This document discusses the impact of personality and individual differences in the workplace. It describes how internal factors like skills, attitudes, personality traits, and values as well as external factors like leadership and job scope influence individual differences. It identifies the big five personality traits of extraversion, agreeableness, conscientiousness, emotional stability, and openness and how they affect work motivation and organizational behavior. Personality and individual traits impact how employees' needs are met according to theories like Maslow's hierarchy of needs and McClelland's needs theory, and influence work performance and productivity. Understanding these differences is important for organizational success.
Setting roles and responsibilities right from the top to the bottom in an organization is imperative because the management as well as employees can accomplish their goals efficiently. Setting roles and responsibilities is akin to fixing spokes (roles and responsibilities of each employee in an organization) of the wheel (organization).
Setting roles and responsibilities right from the top to the bottom in an organization is imperative because the management as well as employees can accomplish their goals efficiently. Setting roles and responsibilities is akin to fixing spokes (roles and responsibilities of each employee in an organization) of the wheel (organization).
When you discuss individual differences among your friends, you mi.docxphilipnelson29183
When you discuss individual differences among your friends, you might start by talking about your presonalities, or skills and abilities. We’ll do the same. In the chapter that follows we will discuss these and other differences. We will also discuss emotions, which we consider a key individual level process in response to personal and environmental inputs. By the end of the chapter you will have a much greater understanding of how individual differences and emotions affect a host of outcomes at the individual and group levels of OB. You also will learn some practical tips on how to use this knowledge to improve your success at school, at work, and in your larger life. Page 73 winning at work TO START FAST AND START RIGHT, BE PROACTIVE IN YOUR FIRST 30 DAYS Shannon Deegan, director of People Operations at Google, said: “We tell employees, ‘You own your career.’ . . . If an employee loves part of a job yet wanted to do it on a different team, ‘it’s cool,’ he says.”1 This is a loud endorsement for proactivity at work. And while you may never work for Google, you can still benefit from his advice. Being proactive is a benefit in many arenas of life and can be especially beneficial when starting a new job. Don’t count on your employer to do all the work in the early stages, or onboarding process, of a new job. We’ve listed seven recommendations to help you start fast and start right. SOURCE: From Jennifer King, “6 Things New Hires Should Do in the First 30 Days,” SoftwareAdvice.com, http://blog.softwareadvice.com/articles/hr/new-hire-check-list-1071312/. Reprinted with permission. 1.Come Up with Your Elevator Pitch. You only get one chance to make a first impression. So, before you start introducing yourself to everyone, figure out what you’re going to say when you meet them. 2.Understand Your Role and How You’ll Be Evaluated. The responsibilities of the job you were hired for could change by the time you start work. Reach out to your manager about what may have changed and make sure you have a clear understanding of your current role, responsibilities, and authority before you take on any projects. 3.Learn the Business. Before you can begin to contribute to an organization, you need to figure out how the company works. How does your company do business? What are its objectives? 4.Interview Your Boss. The key to being a successful new employee is helping your boss be successful. Find out what keeps your boss up at night and come up with creative ways to alleviate those worries. 5.Be Ambitious, but Have Restraint. You might be eager to start contributing right away and fixing everything you see wrong with the organization. That intention is good, but tread lightly. As a new hire you won’t have the historical context about why a policy or process may or may not need fixing. 6.Be Proactive about Your Onboarding. One day of orientation and a meet and greet with your team may be the extent of your company’s onboarding program. If so, be proactive with.
Week 2 BUS 660 Contemporary Issues in Organizational Leadership.docxcelenarouzie
Week 2 BUS 660 Contemporary Issues in Organizational Leadership
Week 2 - Discussion 1
Ethical Leadership
Companies have become increasingly aware of the advantages that being ethically conscious have to offer, especially in the global economy. Using the overview of ethical leadership provided in this week’s lecture and readings, in what way can ethical business practices increase organizational competitiveness in their respective industries and help to further substantiate the notion that an ethical culture is good for business? Conversely, how does unethical leadership adversely affect the organization’s bottom line? What impact can a leader’s position on ethics have on the culture of an organization?
Week 2 - Discussion 2
Ethical Organizational Culture
What is the relationship between a leader’s responsibility for ethical behavior and the idea of an ethical organizational culture? Research a specific nonfictional leader of your choice and provide examples of the behaviors this leader exhibits that highlight the role of ethics in leadership. Answer the following in your post:
1. Can a leader’s public and private morality be distinguished? Should they be?
2. Can a bad person be a good leader?
3. Why is it important for leaders to demonstrate ethical conduct?
4. Which is more important for improving ethical values in an organization: a code of ethics, leader behavior, or employee training?
Week 2 - Assignment
Characteristics of Leader Effectiveness
The purpose of this assignment is to examine similarities and differences in characteristics of effectiveness for several familiar leadership roles. In a three- to four-page paper (excluding the title and reference pages)
· Identify the characteristics by which the effectiveness of the following leaders might be evaluated: an assistant coach, a teacher, and a minister. Prioritize and explain the rationale for these characteristics.
· Discuss the ethical issues or challenges associated with prioritization.
· Compare and contrast the extent to which there are unique or similar characteristics across the different roles, and the extent to which the criteria are measurable. For example, some of the characteristics you might identify for the role of assistant coach might include the leadership behind a team’s win-loss record, player perceptions, team morale, etc.
Your paper must be formatted according to APA style as outlined in the Ashford Writing Center, and it must include citations and references from the text and at least two scholarly sources from the Ashford University Library
2 Preparing to Lead
iStock/Thinkstock
Learning Objectives
After reading this chapter, you should be able to:
• Establish a personal commitment to excellence.
• Understand the importance of character in a leadership position.
• Relate personal characteristics and actions to leadership success.
• Undertake efforts to grow and change.
• Display the willingness to change personal behaviors.
• Assume the .
This unit 12 leadership style assignment solution is delving with the organizational behavior to evaluate the acknowledgement of personal and group behavior in CAPCO as well as to examine current theoretical aspects as well as their use for managing workplace behavioral circumstances.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This research paper presents a discussion of soft skills that are essential for people in managerial position. It offers useful insights regarding the importance of soft skills in management and leadership.
Print, complete, and score the following scales. .docxVannaJoy20
Print, complete, and score the following scales. Do not read how to score a scale until after you have completed it.
1. Stressed Out
2. Susceptibility to Stress (SUS)
3. Response to Stress Scale
4. Are you a Type A or Type B?
5. Coping with Stress
6. Multidimensional Health Locus of Control
7. Locus of Control
8. Life Orientation Test
Identify at Least 5 of Your Personal Stressors and 5 Daily Hassles
Using the information gathered in A and B, write a 3-5 page self-reflection paper that includes the following sections:
. Discuss your scores on each of the above scales and write a couple of brief statements about what that score means for you. Were you surprised by the score(s)? Did the results of the scales resonate with your perception of your stress level?
Incorporating information from your text and other academic sources, provide a summary of your stressors and life hassles.
3. Incorporating information from your text and other academic sources, provide a summary of what you might do to reduce your stress.
