Unlock Behavior, Unleash Profits Techniques

Unlock Behavior, Unleash Profits
The book, Unlock Behavior, Unleash Profits by Dr. Leslie Wilk Braksick offers the most significant
approaches to behavioral science used by the biggest socially based administration consulting
organizations in the world to unlock their profitability. Moreover, the significant principles of
behavioral science and how they impact on the company's profit will be acknowledged, well–
defined, and described. Finally, the stated points will be built up and a summary section restating
and wrapping up the main points will be provided.
Every business leader requires strategy and vision be prosperous. However, that single–handedly
does not assure effective implementation of new inventions. It is the responsibility of you as a
manager to involve the minds ... Show more content on Helpwriting.net ...
Since a leader influences the working environment of the individuals below them, they must be keen
on the behavior they reveal, since people listen and watch them closely. Therefore, a leader must
drive and establish his or her own corporate culture that unlocks or locks behavior. Furthermore,
leaders have both a moral and economic imperative or authoritative to unlock behavior in their
businesses. Organizations that are good at engaging their people to outperform competitors. The
ethical imperative is that individuals love to be involved in what they do. Employees contribute
more and love working if their gifts are appreciated, leveraged, and acknowledged. Therefore,
engaging people's minds and hearts and leading them well really matters.
Finally, robust behavioral tools for refining a leader's personal leadership behavior and unlocking
the performance of everyone are at the fingertips. Through using the impact model, a leader can be
able to determine the behaviors needed in his or her organization in order to produce the desired
outcomes. The model is easy and in four steps a leader can use it to arrange his or her work
environment: first, Identify & Measure your goal outcomes, Pinpoint the vital few behaviors
required, activate and consequently, those behaviors, and finally, the transfer eloquence to withstand
the
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Critical Incidents Of Academic Institutions
Critical Incidents in Academic Institutions The critical incident technique is used to gather and
analyze an employees behavior through methods such as observation and interviews (Andersson &
Nilsson,1964). This technique is useful in collecting information regarding behavior that amounts to
successful or unsuccessful in a performance (Peterson, & Jeanneret, 2007). The procedures utilized
in the critical incident technique allows for the similarities, differences and patterns of behaviors to
be analyzed. This process aids in the solving of problems, and establishing principles (Hughes,
Williamson, & Lloyd, 2007; Flanagan, 1954). According to Shapira–Lishchinsky (2010), utilizing
critical incident reports in schools assist in enabling the management of errors, support and
autonomy, which in turn reduces ethical friction. In regard to the school setting, critical incidents
include minor incidents that occur daily in schools. Because of the nature of the job, middle school
teachers can face critical incidents that involve both moral and ethical conflict (Shapira–
Lishchinsky, 2010). However, the classification or weather it is negative or positive is based on the
meaning given by a teacher, observer, etc. Nonetheless, critical incidents and behaviors are
important to identify as it can be detrimental to a teachers professional career (Shapira–Lishchinsky,
2010). One example of a positive critical incident for the middle school teacher is teachers who
behavior demonstrates

Accepting Unprofessionalism
Gene Sim has already been placed on a Final Warning due to performance and with the exit of the
Hicks it has brought up some disturbing unprofessionalism behavior and poor judgement from Gene
Sim.
In the examples attached of how Gene communicates to his subordinates it brings the question of his
leadership as a member of management. Not only are these work related conversations late in the
evening the tone of disrespect towards his superior and corporate members shows a lack of behavior
that is uncalled for and unprofessional.
Does BACO accept this type of behavior from one of their members of management? This reflection
of poor behavior and disrespect shows poorly on his direct manager and above leaders if we were
accepting this type of

Social-Emotional And Adaptive Behavior In Social Work
Social Work Report
Joe Williams was born on January 17 2017 African American Male. Joe mother is a widowed single
mother raising three children on her own. Joes school information; he attends Fredrick Douglas
Academy Elementary School. Joe's mother Margret William's husband died of lung cancer. Joe's
family had to endure his father's illness for many years. Joe and his family left Alabama for a new
beginning in Detroit, Michigan. Joe changed schools when his family relocated. Joe was terrified of
the new school and very depressed when he left his friends and classmates in Alabama.
Joe was not attending school as he should have in the new school. The change of the curriculum in
the new school was different than his old school; as a result, he would be absent from school. When
it was time to turn in homework he had none to turn in due to his absences. According to Salvia,
Ysseldyke, & Witmer, (2012) Adaptive behaviors are for students to stay safe and avoid danger also
child should have the chance to learn the curriculum of class work. The mother or the teacher has no
clue where he goes to avoid attending class. Joe's mother asked him when he is not in school where
does he go; she says Joe remains to be silent and runs to his room. When the teacher assessing Joes
social–emotional and adaptive behaviors of his inappropriate behaviors. Joe states, "I hate it here in
Detroit" "I hate my dad had to die and I do not understand the school work, plus none of children
like me here at

Feedback In The Military
Experts say that feedback serves two functions for those who receive it: one is instructional and the
other is motivational. Feedback instructs when it clarifies roles or teaches us new behaviors
(Kreitner & Kinicki, 2013, p. 245). Once you join the military, you learn to live with constant
feedback. It could be an on–the–spot correction, monthly counseling, or yearly evaluation but it is
normally a 360–degree feedback. This allows a person to compare their perceived behavior with the
supervisor's performance information. This normally in the military is enough information to
motivate people to change. However, the same thing does not work for every single person and that
is why it is beneficial if the leadership has an adaptive style of leadership

The Importance Of Work Behaviors
Introduction
Four Important factors that have influence over work behaviors, these four factors are job
performance, organizational citizenship, absenteeism, and turnover. SAS is a company that has
demonstrated how to use these four factors to their advantage.
I agree strongly with how SAS uses these factors to improve their employee's lives in a way that is
beneficial to both the company and its constituents. Job performance defined as the level to which
an employee successfully fulfills the factors included in the job description.
SAS's version of this is a tad bit non–traditional as there many perks of being an employee for this
company. Some beneficial features are a heated swimming pool, on–site health care clinic, and free
snacks! By having these benefits, available SAS is encouraging employees to spend more time at
work. Employees that feel valued and appreciated tend to exceed job performance expectations.
When employees to this it creates a domino effect, when employees exceed, your product quality
and quantity also progress. Employees are the foundation of every business. Strong business reality
and how each of the four factors managed by ASA,
Job performance Personality: Job performance Personality is one of the biggest and largest realities
in ASA work functions I believe because the Company makes an effort to concentrate its business in
the area of analytics, which adds the most value and help organizations best analyze disparate data
for decision–making,

