Category: Career

It could be stated with certainty that teachers have an immense influence on the development of various outcomes of their students. Moreover, it is possible to observe that a good teacher does not only serve educational purposes, but he or she also shapes their students attitude toward career choices and decision-making in life. As it is stated by Saifan et al., qualitative researchers believe that reality is understood through people sharing experience and interaction with others (21). The purpose of this paper is to provide an overview of the teacher who had the greatest impact on me as a person. In order to achieve this goal, the essay will firstly dwell upon the evaluation of the teachers input that made a difference for me, and then I will describe how this teacher impacted my life.

For the purposes of this paper, I have chosen to write about my school teacher, whose name is changed in order to respect the persons confidentiality. Kate was my biology teacher during high school, and I can claim with great certainty that this person had the most profound impact on my decision to become a nursing professional. As it is pointed out by Ismail et al., the teachers personality is essential because experiencing the proper pattern of clinical instructors behavior is a motivation for educating students (97).

There are several aspects of her work that should be evaluated in order to understand the significance of her influence on me. First of all, she was passionate about the subject she was teaching, and thus she was able to invoke interests among people in the class. Of course, not everyone was involved in the subject to the same extent  some people responded with a greater passion due to their natural aptitude for biology, and I was among these people.

The second aspect, which I also consider to be highly important, is that Kate was able to provide us with a vivid description of why the work of a nursing professional is so important and contributing to society. I can suggest that it was one of her most compelling characteristics as a teacher: she was able to connect actual problems of contemporary society with the topics related to biology. This was a great advantage compared to the majority of other teachers, who often seemed detached from real-life problems, being only focused on their subject. Overall, it could be summarized that I evaluate Kates teaching style as highly efficient.

Since the evaluation is done, it would be appropriate to state that Kate has directly influenced my decision to become a nursing professional. Therefore, it is evident that she had an immense impact on my life because she helped me to make a difficult decision about my future career. She also taught me to think critically, which is one of the most important skills contributing to efficient learning.

However, the most important contribution by Kate as a teacher was the following: she had shown me that social problems, including issues in the public health sector, could be efficiently treated by any person who puts enough effort into it. Therefore, I was inspired by Kate to become a nursing professional because I understood that I could be in a position where I can make a difference and help people around me and the society at large. In conclusion, I should state that I highly evaluate my teachers contribution to my current perception of life.

Works Cited

Ismail, Lamia Mohamed-Nabil, et al. Clinical Instructors Behavior: Nursing Students Perception toward Effective Clinical Instructors Characteristics. Journal of Nursing Education and Practice, vol. 6, no. 2, 2015, pp. 96-105.

Saifan, Ahmad, et al. Theory Practice Gaps in Nursing Education: A Qualitative Perspective. Journal of Social Sciences/Sosyal Bilimler Dergisi, vol. 11, no. 1, 2015, pp. 20-29.

Everyone has personal hopes, aspirations, and expectations when going to college. I am hardly an exception. However, as I waited in the halls, choosing the right program for myself, I noticed a difference between myself and some of the students I met there. Some of them did not seem interested in being in a college, some were pressured by their parents to join, and some simply wanted a degree because they are supposed to get one. I am not like that. I am here with a purpose. My purpose for joining this college is to become a better nurse so that I would be able to help my patients better.

What I have learned so far were only the basics of my profession. I have learned about the foundations of nursing care, pathophysiology, pharmacology, and many other things. However, in order to become a professional, I need much more knowledge, both theoretical and practical. There are still many fields I need knowledge and experience in, such as acute and chronic illnesses management, mental health nursing, and some others.

These studies are going to help me transition to the professional nursing role. I am confident that I will be able to get plenty of theory here, and some practice too, even if on plastic dummies. I also hope that the college would assist me in getting an internship in a hospital, in order to get more hands-on practice.

Attending this college should be an excellent start to my nursing career. Medical facilities nowadays demand excellence from their employees, and having a degree from such a prestigious and well-known college would ensure them that my education is top-notch. After obtaining my BSN degree, I am considering getting a job and working in the medical field for a couple of years, before aspiring for the MSN degree.

Progression in education and gradual growth in skill and knowledge is the only proper way to advance up the career ladder. However, I am not looking to invest in my career only for the sake of money. The well-being of my patients is and had always been my primary concern. Anyone who is looking to work as a doctor or a nurse only because of a paycheck should not be allowed anywhere near the patients. Greed has no place in a medical institute.

I am also looking forward to making friendly connections, both with fellow students and with the professors. Being surrounded by fellow aspiring nurses would set up a little competitive scene, which should promote personal growth for all of us. I would also enjoy interacting with my professors. I am looking forward to gaining from their experience. These connections I am going to make now will likely help me out in the future, in one way or another.

I am looking forward to continuing my studies in this college. So far, it was a very satisfying experience. Sometimes it was hard, but I am not the type to turn away at the first signs of hardship. Being a professional nurse suggests hard and selfless work, which I must be prepared for. Medicine is a field, which does not tolerate slacking, as there are peoples lives on the line.

A career plan is a process in which one chooses what is best for him or her. It is also a form in which he or she satisfies his or her future job interest. The plan assists to develop talent and skills, as well as decide the training and elements one should consider to nature this skill (Miller & Marvin 2006). It also implies how one can utilize resources and future advancement of the career. This paper gives concise guidelines on formulating a personal, career plan for the next five years will be. The papers will also outline short and long-term goals and compare them to personal goals and constraints. The career of choice is opening up a salon.

Currently, I am pursuing a degree course in business management. Upon graduation, I intend to open up a salon business. Opening the business is not an immediate objective since I also intend to gain knowledge and exposure in the wide business field. At the moment, the main weakness is the lack of knowledge about starting and running a business. Another weakness is that the business idea in mind has not been drafted or documented.

This makes it difficult to prospect issues such as capital. Raising capital for the start-up is also a weakness that Im experiencing currently. Currently, my major strength is being able to learn how to combine the knowledge skills, and experience to make achievements. Additionally, I will be able to specialize in this form of business and to have room for flexibility. The degree course will channel ways of knowing specifics about the career path I am taking.