4. Discuss the issue of personal stress as it relates to psychological well-being. Relate your own results and thoughts about your experience with these scales to the information provided in the text and other academic sources (journal articles, books, .gov, .edu, or .org websites)
PERSPECTIVE
published: 25 February 2022
doi: 10.3389/fpsyt.2022.846244
Frontiers in Psychiatry | www.frontiersin.org 1 February 2022 | Volume 13 | Article 846244
Edited by:
Kairi Kõlves,
Griffith University, Australia
Reviewed by:
Jacinta Hawgood,
Griffith University, Australia
Jennifer Muehlenkamp,
University of Wisconsin–Eau Claire,
United States
*Correspondence:
M. David Rudd
[email protected]
Specialty section:
This article was submitted to
Psychopathology,
a section of the journal
Frontiers in Psychiatry
Received: 30 December 2021
Accepted: 02 February 2022
Published: 25 February 2022
Citation:
Rudd MD and Bryan CJ (2022)
Finding Effective and Efficient Ways to
Integrate Research Advances Into the
Clinical Suicide Risk Assessment
Interview.
Front. Psychiatry 13:846244.
doi: 10.3389/fpsyt.2022.846244
Finding Effective and Efficient Ways
to Integrate Research Advances Into
the Clinical Suicide Risk Assessment
Interview
M. David Rudd 1* and Craig J. Bryan 2
1Department of Psychology, University of Memphis, Memphis, TN, United States, 2Department of Psychiatry and Behavioral
Science, The Ohio State University Wexner Medical Center, Columbus, OH, United States
Research in clinical suicidology continues to rapidly expand, much of it with implications
for day-to-day clinical practice. Clinicians routinely wrestle with how best to integrate
recent advances into practice and how to do so in efficient and effective fashion. This
article identifies five critical domains of recent research findings and offers examples
of simple questions that can easily be integ.
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When you discuss individual differences among your friends, you mi.docxphilipnelson29183
When you discuss individual differences among your friends, you might start by talking about your presonalities, or skills and abilities. We’ll do the same. In the chapter that follows we will discuss these and other differences. We will also discuss emotions, which we consider a key individual level process in response to personal and environmental inputs. By the end of the chapter you will have a much greater understanding of how individual differences and emotions affect a host of outcomes at the individual and group levels of OB. You also will learn some practical tips on how to use this knowledge to improve your success at school, at work, and in your larger life. Page 73 winning at work TO START FAST AND START RIGHT, BE PROACTIVE IN YOUR FIRST 30 DAYS Shannon Deegan, director of People Operations at Google, said: “We tell employees, ‘You own your career.’ . . . If an employee loves part of a job yet wanted to do it on a different team, ‘it’s cool,’ he says.”1 This is a loud endorsement for proactivity at work. And while you may never work for Google, you can still benefit from his advice. Being proactive is a benefit in many arenas of life and can be especially beneficial when starting a new job. Don’t count on your employer to do all the work in the early stages, or onboarding process, of a new job. We’ve listed seven recommendations to help you start fast and start right. SOURCE: From Jennifer King, “6 Things New Hires Should Do in the First 30 Days,” SoftwareAdvice.com, http://blog.softwareadvice.com/articles/hr/new-hire-check-list-1071312/. Reprinted with permission. 1.Come Up with Your Elevator Pitch. You only get one chance to make a first impression. So, before you start introducing yourself to everyone, figure out what you’re going to say when you meet them. 2.Understand Your Role and How You’ll Be Evaluated. The responsibilities of the job you were hired for could change by the time you start work. Reach out to your manager about what may have changed and make sure you have a clear understanding of your current role, responsibilities, and authority before you take on any projects. 3.Learn the Business. Before you can begin to contribute to an organization, you need to figure out how the company works. How does your company do business? What are its objectives? 4.Interview Your Boss. The key to being a successful new employee is helping your boss be successful. Find out what keeps your boss up at night and come up with creative ways to alleviate those worries. 5.Be Ambitious, but Have Restraint. You might be eager to start contributing right away and fixing everything you see wrong with the organization. That intention is good, but tread lightly. As a new hire you won’t have the historical context about why a policy or process may or may not need fixing. 6.Be Proactive about Your Onboarding. One day of orientation and a meet and greet with your team may be the extent of your company’s onboarding program. If so, be proactive with.
Week 2 BUS 660 Contemporary Issues in Organizational Leadership.docxcelenarouzie
Week 2 BUS 660 Contemporary Issues in Organizational Leadership
Week 2 - Discussion 1
Ethical Leadership
Companies have become increasingly aware of the advantages that being ethically conscious have to offer, especially in the global economy. Using the overview of ethical leadership provided in this week’s lecture and readings, in what way can ethical business practices increase organizational competitiveness in their respective industries and help to further substantiate the notion that an ethical culture is good for business? Conversely, how does unethical leadership adversely affect the organization’s bottom line? What impact can a leader’s position on ethics have on the culture of an organization?
Week 2 - Discussion 2
Ethical Organizational Culture
What is the relationship between a leader’s responsibility for ethical behavior and the idea of an ethical organizational culture? Research a specific nonfictional leader of your choice and provide examples of the behaviors this leader exhibits that highlight the role of ethics in leadership. Answer the following in your post:
1. Can a leader’s public and private morality be distinguished? Should they be?
2. Can a bad person be a good leader?
3. Why is it important for leaders to demonstrate ethical conduct?
4. Which is more important for improving ethical values in an organization: a code of ethics, leader behavior, or employee training?
Week 2 - Assignment
Characteristics of Leader Effectiveness
The purpose of this assignment is to examine similarities and differences in characteristics of effectiveness for several familiar leadership roles. In a three- to four-page paper (excluding the title and reference pages)
· Identify the characteristics by which the effectiveness of the following leaders might be evaluated: an assistant coach, a teacher, and a minister. Prioritize and explain the rationale for these characteristics.
· Discuss the ethical issues or challenges associated with prioritization.
· Compare and contrast the extent to which there are unique or similar characteristics across the different roles, and the extent to which the criteria are measurable. For example, some of the characteristics you might identify for the role of assistant coach might include the leadership behind a team’s win-loss record, player perceptions, team morale, etc.
Your paper must be formatted according to APA style as outlined in the Ashford Writing Center, and it must include citations and references from the text and at least two scholarly sources from the Ashford University Library
2 Preparing to Lead
iStock/Thinkstock
Learning Objectives
After reading this chapter, you should be able to:
• Establish a personal commitment to excellence.
• Understand the importance of character in a leadership position.
• Relate personal characteristics and actions to leadership success.
• Undertake efforts to grow and change.
• Display the willingness to change personal behaviors.
• Assume the .
This unit 12 leadership style assignment solution is delving with the organizational behavior to evaluate the acknowledgement of personal and group behavior in CAPCO as well as to examine current theoretical aspects as well as their use for managing workplace behavioral circumstances.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This research paper presents a discussion of soft skills that are essential for people in managerial position. It offers useful insights regarding the importance of soft skills in management and leadership.
Print, complete, and score the following scales. .docxVannaJoy20
Print, complete, and score the following scales. Do not read how to score a scale until after you have completed it.
1. Stressed Out
2. Susceptibility to Stress (SUS)
3. Response to Stress Scale
4. Are you a Type A or Type B?
5. Coping with Stress
6. Multidimensional Health Locus of Control
7. Locus of Control
8. Life Orientation Test
Identify at Least 5 of Your Personal Stressors and 5 Daily Hassles
Using the information gathered in A and B, write a 3-5 page self-reflection paper that includes the following sections:
. Discuss your scores on each of the above scales and write a couple of brief statements about what that score means for you. Were you surprised by the score(s)? Did the results of the scales resonate with your perception of your stress level?
