Learn to Write Professional Resignation Letter
If you want to resign from your current position you can find below some of the most professional resignation letter:
This document discusses trust behavior and provides examples of why trust is important. It defines trust as believing someone will do what is expected. It then discusses how trust is critical in relationships both personal and professional. Honesty and integrity, keeping promises, impartiality, and transparency are given as important aspects of building and maintaining trust. Specific examples discussed include the prisoner's dilemma, following a code of conduct, and the relationship between a father and son.
The document discusses the importance of integrity at work. It notes that employees and CFOs view integrity as the most important leadership attribute. People want leaders they can trust and who are reliable. Acting with integrity means being honest, keeping promises, and treating people fairly regardless of position. Leaders must be willing to share difficult truths and have candid discussions. Regaining integrity after losing it requires taking responsibility, being transparent, over-delivering, and consistently demonstrating honesty over time.
The document discusses the importance of honoring agreements and maintaining integrity in business dealings. It describes a situation where the author's partner upheld their original agreement in a business deal despite pressure to change it. The author reflects on other business relationships that may be changing against the original agreements. The overall message is that high performing individuals don't change deals or go back on their word, even if it is difficult, inconvenient, or costly to uphold the original terms. Maintaining integrity and duty in business is important for success.
The document discusses the importance of trust and how to build self-trust and trust with others. It identifies four core sources of building self-trust: integrity, intent, capabilities, and results. It then provides guidance on developing each of these sources, with a focus on integrity, intentions, capabilities, and getting results. Key behaviors for building trust with others include assertive communication, showing respect, transparency, admitting mistakes, giving credit to others, delivering results, continuous learning, confronting reality, clear expectations, accountability, listening, follow-through, and extending trust to others. The overall message is that trust is essential for teams and relationships, and it is developed through consistency, competence, and character.
The document discusses whether too much experience can hurt an attorney's chances of getting a new job. While the recruiter told the attorney their experience exceeded what the firm was looking for, the document argues the firm should have been aware of the attorney's experience from the start. It says firms prefer to hire associates that match specific experience levels to avoid upsetting associates on the partnership track. However, the real reason for rejecting the attorney was likely something during the interviews rather than experience alone. The document advises the attorney not to worry as their qualifications will appeal to other firms.
This document provides advice for attorneys to have a successful career. It emphasizes maintaining a positive attitude, focusing on strengths, helping others, and taking care of your appearance and health. It also warns against acting entitled, spending too much time on phones or with negative people, and staying at firms that are declining. Building good relationships, finding mentors, and always improving are highlighted as important strategies.
This document discusses a case where a woman was denied a job opportunity at a positive psychology consulting firm because she did not attend a top 20 university, despite her relevant experience. The author argues this stance is wrong for three reasons:
1) A university degree alone does not determine someone's capabilities or likelihood of success. Personal characteristics matter more.
2) For most jobs, a degree is not directly relevant to the work, so it should not be the primary factor in hiring decisions.
3) Personal circumstances influence education paths but should not define career potential. Judging people solely on their university is unfair and fails to consider individual situations.
This document discusses trust behavior and provides examples of why trust is important. It defines trust as believing someone will do what is expected. It then discusses how trust is critical in relationships both personal and professional. Honesty and integrity, keeping promises, impartiality, and transparency are given as important aspects of building and maintaining trust. Specific examples discussed include the prisoner's dilemma, following a code of conduct, and the relationship between a father and son.
The document discusses the importance of integrity at work. It notes that employees and CFOs view integrity as the most important leadership attribute. People want leaders they can trust and who are reliable. Acting with integrity means being honest, keeping promises, and treating people fairly regardless of position. Leaders must be willing to share difficult truths and have candid discussions. Regaining integrity after losing it requires taking responsibility, being transparent, over-delivering, and consistently demonstrating honesty over time.
The document discusses the importance of honoring agreements and maintaining integrity in business dealings. It describes a situation where the author's partner upheld their original agreement in a business deal despite pressure to change it. The author reflects on other business relationships that may be changing against the original agreements. The overall message is that high performing individuals don't change deals or go back on their word, even if it is difficult, inconvenient, or costly to uphold the original terms. Maintaining integrity and duty in business is important for success.
The document discusses the importance of trust and how to build self-trust and trust with others. It identifies four core sources of building self-trust: integrity, intent, capabilities, and results. It then provides guidance on developing each of these sources, with a focus on integrity, intentions, capabilities, and getting results. Key behaviors for building trust with others include assertive communication, showing respect, transparency, admitting mistakes, giving credit to others, delivering results, continuous learning, confronting reality, clear expectations, accountability, listening, follow-through, and extending trust to others. The overall message is that trust is essential for teams and relationships, and it is developed through consistency, competence, and character.
The document discusses whether too much experience can hurt an attorney's chances of getting a new job. While the recruiter told the attorney their experience exceeded what the firm was looking for, the document argues the firm should have been aware of the attorney's experience from the start. It says firms prefer to hire associates that match specific experience levels to avoid upsetting associates on the partnership track. However, the real reason for rejecting the attorney was likely something during the interviews rather than experience alone. The document advises the attorney not to worry as their qualifications will appeal to other firms.
This document provides advice for attorneys to have a successful career. It emphasizes maintaining a positive attitude, focusing on strengths, helping others, and taking care of your appearance and health. It also warns against acting entitled, spending too much time on phones or with negative people, and staying at firms that are declining. Building good relationships, finding mentors, and always improving are highlighted as important strategies.
This document discusses a case where a woman was denied a job opportunity at a positive psychology consulting firm because she did not attend a top 20 university, despite her relevant experience. The author argues this stance is wrong for three reasons:
1) A university degree alone does not determine someone's capabilities or likelihood of success. Personal characteristics matter more.
2) For most jobs, a degree is not directly relevant to the work, so it should not be the primary factor in hiring decisions.
3) Personal circumstances influence education paths but should not define career potential. Judging people solely on their university is unfair and fails to consider individual situations.
You need to take care of the connection and the quality of the relationships you have with others. Not being able to connect will give you a difficult time at the work place and outside.