Human Nature, Unethical Behavior, Ethical Behavior And Work
For an organization to survive in today's environment it must find ways to remain competitive.
Some organizations focus their energy on a marketing campaign to better a product, while others
have realized their employees are its most important asset. While this notion does not clearly
identify a right or wrong answer, it does highlight the new idea of an ethical work force. According
to Business Ethics, "ethics is the set of principles a person uses to determine whether an action is
good or bad" (Collins, 2012). While some would argue the greatest achievement in longevity is a
strong bottom line, others state by forging a strong correlation between ethical behavior and work
habits, employees are less likely to participate in workplace misconduct. This essay identifies the
direct correlation with longevity and an ethical work force. So does ethical behavior matter in the
work place? There are six items in chapter one and four of Business Ethics that identify ethical
behavior and its importance in the work place. Such topics include: human nature, unethical
behavior, ethical behavior and its competitive edge, code of ethics vs. code of conduct, creating a
code of ethics, and connecting the code of ethics to strategic planning. Scholars have pondered the
notion of human nature for centuries trying to find a single phrase. Unfortunately this has produced
four ideas instead of one. According to Business Ethics, "human nature can be categorized into four
areas: infants are

Sunshine Fashions- Summary of Case Study
Sunshine Fashion Case Study Questions
Q 1. What are the root causes – individual and contextual –– for the employee misbehavior at
Sunshine?
Ans 1. Individual misbehaviour in any organisation is not only dependent on an individual's
psychology but is also affected by many variables such as the Organisation structure, Work
environment, operating procedures etc. However, the phenomenon of misbehaviour can be better
understood in terms of motives and opportunity. Employees commit unethical conduct because of
one of the motives of – greed, financial benefit, or other individual motivations and these motives
flourish in the absence of effective monitoring mechanisms and effective leadership in the work
environment. Sunshine Fashions' ... Show more content on Helpwriting.net ...
(g) Organisational policy – Sunshine lacked an appropriate tolerance organisational policy that
defined unacceptable behaviour, the penalties for such behaviour, and provided a channel for
communicating issues.
Q 2. To what degree might the counter–productive work behaviors of one employee at Sunshine
effect the behavior of other workers? How might this contagion effect occur?
Ans 2. The counter–productive work behaviour at Sunshine occurred due to flaws in Leadership,
reward allocation and work environment. The counterproductive work behaviour at the worker level
can be resolved by the management and good leadership and generally does not affect the behaviour
of other workers. However, in case of Sunshine, the management itself was involved in this kind of
behaviour. Hence, all the staff placed under these managers shall be directly affected by this
behaviour. In the work environment, people working at the lower level always look up to the higher
level for role models. If the role models pick up counter–productive work behaviours then that
organisation is likely to be doomed in short time as the flow of these things is always from top to
bottom. In case of Sunshine, since many of the branch

Organizational Behavior And Its Effect On Work Performance...
1. INTRODUCTION In a period when commerce is constantly changing at a growing pace, the
need for firms to adapt to or even influence this evolution is at an all–time high. That is, businesses
must learn to engage in a continuous renewal of themselves while maintaining their structural
integrity (Anderson, 1990 cited in Hunter, 2002). This is because people's sense of identity has
developed which, consequently, has had an effect on work performance. Further, managing
individuals with different identities is made more complex by the increase in diversity or the
demand for it in organizations due to globalization and rising social awareness. It is, therefore,
becoming increasingly important for corporate leaders to have a good grasp of organizational
behavior and use it to their company's advantage. 2. STRUCTURE 2.1. Restructuring at Condé Nast
Within any organization, the formal division, grouping and coordination of job tasks, otherwise
known as its structure, must complement its goals and objectives to move forward effectively
(Robbins and Judge, 2013; Mullins, 2016). For instance, publishing company Condé Nast, well–
known for its brands such as Vogue, Vanity Fair, Glamour, Brides, Self, GQ, The New Yorker, Teen
Vogue etc. (Condé Nast, n.d.a), is currently undergoing a restructuring phase. As society advances
towards a more digital age, the publishing industry must become familiar with the utilization of
electronic media to complement their printed ones (Tarkiainen et al,

Workplace Negativity
A Study of Managing Workplace Negativity ORIENTATION TO TOPIC People with negative
emotions have a much greater chance of experiencing negative stress and are more likely to
experience dissatisfaction with their lives and jobs.1 Some people appear to be born with a genetic
predisposition toward negativity while others appear to become negative as a result of their
environment. There are those who agree that one's personality is a combination of genetic make–up
and life experiences.2 People who chronically express negative thoughts, feelings, and behaviors
increase the likelihood of engaging in destructive actions. Workplace negativity is rapidly "emerging
as a disease of the 21st century corporation," and like any other chronic illness, ... Show more
content on Helpwriting.net ...
10. The Pessimists – Pessimists experience the world as an unpleasant place. They expect the world
to fall down on them, and if it doesn't, they do everything possible to help bring it down. 11. The
Uncommitted – These are the people who do not take their jobs seriously, making their teammates
work more difficult. Work is a very low priority for them. 12. The Criticizers – Their mission is to
disagree with anything that is said. They like to be right no matter what. 13. The Crybabies –
Crybabies behave like children who don't get their way. They frown, withdraw, go off on a tirade,
and literally cry. 14. The Sacrificers – Sacrificers are the bleeding hearts of the office. They come in
early and stay late. They'll do anything you ask them to but they will, in a self–depreciating way,
complain about their workload, difficult employees, and customer or bosses. 15. The Self–
Castigators – These people get upset with themselves and then become negative. They find fault
with their work performance, appearance, career progress, socioeconomic status, educational
background, and so on. 16. The Scapegoaters – Because they cannot accept the responsibility or take
the blame for their own mistakes, scapegoaters shift the onus to others especially when they are in
their negative moods. They seem to feel better seeing others squirm or get into trouble. 17. The
Eggshells – The eggshells are very sensitive people, and the slightest thing said to them if

Self Reflection Paper
Self– Reflection and Discussion Questions
1. What are some of your earliest memories? Are they mainly joyful or painful? Identify one specific
early memory and reflect on the significance this early recollection has for you. What value do you
see in the Adlerian technique of having group members recall their earliest memories? Can you
think of ways to use this technique in groups you may lead?
My earliest recollections are mainly painful due to my eldest brother getting in trouble at an early
age of 9. Also, him being taken out of the household and into the system. Unfortunately, throughout
his entire life.
As a child, we spent our summers in the country with our grandma and grandpa, in Muskogee,
Oklahoma. My grandmother would cook big meals and my entire family would indulge. We went to
church nearly every day it was open. My cousins, siblings and myself looked forward to going to
"Big Momma's" house and therefore, it was in my opinion, a joyous occasion.
As a result, of my brother being incarcerated for the majority of, his life it was a significant
recollection because I had to take the role of being the responsible child and I had to help my mother
with all my siblings.
The value I see in the Adlerian technique of having group members recall their earliest memories is
because it can have an effect of the individuals in the way they think and behave in the present. If an
individual is isolated they can become self– absorbed and in my opinion, this is when individuals

