Developing poise is a question of developing confidence in ones personality Essay Example for Free

Developing poise is a question of developing confidence in ones personality Essay Developing poise is a question of developing confidence in ones personality. Look at all the people who lack this confidence. The noisy are unsure of themselves and trying to attract attention. The awkward are over-anxious, worrying about the impression they are making. The clumsy are self-conscious, scared of disapproval. Some people lack poise because it requires ability to wait for people and things to come to you, rather than straining after them. This action demands a degree of self-confidence which they have not managed to acquire. The first essential to poise is a sense of well-being. It is difficult to be poised if you are suffering from poor health; so many things are apt to upset you. One should try to be as fit as possible by living and eating wisely, having sufficient rest, and by getting proper treatment when something is wrong. A second necessary part of the sense of well-being is scrupulous cleanliness and freshness with regard to oneself and ones person. Allied to this is appearance. You must look and feel that you look your best. It is not necessary to spend a lot of money on clothes, but it is vital that you should think you look smart, and that your clothes should be so comfortable that you can forget about them. Now behavior comes in, including the way we walk and carry ourselves, sit down, stand up, and move around. The body should be upright and well-balanced, head up, shoulders back, tail tucked in. We should aim to look alert and interested, to walk easily from the hips, neither mincing along in short tight little steps nor striding. We should study the way we sit down and rise to our feet. We should place a chair in front of a long mirror and see how well- or how badly- we do it, asking a sympathetic friend or a family member to criticize. It is mostly a matter of how we carry ourselves. We should watch the way we open and close doors and cupboards. We should learn to sit well back on a chair instead of perching on its edge. By far the most important part of good manners is consideration for others- putting people at their ease, making them welcome, seeing that they are comfortable and have what they need, stepping into the background to give them a chance to shine. We should always practice unfailing courtesy. There is also a matter of the way we talk. A pleasant speaking voice gives its owner tremendous self-confidence. Every now and then, as a check, we should listen to ourselves talking. Nervousness may be making us gabble, or on the other hand, slowing us down until we seem pompous. Or we may be pitching our voices too high or too low. Because poise is primarily a question of self-confidence, we must have a sense of personal worth- the feeling that we are wanted and have something to give the world. A feeling that we are unwanted and that the world would be better off without us gives rise to a reaction to avoid people or to become aggressive towards them. Financial insecurity, job worries, dull routine work that seems important, work that others take for granted, or anything that encourages us to believe that we are of no account destroys our sense of personal worth and with it our self-confidence. It is hard to feel at ease with people when we are resenting being made to feel inferior. There is also an unpleasant sensation of being out of things and not belonging which, in our minds at least, sets us apart from other people and causes us to be anxious about the impression we are making. Students and adolescents generally are difficult to reach and to get at, as we say, because they are so uncertain of themselves and their future. They are gauche and touchy because they feel insecure. To develop poise we have to find value in ourselves and meaning to life. In plain words, we have to do a job that strikes us as being worthwhile and useful, and acquire the skill which this implies. To achieve real poise, one must be careful about people. They are remarkable for their unpredictability, which means in terms of practical living that it is unwise to depend on them too much. Like us, they are swayed by their moods and feelings. If we often surprise and horrify ourselves, why should we be hurt or angry when others react in ways equally surprising? We have to learn to be self-sufficient in the sense of being able to stand aloof, relying on ourselves when necessary for our happiness. This is not difficult if we have a sense of personal worth and satisfying interests. We should avoid becoming emotionally involved in other peoples quarrels, prejudices, dislikes, and arguments. If we are forced to take part, we may try to be a calming influence.