Objectives

My objective is to enroll in a higher learning institution and study business management. This is to fulfill my ambitions to open up a salon business shortly. Additionally, I should be able to handle all business elements with a positive attitude and lots of enthusiasm. Assisting family members financially is also part of my objectives. On the other hand, the business objectives are mainly measurable targets needed to be achieved to term the business a successful business.

My short term goals for the business are to establish a sustainable business that will for all customers expectations in service and product. Another goal is to strive and build a strong clientele of the business. Also, I intend to have average clients increase by 15% per year until I manage a superior performance. Moreover, my business will provide services of the highest quality with excellent customer support.

My long-term goals will cut across the business entity. I intend to expand the business by opening up new premises in nearby towns within the next five years. Another goal is to increase market sales and generate more revenue. Besides, I should be able to maintain and increase the market share of the products and services in all the business premises under my name (Waddock 2008, p2013). The business will be a key point for providing employment opportunities to the skilled qualified personnel in this field. Another r long term objective is to be the leading salon service provider in the region.

PESTLE analysis

An extensive environmental scan ensures all external and internal threats are handled. This analysis will assist to determine factors such as environment, political social technology, and economic factors that will influence the growth of the business. Politically there are numerous regulations set up by the government for one to establish a business. The business will be hard hit with labor policies for the staff, tax policies, and environmental law and trade restrictions (PESTLE Analysis, 2012).

These policies will in turn influence the economy of the business. Strict employment laws and other informal rules have forced the venture to be cumbersome. Nevertheless, the authority restriction will slow the short term goal of having a profitable business entity. This is because the profit made will be channeled to cater to government regulation in terms of paying for licenses among other government remittances.

Environmental factors will affect the business in terms of geographical position. Locating the salon near an urban area will generate more revenue since most urban dwellers like to look smart always. This will combine with social factors such as cultural preference. The near social environment, which includes the family members, will contribute immensely to the business. The family members will contribute capital to the startup of this business.

The population growth will also contribute positively to the business (PESTLE Analysis 2012). The age distribution in the environment will contribute to setting the trends in hairstyles done by the salons. Young age individuals are known to be trendy in hairstyles. Emphasis on the health and safety of the client will be a key observation by staff. The various safety measures to be installed in the business will be quite costly.

Technology advance influences the efficiency of the business. There is also an increase in technological incentives, in the market. Installations of these technological gadgets will be expensive hence hindering quality service delivery. This prompts the business to be up to date with technological change. With the prediction of this high demand, outsourcing for crucial services when needed will be sorted (PESTLE Analysis 2012). This is another disadvantage to the business.

Economic factors such as inflation and the high-interest rate will negatively affect the business. However, economic growth will contribute to the stability of the business. In the next five years, the business environment is expected to change drastically. The technology aspect of the business is predicted to advance further. The social factors such as cultural aspects and age preference among potential clients will be far much different from the current.

Therefore, the business should operate in a manner that it will be able to adapt to changes. As indicated before, the business will be flexible to current trends in the market. The business will be the image of the community since it will channel the resources back to the community. This will be achieved by providing job opportunities or providing financial aid to the needy in society.

SWOT analysis

The SWOT analysis will capture key strengths and weakness relating to the market analysis summary and describes the opportunities and threats facing the business (Waddock 2008). My main SWOT analysis will concentrate on key business units and an assessment of the core functions. These functions include marketing, human relations, finance and accounting, operations, and logistics.

The strengths will prove that the business ability to establish personalized client service. A key, a stronghold will establish strong relationships with suppliers. This will bring about the flexibility of suppliers and quick responses to specific product delivery. The loyalty of clients is to be nurtured via a robust reputation among returning high purchase clients.

Weakness may affect my aim and distort the target time. A tangible flaw will be the duration of going up the retail skill learning curve. The business will be situated in a market that has a variety of salon business options. This will prove a hard task to acquire clients. Besides, seasonality of the business poses an enormous challenge to the business (Barnet 2006).

Opportunities are immense in the market. There is a significant portion of the target market that is desperate for that unique service that my business is ready to offer. The market is a promising market with strategic alliances offering sources for referrals and joint marketing activities to extend the business reach (Waddock 2008). The demand for more salons in the area has prompted the establishment of this business.

Threats could not also be overlooked. There is continued price pressure due to stiff competition in the market. This has weakened the market to some extent hence reducing margin contribution. Variations in customer likes can avail of the challenge of keeping up with the clients preferences. Another threat is the expansion of products and services offered by the established business in the local market. These established have gone ahead to set prices for the market.

This scrutiny shows a robust potential achievement; the flaws and threats ought to be identified at all times during the life of the business. With this analysis, I can be able to assess if the business is making the most out of opportunities available. It also outlines changes in the external environment. It is an excellent formality to keep my competitors in check. Combining this analysis and the PESTLE analysis of this business will ensure the business is efficient with minimum market problems (PESTLE Analysis 2012).

In the comparison of the scenario at the moment and my prospects, they are quite different. The projected level of skill and knowledge differs substantially from the current. The skills acquisition and knowledge in business management will be achieved with time (Barnet 2006, p. 258). The potential to be an effective, responsible, productive, and satisfied individual is the driving factor towards attaining these goals. At the moment, the time at disposal is utilized in majoring in the weakness and possible threats. This is done by attending lessons on business management to acquire skills and knowledge. Academic pursuit is the most appropriate form of gaining technical skills nearly.

Risk analysis

Various risks face this plan. The business risks facing stiff competition in the market. This will risk the business being faced out of the market if it will not be innovative. There is also the risk of new entrants into the market that will substitute the services offered. Another massive risk is political interference by revoking the business license. The risk for failure of the business is exceptionally high.

This may be caused by financial problems such as bankruptcy too many liabilities and lack of proper investors. Another possible risk is operational risk. This is where there may be a lack of qualified personnel in the job market for employing in business. The risk analysis produces a comprehensive report on the situation of the business.

