and
While they enjoy the company of
these individuals need time to
focus on developing their own
12. Self-actualized people tend to
view the world with a continual
sense of appreciation, wonder and
Even simple experiences continue
to be a source of inspiration and
13. Discipline at wotk.htm
14. Discipline is defined as a force that
prompts individuals and groups to
rules, regulations, systems, processes
which are considered to be necessary
for the effective functioning of
Discipline is basically an attitude of the
mind, a product of culture and
The approach to the discipline will depend on
supervisor/manager and the general ethos of
but most people now recognize inculcating self
discipline is the right approach.
In positive discipline there is
willingness to comply
that comes from the desire to cooperate in
achieving the common goal of the organization.
The emphasis here is on cooperative
efforts to secure compliance
to organizational norms.
18. This involves force or an outward
It is the traditional approach to
and is identified with ensuring
that subordinates adhere strictly to rules
and punishment is meted out in the event
of disobedience and indiscipline.
The fear of punishment
works as a deterrent in the mind of the
Approaching discipline only from this
kind of a perspective
has been proving increasingly ineffective.
Disciplinary measures should be based on
certain principles in order to be just, fair
and acceptable to the employees and the
As far as possible all rules should be
developed in cooperation and collaboration
with representatives of employees.
should be appraised at frequent and regular
intervals to be sure that they are and remain
appropriate, sensible and useful.
should vary with changes in working conditions.
must be uniformly enforced if they are to be
Penalties for violations should be stated in
advance as should procedures for
should have as it’s objective the prevention of
infractions rather than the simple
administration of penalties however just.
If the violations of any particular rule are
the circumstances surrounding the infractions
should be carefully studied to discover the source
Damage to machinery
Negligence of duty
24. Employment or
25. Do you have the chance to do
what you do best everyday?
27. What kind of workplace?
28. The Huffington Post
| By Carolyn Gregoire Posted: 07/22/2013 9:19 am
love to peddle one secret to a successful
Follow your passion.
Ever since Confucius proclaimed,
"Choose a job you love, and you will never have
to work a day in your life,“
chasing one's passion has been frequently
served up as a quick fix for career happiness.
30. may be perfectly good advice
but when it comes to
building sustainable success in
The answer might not be that
tends to under-emphasize one key
all of the self-awareness in the world is of
little use if you can't pitch your passion to
"A sustainable career is built upon the
ability to show that you can fill a need
that someone is willing to pay for."
32. Your Passion
Is not part of your employers
MISSION, VISION OR VALUES?
is just plain bad advice.
develop passion around your work through
the cultivation of rare and valuable skills.
People who end up loving their work often
follow a pattern of creating these soughtafter skills,
and then using them to better
leverage their career trajectories.
35. by Crosby, Still, Nash and Young,
and with great covers by the Isley
Brothers and Luther Vandross
provides the following advice,
▪ "if you can't be with the one you
love, love the one you're with."
36. “If you can't be with the one you
love, love the one you're with”
37. The fantasy of "living your passion" is
called a fantasy for a simple reason.
One definition of fantasy is:
"An imagined event or sequence of
mental images, such as a daydream,
Usually fulfilling a wish or psychological
38. there is the little inconvenience
the reality is that most people
must find a way to get up each
day a go out to jobs that are less
39. It pays the bills.
If you are an employer
there are some things that you can do to
If you are an employee and willing
to face reality,
there are some things that you can do.
7 Things Happy Employees Do Differently
Strategies that help build happiness at work
Published on September 11, 2013
by Paula Davis-Laack, J.D., M.A.P.P.
▪ in Pressure Proof
Job crafting is the process
employees use to increase
engagement, resilience, and
thriving at work.
they customize their jobs by
changing tasks and
interactions with others in
order to maximize their
strengths and passions
Happy employees have hope, and that translates
into bottom-line benefits for business.
According to Dr. Shane Lopez,
“Hopeful salespeople reach their quotas more often;
hopeful mortgage brokers process and close more
loans; and hopeful managing executives meet their
quarterly goals more frequently”
43. Humor builds positive emotion and
helps reduce feelings of anger,
depression, and anxiety
Positive emotions also predict
increases in both resilience and life.
44. Optimistic thinkers are solution-oriented and
see where they have control and/or influence,
know that the adversity won’t last forever and
“this too shall pass,”
they compartmentalize well so that the setback
doesn’t bleed over into other areas of their life
Knowing that you can manage life’s
challenges effectively and produce results is a
pillar of resilience,
and when employees are at their resilient best,
they are more confident, creative, and openminded
As a result, they have the confidence to
solve problems and pursue tough
assignments and challenging roles.
New research shows that how you think
about your stress response actually has a
huge impact on your health.
People who learned to view their stress
response as helpful (rather than harmful) to
were much less stressed, less anxious, and more
Grit is perseverance and
passion for long-term
Gritty people pursue goals
don't back down from
don't allow a failure to
define who they are as a
and simply put, don't quit.
have developed a specific set of
strategies over time that causes them to
and we need that in today’s workplace.
49. Seeking Self Actualization
Maybe You Should Seek
Leahcim Semaj, PhD