Trust can be both emotional and logical. Emotionally, it involves exposing vulnerabilities while believing people will not take advantage. Logically, it assesses risks and rewards of trusting someone based on their past behavior. There are several dimensions of trust: 1) Predictability - trusting people will behave predictably, 2) Value exchange - trusting exchanges will be fair when full knowledge is lacking, 3) Delayed reciprocity - trusting people by giving first with expectation of future repayment, 4) Exposed vulnerabilities - trusting people not to take advantage of vulnerabilities shared. At work, there are three types of trust - deterrence-based for new relationships, knowledge-based for most work relationships, and identification-based as the highest level
This document discusses befriending and defines it as a relationship between a trained volunteer and an isolated individual that is supported by an agency. It notes that befriending involves elements of friendship but differs in that it is a professional relationship with boundaries. The main focus of befriending is building a good relationship, not giving advice or solving all of a person's problems. Befriending aims to reduce loneliness and improve well-being through social interaction, though it is not intended to be emergency support or a replacement for counseling. Intergenerational befriending projects are discussed as having benefits for both young and old befrienders and befriendees in building understanding across generations.
This document provides steps for rebuilding trust in a relationship once it has been broken. It recommends learning to trust yourself first by listening to your inner feelings. Rebuilding trust is a long process that requires understanding the effort needed, owning up to wrong actions, being a good listener, and putting trust into actions through daily affection, attention and appreciation. Embracing the inevitable changes in the relationship from the experience can help strengthen it.
How to survive infidelity and save your marriage after a cheating spouseNicola Beer
How to Survive Infidelity and Save Your Marriage After a Cheating Spouse
Infidelity and affairs happen more frequently than we like to think about.. The good thing is most women and men who find their husband or wife cheating want to fight for it and give the marriage a second shot.
Similarly, cheating wives and husbands who see what they have risked and may lose, often want to make amends’ than stay with their new love interest.
Relationship And Life Comotivation Coach Certificationachjourney within
Use a relationship coach. Getting support and guidance from a trained relationship coach is perhaps the easiest pathway to happiness in dating and relationships.
The document provides an overview of the culture and values of Cactus, a global business. It describes Cactus as having a client-centric, fast-paced and diverse business that is continually growing. It emphasizes the values of integrity, trust, excellence, innovation, communication and fun. Employees are given freedom but also responsibility, and are expected to have a strong work ethic, focus on quality and meeting deadlines, and be tech-savvy.
In international business where laws, communication and regular contact is weak when compared to working in the same country or city, trust becomes important. How do you develop it? Over the years, I have tried and studied some strategies that have worked for me. Have a look at this presentation. I hope it is helpful.
Tony Huang is applying for an assistant property manager position. He has a master's degree in accounting and finance and experience working as an assistant accountant and sales consultant. He has strong communication skills from interacting with tenants and landlords in his current role. Tony is experienced with property management tasks like rentals, maintenance, and accounting. He also understands customer service principles from talking to clients daily and is willing to learn and adapt to the new position.
Assessment 16 Intuitive AbilityMy intuitive score was an 8, an.docxdavezstarr61655
The document provides instructions for a term paper assignment on a topic related to cloning or biotechnology. Students are asked to research an "urban legend" about a specific technique and compare it to the real technique based on scientific literature. The paper must answer 6 questions: 1) describing the urban legend, 2) identifying the real inventor/discovery, 3) date of development, 4) original research publication, 5) explanation of how the real technique works, and 6) a verdict on the urban legend. The paper needs multiple credible sources cited in a bibliography and should be at least 6-7 pages not including the bibliography. Wikipedia can be used for background but not cited directly.
Building your Social Credibility in the workplaceJeremy Roberts
This document discusses building social credibility in the workplace. It argues that social credibility, or how one is perceived by coworkers and managers, is important beyond just work performance and results. To build credibility, one should understand how they are currently perceived, identify areas for improvement, and know what attributes others view as making someone credible, such as titles, education, social circles, or consistent goal achievement. The key is influencing workplace perceptions so that one is consistently viewed as a valuable team member and asset to the company.
ARE YOU A TRUSTWORTHY LEADER[footnoteRef1] [1 Adapted from.docxjustine1simpson78276
ARE YOU A TRUSTWORTHY LEADER?[footnoteRef:1] [1: Adapted from Training & Development, December 1997, pp. 11.]
Answer these questions as honestly as you can. If you have never been in a leadership role, ask someone else who knows you well to evaluate what they think you would do, based on their experiences with you to date.
1. Your company has recently sold a product line that will result in transfers, job reassignments, and possible layoffs for your group. In making these personnel decisions, will you:
A.
Go to extremes to be fair and do the right thing, even if this is counter to the "company line"
B.
Set up an evaluation process for everyone, except personal friends
C.
Do what is politically correct and pleasing to top management
2. Customer demands require that one person in your department works on Christmas day. Will you:
A.
Decide who will work based on who has the lowest seniority in the department
B.
Offer to work unless someone else needs to work that day
C.
Set up a rotation where everyone in the department, including you, the leader, will take a turn working this holiday
3. You have committed to helping your staff keep life and work in better balance by being more realistic in setting goals, priorities, and deadlines. What’s the best statement about your behavior?
A.
I will put forth a good effort but, with time, start to make exceptions
B.
Sounds good, but the next time upper management and/or the client puts the heat on it will be back to "crunch" time and business as usual
C.
Regardless of what happens, I will honor my commitments.
4. One of your employees received a lower performance evaluation and salary increase than expected. When they ask you to explain, you will:
A.
Be forthright, honest, and truthful with the explanation
B.
Be uncomfortable and tell only part of the reasons
C.
Explain how you did not have full control over the decision
5. Having just attended a farewell lunch for a close associate, one of your staff returns to the office and is called for a random drug test. The two glasses of wine punch at lunch (no surprise) leads to a small amount of alcohol detected. Will you:
A.
Strictly adhere to company policy and put the staff member on a leave of absence
B.
After a discussion, realize that this is a unique situation, exercise good judgment, and ignore the test
C.
Recommend that the person enroll in the company’s employee assistance counseling program
6. The first formal presentation of a junior staff member to the top management committee isn’t going well at all. Will you, as her leader:
A.
Jump in and ask for the presentation to be reschedule so "she can be better prepared"
B.
Let her sink, and ask embarrassing questions, knowing that this is how lasting lessons are learned
C.
Jump in to protect, support, and encourage her in a way that allows her to save face
7. There are rumors floating around about a significant change in direction and reorganization for your department. When.
The document discusses the concept of trust and its importance in relationships. It covers the five waves of trust: self-trust, relationship trust, organizational trust, market trust, and societal trust. Self-trust involves developing integrity, clarifying intent, showcasing capabilities, and achieving results to be credible. Relationship trust is built through behaviors like talking straight, demonstrating respect, and keeping commitments. Organizational trust is higher when information is shared openly and mistakes are tolerated. Market and societal trust are based on reputation and contribution respectively. The document emphasizes that trust leads to higher speed and lower costs in all domains.