To thrive through all these risks, it is advisable to be innovative and creative. Self-confidence and having the zeal to achieve the interest pursued. A proper way of dealing with risks is to ensure there is a continuity of operations plan and limit liabilities. Nevertheless, risk management strategies put in place will enable the recognition and prevention of threats that the business faces (Barnet 2006, p. 258). This will also channel ways in which resources can be allocated effectively.

Personal lessons learned

By achieving the business goals maximally, I should be able to accumulate a substantial amount of profit. This career plan is a clear indication of the direction intended in life (Miller & Marvin 2006). It acts as an eye-opener to the future career I intend to pursue. All the achievements will be attained through hard work and desire to make a difference in a future life (Jones 2010, p. 24). This plan enables one to build a career in the choice project by project. The process also simplifies the steps of attaining lifetime objectives (Barnet 2006, p. 259).

References

Barnet, T 2006, Encyclopedia of Management. Ed. Marilyn M. Helms. 5th ed. Detroit: Gale., p. 258-259.

Jones, VR 2010, Virginias Academic and Career Plan Emphasizes: Middle School, Techniques: Connecting Education & Careers, 85, 7, pp. 24-27.

Miller, A & Marvin, RC 2006, Montana Economy at a Glance: Importance of career planning, pp. 2-4. Web.

PESTLE Analysis 2012. Web.

Waddock, S 2008, Encyclopedia of Business Ethics and Society. Ed. Robert W. Kolb. Vol. 4. Thousand Oaks, CA: Sage Publications Inc., p. 2012-2014.

How do you respond to new ideas and innovations?

I support the implementation of new ideas and innovations in teaching high school mathematics. Although the conventional approach in teaching high school mathematics has been impressive, it has encouraged laxity on the part of the learner hence losing its utility value in modern society. The new approach of implementing new ideas and innovations is learner-centered, and thus, learners get more benefit from classwork. The new approach also embraces a wide range of modern technology in teaching high school mathematics. The inclusion of integrated ICT in teaching mathematics, for example, has proved to be an indispensable tool in complementing conventional teaching and learning resources.

How would you describe your communication skills?

My communication skills in teaching high school mathematics are varied depending on the different stages of the lesson. In the preparatory part, for example, it is both non-verbal and intra-personal. In the introductory part of the lesson, it is inter-personal whereby I ask questions to enhance learner memory, and in response, I receive the answers. At the lesson development stage, it is basically verbal as I expose the content with pure simplicity. It does take the non-verbal form, also where body movements are used to convey a message. In a nutshell, I have strong communication skills essential for pedagogy.

Do you see yourself continuing to learn after you graduate from college?

Yes, I do see that I will proceed with my studies after graduating from college. This is because education is a life-long process, and with such hopes as being an international resource person, one must keep on evaluating his/her pedagogical approaches to teaching. This helps the tutor to be abreast with the teaching developments.

• Mathematics is important in the education of secondary students in that it enhances their cognitive development  They are able to think logically, make wise decisions, think creatively, and use their time effectively. It also equips learners with requisite skills for college education. It also develops the learners problem solving skills.

A statement on teaching goals

The goals for teaching mathematics (or science) are in fact some of the most indispensable tools in the instruction of mathematics (or science) at any level of education. This statement highlights and discusses about the goals of teaching high school mathematics (or science).

The teaching of high school mathematics (or science) is aimed at: equipping the learner with the basic principles and facts in mathematics (or science), enhancing learners individual growth, improving the learners approach to studies, preparing the young ones with the necessary knowledge for work and as a long term goal it encourages learners to exercise a higher order of thinking.

One of the elementary goals of teaching high school mathematics is to equip the learners with the basic principles, facts, theories, skills, concepts and approaches in mathematics. This helps the learner develop an enlightened knowhow of the role of mathematics in the society. It also enables the learner appreciate the beauty of mathematics in communicating complex occurrences in a simple manner. The new concepts thus acquired are the fundamental pre-requisites for the realization of the other goals of education.

Learners personal development is kept in focus in the teaching of high school mathematics. This is evident in the manner in which the learners self confidence is boosted in inter-personal relationships and respect for other individuals. With enhanced self esteem comes a firm self confidence necessary for a liberated expression of ones ideas and opinions. Excellence in mathematics fulfils the learners inherent desire for achievement which psychologically boosts the emotional health of the learner.

The teaching of high school mathematics (or science) improves the learners approach to studies in that it trains the learners on the best message encoding, storage and retrieval practices. Learners ability to concentrate, listen attentively and participate in the teaching-learning process is highly enhanced. Reading and memory skills of the learner are also improved, sharpening the learners discernment in distinguishing between fact and opinion. The attitude of the learners towards studies is thus positively impacted; this intrinsically motivates the learners bringing to the fore the creative and innovative involvement of the learners in the learning process.

High school learners acquire the necessary knowledge which prepares them for work  contributing to national welfare. Managerial skills are attained in student leadership positions, students learn the art of a result oriented performance which upholds their productivity in the job market. Students creative/innovative autonomy acquired in class enables them perform artistically and skillfully in the job market.

The summit of the goals of teaching high school mathematics is to encourage the learners to exercise a higher level of thinking. This is geared towards developing the learners capacity to relate the principles acquired in school to new situations and varied problems. It is meant to tap the investigative and problem solving skills of the learner. The logical analytic steps involved in mathematics, for example, are employed in determining the nature of the problem, drawing of the hypothesis, carrying a field research, data collection, organization and representation.

The analysis of the data exposes the latent information about a given problem, upon which appropriate inferences are drawn. The learners ability to synthesize and integrate information is thus developed.

Knowledge is authenticated upon the realization of the goals of education. Learners are in a position of appreciating the validity of studying mathematics at high school. The holistic outlook of mathematics is thus celebrated by the learners.

Introduction

This research paper covers some aspects of a possible career in human resource management. The career is important because it involves the management of the most vital resources  human resources in any organization. Hence, it is imperative to recognize that human resource management (HRM) is now considered a critical component for overall organizational success. Human resource managers now require advanced training and possess diverse sets of skills in legal affairs, finance, psychology, and other relevant knowledge to facilitate their roles. Most importantly, it is necessary to understand future practices in HR management.

