Tag Archives: role model

SOME GENERAL EMPLOYEE MANAGEMENT TIPS!!!

Ultimately the manager or boss sets the tone of the workplace. If the manager is competent, optimistic, almost always in a good mood, greets workers before work, is willing to give advice and ask for advice when appropriate, engages in solving problems, gives appropriate praise or rewards for work well done, fairly punishes or disciplines when necessary, shows concern for the emotional state of employees and empathizes with them, is kind and considerate, has a sense of humor, and generally has a positive can do attitude then you can’t really ask for much more.

The ideal manager has integrity, is moral, trustworthy, not pretentious, dependable, competent, respected, a good communicator, and has emotional intelligence. Respect is usually earned with time so trying to maintain respectability under almost all circumstances is important for the long haul.

Emotional intelligence: n. the ability to accurately assess a human’s emotional circumstance and to proceed to communicate appropriately and/or to motivate samer human to achieve a goal(s)

Emotional intelligence (EQ) is the ability to impulsively control your impulsive desires to express intense anger, fear, hatred, jealousy, frustration and not offend or greatly threaten the human whom you are communicating with and not stimulate them into defensive intense emotional reactions. It is the ability to communicate these “negative” emotions where appropriate in a calm controlled way.  

EQ is also the ability to confidently communicate loving, caring, empathetic, praising, or inspiring emotions which motivate a human to do their best at achieving a goal(s).

Emotional intelligence can be used to do good and/or bad things and to some extent it is also the ability to manipulate other humans to achieve desired goal(s). That is why managers with high emotional intelligence are sought after in business and institutional enterprises.

Good management means mostly staying emotionally cool or businesslike, listening intently to complaints, suggestions, or problems needing a solution, asking questions and follow up questions to pinpoint the problem, not arguing but being in discussion mode, attacking or trying to solve the problem without personal attacks, getting feedback on the progress of a job when necessary, being courteous and being polite can help in some instances, maintaining high standards of work and good behavior, and not micromanaging.

Employee disputes should be addressed by listening intently to both arguing sides, asking for or giving possible solutions, not taking sides and so not trying to embitter or create unneeded drama and hurt feelings, and letting the employees work it out for themselves if possible. Communicating your expectations and having a clear plan in mind on what to do is important in any dispute and job performance issue which needs guidance.

Mentoring and delegating authority in small steps may be done for employees who hope to advance in the organization to a managerial level.

A written warning can be issued and a little time given to resolve performance issues of a serious kind which may result in firing if not corrected.

We might mention that there is a big difference in managing well defined jobs such as cashiers, stock personnel, and janitors where you can be more authoritative and strict in your management style and managing a team of specialists who are all working together to fulfill project goals.

Managing a team of specialists or creative personnel where you have no detailed knowledge of their job skills is mainly a question of assessing possible cost of the project, length of the project time wise, number and type of personnel necessary, resources needed now, during, and at the end of the project, getting skillful feedback on progress during the project, and finally having the emotional intelligence to keep everyone motivated and working hard at achieving the stated goals of the project.

What you say to your employees and the tone of voice is also important. Sincerely saying good morning, how are you doing? anything new? how’s your family? is everything going smoothly? and any problems? can show a genuine interest in the well being of an employee. Saying – sorry I was wrong, I made a mistake, it was my fault, I could have done better, or laughing at an error shows humility and makes you more respected since employees realize that you are not claiming to be perfect and have some vulnerabilities.

There are many types of incompetent managers who may also have personality problems. They are not confident that they will climb the corporate ladder any further and are fearful that their job will be replaced by someone lower in the pecking order. They may be secretive and sometimes exert their authority with bossy threats, rudeness, and inconsiderate behavior. Added to this they may have a high turnover of employees fearing that one of them will eventually replace them and that they will be without a job or have to move on to another one. If you are this kind of a bad manager then you deserve what you will ultimately get-replaced.

Summarizing one could say that it is most important for a good manager or supervisor to be authentic and not pretentious, to motivate, communicate well and often enough with employees, and be a manager who is willing to learn something new and improve one’s job and human skill set. A good manager is a good role model, a leader, a teacher, a motivator, and a disciplinarian if necessary.

If you are interested in more detailed management knowledge then read a book on emotional intelligence such as Emotional Intelligence 2.0 by Travis Bradberry, and use a search engine to look up topics or words used in this article such as motivating employees, feedback, communicating in the workplace, leadership, teamwork, solving problems, disciplining employees, toxic employees, etc.

If you liked this evergreen truth blog then read more of them, about 4500 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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ANOTHER PSYCHOLOGICAL RESEARCH FAILURE TRYING TO BE SCIENTIFIC!!!