Model Of Counterproductive Work Behavior
A Stressor–Emotion Model of Counterproductive Work Behavior:
Spector and Fox (2002, 2005) developed a model of Counterproductive work Behavior. The central
importance, in this model, is given to emotions as a response to workplace stressors. At the heart of
this model is the connection from the environment to perceptions, to emotions, and then to CWB.
According to Spector and Fox, employees perceive and appraise conditions and events at work. The
perceived stressors induce negative emotions (i.e. anger, anxiety, and depression) and contribute to
Counterproductive work Behavior that can occur immediately and impulsively or at a later time.
Control and personality are two other factors having important role in stressor–emotion model
because both ... Show more content on Helpwriting.net ...
In this type of CWB, the employee deliberately hampers the quality and quality of work by not
performing a task which he was capable of performing, and thus negatively affects organizational
efficiency (Hollinger and Clark 1982). So when employees do not perform a task which they can,
they are indulged in production deviance (Spector et. al.2006). This is another serious from of
counterproductive work behavior because an employee who is supposed to facilitate organizational
performance is intentionally creating hurdles in the way of its success.
Sabotage:
Sabotage is another dimension of counterproductive work behavior which is closely linked to the
concept of production deviance. In this act an employee damages the physical assets in the
organization by engaging in seditious activities (Chen and Spector 1992). Defaming your
organization by criticizing it publically and misuse of information and communication technology
against organizational interest also fall under the dimension of sabotage (Weatherbee2010).
Sabotage also produces negative impact on organizations by damaging its productivity good name.
Theoretically both these counterproductive work behaviors are intertwined despite the reality that
productive deviance is a passive and sabotage is an active approach (Spector et

The Effects Of Work Related Stress On Employee Behavior Essay
In recent years, there has been an increasing interest in research about work–related stress. Indeed,
De Vries & Wilkerson (2003, as cited in Al–Hassan, 2014) reported that stress is fast becoming the
most common cause of worker disability; 40% of employment turnover is expected due to stress,
and 25% of workers find work as their largest life stress. Work–related stress is another factor which
has been shown to impact the likelihood that an individual will initiate or participate in deviant
behavior (Fox, Spector, & Miles, 2001, as cited in Brown, 2008). Nowadays, most individuals have
been experiencing about work–related stress that cause them to engage in deviant behavior which
also lead them to be emotionally stressful. In research of Vardi & Weitz (2004, as cited in Brown,
2008) in general, stressful situations greatly influence employee behavior because they often cause
the employee to become frustrated, impatient, or irritated and these types of emotions often lead to a
variety of counterproductive behaviors.
In broad biological terms, work–related stress can be defined as the harmful physical and emotional
responses that occur when the requirements of the job do not match the capabilities, resources, or
needs of the worker (Hudzik, 2005). Thus, the hurtful physical and enthusiastic reactions may be the
reason for individuals ' degenerate conduct that may lead them to have conflict in their work place
or even in affiliation. Stress at work can be conceptualized as an

Job Satisfaction As Predictors Of Counterproductive Work...
Age, Sex, and Job Satisfaction as Predictors of Counterproductive Work Behaviors Disruptions to
the workplace can damage a company's ability to remain productive, receptive to its employees, and
maintain profits; further, deviant behaviors by employees can hurt office flow, create further
dissatisfaction across the workplace, and cause massive monetary loss for the company (Bowling &
Burns, 2014). It is crucial for companies to determine the reasons behind why individuals engage in
counterproductive work behaviors, or CWBs, in order to avoid employees that would intentionally
or unintentionally sabotage the company and/or its employees. Job satisfaction as well as
dispositional traits, such as age and sex, may play a role in determining whether an employee will
engage in CWBs. The types of counterproductive work behaviors can range in severity from more
extreme measures such as arson, blackmail, theft, fraud, and/or violence, to the less intense actions
such as psychological withdrawal, absence, or tardiness, gossiping, and/or neglecting work
responsibilities (Fox & Spector, 1999; Spector, 1975). However, no matter how severe or mild the
action, they all harm the company. The positive or negative assessment on one's position within a
company can be expressed through the level of job satisfaction an employee experiences. Job
satisfaction, which is how employees feel about their job, or aspects of their job, plays a key role in
how employees act within a corporation (Locke,

Full Range Leadership Development (FRLD)
What I have found most valuable from model three is the Full Range Leadership Development
(FRLD). I found leadership behaviors within the FRLD most valuable because I have two leadership
behaviors that stick out to me. One is a contingent reward; I like to reward my subordinates and
peers with time off or a barbeque when they exceed the standards or goals that I have set for them. I
believe that contingent rewards stimulate comradery in the work center for my subordinates and
peers so they enjoy coming to work. The second leadership behavior that I believe I have is
Management by Exception–Passive (MBE–P). I believe my MBE–P approach to the work center is
hurting my ability to lead because I get wrapped up in my work and cannot effectively

Organisational Citizenship Behaviour and Counterproductive...
Organisational Citizenship Behaviour and Counterproductive Work Behaviour
Introduction
Organisational behaviour is the study of human behaviour in the workplace, the interaction between
people and the organisation, and organisation itself (Dubrin 2002, p. 2). In most of the
organisational behaviour literature review, the following five types of behaviours are often
highlighted– task performance, organisational citizenship, counterproductive work behaviours,
joining and staying with the organisation and work attendance (McShane, Olekalns & Travaglione,
2009). These individual–level dependent variables are present in most OB research which has a
significant impact on the effectiveness of organisations.
In my following essay, I will be ... Show more content on Helpwriting.net ...
Murphy 1996).
Performed based on free will?
Most of the recent studies and researches on OCB have pointed out that it is based on voluntary
helping behaviours. However, (Vigoda–Gadot E 2006, p. 1 ) pointed out on focusing on the
exploitative and abusive tendency of supervisors and managements to impose so–called ''voluntary''
or ''extra–role" activities via compulsory mechanisms in the workplace, thereby refuting the
conventional definition of OCB being performed based on 'good will' and free choice. In fact, some
of these behaviours categorised under OCB may well be categorised under Compulsory Citizenship
Behavior (CCB) (Vigoda–Gadot 2006, p. 1).
By reviewing the Expectancy Theory (Griffin & Ebert 2005, p. 246) in which people are motivated
to work towards rewards that they want and that they believe they have a reasonable chance or
expectancy of obtaining it in mind, I have actually agreed with the view that there is much
possibility that OCB can also arise from other motives, some of them less voluntary or less self–
initiated. Among these motivations are the abusive and exploitative behavior of immediate
supervisors and the pressure by management or peers to become involved in activities in which the
employee would otherwise not involve himself (Tepper, cited in Vigoda–Gadot 2006, p. 3).
CWB