Overview of Human Resources

Human resource management strives to guide organizations to achieve their strategic objectives through the effective management of employees. Human resource management aims to strike a balance between employees, job satisfaction, and productivity. In this regard, effective human resource management has been linked to enhanced productivity, change management, and good work-life quality (Mathis & Jackson, 2010).

Academics and HR professionals acknowledge that HR roles continue to experience rapid changes. Hence, HR managers of the future must prepare for such dynamisms to rise above the status quo. In fact, many organizations argue that human resource development is critical for their ability to compete and succeed in the global markets. Previously, human resource managers had specific roles in administrative and policy issues. Today, however, functions of human resources managers have changed and become significantly ambiguous, changing with strategic direction, workforce needs, industry changes, and concentrated on leveraging human resource talents for creating a competitive edge. At the same time, HR managers increasingly find themselves as consultants to assist managers and senior executives to better work with their staff.

Functionally, human resource management is wider and consists of recruitment and selection; compensation and rewards; planning; job design; career development, training and development, and dismissal among others.

HR recruits generally focus on non-specialized roles and other rotational functions while graduates are most likely to concentrate on more advanced strategic aspects of human resource management. Human resource management requires a strategic application of different disciplines found in the field to promote organizational change and create value through change management. Change management encompasses aptitudes and expertise required to initiate and execute change or use tools to promote change.

Given these dynamics, HR professionals are constantly required to revamp their skills and expertise to manage aspects of change successfully. They also need to understand how to use tools of change to ensure value creation. While HR managers may handle some aspects of change management in their organization, it is vital to recognize that most organizations prefer to use consultants to handle change management. As organizations shift their focus to people management, HR managers can now come from any department and must display strong skills in finance, strategic management, and business acumen.

Today, most organizations focus on applicants with MBA qualifications for their HR department. As the scramble for HR professions increases, students trained in business and economics courses make the transition to the field of HR. It is expected that such candidates would bring creativity and flexibility to implement new ideas and embrace change.

Current Trends and Job Outlook

Human resource professionals can work almost in every firm and industry. They generally work in organizations, during normal work hours and full time. The job may involve traveling to other subsidiaries or recruit new hires outside.

The US Bureau of Labor Statistics presents a positive outlook on the employment of human resources managers. It is expected to grow by 13% between the years 2012 and 2022, just like in other professions (U.S. Bureau of Labor Statistics, 2015).

The growth in demands for human resource professionals is attributed to new organizations and existing ones that expand their businesses to other regions. Hence, competition is most likely to increase for the best talents in HR management.

Academics have also noted that HR managers of today face challenges, which also create new opportunities. Stone and Deadrick (2015), for instance, have identified globalization, changes in economies, increasing diversity in the local labor markets, and ever-changing technologies as factors that have resulted in new demands. At the same time, they have thrown human resource management into new directions full of opportunities for the HR department, employees, and organizations (Stone & Deadrick, 2015).

While there are external changes, there are also fundamental changes noted in the workforce across the globe, which put pressure on HR professionals and their organizations to develop specific, creative solutions to train, develop, integrate and train the best employees amidst these rapid changes. Hence, organizations must use their HR departments to navigate these shifts and position themselves as ideal employers to get talented employees.

HR managers must, therefore, focus on current trends involving the changing nature of employee roles, the future workforce, and industry dynamics. HR professionals will have to rethink their strategies and move even faster to possible future changes noted in technologies, demographics, and society while adjusting their practices for change (SHRM Foundation, 2014).

The Future of Human Resource Management

Recent studies have established that future trends in human resource management would be driven by workforce expectations, emerging technologies, growing globalization, and the escalating demands for agility due to unpredicted operational conditions. This implies that HR professionals of today will face unknown, barely recognizable environments. Hence, they must be proactive and respond effectively. On this note, research has identified some major trends that are most likely to reshape human resource practices at least for the next few years (Coombes, 2014).

First, major changes will continue to be noted in the extended workforce. That is, modern corporations will have to work with an ever-changing, regional, and global network of employees, associates, affiliates, and outsourcing service providers. As employees grow beyond the borders of their organizations, human resource managers will have to concentrate on both employees inside and outside their organizations.

Second, the function of HR will shift toward managing individuals rather than people. That is, employers will have to concentrate on a specific employee rather than use a one-size-fits-all model. Hence, employee preferences and needs will be customized specifically for them.

Third, as technologies expand, new trends in HR practices are observed. These tools such as social media, analytics, and cloud computing have continued to disrupt HR practices while providing the best ways so far to management talents.

Fourth, HR recruiting agencies now focus on global recruitment as supply and demand fail to match in the regional markets. Hence, workforce diversity continues to increase as human resource agencies focus on robust recruitment strategies to get the best talents for multinational firms.

Fifth, HR managers will also have to create agile corporations through their recruited employees. Business environments continue to be unpredictable and, therefore, organizations can only gain a competitive edge from their workforce to remain competitive and succeed. HR practices must also evolve to meet such dynamics as organizations strive for the best talents.

Sixth, major changes that will continue to shape HR practices will emerge from new knowledge learned in human behaviors and brain science. Analytics will play a critical role in future HR practices with the aim of identifying the best in employees to achieve better performances.

In addition, it is imperative to recognize that social media will lead to a workplace that is more open. HR managers will have to observe information privacy as they face more challenges posed by modern technologies. Further, the HR department will enhance collaboration with other business units while leveraging skills from anywhere at any time for their organizations.

These observable trends will continue to shape HR practices with widespread impacts. Hence, HR professionals will need to develop diverse sets of different management practices to manage a highly dynamic, global, and knowledge-driven workforce.

Conclusion

This research shows some major aspects of human resource management, specifically the change management, current trends, challenges, and the future of HR practices. HR managers will have to appreciate these trends while exploiting unprecedented opportunities to create agile firms through human capital. Conversely, HR managers who fail to adjust will become irrelevant.