The document discusses the concept of trust and its importance in relationships. It describes the "five waves of trust" that include self trust, relationship trust, organizational trust, market trust, and societal trust. For building self trust, it identifies the key components of integrity, intent, capabilities, and results. Relationship trust can be increased by behaviors like talking straight, demonstrating respect, creating transparency, righting wrongs, showing loyalty, delivering results, and getting better. The document provides details on each of these trust-building behaviors.
The core values and principles of the Spireworks organisation guiding our interactions with partners, contractors and clients, alike. We are a values-driven, growth culture otherwise know as a Deliberately Development Organization (DDO). We build our business around the simple but radical conviction that organizations prosper when they are deeply aligned with people's strongest motive - to grow.
Week 2How would you rate the managers in your company based on.docxmelbruce90096
Week 2
How would you rate the managers in your company based on the 5 functions of Management. How would you rate yourself on these Functions?
As I think of my direct manager I would love to give him a high rating, I simply cannot due to stated functions of manager. I would rate him below average at best.
Planning: We have never been given goals to accomplish from him for our current position. We have always come up with own objective and goals and we are required to follow and complete those. We are not checked up throughout the year to see if we have met or not met these said objective or goals.
Organizing, Leading, Staffing, Controlling: I think that since our manager does not have any means of creating a concrete foundation to manage his staff, these other functions will never work or be accomplished since the planning stages were neglected from the beginning. His current staff has little to no respect for him and only sees him as the “cool” manager to chit chat with. He has been with the company for 20 years and only speak of retiring and hoping we get “One more good contract so he that he can ride it out”.
I would rate myself rather low as well, due to not knowing the correct way to even begin advising or leading a team. I have not been encouraged to initiate, plan or engage in any process to build a more cohesive team. We work independently and are only responsible for what we are given by our District Manager who is based in San Diego.
What management skills do you now possess and which skills do you need to study and understand?
I think that I currently possess excellent Human Skills. I can speak well and confidently to anyone. I have always felt the need to encourage and develop others which is what I would like to start doing. If someone does a good job, I am the first one to let them know. I also can constructively critique others when they are going down the wrong path or need someone to guide them. I would live to improve upon my conceptual and technical skills.
Week 3
What are the Social Responsibilities of a company and the management? Do they conflict with the responsibilities the organization has to the owners (in corporations the stockholders), their employees, and their business partners such as suppliers and marketing intermediaries?
The three approaches by businesses to social responsibility are resistance, being reactive, and being proactive. In the resistance approach, an organization fights to eliminate, delay, or fend off the demands being made on it. In the reactive approach, organizations wait for demands to be made and then respond to them by evaluating their alternatives. The proactive approach leads organizations to actively seek ways to be socially responsible. They continually look at their operations for ways in which to make them more environmentally friendly. They encourage their employees to be active in community causes. They look at the needs of constituents constantly staying in touch, sensing thei.
The document discusses the concept of trust across five waves: self trust, relationship trust, organizational trust, market trust, and societal trust. It outlines the importance of trust in building relationships and reducing costs and increasing speed. It identifies 13 behaviors that can build trust in relationships, including talking straight, demonstrating respect, creating transparency, righting wrongs, showing loyalty, delivering results, getting better, confronting reality, clarifying expectations, practicing accountability, listening first, keeping commitments, and extending trust. It also discusses the dimensions of trust being character and competence.
This document provides 7 secrets or principles for succeeding at Make School. It summarizes them as:
1. There are no stupid questions - employees should feel comfortable asking questions without judgment.
2. Assume negligence, not malice - when conflicts arise, assume people did not intend harm and address issues maturely.
3. Embody a growth mindset - focus on personal and professional growth over time rather than past mistakes.
4. Create the change you want to see - employees can drive change through experimentation and demonstrating effectiveness.
5. Trust yourself and others to own projects and make decisions - distributed ownership allows more work to get done.
6. A manager's role is to
The document discusses feedback in the workplace. It notes that while feedback is an important part of professional development, both giving and receiving feedback can be challenging. People may be reluctant to give feedback due to fears about potential conflicts, lack of impact, or hurting others' feelings. They may also avoid receiving feedback if they fear it could lead to dismissal. The document advocates for creating opportunities for open discussions about feedback to drive improvement.
1. The document discusses various etiquette and professionalism guidelines for workplace conduct, such as dressing appropriately, communicating respectfully, being punctual and productive, and maintaining a positive attitude.
2. Key elements of a positive work environment include being kind, courteous, and respectful to coworkers; showing teamwork; and speaking well of others.
3. Specific etiquette tips covered include maintaining professional appearance, expanding knowledge, honoring work hours, being friendly yet private, communicating effectively, listening to others, and solving problems without blaming.
You need to take care of the connection and the quality of the relationships you have with others. Not being able to connect will give you a difficult time at the work place and outside.
Trust can be both emotional and logical. Emotionally, it involves exposing vulnerabilities while believing people will not take advantage. Logically, it assesses risks and rewards of trusting someone based on their past behavior. There are several dimensions of trust: 1) Predictability - trusting people will behave predictably, 2) Value exchange - trusting exchanges will be fair when full knowledge is lacking, 3) Delayed reciprocity - trusting people by giving first with expectation of future repayment, 4) Exposed vulnerabilities - trusting people not to take advantage of vulnerabilities shared. At work, there are three types of trust - deterrence-based for new relationships, knowledge-based for most work relationships, and identification-based as the highest level
This document discusses befriending and defines it as a relationship between a trained volunteer and an isolated individual that is supported by an agency. It notes that befriending involves elements of friendship but differs in that it is a professional relationship with boundaries. The main focus of befriending is building a good relationship, not giving advice or solving all of a person's problems. Befriending aims to reduce loneliness and improve well-being through social interaction, though it is not intended to be emergency support or a replacement for counseling. Intergenerational befriending projects are discussed as having benefits for both young and old befrienders and befriendees in building understanding across generations.
This document provides steps for rebuilding trust in a relationship once it has been broken. It recommends learning to trust yourself first by listening to your inner feelings. Rebuilding trust is a long process that requires understanding the effort needed, owning up to wrong actions, being a good listener, and putting trust into actions through daily affection, attention and appreciation. Embracing the inevitable changes in the relationship from the experience can help strengthen it.