Counterproductive Work Behaviours (CWB) is defined as voluntary behaviours that have the
potential to directly or indirectly harm the

Contemporary Human Behavior Theory : A Critical...
Maltreatment of a child is the most Adverse and stress challenge for them. It can become a problem
for them in the future or it may not, but they are definitely at higher risk. Going down a problematic
path is not a guarantee, but those who have been maltreated are more likely to take part in risky
behavior. In the article, Contemporary Human Behavior Theory: A Critical Perspective for Social
Work by Susan P. Robbins, Pranab Chatterjee and Edward R. Canda it states, "a person in crisis may
initially feel overwhelmed by disorientation and shock. But if the person is able to use the disruption
of the usual psychosocial status quo as an opportunity for growth, then a dramatic transformation
and enhanced functioning and fulfillment are possible,"(Robbins, Chatterjee & Canda, 2006).
Someone who goes through a traumatic event may go down a destructive path or they may not.
Someone's future is not set in stone. Something that is traumatic can either have a negative impact
or cause personal growth. The outcome depends on how this traumatic experienced is handled and
the intervention that takes place. There is a real neurological reason why people who are exposed to
adversity are more likely to engage in high–risk behavior, but even if they do not take part in these
behaviors like drinking or smoking they are still at higher risk of getting a disease. In the article,
Aspects of Human Behavior: Person, Environment, Time by Elizabeth D. Hutchison it states, "take a
biopsychosocial

Guidelines And Behaviors For Group And Individual Work
I believe that every child should be allowed the opportunity to learn and it is my responsibility to
provide a safe, welcoming environment that promotes higher level learning. The diversity of
classrooms today is constantly changing and I need to be sensitive in my communication and
management strategies in regards to culture, gender, intellectual and physical differences. One way
this can be done is by providing classroom management techniques that makes the student feel
welcomed and safe. I also will provide clear instruction of the guidelines and behaviors for group
and individual work while being flexible to match each student's needs. There are several
management strategies that I can put in to place to address the needs of diverse learners.
Commitment to building caring classroom communities – By creating a caring, nurturing and
respectful relationship with students in the classroom, students are less likely to misbehave for fear
of endangering the relationship. As a teacher that can provide a stable environment for respectful
and meaningful learning, I can create a culturally responsive classroom. I can begin the year by
getting to know students before class, during passing time and after class to promote connectedness.
I can get to know students before behavioral problems occur so that I can prevent or intervene
appropriately. This type of student–teacher relationship fosters an optimal learning environment.
Recognition of my own cultural biases – It is

Human Behavior : George Warren Brown School Of Social Work
Theory in Practice Xiangru Chen Janelle Barker Gibson Human Behavior George Warren Brown
School of Social Work Washington University in St. Louis Introduction Theory keeps being the
guideline and explanation of human behaviors that have been observed in social practice, while it is
also utilized by social workers to develop interventions (Sherr, 2007). It consists of concepts that
can be combined together to explain phenomenon and even predict human behaviors or other
events, in which way, certain hypothesis or assumptions will be validated (Rogers, 2013). Social
workers who follow the theory to analyze human interactions in real world benefit from the
systematic structure behind the phenomenon and become not satisfied with staying on ... Show more
In 2012, she began to work as school based social worker in Renaissance College, dealing with
more than 100 cases until now. Founded in 1936, The Boys' & Girls' Clubs Association of Hong
Kong began with serving street children with informal schooling. Along with the changes and
development in society, the mission of this organization has also been changed to the promotion of
well beings of children and youth. It aims to help children and adolescents obtain balanced
development, foster children and youth to be contributing citizens, enhance the strength of family
functioning, and promote the concern and awareness of parents and the public for the welfare of
children and youth, striving for the rights which they are entitled. When Yao worked in school
service department, she had her office in Renaissance College Hong Kong located in Ma On Shan.
Renaissance College Hong Kong is a famous private international school, certificated by
International Baccalaureate Organization, providing primary years program, middle years program,
and diploma program to all students. In the secondary school section, students' age varies from 11 to
18. This school sets a rigorous and holistic curriculums to help students strive excellence with 90%
of teacher are foreigners. In this school, Yao encouraged students grasp the opportunity to study and
attain

Do Task Guiding Behaviors Work?
Do task guiding behaviors work? I tested out some task guiding behaviors I learned in a study group
I have for my math class. My results were very helpful in what I was trying to achieve from
studying. Using these behaviors can help you learn, share, and specify information. I would highly
recommend for those in groups (big or small) to use these behaviors or different ones to help you
learn even more. Some of these behaviors include requesting information, clarifying information,
testing reasoning and negotiating. The task guiding behavior I felt that helped me the most would be
clarifying information. Usually when my study group would go over problems we didn't understand,
they would explain it in a way I wasn't really familiar with which ... Show more content on
Helpwriting.net ...
I would never say anything because I didn't want to slow everyone else down. Using this behavior I
made sure that when I didn't understand I would ask things like, "Do you mean (whatever I needed
to understand), or, "So you're saying that...". It not only helped me understand better and faster, but
it saved me a lot of time because now I wouldn't have to look it up on the internet or in the textbook.
Another behavior that helped me a great amount would be requesting information. An example of
this would be to start a new problem I would say, "So how would we solve this problem?" It helped
me and my group stay on task and helped us work better as a group. I was not the only person who
used this behavior and our group had a great time focusing. This behavior also works on helping you
become a better speaker. I'm fairly shy so this helped me feel like I was more a part of the group.
The last behavior I used more than the others would be testing reasoning. When a group member
would come up with what he or she thought was the answer to the problem they would explain