Incorporating information from your text and other academic sources, provide a summary of your stressors and life hassles.
3. Incorporating information from your text and other academic sources, provide a summary of what you might do to reduce your stress.
4. Discuss the issue of personal stress as it relates to psychological well-being. Relate your own results and thoughts about your experience with these scales to the information provided in the text and other academic sources (journal articles, books, .gov, .edu, or .org websites)
PERSPECTIVE
published: 25 February 2022
doi: 10.3389/fpsyt.2022.846244
Frontiers in Psychiatry | www.frontiersin.org 1 February 2022 | Volume 13 | Article 846244
Edited by:
Kairi Kõlves,
Griffith University, Australia
Reviewed by:
Jacinta Hawgood,
Griffith University, Australia
Jennifer Muehlenkamp,
University of Wisconsin–Eau Claire,
United States
*Correspondence:
M. David Rudd
[email protected]
Specialty section:
This article was submitted to
Psychopathology,
a section of the journal
Frontiers in Psychiatry
Received: 30 December 2021
Accepted: 02 February 2022
Published: 25 February 2022
Citation:
Rudd MD and Bryan CJ (2022)
Finding Effective and Efficient Ways to
Integrate Research Advances Into the
Clinical Suicide Risk Assessment
Interview.
Front. Psychiatry 13:846244.
doi: 10.3389/fpsyt.2022.846244
Finding Effective and Efficient Ways
to Integrate Research Advances Into
the Clinical Suicide Risk Assessment
Interview
M. David Rudd 1* and Craig J. Bryan 2
1Department of Psychology, University of Memphis, Memphis, TN, United States, 2Department of Psychiatry and Behavioral
Science, The Ohio State University Wexner Medical Center, Columbus, OH, United States
Research in clinical suicidology continues to rapidly expand, much of it with implications
for day-to-day clinical practice. Clinicians routinely wrestle with how best to integrate
recent advances into practice and how to do so in efficient and effective fashion. This
article identifies five critical domains of recent research findings and offers examples
of simple questions that can easily be integ.
Consequentialist theory Focuses on consequences of a.docxVannaJoy20
Consequentialist theory
Focuses on consequences of actions
Hard Universalist/Absolutist theory
The theory that one ought to maximize happiness and
minimize the unhappiness of as many people as
possible
Epicurus (341-270 B.C.E.) Greek philosopher who
advocated a life free of pain
Coined the term utilitarianism
Believed that it is good for an action to have a utility
(to make people happy)
Developed Hume’s theory of utility into a moral theory
to reform the British legal system
Believed that all humans are hedonists
Developed Hedonistic Calculus
Calculates probable consequences of actions
Produces a rational solution to any problem
Rediscovered the paradox of hedonism
The more you search for pleasure, the more it will elude
you
Refined Bentham’s theory
Higher and lower pleasures
Harm Principle
The only purpose of interfering with the life of someone
is to prevent harm to others
Act Utilitarianism
Always do whatever act
that will create the
greatest happiness for
the greatest number of
people
Only focuses on
consequences of present
decision
Always do whatever type
of act (based on a rule)
that will create the
greatest happiness for
the greatest number of
people
Focuses on consequences
of others applying that
same rule
Rule Utilitarianism
CemeteryAnalysis
Massachusetts has a unique archaeological resource in its many colonial graveyards. These contain a large number of precisely dated “artifacts” in the form of headstones and provide an opportunity for studies of the ways in which different aspects of British colonial and Euro- American culture have changed over time. For this assignment, you will visit a local cemetery of your choosing and use the headstones and other associated material culture to address questions aimed at understanding demographic, social, symbolic, or technological issues in the past. This assignment does not require any archaeological excavation, and your instructor and federal, state, and local laws expressly forbid you from doing any! The project also does not require you to do any additional background research, although you are welcome to do so. Please
respect these cemeteries, the individuals buried therein, and any visitors you may encounter during your study.
You must follow these steps:
1)
Chooseagraveyardwithheadstonesdatingtothe1600s,1700s,or1800s. There are several good graveyards in downtown Boston and many more scattered around the city and suburbs. The downtown locations have been studied at length as they are all regularly served by the MBTA. Several “off-the-beaten-track” locations, such as the Tollgate Cemetery in Forest Hills, is also served by transit and has not been visited by my students in the past. While everyone has their own time pressures, I encourage to think .
The theory that states that people look after their .docxVannaJoy20
The theory that states that people look
after their own self interest
An absolutist theory
Does not consider other options
A descriptive theory
Does not make a judgment
A British philosopher (1588-1679)
Agreed with Glaucon that:
Humans choose to live in a society with rules
because it benefits us
Any show of concern for others only hides a
true concern for ourselves
It is foolish to not look after ourselves
Believed that humans feel pity for others
because we fear something similar happening to
us
A theory that says people ought to act in their
own self interest
An absolutist theory
A normative theory
Makes a judgment or prescription about
behavior
A consequentialist theory
Focuses on consequences of actions
Russian-born American (1905-1982)
Believed that egoism benefits society
People should not feel guilty for seeking their own
happiness
People should not feel obligated to help those who are
“moochers and leeches.”
Everyone should give up his or her own self-interest
for others
Normative theory
Consequentialist theory
.
This is a graded discussion 30 points possibledue -.docxVannaJoy20
This is a graded discussion: 30 points possible
due -
Discussion 2 (Complete by
Sunday, Nov. 6)
20 20
This discussion aligns with Learning Outcomes 1, 2, and 4
Democracy, at its core, is centered on the idea that individuals can, in fact,
rule themselves. This concept is enshrined in the U.S. Constitution as we
know it today. However, early on the American Constitution was not a sound,
democratic document. In particular, the idea of popular sovereignty; that is,
the will of the people, was not extended to everyone. For example, as you
read this week, the framers, for a time, chose to retain slavery in the new
Republic. In addition to slavery, in what other areas was the Constitution of
1788 less than democratic? In what ways has the Constitution, since then,
become more democratic? Be sure to provide examples to support your
claims.
Submission
Our discussions are a valuable opportunity to have thoughtful conversations
regarding a specific topic. You are required to provide a comprehensive
initial post with 3-4 well-developed paragraphs that include a topic
sentence and at least 3-5 supporting sentences with additional details,
11/4/22, 1:30 AM
Page 1 of 29
Search entries or author
Reply
explanations, and examples. In addition, you are required to respond
substantively to the initial posts of at least two other classmates on two
different days. All posts should be reflective and well written, meaning free
of errors in grammar, sentence structure, and other mechanics.
Grading
This discussion is worth 30 points toward your final grade and will be
graded using the Discussion Rubric. Please use it as a guide toward
successful completion of this discussion. For information on how to view the
rubric, refer to this Canvas Community Guide
(https://community.canvaslms.com/docs/DOC-10577-4212540120) .
Unread Subscribe
(https://canvas.fscj.edu/courses/65283/users/135004)
Sarkis Boyajian (https://canvas.fscj.edu/courses/65283/users/135004)
Tuesday
11/4/22, 1:30 AM
Page 2 of 29
Reply
The Constitution of 1788 lacked democracy because it did not protect
the people’s beliefs. Religion influences people’s morality. And morality is
a key component of personal convictions. People’s convictions influence
how they want to be governed and how they vote. The first amendment to
the Constitution provided protection to the people’s beliefs by restricting
Congress from making laws respective to an establishment of religion or
prohibiting the free exercise thereof.