How to survive infidelity and save your marriage after a cheating spouseNicola Beer
How to Survive Infidelity and Save Your Marriage After a Cheating Spouse
Infidelity and affairs happen more frequently than we like to think about.. The good thing is most women and men who find their husband or wife cheating want to fight for it and give the marriage a second shot.
Similarly, cheating wives and husbands who see what they have risked and may lose, often want to make amends’ than stay with their new love interest.
Relationship And Life Comotivation Coach Certificationachjourney within
Use a relationship coach. Getting support and guidance from a trained relationship coach is perhaps the easiest pathway to happiness in dating and relationships.
The document provides an overview of the culture and values of Cactus, a global business. It describes Cactus as having a client-centric, fast-paced and diverse business that is continually growing. It emphasizes the values of integrity, trust, excellence, innovation, communication and fun. Employees are given freedom but also responsibility, and are expected to have a strong work ethic, focus on quality and meeting deadlines, and be tech-savvy.
In international business where laws, communication and regular contact is weak when compared to working in the same country or city, trust becomes important. How do you develop it? Over the years, I have tried and studied some strategies that have worked for me. Have a look at this presentation. I hope it is helpful.
Tony Huang is applying for an assistant property manager position. He has a master's degree in accounting and finance and experience working as an assistant accountant and sales consultant. He has strong communication skills from interacting with tenants and landlords in his current role. Tony is experienced with property management tasks like rentals, maintenance, and accounting. He also understands customer service principles from talking to clients daily and is willing to learn and adapt to the new position.
Assessment 16 Intuitive AbilityMy intuitive score was an 8, an.docxdavezstarr61655
The document provides instructions for a term paper assignment on a topic related to cloning or biotechnology. Students are asked to research an "urban legend" about a specific technique and compare it to the real technique based on scientific literature. The paper must answer 6 questions: 1) describing the urban legend, 2) identifying the real inventor/discovery, 3) date of development, 4) original research publication, 5) explanation of how the real technique works, and 6) a verdict on the urban legend. The paper needs multiple credible sources cited in a bibliography and should be at least 6-7 pages not including the bibliography. Wikipedia can be used for background but not cited directly.
Building your Social Credibility in the workplaceJeremy Roberts
This document discusses building social credibility in the workplace. It argues that social credibility, or how one is perceived by coworkers and managers, is important beyond just work performance and results. To build credibility, one should understand how they are currently perceived, identify areas for improvement, and know what attributes others view as making someone credible, such as titles, education, social circles, or consistent goal achievement. The key is influencing workplace perceptions so that one is consistently viewed as a valuable team member and asset to the company.
ARE YOU A TRUSTWORTHY LEADER[footnoteRef1] [1 Adapted from.docxjustine1simpson78276
ARE YOU A TRUSTWORTHY LEADER?[footnoteRef:1] [1: Adapted from Training & Development, December 1997, pp. 11.]
Answer these questions as honestly as you can. If you have never been in a leadership role, ask someone else who knows you well to evaluate what they think you would do, based on their experiences with you to date.
1. Your company has recently sold a product line that will result in transfers, job reassignments, and possible layoffs for your group. In making these personnel decisions, will you:
A.
Go to extremes to be fair and do the right thing, even if this is counter to the "company line"
B.
Set up an evaluation process for everyone, except personal friends
C.
Do what is politically correct and pleasing to top management
2. Customer demands require that one person in your department works on Christmas day. Will you:
A.
Decide who will work based on who has the lowest seniority in the department
B.
Offer to work unless someone else needs to work that day
C.
Set up a rotation where everyone in the department, including you, the leader, will take a turn working this holiday
3. You have committed to helping your staff keep life and work in better balance by being more realistic in setting goals, priorities, and deadlines. What’s the best statement about your behavior?
A.
I will put forth a good effort but, with time, start to make exceptions
B.
Sounds good, but the next time upper management and/or the client puts the heat on it will be back to "crunch" time and business as usual
C.
Regardless of what happens, I will honor my commitments.
4. One of your employees received a lower performance evaluation and salary increase than expected. When they ask you to explain, you will:
A.
Be forthright, honest, and truthful with the explanation
B.
Be uncomfortable and tell only part of the reasons
C.
Explain how you did not have full control over the decision
5. Having just attended a farewell lunch for a close associate, one of your staff returns to the office and is called for a random drug test. The two glasses of wine punch at lunch (no surprise) leads to a small amount of alcohol detected. Will you:
A.
Strictly adhere to company policy and put the staff member on a leave of absence
B.
After a discussion, realize that this is a unique situation, exercise good judgment, and ignore the test
C.
Recommend that the person enroll in the company’s employee assistance counseling program
6. The first formal presentation of a junior staff member to the top management committee isn’t going well at all. Will you, as her leader:
A.
Jump in and ask for the presentation to be reschedule so "she can be better prepared"
B.
Let her sink, and ask embarrassing questions, knowing that this is how lasting lessons are learned
C.
Jump in to protect, support, and encourage her in a way that allows her to save face
7. There are rumors floating around about a significant change in direction and reorganization for your department. When.
The document discusses the concept of trust and its importance in relationships. It covers the five waves of trust: self-trust, relationship trust, organizational trust, market trust, and societal trust. Self-trust involves developing integrity, clarifying intent, showcasing capabilities, and achieving results to be credible. Relationship trust is built through behaviors like talking straight, demonstrating respect, and keeping commitments. Organizational trust is higher when information is shared openly and mistakes are tolerated. Market and societal trust are based on reputation and contribution respectively. The document emphasizes that trust leads to higher speed and lower costs in all domains.
The document discusses the concept of trust and its importance in relationships. It describes the "five waves of trust" that include self trust, relationship trust, organizational trust, market trust, and societal trust. For building self trust, it identifies the key components of integrity, intent, capabilities, and results. Relationship trust can be increased by behaviors like talking straight, demonstrating respect, creating transparency, righting wrongs, showing loyalty, delivering results, and getting better. The document provides details on each of these trust-building behaviors.
The core values and principles of the Spireworks organisation guiding our interactions with partners, contractors and clients, alike. We are a values-driven, growth culture otherwise know as a Deliberately Development Organization (DDO). We build our business around the simple but radical conviction that organizations prosper when they are deeply aligned with people's strongest motive - to grow.
Week 2How would you rate the managers in your company based on.docxmelbruce90096
Week 2
How would you rate the managers in your company based on the 5 functions of Management. How would you rate yourself on these Functions?