The Importance Of Work Behavior
Introduction.
Work behaviour can be classified as a 'formal' behaviour used within employment and business
organisations in comparison to alternative forms of human behaviour. For example a lawyer may be
more conservative and have far more constraints in their work behaviour in comparison to a chef
(Clegg, Kornberger & Pitsis, 2015).
The US Legal Inc multi–faceted publishing company in partnerships with legal, media and corporate
fields whilst also being verified as the best legal forms company in 2006–2016 founded in 1997;
defines work behaviours as an activity acted out in achieving objectives within the job role
(USLEGAL.COM, 1997–2016).
The US Legal Inc identify two work behaviour components, that being; observable (physical) and
unobservable (mental). Work behaviours vary between professions and seemingly involve
performance task elements responsible for playing a key role in how well the employee influences,
adds value and manages their Job performance overall (USLEGAL.COM, 1997–2016).
The Four Work Behaviour Factors Described.
Job performance – can be classified as a significant variable managers appraise when enrolled
within a controlling role. It diligently measures the level of 'job performance' an employee has
successfully attained within their job description such as quality, quantity, accuracy, and overall
effectiveness of work the employee has performed. It is an integral part of industrial and
organizational psychology along with human resources management

Job Satisfaction Is Defined As The Positive Feeling Felt...
Job Satisfaction
Job Satisfaction is defined as the positive feeling felt by an individual about a job which results from
and evaluation of the job's characteristics (Robbins & Judge, 2013). With an understanding of job
satisfaction we will look at and describe the issues of three individuals and their three different jobs.
Describing their job satisfactions, dislikes, and how all this relates to their performances on the job.
The three different jobs that are presented for consideration of job satisfaction are an accountant
position where Maria works, a Quality Control Manager for an insurance company, and this is
where Darell works, and finally we have a Retail Store Manager for an outdoor company where
Mike works. All three of these jobs have characteristics that can contribute to increased levels of job
satisfaction. All three of these jobs offer plenty of hours of work. This can lead to job stability and
increase the affective commitment that a person might have toward a job (Milligan, 2014). Maria's
job as an accountant gives her job satisfaction because she has intellectual abilities that allow her to
do mental thinking and reasoning. It could also be presumed that the Quality Control Manager and
the Retail Store Manager have the same intellectual abilities. For the Quality Control Manager
position the opportunity to travel all over the United States could produce job satisfaction. Finally
the position of the retail manager that Mike possesses gives job satisfaction

Major Forces Influencing Human Behavior At Work
Identify the Major Forces Influencing Human Behavior at Work
PLO 7
Jamara Milbrun
Palm Beach State College
Abstract
Human Relations is defined as "the skill or ability to work effectively through and with other
people" by Lamberton, L. H., & Minor, L. (2014) . However, there are external and internal
influencing forces regarding human behavior that impact how we interact with others or behave in
the workplace. It is vital for all employees in a company (regardless if they work in the Human
Relations Department or) to be aware of influencing factors so they can not only be successful with
their performance, but be successful as a team and help bolster the company's successes. Some of
the most important influencing factors are organizational climate/culture, work/life balance,
Supervisor/Management, conflict/resolution, job performance/responsibility, and personal
characteristics.
Keywords: human relations, external and internal influencing forces
Human Relations Written Assignment
PLO 6 As stated before in the beginning paragraph, there are external and internal influencing forces
regarding human behavior that impact how we interact with others or behave in the workplace. A
major influencer is organizational climate/culture. According to The Human Relations 5th Edition
Text Book (2014) describes organizational climate as "Organizational climate affects the way
employees feel and act because it is the "emotional weather" within an organization; it affects
employee

Fair Labor Standards Act Of 1938: The Case Of Wells Fargo
fact, when U.S. senators requested the Labor department investigate the matter, they found lawsuits
that went all the way back to 1999 for the same type of behavior (Egan, 2016). According to the Fair
Labor Standards Act of 1938 the maltreatment behavior of the Wells Fargo managers against their
employees was unlawful, this act was created to protect employees from being forced to work extra
hours for little or no pay and instead guaranteed time–and–half rates for anything over a 40–hour
workweek (Thomas, 2014). In response to these claims Wells Fargo issued a statement that insists
they comply with the FSLA and that their employees are paid fairly. However, once again Grourley
testified that during his time with the bank, managers would

Resolvedd Analysis of the Case of “a Martini for Rossi” Essay
REVIEW Edgar Rossi has exceptional skills, but because of his behavior and association with
alcohol he is affecting those he works with and costing the company money in lost production time.
Over the last six months I have witnessed Rossi's behavior become more erratic and I have smelled
liquor on his breath more than once. With my coworkers and I covering for his lack of work, none of
the managers have not noticed Rossi's inconsistent behavior as of yet. After confronting Rossi about
his behavior and possible alcoholism he vehemently denied having any alcohol problem and
reassured his absences would not happen again. Rossi's behavior improved for about three weeks,
but then Rossi went missing during work hours leaving, once ... Show more content on
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On top of that it would also violate the right to workplace safety for my fellow co–workers. I would
have to deal with bitterness and irritation from fellow co–workers if Rossi's behavior didn't improve
by me dealing directly with Rossi instead of management. Even though this solution would best
benefit Rossi, it clearly does not ethically deal with the problem.
OUTCOMES 2 If I report to management that Rossi has been missing from work, caused the
production line to stop, and been drinking during work hours might cause Rossi to lose his job or be
severely reprimanded. I would want management to observe and obtain their own opinions before
making any final determinations, but by them taking formal action it demonstrates to all that this
behavior is not going to be tolerated.
LIKELY IMPACT 2 With a formal reprimand from management Rossi might get the message more
clearly from management that he has to straighten up or he will lose his job. Rossi could properly
receive the help he needs without affecting the work of the company and their employees. My
coworkers' morale would be boosted since they would not have to be stretched thin trying
accomplishing additional work to cover for Rossi and they wouldn't feel like Rossi was getting
special treatment. All this could happen without putting myself in harm's way and leaving the
decisions in the proper hands – managements.
VALUES 2 This

Professionalism Is Defined As Work Place Behaviors
To remain productive and successful in the workplace, an individual must maintain a superior level
of professionalism. Professionalism is defined as work–place behaviors that result in positive
business relationships. In the How–Do–You–Rate assessments, all of my results showed a clear
understanding in business etiquette. To put in my own words what professionalism means to me, it
is your ability to demonstrate yourself in an appropriate, responsible, goal–determined manner,
while working respectively and alongside your business community. Your professionalism is
presented by you and interpreted by others. The projections you portray to others can
increase/decrease the value of your input in the workplace. I have developed an action plan that will
guide myself to achieve the highest professionalism possible. I decided to call my brother up to ask
his input on professionalism. Jason is a graduate from Georgetown University with a finance major.
He is currently working for a commercial real estate finance company in Washington D.C. and is
blessed with a great job and great opportunities'. I asked him how he defines professionalism, and he
answered, "Professionalism is who you are within the company, and how your values are perceived
by others." I told him about my paper and he mentioned to speak on the proper attitude to have, the
appearance to show, the communication skills to have, and the motivation to achieve your goals.
The first step in the direction of professionalism