The issues of the poet :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Issues   Ã‚  Ã‚  Ã‚  Ã‚  The question is: What do you think the grandmother meant when she said to the Misfit, â€Å"Why you’re one of my babies. You’re one of my own children!† Why do you think the Misfit killed her when she said that? Since the question is two parts, I’ll answer it in two parts.   Ã‚  Ã‚  Ã‚  Ã‚  The grandmother said that the Misfit was one of her children in an attempt to console him into thinking that she was not someone that he wanted to kill. The reason that she says that has some symbolic underlying tones. She symbolizes Jesus, saving His flock from the perils of life, while the Misfit represents Lucifer, out to undermine the very fabric of our belief system.   Ã‚  Ã‚  Ã‚  Ã‚  The devil, in most cases, is purely an anecdotal figure; there simply for us to gauge the deeds of the good against. In this case, we see that the devil, easily represented by an escape convict, showing all that could go wrong with a person. The convict, however, goes through all theses motions showing almost no emotion; as if he has no humanly response to any stressful situation.   Ã‚  Ã‚  Ã‚  Ã‚  The Misfit killed the grandmother in a mute fit of rage. In his mind he was thinking, â€Å"How do she get tha gall ta say she’s my ma? She ain’t got no right ta do it.† He then promptly killed her for her indiscretions. This simple act is brought about by a complex set of circumstances. The need of the devil to immediately extinguish all resistance to his cause; control the little man and you shall control the masses.   Ã‚  Ã‚  Ã‚  Ã‚  The fact that the Misfit killed the grandmother in cold blood is not true. The Misfit was full of inner emotion when he consummated the act, seemingly showing no outward signs of fear or nervousness.

Management Theories Scott Straughan

Investigate the development of management as a theory and discipline. Asses the relevance of these theories to modern day managers and identify the key management skills that will be of importance to the manager of the millennium. For the purpose of this essay modern day manager shall mean managers of the present day. Management skills are skills that managers need to be good at there work. In this essay I will be investigating management theories at the start of this century, then looking at the progression of management up until the present day, this will include research carried out by a number of people which gave growth to HRM as we know it today. I will then identify key management skills in these theories and assess their relevance to today†s management, I will also identify the management skills required in today†s workforce. At the turn of the century there were a lot of important developments in management. Oil companies (standard oil trust) and (u.s. steel, the first 1 billion dollar company) were rapidly expanding. Smaller and medium sized companies had to improve efficiency in order to survive against the big giants. Frederick Winslow Taylor (1856-1915) began to look at the measurement of work, he broke down each task to find out how long it would take, he then planned ahead for numbers of workers wanted and what training they would need, he then decided what wages the workers were worth accordingly to what they accomplished. At the same time Henry ford (1896-1947) reduced his chassis assembly time from twelve and a half hours to ninety three minutes through using these methods. Managers were starting to plan ahead more to increase efficiency, as competition increased researchers began to look at other ways of improving efficiency even more, they started to look at the working environment. Elton mayo (1880-1949) carried out the ‘Hawthorne experiments†, they looked at relationships in the workplace and working conditions. Mayo found that peoples needs and attitudes had much more of an influence on productivity than the efficiency of the production line itself, this was called the human relations approach and is widely used today. The Hawthorne experiments looked at four areas :- 2. The relay assembly group experiments The purpose was to increase productivity. The illumination experiments looked at lighting and heating, mayo found even in poor working conditions productivity was still higher than average, the workers were working harder because someone was taking an interest in them. The relay assembly group experiments took six female workers and gave them there own separate areas to work in, they were given regular breaks and freedom to talk. The person who studied them also worked as their supervisor, the workers were consulted before any changes were made, and productivity was massively increased, again due to the fact someone was taking an interest in them. The bank wiring group studies involved fourteen male workers and was very similar to the relay assembly group experiments. Finally he carried out the interviewing program, this involved interviewing every worker (21,000 in total), they were asked about their opinion of the company they worked for and their attitudes towards their managers, the results were closely analysed afterwards. Mayo had found a way to increase productivity through better working relations and better working conditions. Productivity increased as a result of the following :- Due to better working relations groups of workers worked harder, but what about personnel motivation During the war