The document describes the results of a personality test that identified the test-taker as having a "Guardian" personality type. Guardians are described as serving and preserving important social institutions. They are good at managing resources and ensuring things run smoothly. Guardians also value traditions, loyalty, discipline, and cooperation. They prefer stability and proven methods over rapid change. The document suggests Guardians make up a large portion of the population and perform many important but unacknowledged roles in society.
Presentation by Katie Curo of Befriend Inc. - Activities Aren't Relationships: Supporting relationship outcomes using social identity approaches. Presented at the Western Australian Mental Health Conference 2019.
Presentation by Katie Curo of Befriend Inc. - Activities Aren't Relationships: Supporting relationship outcomes using social identity approaches. Presented at the Western Australian Mental Health Conference 2019.
Presentation by Monique Platell - Principals of Optimal Mental Health Care for Adolescents and the impact of system-wide barriers. Presented at the Western Australian Mental Health Conference 2019.
Presentation by Janelle Mort - Strengthening our Community by Supporting our Staff. A case study of supporting a staff member with PTSD to find healing and safety at work. Presented at the Western Australian Mental Health Conference 2019.
Revue "Graine d'Orthophoniste" n°24 - Avril 2016
Des indemnités pour nos stages ? Une longue histoire...
Tout commença en 2008 avec la parution d’un décret prévoyant d’appliquer les termes de la Loi pour l’égalité des chances selon lesquels : « lorsque la durée du stage est supérieure à trois mois consécutifs, celui-ci fait l’objet d’une gratification ». Paradoxalement, cette nouvelle n’a pas été reçue avec enthousiasme de la part des orthophonistes pour deux raisons :
D’une part, la gratification était à charge du maître de stage ou de la structure d’accueil. Or, les orthophonistes exerçant seuls en libéral n’auraient pas pu verser de telles indemnités à leurs stagiaires.
http://www.reseauprosante.fr/
Presentation by Monique Platell - Principals of Optimal Mental Health Care for Adolescents and the impact of system-wide barriers. Presented at the Western Australian Mental Health Conference 2019.
Presentation by Janelle Mort - Strengthening our Community by Supporting our Staff. A case study of supporting a staff member with PTSD to find healing and safety at work. Presented at the Western Australian Mental Health Conference 2019.
Revue "Graine d'Orthophoniste" n°24 - Avril 2016
Des indemnités pour nos stages ? Une longue histoire...
Tout commença en 2008 avec la parution d’un décret prévoyant d’appliquer les termes de la Loi pour l’égalité des chances selon lesquels : « lorsque la durée du stage est supérieure à trois mois consécutifs, celui-ci fait l’objet d’une gratification ». Paradoxalement, cette nouvelle n’a pas été reçue avec enthousiasme de la part des orthophonistes pour deux raisons :
D’une part, la gratification était à charge du maître de stage ou de la structure d’accueil. Or, les orthophonistes exerçant seuls en libéral n’auraient pas pu verser de telles indemnités à leurs stagiaires.
http://www.reseauprosante.fr/
Organization climate dimensions - Leadership and TeamworkHarison Xavier
Organization climate dimensions - Leadership and Teamwork, I have explained briefly on Organization climate dimensions. Let me know your comments. Thank you.
Behavioural Science Presentation on MARS Model. MARS stands for Motivation, Ability, Role perceptions, Situational Factors. Also contains information about values and ethics.
Ethics, Values, And Morals – Their ImportanceSatjitkumar
The importance of ethics, values, and morals can never be overstated. It is only when individuals adhere to ethical and moral standards, and values that there can be harmony in societies, families, and organizations. These are the aspects that enable human beings to differentiate between good and bad. Subsequently, there are no hassles in choosing the course of action that is in the best interests of everyone concerned.
Feature article Governance in practiceFeature article Governan.docxssuser454af01
Feature article Governance in practiceFeature article Governance in practice
• A cultural environment
in which people feel
not only safe to speak
up but expected to, is
essential to achieving
an organisation’s
governance objectives.
• Every member of your
team needs to be held
accountable for doing
their part to protect
the interests of the
organisation and its
stakeholders.
• Inspire people to
want to behave with
integrity and contribute
to the full extent of
their potential, and
governance standards
are likely to be
achieved.