I will logically try to explain why humans can’t be stereotyped into personality types!

https://uldissprogis.com/2017/08/24/the-truth-about-the-big-5-personality-traits/

As described in the above article or the truth about the big 5 personality traits there are actually only three discernible personality types not traits which are trustworthiness, extroversion, and conscientiousness.

Trustworthiness: adj. having integrity and dependability and competence

Extrovert: n. a sociable human with a tendency to be overtly expressive.

Conscientious: adj. adequate caring and devoted effort to do right.

The new study, led by Luís Amaral of the McCormick School of Engineering, was published Sept. 17 by the journal Nature Human Behaviour.

The new proposed personality types are average, self-centered, role model, and reserved but none are defined accurately and are purely hypothetical undefined concepts so not very scientific to begin with.

According to Amaral who led the research effort only self-centered humans are actually low in conscientiousness and I would venture to say that there are degrees of conscientiousness and that not all average, reserved, and role model types are conscientious to the same degree as that shown by the questionnaire results. Teenagers were used to measure conscientiousness and yes, many teenagers are not that conscientious but that is a function of immaturity or age and not a measure of adult self-centeredness which may not have low levels of conscientiousness unless you are talking about immature adults.

Measuring extroversion, it seems that all 4 categories had about the same degree of extroversion and frankly many of those are actually introverts which the test did not test for. So measuring the degree of extroversion was a useless waste of effort since it didn’t vary in any of the 4 categories. All 4 categories were extroverts.

The degree of trustworthiness is the most significant variable in a personality and frankly there was no test for it in the questionnaire. How trustworthy were the average, reserved, self-centered, and role model types? Vastly unknown, a significant variable which was not tested for. The ultimate determiner of successful human interactions or relationships is the degree to which you are trusted by other humans. If you are not very trustworthy or moral, honest, dependable, and competent then you are definitely not a role model type and probably just average with a certain degree of untrustworthiness as would be the case for the average, reserved, and self-centered humans.

The 4 personality types are not unique without overlap. Basically you could say that the role model type is the leader type and the average type are the followers. However, even some average parents are good role models or leaders for their offspring so the leader-led dichotomy is not unique personality types without overlap.

Reserved humans can be considered to be more introverted or less sociable so it can be said that most reserved humans are introverts as a personality type. So two more distinct personality types could be grouped into introverts or extroverts with considerable overlap in many cases because an introvert may be very reserved in public but very extroverted with coworkers on a job which he or she is doing competently.

Self-centered or selfish individuals can also be role models or leaders such as unusual Trump and many other politicians who use their position to selfishly increase personal wealth. So once again this proves that there are no distinct personality types or characteristics which you can assign to an individual since every individual is unique and has overlapping personality types or characteristics at certain times and under certain circumstances. Every individual has degrees of personality types or characteristics so you can say that most individuals are average in being led, below average in role model characteristics, average in selfishness or self-centeredness, and below average in reservedness or introversion.

How trustworthy were the individuals taking the questionnaires and to what degree did some of them try to deceive or lie? Can a questionnaire really test for trustworthiness or is this going to be the eternal unknown in psychology?

A human at times has been observed to be rude, uncaring, inconsiderate, selfish, sympathetic, extroverted, secretive, argumentative, deceptive, generous, confident, aggressive, etc.  What personality type does he or she fit into? The answer is none of the above! The unanswered question is how FREQUENTLY is the human rude, uncaring, inconsiderate, selfish, sympathetic, extroverted, secretive, etc?

Humans can’t be pigeon holed into distinct personality types or characteristics under all times and circumstances because often the time and the circumstance dictates how a human will react or behave. Frankly there are too many undefined variables in any personality analysis and no one human fits neatly into one or more stereotyped categories or personality types.

There is moral and immoral human behavior but you can’t argue that there is a moral and and immoral personality type because there are degrees of morality and immorality depending on what human you are talking about.

Conclusion:

Using 5 undefined personality traits to describe 4 new personality types also undefined is absurdity. Merely using 5 undefined dubious personality traits is not even closely being scientific and certainly not worthy of publication and dissemination to academia or the general public. It is pure BS research and gives psychologists an even worse reputation than before as being a lot of hot air and nothing less. The sad fact is that the questionnaires used in the research are useless to any logically thinking human and just politically correct ideology to make psychologists feel good about themselves and their shoddy profession.

 

If you liked this evergreen truth blog then read more of them, about 4500 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

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UPDATED NEW QUOTE BY ULDIS SPROGIS 840!!!

fotorcreated

If you liked this evergreen truth blog then read more of them, about 3800 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 821!!!

fotorcreated

If you liked this evergreen truth blog then read more of them, about 3800 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/

UPDATED NEW QUOTE BY ULDIS SPROGIS 488!!!

FotorCreated

If you liked this evergreen truth blog then read more of them, about 3400 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

https://uldissprogis.com/zlist-of-my-most-popular-blogs/