The Constitution of 1788 lacked democracy because it did not protect
the people’s expression. Speech is the cornerstone of sharing thoughts
and ideas. The sharing of thoughts and ideas influences people’s
opinions. People’s opinions influence how they want to be governed and
how they vote. The first amendment to the Constitution provided
protection to people’s expression by restricting Congress from making
laws respective to ab.
· Please include the following to create your Argumentative Essay .docxVannaJoy20
· Please include the following to create your Argumentative Essay Presentation Plan:
· Presentation author and title of the presentation (Essay)
· Purpose: What do you want your audience to obtain or support after the discussion?
· Audience: What phrases will you adapt-without diverting from the purpose of the essay- as you select a medium to include on the slides?
· Keywords: As you break down your essay into keywords, which themes and concepts arise?
· Introduction: What does the outline of the presentation include?
· Body: Think about the body of your essay. Which specific details are necessary to get your points across?
· Conclusion: Why is your essay and analysis important?
· How did you get to that conclusion?
· Since you will communicate with the audience through more than one sense, what media do you intend to use?
· Which presentation software program do you intend to use to prepare the presentation?
· As you prepare your presentation and deepen your understanding, what do you notice that you hadn’t seen before?
· You must present your writing double-spaced, in a Times New Roman, Arial or Courier New font, with a font size of 12.
· Pay attention to grammar rules (spelling and syntax).
· Your work must be original and must not contain material copied from books or the internet.
· When citing the work of other authors, include citations and references using APA style to respect their intellectual property and avoid plagiarism.
· Remember that your writing must have a header or a cover page that includes the name of the institution, the program, the course code, the title of the activity, your name and student number, and the assignment's due date.
.
• FINISH IVF• NATURAL FAMILY PLANNING• Preimplanta.docxVannaJoy20
• FINISH IVF
• NATURAL FAMILY PLANNING
• Preimplantation Genetic Diagnosis (PGD)
• Surrogate motherhood
• “snowflake babies”
• Artificial Insemination (AI)
Preimplantation Genetic Diagnosis (PGD)
ZYGOTE
M
O
RU
LA
COMPACTION
BLASTOMERES
MALE &
FEMALE
PRONUCLEI
Surrogate motherhood
https://en.wikipedia.org/wiki/2014_Thai_surrogacy_controversy
INTRINSIC BIOETHICAL EVIL/WRONG:
NATURAL RIGHT TO BE GESTATED BY BIOLOGICAL MOTHER
“snowflake babies” = ivf embryo transfer
http://www.vatican.va/roman_curia/congregations/cfaith/documents/rc_con_cfaith_doc_20081208_dignitas-personae_en.html
Artificial Insemination (AI)
NATURAL FAMILY PLANNING (NFP)
1.OVULATION SYMPTOMS
2.BIOETHICAL EVALUATION
NATURAL FAMILY PLANNING (NFP)
1.OVULATION SYMPTOMS
a) 3 PRIMARY
b) 7 SECONDARY
PRIMARY OVULATION SYMPTOMS:
1) BASAL BODY TEMPERATURE (BBT)
2) CERVIX ACTIVITY
3) CERVICAL MUCUS
SECONDARY OVULATION SYMPTOMS:
1) MITTELSCHMERZ
2) SPOTTING
3) SWOLLEN VAGINA AND/OR VULVA
4) INCREASED LIBIDO
5) BREAST TENDERNESS
6) GENERAL BLOATING
7) FERNING
SOME MAJOR PROTOCOLS AND METHODS:
• CREIGHTON MODEL (NaPro Technology)
• COUPLE TO COUPLE (CCL)
• SYMPTO-THERMAL METHOD
• BILLINGS METHOD
• FAMILY OF THE AMERICAS (BASED ON BILLINGS)
ACTIVITY OF THE CERVIX AND CERIVCAL OS DURING MENSTRUAL CYCLE
INFERTILEFERTILE
1 DAY BEFORE OVULATION:
OS OPEN, CERVIX HIGH,
SOFT AND CENTRAL,
EGGWHITE FLUID
INFERTILE PHASE: OS CLOSED,
CERVIX FIRM,
ANGLED SLIGHTLY,
TACKY FLUID
Examples of cervical mucus
during various days of the
menstrual cycle.
Transparent and elastic
is fertile.
Opaque and tacky
is infertile.
WHAT ABOUT THE HUSBAND?
• DISCIPLINE, RESPECT, COMMUNICATION, SACRIFICIAL LOVE
• OPENNESS TO THE PRESENCE OF GOD IN THEIR DAILY LIFE
2. BIOETHICAL EVALUATION OF NFP:
a) AS A MEANS
b) AS AN END / GOAL / OBJECTIVE
a) AS A MEANS:
• NO SEPARATION ÷ UNITIVE / PROCREATIVE
DIMENSIONS
• RESPECTFUL OF HUMAN NATURE
• MARRITAL INTIMACY = UNION OF
BODY AND SOUL
b) AS AN END:
HUMANAE VITAE 16b:
“If therefore there are well-grounded
reasons for spacing births, arising from the
physical or psychological condition
of husband or wife,
or from external circumstances…
then take advantage
of the natural cycles immanent
in the reproductive system…”
b) AS AN END:
THEREFORE, TO BE AVOIDED IS A
CONTRACEPTIVE MENTALITY,
WHEREBY PREGNANCY / CHILDREN
ARE SEEN AS AN EVIL,
TO BE AVOIDED BY ANY MEANS.
INSTEAD, A FUNDAMENTAL OPENNESS TO LIFE,
COLLABORATING WITH GOD’S PLAN
TO BE CO-CREATORS
OF A UNIQUE HUMAN LIFE.
Slide Number 1Slide Number 2Slide Number 3Slide Number 4Slide Number 5Slide Number 6Slide Number 7Slide Number 8Slide Number 9Slide Number 10Slide Number 11Slide Number 12Slide Number 13Slide Number 14Slide Number 15Slide Number 16Slide Number 17Slide Number 18Slide Number 19
See discussions, stats, and author profiles for this publication at: https://www.researchgate.net/publication/220672617
.
Use the information presented in the module folder along with your.docxVannaJoy20
Use the information presented in the module folder along with your readings from the textbook to answer thefollowing questions.1. Differentiate between bacterial infection and bacterial intoxication.
2. Discuss the importance of E. coli as part of our intestinal flora.
3. Describe three (3) different types of gastrointestinal diseases caused by bacteria. Besure to give the name of the specific organism that causes each, describe somecommon signs and symptoms and discuss treatment for each disease:
4. Define meningitis. Compare and contrast between bacterial and viral meningitisincluding treatment for each.
5. What is a prion? Describe the impact prions have on the human brain and discuss twoprion-associated diseases in humans:
6. What is a vector-borne (vector transmitted) disease? Give an example of a vectorborne disease and the vector responsible for causing it.
.
• Ryanairs operations have been consistently plagued with emp.docxVannaJoy20
• Ryanair's operations have been consistently plagued with employee
discontent and protests (Temming, 2017). Communication between Line
Managers and employees has been tensed, and performance has suffered as a
result. The Company would benefit from the strategic positioning and
interpersonal skills of the Human Resource Business Partner.
• As an employee advocate, he or she would engage employees in dialogue and
ensure that whatever findings are made are brought to the attention of the line
manager promptly to be addressed.
• Also, as a collaborative partner, he would assist in channeling the needs of the
line manager in a way that will be understood and well received by
subordinates.