As I think of my direct manager I would love to give him a high rating, I simply cannot due to stated functions of manager. I would rate him below average at best.
Planning: We have never been given goals to accomplish from him for our current position. We have always come up with own objective and goals and we are required to follow and complete those. We are not checked up throughout the year to see if we have met or not met these said objective or goals.
Organizing, Leading, Staffing, Controlling: I think that since our manager does not have any means of creating a concrete foundation to manage his staff, these other functions will never work or be accomplished since the planning stages were neglected from the beginning. His current staff has little to no respect for him and only sees him as the “cool” manager to chit chat with. He has been with the company for 20 years and only speak of retiring and hoping we get “One more good contract so he that he can ride it out”.
I would rate myself rather low as well, due to not knowing the correct way to even begin advising or leading a team. I have not been encouraged to initiate, plan or engage in any process to build a more cohesive team. We work independently and are only responsible for what we are given by our District Manager who is based in San Diego.
What management skills do you now possess and which skills do you need to study and understand?
I think that I currently possess excellent Human Skills. I can speak well and confidently to anyone. I have always felt the need to encourage and develop others which is what I would like to start doing. If someone does a good job, I am the first one to let them know. I also can constructively critique others when they are going down the wrong path or need someone to guide them. I would live to improve upon my conceptual and technical skills.
Week 3
What are the Social Responsibilities of a company and the management? Do they conflict with the responsibilities the organization has to the owners (in corporations the stockholders), their employees, and their business partners such as suppliers and marketing intermediaries?
The three approaches by businesses to social responsibility are resistance, being reactive, and being proactive. In the resistance approach, an organization fights to eliminate, delay, or fend off the demands being made on it. In the reactive approach, organizations wait for demands to be made and then respond to them by evaluating their alternatives. The proactive approach leads organizations to actively seek ways to be socially responsible. They continually look at their operations for ways in which to make them more environmentally friendly. They encourage their employees to be active in community causes. They look at the needs of constituents constantly staying in touch, sensing thei.
The document discusses the concept of trust across five waves: self trust, relationship trust, organizational trust, market trust, and societal trust. It outlines the importance of trust in building relationships and reducing costs and increasing speed. It identifies 13 behaviors that can build trust in relationships, including talking straight, demonstrating respect, creating transparency, righting wrongs, showing loyalty, delivering results, getting better, confronting reality, clarifying expectations, practicing accountability, listening first, keeping commitments, and extending trust. It also discusses the dimensions of trust being character and competence.
This document provides 7 secrets or principles for succeeding at Make School. It summarizes them as:
1. There are no stupid questions - employees should feel comfortable asking questions without judgment.
2. Assume negligence, not malice - when conflicts arise, assume people did not intend harm and address issues maturely.
3. Embody a growth mindset - focus on personal and professional growth over time rather than past mistakes.
4. Create the change you want to see - employees can drive change through experimentation and demonstrating effectiveness.
5. Trust yourself and others to own projects and make decisions - distributed ownership allows more work to get done.
6. A manager's role is to
The document discusses feedback in the workplace. It notes that while feedback is an important part of professional development, both giving and receiving feedback can be challenging. People may be reluctant to give feedback due to fears about potential conflicts, lack of impact, or hurting others' feelings. They may also avoid receiving feedback if they fear it could lead to dismissal. The document advocates for creating opportunities for open discussions about feedback to drive improvement.
1. The document discusses various etiquette and professionalism guidelines for workplace conduct, such as dressing appropriately, communicating respectfully, being punctual and productive, and maintaining a positive attitude.
2. Key elements of a positive work environment include being kind, courteous, and respectful to coworkers; showing teamwork; and speaking well of others.
3. Specific etiquette tips covered include maintaining professional appearance, expanding knowledge, honoring work hours, being friendly yet private, communicating effectively, listening to others, and solving problems without blaming.
In politics, business, and education, individuals need to be held .docxbradburgess22840
In politics, business, and education, individuals need to be held accountable for their actions. Unfortunately, too many people do not know what it means to be accountable. This chapter discusses the concepts of accountability and workplace relationships. The concepts of empowerment, responsibility, and accountability are all about personal choices. These personal choices not only impact how successfully you will perform at work but have a tremendous impact on workplace relationships.
In chapter 5 we discussed power bases and how workplace power affects politics and ethical behavior. Employees in the workplace have power. Unfortunately, many people in the workplace do not use their power appropriately or at all. As companies place an increased focus on quality and performance, correct decision making by employees becomes more and more important.
Empowerment is pushing power and decision making to the individuals who are closest to the customer in an effort to increase quality, customer satisfaction, and, ultimately, profits. The foundation of this basic management concept means that if employees feel they are making a direct contribution to a company's activities, they will perform better. This will then increase quality and customer satisfaction.
Consider the case of a manager for a retail customer service counter telling his employee to make the customer happy. The manager feels he has empowered his employee. However, the next day, the manager walks by the employee's counter and notices that the employee has given customers refunds for their returns, even when the return did not warrant a refund. The boss immediately disciplines the employee for poor performance. Didn't the employee do exactly what the manager asked the employee to do? Did the manager truly empower his employee? The answer is no. Telling someone to do something is different than showing someone the correct behavior. The employee interpreted the phrase "make the customer happy" differently from the manager's intention. The proper way for the manager to have empowered the employee would have been to discuss the company's return policies, role-play various customer scenarios, and then monitor the employee's performance. If or when the employee made errors through the training process, the wrong behavior should have been immediately corrected while good performance should have immediately received positive reinforcement.
When you, as an employee, demonstrate a willingness to learn, you have taken responsibility. Responsibility is accepting the power that is being given to you. If you are not being responsible, you are not fully utilizing power that has been entrusted to you. The concept of empowerment and responsibility is useless without accountability. Accountability means that you will report back to whoever gave you the power to carry out that responsibility. Employees at all levels of an organization are accountable to each other, their bosses, their customers, and the com.
Work ethic refers to a belief in hard work and its ability to strengthen character. Key components of a strong work ethic include reliability, initiative, diligence, and pursuing new skills. Developing a good work ethic requires maintaining a positive attitude, avoiding procrastination, staying focused, being dependable, meeting deadlines, and volunteering to fill needs. Employers seek job applicants with demonstrated strong work ethics due to today's competitive business environment.
