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¶ … values, attitudes, and beliefs? How do your values, attitudes, and beliefs impact your behavior in the workplace?
As a member of a culturally diverse business organization, that facilitates cultural exchanges between others and other nations, I feel gratified to be a part of an organization that validates my own past family values of international exposure, cultural plurality, and tolerance. Open-mindedness and learning was always emphasized in my household. I grew up knowing that my family's ways and my way of life was not the only way of being or living in the world. Similarly, to work for an organization that deals with doctors all over the world, I find myself seeing how the richness of difference, as well as the commonality of sharing and caring attitudes towards medicine are all important values not only for myself but for the world. My organization's validation of my personal values and beliefs in exchange and education makes me proud to come to work every day and reinforces my workplace commitment.
How does communication flow in your organization? Is it effective? Why or why not?
My organization's commitment to diversity and communality amongst world schools, doctors, nations, and medical students facilitates a similar caring attitude between employees. Our belief in world communication means that all workers strive to ensure that our workplace communication is effective. This free and easy access of information is made possible not simply through workplace rhetoric, but also through practical institutions such as the use of 'live' weekly centralized meetings and regular email notifications and communications when face-to-face communication is not feasible. There is also a regular company newsletter and company intranet web access to create a constant and common sense of an organizational culture.
Whenever the organization enacts a change in policy, which often necessitates a change in the handing of individual client's information, all affected employees are immediately updated immediately of changes through email. To ensure no miscommunication has taken place, the changes are reiterated during the weekly meeting.
The reiteration of messages ensures that the occasional intermittent pitfalls of miscommunication or deleted electronic communication are minimized. But although at times, wires do get crossed, tempers get frayed, and perhaps and only half or few employees are sent update email merely by mistake, usually personal communication quickly steps in to mitigate any problems. Thus, for the most, part, communication is very effective on an organizational level
Laws of ecological science: ' propose to resolve the dilemmas of traps, values, attitudes, and beliefs that lead to exploitation of the environment by deriving an environmental ethic from three basic laws of ecological science' (Bechtel, 1997). The law of interdependence: Everything in the universe is connected in some form or fashion and that makes it impossible to do something without affecting something else (GAIA is an example) (Bechtel, 1997). 1) Diversity:
Also reception of criticism and feedback is necessary since it contains information that can assist people to achieve the necessary goal. What is further important is that, by giving subordinates feedback will make them feel that they are part of the work process; consequently they fight back to complete the job systematically (Boddy, 2008). In my view this is the mainly sensible theory but its disadvantage is that every so often bosses
Attitude Formation How cognition, affect, and behavior have an impact on attitude formation Cognition, affect, and behavior are the most common measures used to examine attitudes. Sometimes it is difficult to measure attitudes because they are arbitrary. Following their implicit-explicit dichotomy, attitudes could be examined through observed behaviors or cognitive reports. William McGuire's tripartite model views attitude to be made up of behavioral, effective, and cognitive components (Castelli & Carraro, 2011). However,
There are three types of commitment: Affective (the employees identify themselves with organizational goals and stay within an organization because they want to); Continuance commitment - employees stay because they have to stay, they cannot afford to leave; Normative - employees stay because they feel obligated to do so; they ought to stay. However, the types of commitment I will foster in an organization with touristic profile would be
Health Policy Values My personal values and spiritual beliefs are rooted in the catechism I was taught as a young person. My family is Roman Catholic and they taught me that values and beliefs of this church and how they should guide one’s life and actions. Inherent in this system of beliefs is the concept of the Golden Rule, which is that you should do unto others as you would like
" (Halpin and Burt, 1998) DuBois states: "The history of the American Negro is the history of this strife -- this longing to attain self-conscious manhood, to merge his double self into a better and truer self. In this merging he wishes neither of the older selves to be lost. He would not Africanize America, for America has too much to teach the world and Africa. He would not bleach