• Effective communication would eventually lead to mutual understanding and
benefit for all parties.
• It would go a long way in developing a strong company culture where
individuals are not afraid to express their thoughts and ideas. and would shift
focus away from conflict towards meeting Organizational goals.
01 CONSTRUCTIVE COMMUNICATION
BETWEEN MANAGEMENT AND STAFF
02 EFFECTIVE CHANGE
MANAGEMENT
• The Greek Philosopher, Heraclitus stated that “Change is the only
constant of life” (Rothwell et al., 2015). This statement is pertinent to the
rapidly changing business climate (Lauer, 2019, p3) in which Ryanair
finds itself.
• A company’s readiness and reaction to change are important in
determining success. From our current state analysis, we discovered
that several tasks may be expedited and optimized with the introduction
of new technology.
• However, this must be introduced strategically to prevent resistance.
The role of the Human Resources Business Partner is essential in this
regard.
• He or She would determine the need for change and ensure reception of
the change by employing effective communication strategies
(McCracken et al., 2017).
• Apart from a change in technology, other elements that may undergo
transformation include processes, policies, personnel, amongst others.
It is important that these changes are taken in stride so that they do not
forestall operations.
03 FOCUSED TRAINING AND
CAPACITY BUILDING
• The Business Partner would be instrumental in identifying
areas requiring competency improvements (Onen, 2013) in
Ryanair.
• Through a series of activities such as performance reviews
and data analysis, as well as knowledge of the business, and
interactions with staff, the business partner would tailor
training programmers to drive outcomes that matter and meet
the company's needs and vision.
• Doing so would be of benefit not only to employees but to
Ryanair, who would see improved performances and save
costs that would have gone into retraining because of an
inefficient programme.
EFFECTIVE STRATEGY
DEVELOPMENT
• Ryanair would benefit from the HRBP's skills and
knowledge in developing strategic plans that create value
for future business successes.
• He or she would ensure that plans align with the needs and
expectations .
· Your initial post should be at least 500 words, formatted and ci.docxVannaJoy20
· Your initial post should be at least 500 words, formatted and cited in current APA style with support from at least 2 academic sources. Your initial post is worth 8 points.
· You should respond to at least two of your peers by extending, refuting/correcting, or adding additional nuance to their posts. Your reply posts are worth 2 points (1 point per response.)
· All replies must be constructive and use literature where possible.
#1
Lisa Wright
St. Thomas University
NUR 417: Aging and End of Life
Yedelis Diaz
November 01, 2022
Pathological Conditions in Older Adults
As one goes through the natural aging process, the body's capacity to defend itself against infections diminishes. The immune system's ability to offer protection is reduced, and the individual becomes susceptible to conditions that affect them more than other age groups (Haynes, 2020). This population also experiences other symptoms impairing other aspects of their lives as time passes. For instance, their skin and bones lose their integrity and become more prone to abrasions and breakage. This assignment module will examine the pathological conditions that affect the sexual response in older adults and how and why nutritional and psychological factors, drugs, and other alternative and complementary medications affect the immune system of the populations.
Pathological Conditions that Affect Sexual Response in Older Adults
Sexuality is an essential aspect of life, irrespective of the age group one is in—the older population and the younger generation alike need to explore sexuality to maintain health and well-being. Exploring sexuality is also a mixture of biological, psychological, social, and religious factors, all of which have plenty to do with aging. Among the pathological conditions that affect sexual response in the elderly include
Genitourinary Syndrome of Menopause
These are the changes experienced in the genitourinary pathway as one age. The individual can feel a burning sensation, dryness, or irritation. This can lead to painful sexual encounters, which can, in turn, reduce their desire to engage and their response.
Dementia
This is a degenerative disorder of the mental faculties, predominantly among the elderly (National Institute on Aging, n.d.). Their judgment diminishes, making them disinterested or utterly unaware of their sexual experiences. Some forms of the condition have been shown to increase sex or closeness, but the individual may fail to recognize what is appropriate and what is not.
Diabetes
As a chronic condition experienced mainly by this population, it can lead to yeast generation, leading to itchiness around the sex organs, making sex unpalatable. The situation can, however, be addressed with medication.
Incontinence
This is a condition where one experiences bladder leakage caused by poor control (National Institute on Aging, n.d.). It is most prevalent among the population an.
• ALFRED CIOFFI• CATHOLIC PRIEST, ARCHDIOCESE OF MIAMI.docxVannaJoy20
• ALFRED CIOFFI
• CATHOLIC PRIEST, ARCHDIOCESE OF MIAMI
• DOCTORATE IN MORAL THEOLOGY, GREGORIAN UNIVERSITY, ROME, ITALY
• DOCTORATE IN GENETICS, PURDUE UNIVERSITY, INDIANA
• ASSOCIATE PROFESSOR, BIOLOGY AND BIOETHICS
• DIRECTOR, INSTITUTE FOR BIOETHICS
BIOMEDICAL ETHICS
Introduction
• PRESENTATIONS
• THINK
• RESPECT
• HONOR CODE
• ON TIME
• QUIZZES
• TAKE NOTES
• AVERAGE
CANVAS
HUMAN BIO-ETHICS: evidence-based
• BEGINNING OF LIFE
• HEALTHCARE
• END OF LIFE
BIO-ETHICS
PRINCIPLED
UTILITARIAN
or…
• SEXUAL REPRODUCTION
• EARLY EMBRYONIC DEVELOPMENT
• ONTOLOGICAL STATUS OF HUMAN EMBRYO
SEXUAL REPRODUCTION: INVOLVES FERTILIZATION
FERTILIZATION: INVOLVES FUSION OF GAMETES
AT FERTILIZATION THE DIPLOID NUMBER (2n) IS RESTORED
GAMETES = SEX CELLS (SPERM & OVA), PRODUCED BY MEIOSIS
FIRST, A REVIEW OF MITOSIS
b
d
c
a
chromatin
2n
2n
b
d
c
a
chromatin
2n
2n
X
X
X
X
2b
1a
1b
2a
chromatin
2n
2n
2b1b
1a
2a
2b1b
1a
2a
1a 1b
2b
2a
2b1b
1a
2a
2a 2b
1b
1a
DNA REPLICATION
SISTER CHROMATIDS
Temporary “4n” stage
2b1b
1a
2a
CELL CYCLE
G = GAP
S = SYNTHESIS
2n
2n
2n
MEIOSIS:
DOUBLE CELLULAR SPLIT: ONE CELL -> -> 4 CELLS
• RECOMBINATION (CROSSING OVER)
• FROM DIPLOID NUMBER (2n) -> HAPLOID NUMBER (n) = CHROMATIC REDUCTION
2a
2b
1a
1b
2a
2b
1a
1b
2a2b
1a1b
DNA RECOMBINATION = CROSSING OVER
MEIOSIS = FORMATION OF GAMETES (SEX CELLS), HAPLOID
SPERMATOGENESIS -> SPERM (n)
GAMETOGENESIS
OOGENESIS -> OVUM (n)
Primary spermatocyte (2n)
Primary oocyte (2n)
Polar
bodies
H. sapiens # OF CHROMOSOMES = 46 = 23 "PAIRS" ONLY IDENTICAL IN FEMALE (XX)
• 22 PAIRS = AUTOSOMES
• 1 PAIR = SEX CHROMOSOMES
THEREFORE, IN HUMANS:
• n = 23 (gametes)
• 2n = 46 (somatic cells)
Seminiferous
tubules
Ovarian
follicles
VIDEOS OF HUMAN EMBRYONIC AND FETAL DEVELOPMENT
From fertilization to birth 6 minutes
https://www.youtube.com/watch?v=7kC6p1twkXk
https://www.youtube.com/watch?v=7kC6p1twkXk
EGG + SPERM = ZYGOTE
ZYGON (GK) = YOKED OR LINKED
ZYGOTE DNA:
• 50% OF THE GENETIC MATERIAL COMES FROM THE MOTHER
• 50% FROM THE FATHER
0.1 mm 0.005 mm
0.05 mm
= SYNGAMY
Ampulla
DAY 1
DAY 7
Endometrium
ZYGOTE
M
O
RU
LA
COMPACTION
BLASTOMERES
MALE &
FEMALE
PRONUCLEI
FIRST CELLULAR DIFFERENTIATION = 2 CELL LAYERS
(INNER CELL MASS)
1 2 3
4 5 6
IMPLANTATION
FURTHER CELLULAR DIFFERENTIATION: 3 GERM LAYERS
( ICM )
GASTRULATION
THIRD WEEK OF EMBRYONIC DEVELOPMNET:
GASTRULA
LONGITUDINAL VIEW CROSS SECTION
NEURAL GROOVE
~ 1 inch
EIGHT WEEKS
EMBRYO FETUS
FETUS
VIDEOS OF HUMAN EMBRYONIC AND FETAL DEVELOPMENT
Conception to birth -- visualized | Alexander Tsiaras 10 minutes
https://www.youtube.com/watch?v=fKyljukBE70
https://www.youtube.com/watch?v=fKyljukBE70
THEREFORE, REGARDING EMBRYONIC DEVELOPMENT:
CONTINUOUS DEVELOPMENT OF TISSUES, ORGANS AND SYSTEMS
FROM THE ZYGOTE, THROUGH 9 MONTHS, UP .