10 Must-Have Work Ethics in Daily Work RoutineHatem Ramadan
Work ethics are defined as set of values and beliefs that drives one’s behavior in the workplace towards colleagues, managers and probably customers as well. A healthy environment is mainly based on group of people with positive work ethics communicating with each other, therefore all companies and big organizations are embedding certain ethics in their internal charters to encourage its employees to closely observe their work attitude.
In these slides I’ll share with you my thoughts on the most important work ethics based on real work-life situations of which it had a great impact to boost my career and others in a way much further.
https://www.linkedin.com/pulse/10-must-have-work-ethics-daily-routine-hatem-ramadan
THE QUALITIES OF LEADERSHIP Trust Reputation and ConfidenceDarryl Bubner
This document discusses the importance of trust and reputation for leadership. It defines trust as involving honesty and reliability, and relying on others to follow through on their words and actions. Reputation involves broader perceptions of a company based on everything they do. Building trust requires acting with integrity, being competent, keeping commitments, treating employees fairly, and communicating openly. Leaders establish a culture of trust through their own behaviors over time. Maintaining trust is key during difficult periods and requires assertiveness balanced with fairness.
Similar to Learn to write professional resignation letter (20)
Respond to job announcement and request an interviewBizeducator.com
You can find below some of the most used letter for responding job announcement:
Letter #1:
I am responding to your advertisement in the Doe Post inviting applications for a position in chemical engineering. I am currently a research chemist for Johnson’ Chemical Corporation, where I enjoy my work, but I would prefer participating in your research program on new plastics.
The document discusses performance management, which involves defining objectives, reviewing performance, and rewarding achievement. It notes that planning is crucial and stakeholder expectations should drive performance management. A well-implemented process provides benefits like improved performance, training, and equitable compensation. Key factors for success include relevance to strategy, consistent measurement, ability to differentiate performance, and legal compliance. The document then discusses personality traits and their impact in an organizational context.
Job performance refers to the level to which an employee successfully fulfills the factors included in the job description. For each job, the content of job performance may differ. Measures of job performance include quality and quantity of work performed by the employee, the accuracy and speed with which the job is performed, and the overall effectiveness of the person on the job.
Most valued workplace skills employee seek in 2017Bizeducator.com
Top Valued Workplace Skills include leadership , organizational, communication , interpersonal ,computer,analytical, problem solving, time management, mathematical and professional skills.
Psychologist Frederick Herzberg conducted a study asking people to describe satisfying and dissatisfying job experiences to determine factors that influence job satisfaction. He identified two sets of factors: motivators related to job satisfaction like achievement, recognition, responsibility and maintenance factors related to job dissatisfaction like company policies, supervision quality, relationships and work conditions. Managers can motivate employees by providing opportunities for achievement and growth to satisfy higher needs, while maintaining employees by addressing lower level needs through job security and fair treatment.
Dealing with problematic employees in workplaceBizeducator.com
It is inevitable in your role as a manager that you will have to deal with employees who earn the label “difficult.” Instead of ignoring the situation as many managers do, it is essential for you to take action to remedy the problem. After all, you own forming and maintaining an effective working environment. www.bizeducator.com
Essential Information about Network Architecture and DesignBizeducator.com
Networks are implemented to enable the sharing of resources and the exchange of information between users. As the number of resources, users, and connections increases, most networks must be routinely modified to accommodate growth ideally without any reduction in the features and performance levels users have come to expect.
Google Plus – Google’s social networking platform is turning 6 on this June 28th, 2017. Google+ is as yet developing and has been changed its UI and usefulness commonly since its foundation. Let’s have a look at Google plus’s timeline with this infographic created by Fullestop.
Benefits of Computerized Accounting System in WorkplaceBizeducator.com
Benefits of Computerized Accounting System in Workplace Some of the advantages of using a computerized accounting system are:
The arithmetic of adding up debits and credits columns is done automatically and with total accuracy by the computer.
Team building is an effort in which a team studies its own process of working together and acts to create a climate that encourages and values the contributions of team members.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Webinar - How to Craft a Winning Compensation Strategy
Learn to write professional resignation letter
1. 12/10/2016
Learn to Write Professional Resignation Letter
bizeducator.com/learn-to-write-professional-resignation-letter/
If you want to resign from your current position you can find below some of the most professional resignation letter:
Letter #1:
I am sorry to inform you that circumstances dictate I must resign from my position as Finance Manager. I prefer to
leave at the end of this week, if that is convenient. If not, I will gladly comply with the company’s request to give two
weeks termination notice.
Each year my financial obligations have increased; unfortunately, my salary here has not been able to keep up with
these demands. As a result, I have been forced to reconsider my employment here and have concluded that it would
be best for me to seek employment with a company better equipped to meet my financial requirements. Despite this,
it is with mixed emotions, that I have accepted a position elsewhere with possibilities for future advancement and a
better salary.
Please accept my thanks for the opportunity to work with you. The guidance you have given me has proved
invaluable and has prepared me well for my new position. I have enjoyed the challenges presented here at Doe’s,
and I sincerely hope that I have returned a significant portion of that which I have received.
I would be happy to help you find and train a suitable replacement. Because my projects are current and because I
have left detailed instructions illustrating how to perform my job duties on my desk, my successor should have little
difficulty assuming my responsibilities. Please let me know if there is anything else I can do to help make this a
smooth transition.
Letter #2:
Please accept my regrets to resign from my position as Stockroom Manager, effective two weeks from today’s date.
Eager to accept new challenges, I have decided to accept a job offer in a field more closely aligned with my course
of study and interests. My new position will put my talents and interests to work in a new and exciting area.
Although I have accepted a position in another field, it does not detract from the fact that my job at Doe’s has
provided me pleasure as well as insight into my hopes for the future. I have enjoyed working with all of my friends
here, and I want to thank everyone for their support over the years.
When my resignation date arrives, I expect all my projects to be current and my obligations fulfilled. If there is
anything else I can do to help make this a smooth transition, please let me know.
Letter #3:
Please accept this letter as official notification of my resignation from my position as Floor Manager, effective
immediately. Financial considerations and a desire to further my career compel me to accept a job offer from another
company more sympathetic to my present needs.
Although I am disappointed that size constraints placed upon the company deny rapid upward mobility, I feel deeply
indebted to you for skills I have acquired and experience I have gained. My job here has been a great source of
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2. personal satisfaction and a foundation from which I have cultivated many irreplaceable ties with co-workers.
To ensure that the transition goes smoothly and to enable my successor to proceed without undue interruption, I will
prepare project status reports and illustrate procedures necessary to complete each assignment successfully.
