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Personal Values Development - Essay Example

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In the broad sense, attitudes and values are a dimension of personality and, therefore, constitute a portion of one's ability profile. Attitudes are predispositions toward something. They tend to be either positive or negative. Personal values have a great impact on the workplace and performance of every employee…
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Personal Values Development
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Download file to see previous pages For employees to be productive in an organization, they need to hold positive attitudes toward the elements of organizational life. For example, one should view such factors as work, authority, taking risks in decision making, the need for control, and the need for change in a positive way. I try to avoid a negative attitudinal posture toward these factors because they will keep one's job satisfaction continually low as well as stimulate considerable resistance to many normal organizational processes and activities. Someone with the wrong attitudes shies away from high effort because the performance it yields is not perceived as worthy. It is not "real" performance from the viewpoint of the employee (Langan, 1994).
Personal values develop during a long time and are influenced by work environment and communication. I pay a special attention to understanding of my colleagues and effective communication, high standards of work performance and personal growth. Strong ethical principles help me to solve problems of daily life and behave morally in difficult situations. Problem-solving skill is the ability to identify, define, and resolve difficulties. One with this skill has an inquisitive mind, an ability to reason, and a desire to search for truth. These employees know how to investigate and analyze a problem situation and to diagnose sources of trouble. This skill also involves creative ability--ability to generate novel ideas and to derive multiple ways of attacking a problem (Mayer, 2000). Problem-solving skill is in part manifested in one's capacity for critically evaluating potential solutions to problems and for making decisions. Many employees simply do not understand how to make a quality decision. Indeed, many fear making decisions because of the risk of choosing the wrong course of action. The quality decision maker knows how and does not shy away from the task. He or she has likely mastered the scientific method as applied to problem solving and, because of this, likely has a high measure of self-confidence relative to decision making. Problem-solving skill is critical for every employee at every level in an organization. Every employee faces problems daily. Machine operators need to diagnose causes of breakdown and then get their machines fixed. Department managers may need to diagnose why customers may be disgruntled and then attempt resolution. Top-level managers have to diagnose such things as the causes of declining sales, poor employee performance, and flaws in organizational communications systems.
A strong sense of duty guides my behavior and decision-making. My actions are guided by judicial action based on the Judeo-Christian teachings that are the foundation for most of the moral and ethical direction of business and government. In the meantime in the moral-ethical area, more emphasis is being placed on psychology and the philosophies (everything is relative; nothing is absolute; everything is constantly changing, so set your own morals and ethics based on the times). Broad issue orientation has given way to sharper focus not only on issues but on social awareness, social responsiveness, and on social responsibility implementation of these issues. I agree that employees need to hold values compatible with organizational life. Strong economic, ...Download file to see next pagesRead More
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