· Reflect on the four peer-reviewed articles you critically apprai.docxVannaJoy20
· Reflect on the four peer-reviewed articles you critically appraised in Module 4, related to your clinical topic of interest and PICOT.
· Reflect on your current healthcare organization and think about potential opportunities for evidence-based change, using your topic of interest and PICOT as the basis for your reflection.
· Consider the best method of disseminating the results of your presentation to an audience.
The Assignment: (Evidence-Based Project)
Part 4: Recommending an Evidence-Based Practice Change
Create an 8- to 9-slide
narrated PowerPoint presentation in which you do the following:
· Briefly describe your healthcare organization, including its culture and readiness for change. (You may opt to keep various elements of this anonymous, such as your company name.)
· Describe the current problem or opportunity for change. Include in this description the circumstances surrounding the need for change, the scope of the issue, the stakeholders involved, and the risks associated with change implementation in general.
· Propose an evidence-based idea for a change in practice using an EBP approach to decision making. Note that you may find further research needs to be conducted if sufficient evidence is not discovered.
· Describe your plan for knowledge transfer of this change, including knowledge creation, dissemination, and organizational adoption and implementation.
· Explain how you would disseminate the results of your project to an audience. Provide a rationale for why you selected this dissemination strategy.
· Describe the measurable outcomes you hope to achieve with the implementation of this evidence-based change.
· Be sure to provide APA citations of the supporting evidence-based peer reviewed articles you selected to support your thinking.
· Add a lessons learned section that includes the following:
· A summary of the critical appraisal of the peer-reviewed articles you previously submitted
· An explanation about what you learned from completing the Evaluation Table within the Critical Appraisal Tool Worksheet Template (1-3 slides)
Zeinab Hazime
Nurs 6052
10/16/2022
Evaluation Table
Use this document to complete the
evaluation table requirement of the Module 4 Assessment,
Evidence-Based Project, Part 3A: Critical Appraisal of Research
Full
APA formatted citation of selected article.
Article #1
Article #2
Article #3
Article #4
Abraham, J., Kitsiou, S., Meng, A., Burton, S., Vatani, H., & Kannampallil, T.
(2020). Effects of CPOE-based medication ordering on outcomes: an overview of systematic reviews.
BMJ Quality & Safety, 29(10), 1-2.
Alanazi, A. (2020). The effect of computerized physician order entry on mortality rates in pediatric and neonatal care setting: Meta-analysis.
Informatics in Medicine
Unlocked, 19, 100308. https.
· Choose a B2B company of your choice (please note that your chose.docxVannaJoy20
· Choose a B2B company of your choice (please note that your chosen company will also be used for your final assignment).
· Across your two assignment you will develop an Industrial marketing plan.
· For assignment 1 you are required to develop the first part of the marketing plan and assignment 2 the final part.
· Perform a situation analysis identifying the following:
1. Product mix:
i. Current product mix, product lines and individual products
2. Market analysis:
i. Who are their current competitors
ii. PESTEL
3. Market segmentation
i. Identify the segments that that they target (including the characteristics of each market segment).
4. Value proposition:
i. Identify the value that the company aims to provide to each segment (which products are aimed at each segment and what the benefits
are to that segment)
5. Positioning:
i. How do they position themselves in the market (and if relevant to each segment). How do they differentiate themselves through this
positioning from their competitors?
· Your Marketing Plan Part 1 should be uploaded in PDF format.
· Your table of contents should include:
1. Introduction/Background
2. Product Mix
3. Market analysis
4. Market segmentation
5. Value proposition
6. Positioning
7. References
Formalities:
· Wordcount: 1500
· Cover, Table of Contents, References and Appendix are excluded of the total wordcount.
· Font: Arial 11 pts.
· Text alignment: Left.
· The in-text References and the Bibliography must be in Harvard’s citation style.
Dido and Aeneas
Music composed by Henry Purcell
Libretto by Nahum Tate
Date of composition: 1689
DIDO AND AENEAS
An opera perform'd at Mr. Josias Priest's Boarding School
at Chelsey by Young Gentlewomen.
The words made by Mr. NAHUM TATE
The music composed by Mr. HENRY PURCELL
Dramatis Personae
DIDO
BELINDA
TWO WOMEN
AENEAS
SORCERESS
ENCHANTRESSES
SPIRIT of the Sorceress (Mercury)
Dido's train, Aeneas' train, Fairies, Sailors
OVERTURE
ACT THE FIRST
Scene [I]: The Palace [enter Dido, Belinda and train]
BELINDA
Shake the cloud from off your brow,
Fate your wishes does allow;
Empire growing,
Pleasures flowing,
Fortune smiles and so should you.
CHORUS
Banish sorrow, banish care,
Grief should ne'er approach the fair.
DIDO
Ah! Belinda, I am prest
With torment not to be Confest,
Peace and I are strangers grown.
I languish till my grief is known,
Yet would not have it guest.
BELINDA
Grief increases by concealing,
DIDO
Mine admits of no revealing.
BELINDA
Then let me speak; the Trojan guest
Into your tender thoughts has prest;
The greatest blessing Fate can give
Our Carthage to secure and Troy revive.
CHORUS
When monarchs unite, how happy their state,
They triumph at once o'er their foes and t.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
1. Page | 2
Transforming lives Inspiring Change
Table of Contents
1. Introduction
...............................................................................................
................................. 3
2. Personality Differences
...............................................................................................