A Summary Of Content-Related Validity
There are a variety of strategies available to I/O practitioners for the purpose of validation. For
example, there is construct validity, criterion–related validity, content–related validity, transport of
validity, meta–analytic validation evidence, or consortium studies, among others (Scott & Reynolds,
2010). However, the two most used methods (and therefore most researched) are criterion–related
and content–orientated strategies (Scott & Reynolds, 2010).
Evidence for criterion–related validity is generally obtained by demonstrating a relationship
between the predictor and criteria (Society for Industrial and Organizational Psychology [SIOP],
2003). The predictor is the results gathered from a selection procedure (e.g. test scores), and criteria
... Show more content on Helpwriting.net ...
For example, although criterion–related validity provides empirical evidence, it may produce errors
if too small of a sample is used, and in situation like this it may be better to use content–related
validation. Another consideration, that most organizations would likely want to know, is what the
return on investment is when using validation methods (Scott & Reynolds, 2010). Attention to legal
and regulatory rules would have to be taken into account when choosing the right validation strategy
too. McPhail and Stelly (as cited by Scott & Reynolds, 2010) have this to say about choosing a
validation strategy, "From an applied perspective, the type and amount of validation research
undertaken in a given application may in part be a function of the value of such research based on
relative costs and benefits" (p. 703). Therefore, costs (both actual and potential) associated with
various validation strategies would need to be weighed against the benefits such strategies would
provide. Ultimately, knowing what is needed and what needs to be obtained from a validation
strategy, as well as the situational constraints involved, will help to guide an I/O practitioner when
choosing a validation

Organizational Analysis of Hospital Z Essay
Successful medical organizations have as their guiding principles a professionally stated purpose
which encompasses and details their mission statement, vision statement, values statement, and
broad strategic goals. The organizational structure is established on these statements, and the
function of each department and the duties of each employee are based upon fulfilling the purpose
of these statements. Additionally, these statements must encompass the various aspects of the
organization and its stakeholders. As Moore, Ellsworth, and Haufman (2011) purport, " Any
organization planning as though it exists in a vacuum is ignoring factors critical for its survival" (p.
16). Without these guiding principles to serve as a direction for the ... Show more content on
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512–513). Quite succinctly, none of these are being exercised.
Apparent at first appraisal of Hospital Z is what appears to be the issue of organizational (in)justice,
which, according to Coutier, Denis, and Bilodeau, "refers to the perception of being treated fairly in
the workplace...It is critical to the employer–employee relationship, exerting a wide influence on
employees' attitudes and behavior in the workplace" (p. 398). These authors further contend that
research categorizes "...four types of justice perceptions: procedural, distributive, relational
(interpersonal) and informational justice" (p. 398). These perceptions exist at the workplace and
contribute to the problems.
Additionally, the unwillingness of the business office employees to accept onsite help from the
hospital financial analyst team. They appear to be content with the status quo, which has resulted in
their current financially precarious situation. They do not have the foundation needed, which should
be as described by Weiss, Hassell, and Parks (2013) "...fertile enough to accept the seeds of change
and to nurture them to grow" (p. 492).
Another issue that is at the center of the problems of Hospital Z is that of motivation, or the lack
thereof. As Patrick, Smy, Tombs, and Shelton (2012) point out, motivation begins with training,
because trainee characteristics and attitudes influence motivation to learn and subsequent training
success. Having

Ethical Behavior In Social Work
Ethical behavior is extremely important in all aspects of the social work profession because social
workers make daily decisions that involve ethical decisions. The ethical decisions that a social
worker makes will have a significant impact and consequences on the lives of clients and on society.
Social workers have a responsibility to act in the best interest of the client and overall in the best
interest of society. Another responsibility of a social worker is to respect colleagues and their work.
Ethical behavior is the key for a social worker to be able to appropriately work through an ethical
dilemma when their personal values are not parallel to the values of a client. Ethical behavior is of
high importance in ethical dilemmas due to the fact that it is imperative that a social worker does not
influence or attempt to influence a client's decision based on their personal values and beliefs.
Ethical behavior is essential when working with oppressed populations, building professional
relationships, and creating change in the lives of individuals, groups, and society. The National
Association of Social Workers Code of Ethics states, "Professional ethics are at ... Show more
I work currently work as a home–based parent aide with families that are involved with the Indiana
Department of Child Services. Each family, depending on the situation, can have multiple service
providers or only one service provider. It is not uncommon to be assigned to families that receive
parent aide services along with casework services and/or therapy services that are provided by the
same organization which I am employed. We work together as a team to assist the family with
meeting goals that will allow the family to improve the quality of their life. Each team member is
assigned specific goals to work on with the

Organizational Behavior / All in a Day's Work
Organizational Behavior
Case Analysis: All in a Day's Work
Ann Wood the current director of marketing for the Consumer Products Division in Norwich
Enterprises faced many challenging obstacles during this particular day; she is in charge of three
different groups. She supervises the market research in which Joe Jackson is the current manager.
She also foresees the marketing strategy and administration department where Brooke Carpenter is
the manager, and the Advertising and public relations department.
As Ann enters the building Joe Jackson approached it explaining how the intranet had been down
half the night and the some important market analysis had not been put together. Ann had promised
her boss, executive vice president Anil ... Show more content on Helpwriting.net ...
A few moments later Brook interrupted Ann saying that the situation had to be taken care right
away. Ann knew that the marketing analysis was about to be finished by Joe, so she decided to have
the meeting with the employees right away. She listened to all the employees' complaints and told
them that although an increase will not happen overnight she will commit herself to examine and
take care of the issue. She also told them that she will try to get some funds for a training program
where everyone could acquire new skills.
I believe that Ann is a high –involvement manager because although many problems attached her at
once she took care of them in a timer manner without stopping the productivity of her day. She
empowered her management team to be able to solve their issues, but to also know when they
needed to come to her for help.
Ann is very capable of performing her new job as head of marketing since she is focused and gets
the job done. She also has great people skill. She listens to her staff and she lets them give her
suggestions. A manager that is able to listen and act in accordance to company policies while
keeping employees happy; is a manager that will make a big difference to company in a positive
way.
According to Chapter one a high involvement management is management style that involves
carefully selecting, and training associates and giving them