Letter #4:
My last day of being a manager at Doe will be two weeks from Friday, as I am resigning to accept another position. I
have been offered a human resource position and I am anxious to make a career change. I will, however, be happy
to answer any questions or concerns the new manager may have regardless of where I am employed.
Thank you for all you have done for me. I appreciate the opportunities and friendships I have enjoyed here.
Letter #5:
Regretfully, I must inform you that I need to resign from my position here as office manager. In accordance with
company policy, I am offering two weeks notice, effective today. Please know that I am grateful for the trust and
confidence that you have placed in me in the last three years. I especially appreciated the opportunity to convert the
paper files in the order department to a computerized system. I believe that similar conversions in other
departments, though time-consuming in the beginning, would greatly benefit the company in the long run.
I have been offered a position as Technology Specialist in a larger company and I feel I must accept. Although the
higher salary was one factor in my decision, I will also have a greater opportunity to use my training in computer
science. I will be happy to help train a replacement while I am here. The new manager is also free to call me at
home or email me with any questions after I leave. All of my files have been backed up on CD and are labeled
appropriately. Please let me know if there is anything else I can do to help make this transition as trouble-free as
possible.
Letter #6:
Dear (name):
After spending nearly five years consulting for Doe Development Company, I will be moving on to a new
assignment. Effective (date), I will begin my new assignment working for City Insurance in the Phoenix Regional
Office.
The past five years have been very exciting. During that time, I have greatly appreciated your support. I believe City
Insurance has some products that will be of interest to you. Once I have settled in, I will contact you to review your
group health insurance needs.
Let’s keep in touch. Starting Monday, (date), I can be reached at:
(Address, phone)
Sincerely,
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3. BY BIZEDUCATOR
The Pillars of Character are ethical values to guide our choices. The standards of conduct that arise out of those
values constitute the ground rules of ethics, and therefore of ethical decision-making.
The Pillars act as a multi-level filter through which to process decisions. So, being trustworthy is not enough; we
must also be caring. Adhering to the letter of the law is not enough; we must accept responsibility for our action or
inaction.
The Pillars can help us detect situations where we focus so hard on upholding one moral principle that we sacrifice
another; where, intent on holding others accountable, we ignore the duty to be compassionate; where, intent on
getting a job done, we ignore how.
In short, the Six Pillars can dramatically improve the ethical quality of our decisions, and thus our character and
lives.
THE SIX PILLARS OF CHARACTER
1: Trustworthiness 2: Respect 3: Responsibility 4: Fairness 5: Caring 6: Citizenship.
1. TRUSTWORTHINESS
When others trust us, they give us greater leeway because they feel we don’t need monitoring to assure that we’ll
meet our obligations. They believe in us and hold us in higher esteem. That’s satisfying. At the same time, we must
constantly live up to the expectations of others and refrain from even small lies or self-serving behavior that can
quickly destroy our relationships.
Simply refraining from deception is not enough. Trustworthiness is the most complicated of the six core
ethical values and concerns a variety of qualities like honesty, integrity, reliability and loyalty.
Honesty
There is no more fundamental ethical value than honesty. We associate honesty with people of honor, and we
admire and rely on those who are honest. But honesty is a broader concept than many may realize. It involves both
communications and conduct.
Honesty in communications is expressing the truth as best we know it and not conveying it in a way likely to mislead
or deceive. There are three dimensions:
Truthfulness. Truthfulness is presenting the facts to the best of our knowledge. Intent is the crucial distinction
between truthfulness and truth itself. Being wrong is not the same thing as lying, although honest mistakes can still
damage trust insofar as they may show sloppy judgment.
Sincerity. Sincerity is genuineness, being without trickery or duplicity. It precludes all acts, including half-truths, out-
of-context statements, and even silence, that are intended to create beliefs or leave impressions that are untrue or
misleading.
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4. Candor. In relationships involving legitimate expectations of trust, honesty may also require candor, forthrightness
and frankness, imposing the obligation to volunteer information that another person needs to know.
Honesty in conduct is playing by the rules, without stealing, cheating, fraud, subterfuge and other trickery. Cheating
is a particularly foul form of dishonesty because one not only seeks to deceive but to take advantage of those who
are not cheating. It’s a two-fer: a violation of both trust and fairness.
Not all lies are unethical, even though all lies are dishonest. Huh? That’s right, honesty is not an inviolate principle.
Occasionally, dishonesty is ethically justifiable, as when the police lie in undercover operations or when one lies to
criminals or terrorists to save lives.
But don’t kid yourself: occasions for ethically sanctioned lying are rare and require serving a very high purpose
indeed, such as saving a life — not hitting a management-pleasing sales target or winning a game or avoiding a
confrontation.
Integrity
The word integrity comes from the same Latin root as “integer,” or whole number. Like a whole number, a person of
integrity is undivided and complete. This means that the ethical person acts according to her beliefs, not according to
expediency.
She is also consistent. There is no difference in the way she makes decisions from situation to situation, her
principles don’t vary at work or at home, in public or alone.
Because she must know who she is and what she values, the person of integrity takes time for self-reflection, so that
the events, crises and seeming necessities of the day do not determine the course of her moral life. She stays in
control. She may be courteous, even charming, but she is never duplicitous.
She never demeans herself with obsequious behavior toward those she thinks might do her some good. She is
trusted because you know
who she is: what you see is what you get. People without integrity are called “hypocrites” or “two-faced.”
Reliability (Promise-Keeping)
When we make promises or other commitments that create a legitimate basis for another person to rely upon us, we
undertake special moral duties. We accept the responsibility of making all reasonable efforts to fulfill
our commitments. Because promise-keeping is such an important aspect of trustworthiness, it is important to:
Avoid bad-faith excuses. Interpret your promises fairly and honestly. Don’t try to rationalize noncompliance.
Avoid unwise commitments. Before making a promise consider carefully whether you are willing and likely to
keep it. Think about unknown or future events that could make it difficult, undesirable or impossible. Sometimes, all
we can promise is to do our best.
Avoid unclear commitments. Be sure that, when you make a promise, the other person understands what you are
committing to do.
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5. Loyalty
Some relationships — husband-wife, employer-employee, citizen-country — create an expectation of allegiance,
fidelity and devotion. Loyalty is a responsibility to promote the interests of certain people, organizations or
affiliations. This duty goes beyond the normal obligation we all share to care for others.