............... 4
2.1. Internal and External Factors which are Influencing
Individual Employee’s Personality
Differences
...............................................................................................
.............................................. 5
2.1.1. Internal Factors
...............................................................................................
............................ 5
2.1.1.1. Ability Skills Set
...............................................................................................
2. .................. 6
2.1.1.2. Attitude and
Perception...............................................................................
........................ 6
2.1.1.3. Personality
...............................................................................................
........................... 6
2.1.1.4. Value and Ethics
...............................................................................................
.................. 6
2.1.2. External Factors
...............................................................................................
........................... 7
2.1.2.1. Role of Leader and Team Departments
.............................................................................. 7
2.1.2.2. Job Scope
...............................................................................................
............................. 7
2.2. Five Main Employee Personality Traits at The Workplace
....................................................... 8
2.2.1. Extraversion
...............................................................................................
................................. 9
2.2.2. Agreeableness
...............................................................................................
.............................. 9
3. 2.2.3. Conscientiousness
...............................................................................................
........................ 9
2.2.4. Emotional Stability
...............................................................................................
...................... 9
2.2.5. Openness to Experience
...............................................................................................
............ 10
3. Individual Differences at The Workplace
................................................................................ 11
3.1. Factors Affecting Individual Differences at The Workplace
................................................... 11
4. Impact of Personality and Individual Differences on
Motivation at Work .............................. 12
5. Impact of Personality and Individual Differences on
Organizational Behavior....................... 14
6. Conclusion
...............................................................................................
................................. 15
References
...............................................................................................
............................................. 16
Page | 3
4. Transforming lives Inspiring Change
1. Introduction
This essay will discuss the role of a personality and individual
differences at the workplace and
will also investigate its impacts over employee motivation and
organization behavior. Personality
is a dynamic blend of the mental and physical qualities which
defines how one individual reacts
towards the surroundings and what makes him/her different
from the others (Kazdin, 2000).
Hence, this shows that it is totality of a human behavior which
comprises overt and covert
behavior. Having said this, in relation to HR professionals it is
essential to assess the interviewee
personality into totality by doing Thematic Apperception Test
as this will lead them to have better
talent and less conflicts at the workplace.
Apart from this, it is vital for every company to understand its
organizational behavior as it
primarily addresses the key factors which are affecting the
5. employee’s motivation and secondly it
also enables the company to determine the needs and wants of
their subordinates. Besides, it also
defines whether organization communication is effective or not,
are conflicts been solved at earlier
or not, what is the behavior of a senior manager (Sinding et al.,
2014).
Hence, this analysis shows that organizational behaviour is to
monitor the company environment
and apply the change to make the organization effective.
However, it is critically mentioned it
should be done in a non-prediction style as it would prevent the
company from becoming unethical.
Page | 4
Transforming lives Inspiring Change
2. Personality Differences
In referring to the above-mentioned study personality
6. differences are referred to as the
characteristics of one individual determining how he/she feels,
thinks and behaves. Furthermore,
in the relation to the workplace it's been mentioned that every
employee comes with uniqueness
depending on attitude, values, work ethics and ability of doing
work.
In addition, it is truly said that environment plays an important
role in shaping an individual
personality (Schuett et al., 2013).
For example, if there are two identical twins who have the same
IQ level, but later down the line
they are raised in different environments/atmosphere (enriched
and impoverished respectively).
Therefore, when they will join the workplace it will be seen that
their IQ level is not as similar as
before as one is more towards the improvement than the other.
Moreover, it is mentioned by (Loehlin and Nichols, 2012) that
heredity sets the blueprint for the
individual personality, however, environment modifies it.
For example, there lies a behavioural difference at the
workplace between the employees who are
brought up in rural places and who enjoy urban lifestyle
7. respectively.
Page | 5
Transforming lives Inspiring Change
2.1. Internal and External Factors which are Influencing
Individual
Employee’s Personality Differences
The employee’s personality differences are highly influenced by
some internal and external factors
which are:
2.1.1. Internal Factors
There are four internal factors as shown in Figure 1. influences
the personality differences of an
employee.
Fig. 1: The Four main Internal Factors which are affecting
Employee Personality Differences
8. Source: Prepared by the author
Page | 6
Transforming lives Inspiring Change
2.1.1.1. Ability Skills Set
This is a vital element for an employee to show hiring managers
in what field they are capable of.
It comprises two categories namely soft and hard skills, where
soft skill is a determination of how
effective communication they have, are they creative and able
to do teamwork with an open
mindset etc. Besides, the hard skills which are technical skills.
2.1.1.2. Attitude and Perception
It represents how the employee responds to several workplace
settings and whether they can
understand their actions or not.
2.1.1.3. Personality
It is referred to as the characteristics of an individual
9. employee's behaviour, that is how he responds
to workplace duties.
2.1.1.4. Value and Ethics
Value is said to be a fundamental belief which guides the
employees towards the determination of
which action is important for them, where it should be aligned
with their ethics. As Ethics responds
towards the right choice of an action.
For instance, at Y Corporation recruitment day there came two
candidates namely John and Sam
who were totally different from one another. As John is more at
a beginner level of technical skills
with a strong proactive attitude and is less multi-culture values
originated whereas Sam was having
the advanced knowledge of technical skills with a great
knowledge of how multinational
companies work. Hence, it is recommendable for HR to recruit
both as each of them has a unique
identity which could be good for organization in enriching
productivity and innovation.
10. Page | 7
Transforming lives Inspiring Change
2.1.2. External Factors
The two external factors which affect employee personality
differences is shown in Figure 2.
2.1.2.1. Role of Leader and Team Departments
This is a crucial element for employee behaviour as it addresses
that the employees have been
motivated by a leader to achieve the company task and do
his/her team behaviour influence its
working conduct.
2.1.2.2. Job Scope
It defines the job duties or responsibilities which are assigned
to an employee for its given position.
11. Fig. 2: The Two main External Factors which are affecting
Employee Personality Differences
Source: Prepared by the author
Page | 8
Transforming lives Inspiring Change
2.2. Five Main Employee Personality Traits at The Workplace
There are five basic dimensions as shown in Figure 3. which
defines human behaviour. According
to (O’neill & Hastings, 2011) these traits are more towards the
getting result of how employees
will react in an unstructured work environment.
Fig. 3: The Big Five Model
Source: Prepared by the author
12. Page | 9
Transforming lives Inspiring Change
2.2.1. Extraversion
It reflects the employees who are proactive, outgoing, and open
towards new friendships
(Hussenoeder, 2020). Additionally, Baumert & Schmitt (2012)
mentioned that they are always
correlated in producing positive information. However, it is
critically mentioned by (Clarke and
Robertson, 2005) that such behavioural employee’s is more
impulsive than introverts and may lie
at the workplace.
2.2.2. Agreeableness
Employees with Agreeableness personality are said to be
friendly in nature and much cooperative
to the greater extent with the aim of building trust with other
subordinates (Barrick et al., 2013)
(Peters et al., 2003). Furthermore, these characteristics enable
them to see negative situations in a
13. positive way so there will be less disturbance among the
workplace (Taylor & Kluemper, 2012).
However, the downside which they carry is a lower level of job
success (Arora and Rangnekar,
2016).
2.2.3. Conscientiousness
It reflects how much an individual is reliable and dependable.
Likely, those who will have high
test-scores are said to be as ambitious and target oriented
whereas lower-scores one is said to be
impulsive and indecisive (Dudley et al., 2006).