References

Coombes, R. (2014, February 5). Ten trends that will reshape the future of HR. HR Magazine. Web.

Mathis, R. L., & Jackson, J. H. (2010). Human Resource Management (13th ed.). Mason, OH: South-Western Cengage Learning.

SHRM Foundation. (2014). Whats Next: Future Global Trends Affecting Your Organization  Evolution of Work and the Worker. New York, NY: The Economist Intelligence Unit Limited.

Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139145. Web.

U.S. Bureau of Labor Statistics. (2015). Occupational Outlook Handbook, 2014-15 Edition, Human Resources Managers. Web.

Introduction

Selected Character

This paper seeks to analyse the decisions made by Mr Higashi, as explained in the case study provided. In this case, Mr Higashi is a professional aged forty-four and has a 20-years experience in teaching high school English around Soto in Japan.

Perspectives and Theories

When seeking to analyse the decisions made by Higashi, this discussion will apply two decision making theories, including the MBIT preference and the Big Five model. These theories seek to determine the characteristics portrayed by decision-makers in their line of duty. In essence, the theories will be used to analyse some of the decisions made by Higashi when accomplishing his roles as the overseer of the JET program and the advisor to fellow teachers.

Decisions by Higashi

1. He decided to take on the role of teachers advisor that granted him the mandate to supervise the JET participants automatically.
2. He constantly encouraged Kelly to subscribe to the Japanese culture to behave in a manner that fitted into the traditional women domains.
3. He often disenfranchised the JET participants and other office workers when determining schedules for them and hence became forceful implementer.
4. During the instance of Kellys sore throat, he required her to come with a doctors note when going back to work.
5. He forced Kelly and the other two JET participants to sign papers for a paid leave to compensate for the sick leave and ensure they worked consistently with Japan employees.

Analysis

Selection of Character

As stated in the introduction, Mr Higashi was a prominent high school teacher around Soto for 20 years. Having been a competent scholar and teacher, he was granted a promotion to work as a chief advisor of the fellow teachers in the Soto Board of Education (SBE). Accordingly, the promotion also mandated him to act as a supervisor of all the scholars who participated in the Japan Exchange Teaching. This program was meant to let teachers from other parts of the world get an opportunity to teach in Japan. This aspect implies he was a direct supervisor with the role of overseeing their performance during the exchange program.

Indeed, most of the JET participants had met with Mr Higashi since they used to attend his classes when he was teaching them as high school grade students. In this regard, his supervisory and teaching position grants him the opportunity to make critical decisions in times of conflicts and performance-related issues. As such, he is a better focus when it comes to decision making as compared to Kelly, who is a junior teacher.

Perspectives and Theories to Approach Higashis Decisions

One of the theories whose aspects are evident in the decision made by Higashi is the MBIT preferences theory. MBIT preferences are framed in terms of four different dichotomies which seek to answer several questions.

Table1: Showing the questions addressing the four dichotomies of MBIT preferences and the corresponding perspectives (Goldsmith, 2009).

In accordance with this theory, Mr Higashi comes out as introvert who makes the decision alone and then informs the rest on what to do without involving them actively. This aspect comes out clearly when Mr Higashi decided to send one of the JET participants to a high school meeting without informing her in advance. As a result, the participant resisted against the decision and Mr Higashi was very annoyed about her action.

With regards to the second dimension, Mr Higashi concentrates on sensing rather than intuition. He values things that can be seen rather than believing in words and explanations provided by the JET participants.

For instance, he demanded a doctors notice from Kelly despite receiving a call from her concerning the illness that befell her. Also, it is clear that Mr Higashi makes decisions by thinking. From his decisions, it is evident that he considers factual information before making decisions. This was portrayed when he asked for a doctors note to get evidence that Kelly was indeed sick. Lastly, he makes decisions in a perspective of judging rather than perceiving. This is based on the fact that he tries to control every subject serving in the JET program rather than adapting to events.

On the other hand, the Big Five theory seeks to analyse decision-makers personality in terms of their openness, conscientiousness, extraversion, agreeableness, and neuroticism (Ashton & Lee, 2009; Patten, 2011). In accordance with these five dimensions of this model, Mr Higashi can be described as intellectual, achievement-oriented, sociable, intolerant and irritable. The intellectual character is evidenced by his professional way of handling the subjects.

Explanation of Higashis Decisions

Recalling Mr Higashi indicating that Japanese use their vacation to work for the company and compensate for the sick leaves, it shows how he wanted to instil the ideologies of Japanese culture in the mind of Kelly. It was aimed to increase commitment to the company to make the best outcomes. In addition to this, the forceful signing of the paid leave forms was meant to ensure that the organisation does not lose any money due to employees recklessness.

Critical Discussions

Advantages of Higashis Decisions

From the decisions made by Mr Higashi, it is evident that there were minimal chances of recklessness from the side of the employees. His strict and professional approach ensured that the employees claims were scrutinised carefully and stringently to avoid unnecessary losses on the organisations side. Also, Mr Higashi made a good decision to work as an advisor since he had profound experience regarding the teaching profession.

This implies that the expected outcomes were deemed to improve under his supervision and advice. Understandably, more applause can be granted to him, bearing in mind that he decided to accept the promotion despite understanding that he would be in charge of the JET participants who never understood the Japanese Language. In this scenario, he had the responsibility to keep on translating Japanese to English to ensure coordination in the office.

Disadvantages of Higashis Decisions

Although he aimed to increase the outcomes of the organisation, it was evident that he did not consider the sociological coexistence within the organisation. Despite the importance of applying stringent measures, he intruded in the personal space of the employees and hence oppressed them. For example, it was inappropriate to suggest persistently that Kelly should adopt the Japanese culture. In this case, it should be a personal decision for Kelly to make and determine whether she should buy in the culture or not. In addition to this, it was clearly indicated that Mr Higashi made decisions without involving his subordinates.

For example, he arranged for Suzanne to attend a high school function without involving her and informing her in advance. This is an oppressive approach that increases the resistance from the JET participants and destroys the coexistence between them.