Ego, greed, power, risk
taking, responsibility,
morality … the reasons
people break the rules
and fail to meet expected
ethical standards are
varied and at times
complex. Influencing
the way people choose
to behave is essential to
any organisation’s ability
to meet its governance
obligations.
In Australia, the link between
culture and governance is firmly
on the minds of the regulators. The
Australian Securities and Investments
Commission (ASIC) has in recent years
brought an especially strong focus
to bear on organisational culture
and its influence on how employees
behave. Both ASIC and the Australian
Prudential Regulation Authority (APRA)
have emphasised corporate culture as
a key area of risk.
The link between poor culture and
poor conduct has driven both
regulators to actively review company
practices linked to culture. Critical
decisions including incentives
payments and other rewards are of
particular concern. Whistleblowing
policies and complaints processes
have also been under the microscope.
Misconduct in the financial services
industry provides recent example
of the impact of poor organisational
cultures on risk, compliance and
organisational performance. In April
2015 top executives from Macquarie,
ANZ, NAB and CBA faced a Senate
inquiry to respond to questions about
their financial planning and wealth
divisions. The Australian Financial
Review reported at the time, that the
financial planning scandal at CBA alone
led to ‘thousands of clients losing
hundreds of millions in retirement
savings from receiving inappropriate
financial advice.’
These cases and others like them
have drawn intense public criticism
of perceived lack accountability for
behaviour at all levels of business.
Customers and shareholders alike,
expect leaders to create corporate
cultures that ensure their interests and
rights are protected. The pressure is
on for boards and senior leaders to not
only achieve superior financial results,
but to ensure approaches taken are
both ethical and prudent.
Desirable culture
A cultural environment in which
people feel not only safe to speak
up but expected to, is essential to
achieving an organisation’s governance
objectives. Just as important is
for people to have a deep sense
of personal accountability and the
courage to stand up for what is right.
Reflect for a moment on the cultural
environments you ...
How to make good personality:
Don’t be loud, know when to speak up.
Don’t be afraid to talk to others, having a sense of humor is a plus.
Remember, personality doesn’t mean that you should have look.
Be kind and considerate.
discusses applied work ethics in the new normal; government work ethics; accountability for good governance; general work ethics; characteristics of praise-worthy employees; pillars of work ethics development; universal ethics; the golden rule; work from home
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1. Results of Personality Test
Guardians are the cornerstone of society, for they are the temperament given to serving and preserving
our most important social institutions. Guardians have natural talent in managing goods and services--
from supervision to maintenance and supply -- and they use all their skills to keep things running
smoothly in their families, communities, schools, churches, hospitals, and businesses.
Guardians can have a lot of fun with their friends, but they are quite serious about their duties and
responsibilities. Guardians take pride in being dependable and trustworthy; if there's a job to be done,
they can be counted on to put their shoulder to the wheel. Guardians also believe in law and order, and
sometimes worry that respect for authority, even a fundamental sense of right and wrong, is being lost.
Perhaps this is why Guardians honor customs and traditions so strongly -- they are familiar patterns that
help bring stability to our modern, fast-paced world.
Practical and down-to-earth, Guardians believe in following the rules and cooperating with others. They
are not very comfortable winging it or blazing new trails; working steadily within the system is the
Guardian way, for in the long run loyalty, discipline, and teamwork get the job done right. Guardians are
meticulous about schedules and have a sharp eye for proper procedures. They are cautious about
change, even though they know that change can be healthy for an institution. Better to go slowly, they
say, and look before you leap.
Guardians make up as much as 40 to 45 percent of the population, and a good thing, because they
usually end up doing all the indispensable but thankless jobs everyone else takes for granted.
Guardians at Work
As a Guardian, you enjoy working as a valued member of a team, whether you are leading it or following
a credible leader. You like to work with people who carry their weight. You appreciate having clear-cut
responsibilities and being recognized for your dedication and achievements. Your natural traits are those
that employers have traditionally valued - and that successful companies still respect. You are responsible
and loyal to an organization once you've signed on.
In any environment, including your work place, you are usually focused on making people happy and
facilitating harmonious relationships. You often lend "aid and comfort" by drawing on a combination of
tradition, past experience, and the direction of established authority. In your ideal job, people would give
of themselves and work toward the good of the group.
I took a personality test that was required for one of my classes in Social Service
Mental Health and my results were “Guardian”. I feel that this is a reminder that I
am a good person with a lot to give others.