Limitations to loyalty. Loyalty is a tricky thing. Friends, employers, co-workers and others may demand that we
rank their interests above ethical considerations. But no one has the right to ask another to sacrifice ethical
principles in the name of a special relationship. Indeed, one forfeits a claim of loyalty when he or she asks so high a
price for maintaining the relationship.
Prioritizing loyalties. So many individuals and groups make loyalty claims on us that we must rank our loyalty
obligations in some rational fashion. For example, it’s perfectly reasonable, and ethical, to look out for the interests
of our children, parents and spouses even if we have to subordinate our obligations to other children, neighbors or
co-workers in doing so.
Safeguarding confidential information. Loyalty requires us to keep some information confidential. When keeping
a secret breaks the law or threatens others, however, we may have a responsibility to “blow the whistle.”
Avoiding conflicting interests. Employees and public servants have a duty to make all professional decisions on
merit, unimpeded by conflicting personal interests. They owe ultimate loyalty to the public.
2. RESPECT
People are not things, and everyone has a right to be treated with dignity. We certainly have no ethical duty to hold
all people in high esteem, but we should treat everyone with respect, regardless of who they are and what they have
done. We have a responsibility to be the best we can be in all situations, even when dealing with unpleasant people.
The Golden Rule — do unto others as you would have them do unto you — nicely illustrates the Pillar of respect.
Respect prohibits violence, humiliation, manipulation and exploitation. It reflects notions such as civility, courtesy,
decency, dignity, autonomy, tolerance and acceptance.
Civility, Courtesy and Decency
A respectful person is an attentive listener, although his patience with the boorish need not be endless
(respect works both ways). Nevertheless, the respectful person treats others with consideration, and doesn’t resort
to intimidation, coercion or violence except in extraordinary and limited situations to defend others, teach discipline,
maintain order or achieve social justice. Punishment is used in moderation and only to advance important social
goals and purposes.
Dignity and Autonomy
People need to make informed decisions about their own lives. Don’t withhold the information they need to do
1. Allow all individuals, including maturing children, to have a say in the decisions that affect them.
Tolerance and Acceptance
Accept individual differences and beliefs without prejudice. Judge others only on their character, abilities
and conduct.
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6. 3. RESPONSIBILITY
Life is full of choices. Being responsible means being in charge of our choices and, thus, our lives. It means being
accountable for what we do and who we are. It also means recognizing that our actions matter and we are morally
on the hook for the consequences.
Our capacity to reason and our freedom to choose make us morally autonomous and, therefore, answerable for
whether we honor or degrade the ethical principles that give life meaning and purpose.
Ethical people show responsibility by being accountable, pursuing excellence and exercising self-restraint. They
exhibit the ability to respond to expectations.
Accountability
An accountable person is not a victim and doesn’t shift blame or claim credit for the work of others. He considers the
likely consequences of his behavior and associations. He recognizes the common complicity in the triumph of evil
when nothing is done to stop it. He leads by example.
Pursuit of Excellence
The pursuit of excellence has an ethical dimension when others rely upon our knowledge, ability or willingness to
perform tasks safely and effectively.
Diligence. It is hardly unethical to make mistakes or to be less than “excellent,” but there is a moral obligation to do
one’s best, to be diligent, reliable, careful, prepared and informed.
Perseverance. Responsible people finish what they start, overcoming rather than surrendering to obstacles. They
avoid excuses such as, “That’s just the way I am,” or “It’s not my job,” or “It was legal.”
Continuous Improvement. Responsible people always look for ways to do their work better.
Self-Restraint
Responsible people exercise self-control, restraining passions and appetites (such as lust, hatred, gluttony,
greed and fear) for the sake of longer-term vision and better judgment. They delay gratification if necessary and
never feel it’s necessary to “win at any cost.” They realize they are as they choose to be, every day.
4. FAIRNESS
What is fairness? Most would agree it involves issues of equality, impartiality, proportionality, openness and due
process. Most would agree that it is unfair to handle similar matters inconsistently.
Most would agree that it is unfair to impose punishment that is not commensurate with the offense. The basic
concept seems simple,
even intuitive, yet applying it in daily life can be surprisingly difficult.
Fairness is another tricky concept, probably more subject to legitimate debate and interpretation than any other
ethical value. Disagreeing parties
tend to maintain that there is only one fair position (their own, naturally). But essentially fairness implies adherence
to a balanced standard of justice without relevance to one’s own feelings or inclinations.
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7. Process
Process is crucial in settling disputes, both to reach the fairest results and to minimize complaints. A fair
person scrupulously employs open and impartial processes for gathering and evaluating information necessary to
make decisions. Fair people do not wait for the truth to come to them; they seek out relevant information
and conflicting perspectives before making important judgments.
Impartiality
Decisions should be made without favoritism or prejudice.
Equity
An individual, company or society should correct mistakes, promptly and voluntarily. It is improper to take advantage
of the weakness or ignorance of others.
5. CARING
If you existed alone in the universe, there would be no need for ethics and your heart could be a cold, hard stone.
Caring is the heart of ethics, and ethical decision-making. It is scarcely possible to be truly ethical and yet
unconcerned with the welfare of others. That is because ethics is ultimately about good relations with other people.
It is easier to love “humanity” than to love people. People who consider themselves ethical and yet lack a
caring attitude toward individuals tend to treat others as instruments of their will.
They rarely feel an obligation to be honest, loyal, fair or respectful except insofar as it is prudent for them to do so, a
disposition which itself hints at duplicity and a lack of integrity. A person who really cares feels an emotional
response to both the pain and pleasure of others.
Of course, sometimes we must hurt those we truly care for, and some decisions, while quite ethical, do cause pain.
But one should consciously cause no more harm than is reasonably necessary to perform one’s duties.
The highest form of caring is the honest expression of benevolence, or altruism. This is not to be confused
with strategic charity. Gifts to charities to advance personal interests are a fraud. That is, they aren’t gifts at
all.They’re investments or tax write-offs.
6. CITIZENSHIP
Citizenship includes civic virtues and duties that prescribe how we ought to behave as part of a community.
The good citizen knows the laws and obeys them, yes, but that’s not all.
She volunteers and stays informed on the issues of the day, the better to execute her duties and privileges as a
member of a self-governing democratic society.
She does more than her “fair” share to make society work, now and for future generations. Such a commitment to
the public sphere can have many expressions, such as conserving resources, recycling, using public transportation
and cleaning up litter. The good citizen gives more than she takes.
BY BIZEDUCATOR
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