Recommendations

In essence, Mr Higashi should be more considerate and profound when making a critical decision for the team. First, he should not only concentrate on the financial outcomes, but also the social welfare of the employees (Horton, 2009; Leahy, 2002). If an employee produces the necessary documentation to prove his/her case, it is not appropriate to proceed with further punishment (Johnson & Ostendorf, 2010).

In addition, Mr Higashi should be inclusive when making decisions that affect the employees. For instance, he should inform them in advance when he has organised an event that should be attended by the employees. This approach will reduce conflict between him and the JET participants (McAuliffe & Chenoweth, 2009). Furthermore, she should come up with a different approach when seeking to instil the values of the Japanese culture.

For example, Mr Higashi can organise an event that shows the positivity of Japanese culture. This can play an important role when mobilising the employees to adopt the ideologies of the cultures (Johnson, Rustichini & Macdonald, 2010). Otherwise, forceful instilling these values increases the resistance to change and intrudes in the employees personal space. Indeed, he should be considerate and focused on ensuring that the organisation is satisfied socially and financially (Wischniewski & Brüne, 2011).

References

Ashton, M., & Lee, K. (2009). Honesty-Humility, The Big Five, And The Five-Factor Model. Journal of Personality, 10, 1321-1354.

Goldsmith, R. (2009). Personality components of decision making. Psychologische Forschung, 18, 187-212.

Horton, R. (2009). Some Relationships between Personality and Consumer Decision Making. Journal of Marketing Research, 10, 233-233.

Johnson, J., & Ostendorf, F. (2010). Clarification Of The Five-factor Model With The Abridged Big Five Dimensional Circumplex. Journal of Personality and Social Psychology, 8, 563-576.

Johnson, M., Rustichini, A., & Macdonald, A. (2010). Suspicious personality predicts behavior on a social decision-making task. Personality and Individual Differences, 12, 30-35.

Leahy, R. (2002). Decision Making and Personality. Journal of Cognitive Psychotherapy, 15, 209-225.

McAuliffe, D., & Chenoweth, L. (2009). Leave No Stone Unturned: The Inclusive Model Of Ethical Decision Making. Ethics and Social Welfare, 13, 38-49.

Patten, G. (2011). Developing the Five-Factor Model: Is the big five a theory of personality? Psycritiques, 11.

Wischniewski, J., & Brüne, M. (2011). How Do People With Borderline Personality Disorder Respond to Norm Violations? Impact of Personality Factors on Economic Decision-Making. Journal of Personality Disorders, 12, 531-546.

Abstract

The case study analysis is focused on selecting the best career option for Alan Wilson. The purpose is to choose the option that is most beneficial to make a difference. Although accepting the offer to work for Grepter in Zurich Alan acts rationally, this choice is most efficient to develop his potential for performing as a global leader in the future.

Introduction

The desire to make a difference is characteristic of good leaders who are oriented to applying their value systems and visions in the workplace to promote the organizational development (Wibbeke, 2013). Alan Wilson is described as a passionate leader committed to making a difference, but he is rather conservative and accurate in evaluating outcomes and making decisions (Stevenson, 2008). In spite of the fact that Alan aims to make an influential difference and affect the community through his activities, as it was also claimed by his mother, the man should choose a traditional but challenging path of moving to Zurich to work for Grepter in the new environment.

The Career to Choose to Make the Difference

The reason for staying with Grepter is based on the close analysis of proposed alternatives in terms of their perspectives for Alan to realize his potential as a leader having the active social position and vision. On the one hand, Shioris proposition to work together to help the populations of the Third World countries is directly linked to Alans desire to realize his social potential and make something meaningful while following his mothers words about the difference (Stevenson, 2008). In this case, the expected social outcomes are the biggest ones. Alans cultural background can also be applied to choosing this option as providing more benefits to affect the situation in the world (By, Burnes, & Oswick, 2012, p. 2). On the other hand, the working process in such company includes problematic tasks of creating the network, finding partners, attracting investors, and conducting business negotiations. Leaders are expected to be motivated only by their vision and goals to achieve concrete results. The work with Karl in the hedge fund is also a bad choice because the actual goal of this fund is to make profits even while proclaiming significant values.

From this point, the work for Grepter in Zurich provides Alan with opportunities to realize his leadership potential and address different cultures and people. Learning how to work in two different countries and taking higher positions in Grepter, Alan will receive more impact on the community while promoting social responsibility programs in Zurich and the US companys departments (Caligiuri & Tarique, 2009). Thus, Alan can use his cultural background and experience to promote the difference globally while taking slow, reasoned steps. In this case, he will not compromise his friends visions, and his impact on the followers will be high.

References to Experts Arguments

The experts opinions on the career choice support the idea that staying with Grepter can provide Alan with many opportunities to realize his potential and address both monetary and social goals. Laura Scher states that the choice of the right option depends on the evaluation of all alternatives in terms of their correlation with Alans vision and social goals. In Zurich, Alan can demonstrate his power in relation to promoting social visions (Stevenson, 2008). Daniel Vasella actively supports accepting the offer to continue working in Grepter. The authors arguments regarding future possibilities for creating partnerships with Grepter to produce drugs for the poor are important to demonstrate the variety of social options in this position. Christina Jones also openly supports the choice of Grepter, and her argument regarding accumulating efforts while working for the company to create a social enterprise is one more perspective from which the option advantages can be discussed (Stevenson, 2008). Barbara Franklin is the only expert who supports Shioris proposition, but the expert also views it as an opportunity to realize Alans social ambitions in the future.

The arguments formulated by Vasella are most in line with the discussed choice for Alan because Vasella explains how Grepters offer can be beneficial for Alan to address his professional goals and social visions in simple and logical terms. According to Vasella, Alan should not reject his ideas regarding the social mission and making a difference. In other words, Alan should adapt the opportunities provided by his position in Zurich to his needs and aspirations (Groves & LaRocca, 2011). Alan can work with diverse people, initiate social projects, and develop the social responsibility strategy in the company to produce high-quality goods. In global leadership, the idea of making a difference is important because global leaders are those persons who can apply the advantages of various strategies to the diverse context and achieve high results (Caligiuri & Tarique, 2012, p. 613). It is expected that global leaders are high-class administrators and motivators who can stimulate the diverse people to implement and accept the change.