What to Do with Howard
Taleisha LaCroix
MGT 362
What Do We Do with Howard?
Agrigreen, Inc. has done a lot of moving employees from one position to another. Either someone
chose to retire or step down, or they were promoted or transferred. Howard is a guy who obviously
does not see himself the way others may see him. They simply have different perceptions. Howards
seems like a man who tried his very best at one point. His best performance may not be equal to
another persons' best performance. He was often teased due to the perception of having no work
ethic. Not identifying that trait within himself, Howard felt out–casted around the work place and
seemed to display some acceptance issues. Even when he found someone that he could relate ...
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No one attempted to identify the problem.
Howard Lineberry, Lead Surveyor
Lineberry had some education. The education that he had received was not enough to demonstrate
efficient and effective work at Agrigreen. He did well enough with his first supervisor to accomplish
the mission. Howard seems to be a man who needed direction and guidance. Without the proper
guidance, he was close to lost. As I compared his actions with his first supervisor to his actions with
his second supervisor I realized that there seemed to be a lack of performance satisfaction. This
dissatisfaction occurred as Howard was expected to do the work on his own. He had little to no
guidance in getting the tasks done. Although he perceived that his first boss was a tough one,
Howard got along well with him. He appreciated the guidance and direction that was given. This
was a form of daily training. He made an honest attempt to do well on his own, but maybe his way
of doing things were just different. Howard didn't fit into this organizational culture. I will not say
that Howard did not have any values but I will venture to say that he did not share the same values
and beliefs that many of the other workers shared. The leaders and other employees were paying
attention to work ethic and competence. If Howard is a worker worth keeping, then behavior
modification would help. The use of an

Unethical Behavior in the Work Place Essay
Unethical Behavior
Unethical Behavior in the Work Place
Caron XXXXXXXX
MGM365–0804A–12
Phase 3 individual Project
November 10, 2008
Unethical Behavior in the Work Place Business ethics is a vital element to the growth and success of
any business. To be ethical means to have a system of moral principles. Ethics alone is a branch of
philosophy dealing with values relating to human conduct, with respect to the rightness and
wrongness of certain actions and to the goodness and badness of the motives and ends of such
actions. To have business ethics you would take the meaning of ethics and apply it to the things that
go on it the work place. We are going to take ... Show more content on Helpwriting.net ...
Managers have been known to instruct employees to exaggerate and mislead some financial
documents to have some office petty cash fatten up their own pockets. Maybe even going out to
extravagant dinners at the company's expense and using it as business write–offs. If caught with
some of these practices, charges can be brought up against the employees, as well as, immediate
termination. Last but not least, I would like to talk about unethical sexual behaviors. If a co–worker
comes to another employee with a problem or in need of some help with a project under no
circumstances should one agree to help them for the exchange of sexual favors. Not only is this
unethical behavior, but it is illegal and considered sexual harassment. Sexual harassment will not be
tolerated here at the BSSL and is also grounds for immediate termination. At the BSSL we would
like to make work a legal, profitable, and comfortable environment to be at during your careers here
with us. We are going to start implementing an open door policy. We want all employees to feel they
can speak with any member of management, without risk or fear of loosing their jobs, if they feel
uncomfortable about something they are asked to do here. Also, all employees need to keep their
eyes and hears opened for illegal and unethical behaviors. If an unethical or illegal behavior is
reported and proven we would like to offer the employee that comes forth with the information a
reward to show our

Contemporary Human Behavior Theory : A Critical...
According to "Contemporary human behavior theory: A critical perspective for social work", in
social work there are several terms associated with the discussion of theories. The terms are theory,
perspective, models and practice models. The term theory is used to explain and predict. Theories
exist to help practitioners understand why something happens and to help predict future occurrences.
To understand theory construction, explanation, and prediction, it is imperative to understand the
differences between empirical structures and theoretical structures (Robbins, Chatterjee, & Canda,
2006, p. 5.) In order to understand empirical structures the use of our senses is needed. Empirical
structures are experienced through our senses, and our environment; theoretical structures are used
to model the empirical systems (Robbins, Chatterjee, & Canda, 2006, p. 5). Theoretical structures
are based on experiences. Without theoretical structures, it is difficult to understand and order
information about the world around us; and without empirical structures we have no basis for
theories (Robbins et al., 2006, p.5).There are numerous theories that exist with the purpose to
explain human behavior. Three types of theories are developmental, personality, and practice. The
developmental theories are used as guidelines to determine why an individual is behaving a certain
way in a particular stage of their life. Another type of theory is personality; this gives practitioners
insight into

John Dewey : Moral Behavior And Good Works
John Dewey was born October 20, 1859 in Burlington, Vermont. He was born to Archibald Dewey
and Lucina Artemisia Rich and was the third of four children. His father loved literature and his
mother was very stern and based most of her parenting on Calvinism (a religion in which one 's faith
is expressed through moral behavior and good works). John Dewey attended two different
universities, the first university was the University of Vermont which he attended at age fifteen and
graduated second in his class with a bachelor degree in philosophy. After receiving his bachelor
degree, he began teaching, he taught for two years in Oil City, Pennsylvania at a high school and a
year of elementary school in Charlotte, Vermont. Later on he also ... Show more content on
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The couple survived off of Roberta's inheritance and John Dewey's book royalties. The two were
only married six years before John Dewey died from pneumonia on June 1, 1952 at the age of
ninety–three.
John Dewey's philosophy of education was influenced by William James' "me" self "I" self theory,
and Jean–Jacques Rousseau's all children are born inherently good theory. However, most of
Dewey's theory came from his personal life when his children's schooling had bored him. He
thought it was a "passive way of learning forced on children by the pervasive lecture–recitation
method of that time" (Walker, 1997). John Dewey stated children should not be treated as mini
adults, they are their own person and have their own rights. Many people began to question his
parenting style, because he allowed his children to actively play in the same room as the adult guest,
run around without wearing shoes or stockings, and they were even allowed to be there during the
birth of their youngest sibling Morris while their mother explained the entire birthing process. He
believed that children learn best from personal and hands on experiences. Dewey also stated that the
teachers' number one priority was to support and encourage the children as well as be involved with
their learning. He also believed kindergarten was a social setting and "real objects and real situations
within the child's own social setting" should be used. (pg. 19)
John Dewey had a huge influence on how

What Are The Four Factors Influencing Work Behavior
FACTORS INFLUENCING WORK BEHAVIOR
The Four Factors Influencing Work Behaviors Edna Jabagat
University of the People
Abstract
This essay will go describe each of the four factors that strongly influence work behaviors. These
four factors are job performance, organizational citizenship, absenteeism, and turnover. It will also
show how the software company, SAS, has integrated these factors into their management style by
providing an example of their implementation. The opinion of SAS's policies will also be reviewed.
Four Factors Influencing Work Behaviors
Job performance, organizational citizenship, absenteeism, and turnover are the main factors
influencing work behaviors, according to Carpenter, Bauer & Erdogan (2010). Under these four
different categories, there are several different contributing reasons. For example, Job performance
is influenced by personality, attitude, stress, fairness or justice in the organization, and intelligence.
Organizational citizenship is influenced by the relationships and motivations within the company,
these of which are usually presented by the older employees, personalities, positivity, and perceived
fairness within the company. Absenteeism, is affected by health problems, work and life balance
conflicts, negativity, and is usually a behavior of younger employees. The ... Show more content on
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This leads to increased productivity even when the company's philosophy for working overtime is,
"If you're working more than 8 hours, you're just adding bugs." This allows the workers to do their
job, and enjoy their family and personal time, guilt free. It also just so happens that when people are
allowed to manage when and where they work, they are happier and in turn, are more productive.
This again, leads to less absenteeism, less turnover and high overall satisfaction, along with
increased job