2.2.4. Emotional Stability
The employees who are having low emotional stability do create
negative responses to
organizational incidents as their high level of sympathy
contributes to having negative
circumstances (Jia et al., 2013). Therefore, this shows the
importance for high emotional stability
within the employees as that would lead them achieve higher
job satisfaction with better
engagement within the workforce.
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2.2.5. Openness to Experience
It highlights the characteristics of employee who are creative
and like to do new things. In other
words, these employees are said to be an artistic and curious
(Park et al., 2015).
Hence, it is recommendable for leaders to identify their
subordinate’s strengths and weaknesses
through the Big Five Personality Test as they could use that in
helping them and keeping
motivated.
Apart from this, here mentions (see Figure 4) the ways which
leaders can adopt to have the best
use of earlier mentioned Employee Personality Traits (see
section 2.2.) within the organization to
gain advantage.
15. Fig. 4: How to have best use of Employee Personality Traits
Source: Prepared by the author
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Transforming lives Inspiring Change
3. Individual Differences at The Workplace
Individual Differences are said to be a part of an organizational
behaviour which depends on the
psychological attribute (Furnham, 2008). Based on this it helps
to identify the employee’s
uniqueness at the workplace which comprises what they think,
how they feel and lastly how they
react (Randel et al., 2018).
For example, at Star Corporation there were two employees
working namely Nicola and
Christopher. They both were data entry executives and have
daily night shifts. After 6 months,
they both requested their manager a change to the day-shift job,
but it was refused. On seeing this,
16. Nicola quitted the job whereas Christopher was still doing it.
Hence, this reflects that Nicola was
having low emotional stability whereas Christopher was more
towards Agreeableness.
3.1. Factors Affecting Individual Differences at The Workplace
The major factors of Individual Differences apart from
Personality Traits is shown in Table 1.
Table 1: Factors Affecting Individual Differences at The
Workplace
Source: Prepared by the author
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Transforming lives Inspiring Change
4. Impact of Personality and Individual Differences on
Motivation at Work
17. In an organization, as motivation fulcrum is always the need
therefore its intensity, direction and
persistence are vital. The primary focus of its elements is to
identify how hard the employee tries
to achieve their desire because it’s not necessarily right that in
the first attempt they will be
successful, secondly is that effort in the right direction and
finally how long he/she had perceived
that to fulfil it (Ganta, 2014).
For example, this is seen in the case of Sundar Pichai (Google
& Alphabet CEO) who had
translated his vision of innovative computing systems into
reality through means of great intensity,
direction and persistence.
Having said this, the author had conducted an analysis of how
Personality and Individual
Differences affects the workplace motivation. For its
discussion, Maslow Hierarchy of Needs and
McClelland’s Theory of Needs models respectively were
chosen.
Maslow Hierarchy of Needs is defined as the pyramid for an
employee's needs (Robbins and Judge,
2013) (see Figure 5).
18. Fig. 5: Maslow Hierarchy of Needs
Source: (Robbins and Judge, 2013)
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Transforming lives Inspiring Change
Likely at first, employees start with a psychological need where
once they get a job, they look for
a better salary. After this once it is full, they look for safety-
security needs, thinking when their
probation will be confirmed. Once it is done and they have a
better understanding with
subordinates they look for social-belonging needs. Then after
they look for promotion, which is
called self-esteem and finally self-actualization, which means
that they utilize their potential and
look for faster growth.
19. For example, Jack Welch of General Electric who started as the
management trainee and moved
up to be the CEO of the organization.
In addition, this can be affected by personality individuality as
every employee carries the set of
unique attributes (Barnes and Pressey, 2011).
For instance, this was seen between Marble Company employees
namely Jack and Harry who
joined at the same time as the marketing executive. But after the
year Jack got promoted earlier by
having a trait of openness to experience rather than having low
emotional stability like Harry.
Apart from this McClelland’s Theory of Needs talks about three
needs namely need for
achievement, power and affiliation needs (Robbins and Judge,
2013), which are highly influenced
by personality and individual differences (Royle and Hall,
2012).
For example, it was asked by two business leaders namely Bill
Gates and Jeff Bezos for Forbes
magazine: What are your plans for your enormous amount of
money? On this Bill Gates said that
he will use this for charity whereas Jeff Bezos mentioned that
20. he will use it for building its space
tourism company (Blue Origin).
Hence, this shows the difference in both personality characters
as Bill Gates wants to need for
affiliation whereas Jeff Bezos is dominant for need for
achievement. In addition, it also reflects
that if the mindset of a person is different it would lead him to
take different directions and pursue
towards different needs.
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Transforming lives Inspiring Change
5. Impact of Personality and Individual Differences on
Organizational
Behavior
In an organization behavior employee play a vital role because
of their key uniqueness, where
21. personality differences traits are responsible for their working
behavior. As it determines whether
the organization will have enriched productivity with great
efficiency or not (Furnham, 2002).
For example, at Z company there are two employees namely
Brian and Stewart. At the company
Brian likes relaxed working style with lower emotional stability
in contrast to Stewart working
attitude who is more efficient and cooperative. As a result,this
shows that the company may have
less productivity in the longer run from Brian working attitude
as he is more easy-go towards the
job responsibilities in comparison to Stewart.
Prior to this, it’s been seen that companies nowadays are having
strict regulations for their
workforce and demand high output from it. As a result, this
obstructs the working style of an
employee as he/she is not able to show their uniqueness towards
the company objective. Hence, it
is recommendable for companies to mold their employee
responsibilities according to the
capability of their workforce as this would lead them to have
better mutual understanding and
efficient results.
22. For example, at X company an employee named Robert is high
on extraversion and has an
outgoing nature. In seeing this, the company should allow him
freedom to work anywhere as this
would lead him to feel better and have better understanding
with the organization. Hence, this
would lead him to have high job satisfaction and be able to
deliver best performance which finally
leads to company success.
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Transforming lives Inspiring Change
6. Conclusion
In summary, from the study personality and individual
differences play a vital role in a firm's
success as it carries a high influence over employee’s
motivation and organizational behavior. In
23. Psychology, personality differences at the workplace are
referred to as the characteristics of an
employee’s which makes them unique. In addition, it is highly
affected by internal and external
factors and Big Five Personality Traits.
Having said this in relation to the workplace, motivation
determines the need where it is influenced
by personality and individual differences as different individual
employees carry different mindset
and work style actions. As discussed earlier, employees who
have openness to experience behavior
style will get promotion easier as compared to others.
Moreover, as every employee has a different
mindset it progressively influences its dominance of need as
somewhat to achieve need for power
whereas others want need for achievement.
Apart from this, in terms of organization behavior, personality
and individual differences, phrases
that do the organization will have improved at great planning or
not. As different employees have
different ways of working, as mentioned earlier, those
employees who have moderate working
style will affect the company in the long term. Along with this,
it's also seen that the personality
24. of an employee is highly affected when the organization is
having set regulations of doing work,
as this prevents individuals to display their uniqueness in order
to achieve company success.
To conclude, it is recommended for companies to modify their
job responsibilities according to
the employee’s capability and behavior as this would lead them
to achieve high productivity which
also allows them to have high turnover at a better employee’s
job satisfaction level. Moreover,
they should give vital understanding towards the Big Five
terminology as this would allow them
to fit the right person at the right position according to his/her
capability. As a result, this will
enable their workforce in staying motivated and efficient
towards the task given.
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