Conclusion

In order to respond to the personal desire to make a difference and realize the social potential, Alan should start from the new position in the organization because he knows its principles of work and can adapt them to his goals. In Grepter, Alan has more opportunities to become an influential leader. Therefore, Alan can start his social path while developing the experience of working in the new and diverse environment of Zurich.

References

By, R. T., Burnes, B., & Oswick, C. (2012). Change management: Leadership, values and ethics. Journal of Change Management, 12(1), 1-5.

Caligiuri, P., & Tarique, I. (2009). Predicting effectiveness in global leadership activities. Journal of World Business, 44(3), 336-346.

Caligiuri, P., & Tarique, I. (2012). Dynamic cross-cultural competencies and global leadership effectiveness. Journal of World Business, 47(4), 612-622.

Groves, K. S., & LaRocca, M. A. (2011). An empirical study of leader ethical values, transformational and transactional leadership, and follower attitudes toward corporate social responsibility. Journal of Business Ethics, 103(4), 511-528.

Stevenson, H. (2008). How to change the world. Harvard Business Review, 86(1), 2939.

Wibbeke, E. (2013). Global business leadership. Oxford, UK: Elsevier.

Introduction

Intrinsic career self management is closely linked with motivation, inspiration, and the opportunity to communicate with other team members. The aim of this paper is to analyze the key elements of career motivation defined by Quigley and Tymon (2006), and analyze the effectiveness of these components from the perspective of personal experience.

Four Components of Intrinsic Career Motivation

These components involve meaningfulness, choice, competence, and progress. The importance of these components is explained by Quigley and Tymon (2006), and it should be emphasized that it is often hard to meet the requirements of all four values. In general, the effect of these factors involves the increase of working effectiveness, as well as the desire to increase the effectiveness level. (Kipp, Amorose, 2008)

Meaningfulness component involves understanding of the aims and purposes of the work, and defines the proper direction of working development process. This also defines the trust to the managerial team, and the belief in the high aim of the entire process. (Dembo, 2000)

Choice component is the existence of the freedom of actions in achieving the goal. This may be regarded as one of the necessary components for effective working performance. Competence is the sphere of search: any business task is resolved by dividing it into smaller questions, and competence is the sphere, where workers search for the answers.

Progress is the final, and one of the most important motivators. Even if the previous components are absent, progress in resolving the stated problem motivates, and shows the effectiveness of the efforts applied.

The meaning of these components for me is based on the fact that intrinsic motivation is a matter of personal attitude towards the problem. As a rule, these four components are totally individual, as most are able to work without choice, while competence may be achieved by trainings, seminars, qualification improvement courses etc. As for me, meaningfulness and progress are the largest motivators, and if they are strong enough, the other components are secondary. ( Miller, 2010)

Strategies

It has been already emphasized that motivation is the matter of individual attitude towards the performed task. Therefore, the individual approach towards creating a motivation strategy is the key to the success. As a rule, career self-management principles, applied in the motivation strategies may help to improve motivational factors. However, general aspects of motivation strategy should be based on the intrinsic factors that are stated by Quigley and Tymon (2006). Hence, the basics of the self-motivation principles are associated with the statement that a motivated worker has enough skills, or desire for self-direction, he/she enjoys the work done, and a particular responsibility level may be imposed upon him/her. The strategy that I could be engaged in is based on the general motivation principles, and, considering the fact that to my mind progress and meaningfulness are the key motivational factors, the most effective self-management strategy will be based on explaining the goals of the assignment, and showing the progress of the achievements. The most important and effective will be the teamwork. The other team members can define the values of the assignments and missions, and the progress is assessed better within the team. It is considered that peer pressure, and the competition moment factors are rather effective for motivation, additionally, this helps manager to regulate the process, hence, the progress will be higher.

Another strategy is the personal involvement into the working process. This does not mean solely mechanical involvement, as clear understanding of the goals is the first component of the self-management. In the light of this fact, it should be stated that this strategy will be ineffective without proper definition of the goals, and effectiveness of motivation will be essentially higher if the range of achievement tools is increased.

The strategies that have been already implemented for increasing the intrinsic motivation are based on the same four components; however, choice and competence elements are modified. Hence, choice is not offered, as the achievement tools are restricted essentially, while initiative is useless. Therefore, this component is improved by dividing the responsibility spheres, and the opportunity to join any group. Hence, the opportunity of choice is still available. As for competence, young team workers do not have sufficient experience for solving most of the tasks; however, everyone is encouraged to increase the competency by attending seminars, communicating with colleagues, or just collecting web-available information.

Another strategy is based on mutual exchange motivation. This is less effective, as it is not simply intrinsic motivator: this involves some extrinsic factors such as interaction with the top-manager, as well as the involvement into the fine-reward system. In the light of this fact, it should be stated that the actual importance of self-motivation strategies is explained by the opportunity to increase self-discipline level.

Conclusion

Self motivation is based on four main components: meaningfulness, choice, competence, and progress. In general, meaningfulness and progress may be regarded as the most effective, while the others should be either modified, or complemented with additional motivational factors. Therefore, the strategies implemented involve all the four components in various proportions.

Reference List

Dembo, M. H. 2000. Motivation and Learning Strategies for College Success A Self-Management Approach. Mahwah, NJ: Lawrence Erlbaum Associates.

Kipp, L., & Amorose, A. J. 2008. Perceived Motivational Climate and Self-Determined Motivation in Female High School Athletes. Journal of Sport Behavior, 31(2), 108.

Miller, J. W. 2010. Motivation to Self-Regulatory Associations: Controlling the Effect of Anxiety. College Student Journal, 44(2), 433.