Counterproductive Work Behavior Paper
I work for a state agency that licenses teachers and other school related jobs (administrators,
counselors, etc.) as a customer service representative. My job is high stress and most of the people
who work within the agency have been there for eight years or more, even though it is always
changing and has high expectations of its employers. Due to the high levels of stress within the
company, this can lead to counterproductive work behavior (CWB). The book defines CWB as:
Voluntary behavior that violates significant organization norms and threatens the well–being of the
organization, its members, or both. Research has shown that CWB stems from the individual's
personality and/or their current work environment, it is explained in the chapter as defiance. Sackett
and DeVore's hierarchical model of defiance explains the different levels, starting with interpersonal
defiance (behavior between two individuals) with examples of harassment and verbal abuse. This
behavior, at least in my work environment, seems to be the most common seen. People are
constantly talking behind each other's backs about what they are doing wrong, instead of talking
about the problems they are having. ... Show more content on Helpwriting.net ...
Property deviance is behavior such as stealing or damaging the property, I feel that this behavior is
harder to recognize unless you are looking for it. Production deviance is behavior such as being
late/absent from work that is not excused or not doing your work correctly. This is a big one within
my job, due to the amount of work we have and the stress to get it done, people work to fast which
leads to making mistakes. Then those mistakes have to be fixed, but if we don't talk to each other
about these mistakes they keep happening. So the never ending circle of counterproductive work
behavior starts and sadly doesn't

Competency Model
1. About Nucsoft
NUCSOFT was incorporated in 1994 with the aim of providing focused end–to–end IT solutions to
the Banking, Financial Services and Insurance' industry sectors (BFSI).The main focus of
NUCSOFT is to provide value to the clients, and it recognises that its employees are its main assets
that will provide Nucsoft with the much needed competitive advantage to accomplish this goal.
Post–recession business is facing immense challenge. The growth in the domestic business is staid
at 15% as compared to exports growth of 37% CAGR. Also, Retaining talent is one of the brewing
challenges of the IT industry today; it will be an even bigger challenge for small players as bigger
players offer fatter pay packs to attract the best of the ... Show more content on Helpwriting.net ...
2.6. Competency Model
A competency model is a valid, observable, and measurable list of the knowledge, skills, and
attributes demonstrated through behavior that results in outstanding performance in a particular
work context.
Typically A competency model includes * Competency titles * Definitions of those titles * Key
Behavior indicators
3. COMPETENCY DICTIONARY For NUCSOFT
Name of the competency | Team work | Theme | Co–operation, Collaboration, Commitment to team.
| Definition | Intends to work together as a team. Shares all relevant information with the team,
solicits inputs from other team mates. | Key competency indicators | * Stretches beyond his job
responsibility, to help team mates. * Shares credits and blames with the team * Expresses positive
attitude about the team members * values others opinion in the team * encourages team members by
providing feedback. | Proficiency level | Scale 1: Supports team decisions, does his/ her share of
work.Scale 2: has mutual understanding and cooperation with the team members, shares information
with the team members, contributes in team discussionsScale 3 : has positive opinion about all team
members, gives feedback and encourages team members , gives confidence to team members.Scale
4: Discusses and solicits inputs from team mates, invites and encourages the team members to
discuss and find optimum solutionsScale 5: empowers others, provides them necessary inputs

Difference Between A Growth Mindset
The difference between a growth mindset is that they see it as a chance to grow and develop their
intelligence even if they didn't succeed at first that person will try even if they have failed at first
and a fixed mindset is that person believes their smart or not at something and don't really need to
put a lot of effort in it or practice more if they're good at it. My mindset about my intelligence and
abilities have mostly been a fixed mindset when it comes to stuff I don't understand or don't know if
I'll ever use it again. Also, my mindset has sometimes been a growth mindset if it's stuff that I easily
understand or if I want to develop more on it. A growth mindset can help you in college to help with
improvement through hard ... Show more content on Helpwriting.net ...
If you have a different mindset it can affect you on how you do things. It explains that having a
different mindset can affect your intelligence and abilities on everyday things. Having a fixed
mindset having a growth mindset in college can be good because it can help you not give up easily
on certain tasks and can help you out better. The importance of mindset for success in college and
careers is that it can help you out in life with not avoiding obstacles or challenges or giving up so

Reflection On Academic Decorum
Academic Decorum
Academic Decorum Explained: Academic decorum is a sense of being related to education, but also
having a standard of behavior. For instance, when I come to school, I feel like a different person. I
feel more open to the world and feel like I have more freedom. But even though I feel free, I also
feel very focused on education. I have a focused mind set on school topics and stay in control of my
behavior by taking breaks and stopping to think. When you get a job, you have to be completely
focused on specific topics, whether it's food, animals, politics, etc. But you need to be able to
control your behavior and stay focused, or else, you could lose your job.
Narrative Self Analysis: I walk into eight different classrooms everyday and each have a different
topic to focus on. I think about if I have any assignments that are due or any tests that I need to
study for. I am able to transition between different topics very quickly. I listen to my teachers and
follow with efficiency. I stay focused in class and keep up with all of my work. I also take every
opportunity to make my grades better by getting extra credit or retaking an assignment. I do feel that
I have exceptional class behavior.
Student Perception: Generally, a student is a person who takes interest in a particular subject, but is
studying to enter a particular profession. I take interest in some subjects and some subjects I do not
take interest in. But students work hard in all subjects, even if it isn't their best field of education. I
have an exceptional GPA score. I make sure to keep my grades up during the school year and stay
focused enough to complete and turn in my assignments on time. If I work hard enough in school
this year, I could bring up my class rank even higher than it is. It has gotten better since last year and
the year before, but I think I could make it even better. So I think that I am a good role model as a
student.
A Letter from the Past:
Dear Mr. deVries, I'm writing this letter to you, to inform you about Mia Koberg, a freshmen in one
of your Acc. English 9 classes. She was a student in one of my Acc. English 8 classes this last
school year. Mia was a very kind classmate to all of the other students

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