70% of the responders believed that Gen X are the most effective managers compared to Gen Y or Baby Boomers. Also, people in Gen X scored highest when it comes to revenue generator, possessing traits of adaptability, and collaboration. In contrast, Gen X scored lowest compared to the Gen Y and Baby Boomers in displaying executive presence and being cost effective. Gen X respondents ranked workplace flexibility as the most important perk and more likely to walk away from the current job if flexibility was not available (Giang,
People have an urge to be a different person depending on whom they are with and where they are. These variables affect how they behave because they want to have a different reputation based off of their environment. They would be more mature when they are with someone else that they respect and think of being greater than they would be more mature. If someone is with people than they feel does not have as much respect for someone, then he would be childish and let loose due to that they do not think highly of this/these people. Everyone has differnt amounts of respect for differnt people and this is a factor of how they interact with them.
Sometimes I can be very Judgmental and tend to not care for other feelings because I think it’s wrong. Some pros are being honest and helping other by coming up with
Character traits shapes how everyone expresses their feelings and simultaneously build up great values within people who makes effort. However, a crisis may crush their identity instantly. Countless tremendous changes might occur during the process. For example, the loss of control over oneself might hurt someone. During the stage of crisis, human beings tend to rely on trustworthy people or else they are clueless on what to do.
Hi Jeromith, I have to say that I tend to jump to conclusions by recalling outcomes to previous situations. Intuitive decision-making is useful as a manager for repetitive decisions unrelated to people. Although aware of the faults related to the bias it is difficult to overcome ones nature of to jump to conclusions and fill in the gaps. Particularly when dealing with an employee that tends to be negative or is often the focus of conflict.
When faced with a setback, they are very calm and collected about it. If someone with a growth mindset is having a bad day they will find ways to make the day better. They won’t act like it’s the end of the world, rather they will find the good in the situation. How can a growth mindset can become a setback if not approached correctly? So, when you have a growth mindset you want to be challenged, you want to try new things.
In conversation it can be difficult to be the listener with a speaker who is a stutterer. The listener may feel extra pressure or confusion as to how he or she should respond or act in a moment where the speaker has become dysfluent. The stutterer can recognize this level of discomfort and begins to for negative emotions about his or her self. Healey (2010) believes the following emotions may manifest, “From the perspective of individuals who stutter, it is not uncommon to hear them report they are fearful of a listener’s negative reactions, being made fun of, looking foolish, or appearing unintelligent (p. 227). It is important for people who stutter (PWS) to recognize that not every listener or audience will formulate negative opinions.
Anger, happiness, disappointment, tenderness, distrust, jealousy, annoyance and desperation are just but some of these feelings. Some of these may be difficult to control due to the dependence and understanding that exists between the lovers. Human emotions are hard to understand because they change as situations change. Also, these emotions cannot be avoided and anyone, at one point in life, must experience one or many of these feelings. Love stands at the top of these emotions.