Quigley, N.R. & Tymon, W.G. 2006 Toward an Integrated Model of Intrinsic Motivation & Career Self-Management. Career Development International, 11:6, pp. 522-543.

Abstract

Personality assessments like Holland Code Career Assessment and Type Coach Verifier are useful tools that can help a person to distinguish some important personality traits relevant to career choice. The scores shown in the test give useful insights and are similar to the personal opinion of the personality characteristics. The report described my personality as curious, quiet and the one who can solve problems that are connected with complex systems that are too difficult and challenging for others to solve. The assessed characteristics are helpful, but the most important traits and skills appear while doing an actual job. Nevertheless, the personality grows and develops when working; thus, the preliminary personality characteristics become a foundation to build on top of. The characteristics of solving problems and reasoning every problem logically are perfect for becoming a law clerk; however, these traits will develop and become stronger when I start working.

Introduction

Tests and inventories are very commonly used in career counselling order to assess the personality characteristics, skills that are relevant to the choice of a specific occupation. They are also useful in terms of decision-making skills and readiness for tasks related to career development (Kidd, 2006, p. 105). The scores obtained from the Assessment tools like Holland Code Career Assessment, and Type Coach Verifiers can give insights into the personality traits necessary for the potential career a person has in mind. In this case, the career that is planned to be pursued is Judicial Law Clerk.

Results of the Assessment Tests

The highest scores attained in the assessment test are connected with four categories that include Artistic, Social, Enterprising and Conventional categories. When it comes to the Type Coach Verifier Report, the personality characteristics assessed are Introvert, Intuitive, Thinker, Perceiver. The report described my personality as curious, quiet and the one who can solve problems that are associated with complex systems that are too difficult and challenging for others to solve. The imaginative and inspirational aspects of personality are the aspects that match both assessments tests; thus, these are the traits that are the most prominent. The characteristics shown in both reports match my perception of my individuality.

Connection of Personality Characteristics to the Anticipated Career

Results of many modern studies demonstrate that there are many connections between the personality characteristics of an individual, and the career planned to be pursued (Lounsbury, Steel, Gibson, & Drost, 2008, p. 13). Traits assessed by Type Coach and Holland Code include independence, high intelligence and an interest in following set procedures and routines are tightly coined with a career of a Judicial Law Clerk. The assessed characteristics are helpful, but the most important traits and skills appear while doing an actual job. For example, my characteristic of solving problems and reasoning every problem logically are perfect for becoming a law clerk however, these traits will develop and become stronger when I start working. The strategic vision and nuanced thinking skills are also aspects of the personality that make my career choice a very good fit, however, this does not mean that I will not be facing any challenges in the eventual career.

Strengths and Weaknesses of the Assessment

Personality assessment tools are instrumental for understanding the values and preferences of the individual. They are helpful for employers during interviews, in the workplace when it comes to team building; however, they are not the final answers (Butler, 2014, para. 6). Although the personality assessment techniques can give useful insights, they rarely give a definite answer on whether the job is right for the person or not as well as they cannot predict any success indicators. My strengths are independence and attention to detail while the main struggles that can be faced in a career include personal organization and putting personal relations on the back burner. These factors are important, however, can be changed while working.

Conclusion

Knowing more about yourself can give guidelines for successfully passing a job interview and writing a remarkable cover letter full of precise reasoning for why a person wants a particular job. Nevertheless, the personality grows and develops when working thus the preliminary personality characteristics become a foundation to build on top of.

References

Butler, R. (2014). Pros vs. Cons of Personality Assessments. Web.

Kidd, J. (2006). Understanding Career Counselling: Theory, Research and Practice. London, UK: SAGE Publications.

Lounsbury, J., Steel, R., Gibson, L., & Drost, A. (2008). Personality Traits and Career Satisfaction of Human Resource Professionals. Web.

Introduction

Despite the economic downturn, pursuing a career in the construction industry is still a rational goal that one can set his eyes on, and achieve. People will still want to build more houses and businesses will still need more facilities to expand, keeping the demand for this industry constant. To meet my career objectives in the construction industry, there are a few strategies that I will need to employ as outlined below:

Undertaking Research

One of the most important steps that one ought to take in the construction industry is getting the right information concerning the career of choice from the right sources. I intend to do an online search of the construction companies that are located near my vicinity and are doing well. I have planned a visit to their premises and look for contractors who can give me valuable information concerning the industry.

Participating in Construction Fairs

Whenever there is a construction fair organized focusing on the construction industry, I will make sure that I attend them. Construction fairs give a display of products from various companies and provide an environment where construction industry players interact. This will ensure that I am abreast of any new technologies and development that would prove to be valuable in my quest for a career in this industry. Also, the people who are involved, both in organizing and participating in these fairs have the necessary knowledge to guide me in developing my career.

Resume Development and Posting

After doing my research and gaining invaluable information concerning the industry, I would embark on developing a resume that focuses more on my interest in the construction industry. I would then post the resume to websites that deal with industry-specific job searches. I am aware that just a few hiring managers would contact me, but some recruiters would call me, and I will get involved in some jobs, which could help me build my resume.

Approaching Construction Companies

I would send my resume to all the companies that I would like to work in and enquire about my chances of being hired by these organizations. In the process, I will engage the services of several professional recruiters to assist me, this will increase my chances of landing an interview. Some of these companies provide training courses where I would enroll myself to acquire the relevant skills in this industry.

Joining Apprenticeship Programs

In the construction industry, one of the best entry levels is apprenticeship. Here, I will acquire priceless training and basic instructions that I would have acquired through a course in construction school. An apprenticeship gives a hands-on experience, which would be an added advantage in the quest of developing my career.

Conclusion

Since there is a frequent need for new buildings, there will always be a demand for people in the construction industry. To position me strategically I would need to undertake extensive research about the industry players. I will ensure that I participate in any construction fairs that would be organized around my vicinity. Besides, I will develop a resume that would fit this industry as well as approaching established construction companies where I am seeking employment. Getting an apprenticeship would be profitable since it would give me hands-on experience. These strategies will help me to achieve professional career growth in the construction industry.