most of the young men were fighting, managers had to keep up with an incredible demand, they were given older retired workers and women, women had never been widely employed in factories before this time. Managers looked to researchers to get the maximum effort out of workers. Abraham Maslow (1908-1970) argued people do not just work for money, but for basic needs such as shelter, food for survival, and higher needs such as self esteem and confidence. This is called Maslows hierarchy of needs, Maslow describes fives types of needs arranged in a hierarchy, Maslow assumed people always wanted more, one level should be the motivator to the next. 1. Physical needs – basic needs such as food, water, shelter, air, rest, and sex. 2. Safety needs – freedom from fear of threats, security and stability (pensions and healthcare) 3. Social needs – the need for acceptance within a group, friendship, love affection and comfort when feeling down. 4. Esteem needs – the need for achievement and recognition, respect for yourself. Managers can achieve this through training and development. 5. Self actualisation needs – the need for a person to achieve their full potential, accomplishment and growth. Not everyone meets these needs through work, some might gain them through social activities with friends, and an activity such as playing in a football team may achieve this. However some people are happy after achieving the first level and are not motivated to the next level, while others strive to improve themselves, this was the flaw in Maslows theory. More researchers began to look at HRM, there was still a lot to be discovered, Maslow had started the work and now more people were following in his footsteps, they started to look at positive thinking and the way management treated workers. Douglas McGregor (1906-1964) looked at traditional management styles compared to newer ones, these were called theory x and theory y. He found old methods assumed people did not want to work, had to be closely supervised and did not take much pride in their work, this was called theory x, theory y was completely the opposite and argued people did want to work and got a lot of satisfaction from taking pride in their work. McGregor argued â€Å"if you treat workers as responsible and intelligent people who want to work, that is the way they will behave†. He also looked at achievers and successful people and suggested these people took responsibility for their work and set themselves moderate achievable goals, low achievers came from poor cultural backgrounds, poor education and felt they could not achieve any goals they set, they could however be achievers through training and development. we have looked at the development of management from the early 1900†³s up until present day. All management styles traditional or modern focus on efficiency and productivity. Traditional management includes bureaucratic management which relies very much on rules, procedures, discipline and hierarchy, this causes a clear division between workers and management and causes low productivity. Scientific management focused on the â€Å"one best way† to do a job and did not take into account that workers know how to do their work better than management, again this method causes low productivity. Modern day managers have regular meeting with staff to discuss any problems they have, and identify help where it is needed. This is Japanese style management e which emphasizes on HRM and increasing productivity, modern management still uses a lot of traditional theories though. Technology is rapidly changing management with the introduction of computers, global communications and the Internet. The skills a modern day manager needs are changing as rapid as technology, the workplace is becoming more informal where we socialise as well as work. Traditional management was strict with rules and authority which workers were afraid of, there was no contact between management and workers and it seemed they both had completely different goals to achieve. Companies now work together as a teem with a common goal of increasing profit. Modern day managers are flexible to meet employees needs, they motivate and encourage workers to succeed, they have confidence, charisma and are patient. Managers should posses counselling skills and nurture there workers, this is a more feminine approach and are called soft skills. Do modern day managers bear any relevance to traditional skills Although traditional management styles seem prehistoric compared to today they are still relevant, Maslows hierarchy of needs can be compared to the corporate ladder, more people choose careers instead of just a job. Mayo†s Hawthorne experiments eventually led to laws being made on working conditions (Health and safety at work act). McGregor†s theory x and theory y, all managers now assume people want to work and take pride in it to. If asked which is the most relevant I would argue Maslow, most people can relate to his theories as the corporate ladder and I feel it is widely used now as a personnel motivator for employees. As the millennium approaches managers are forming even closer links with employees with the use of soft skills. Companies invest a lot of money in training of staff and can receive grants from the government for this purpose, appraisals are now widely used to coach and motivate staff. Managers are empowering workers more to supervise themselves and be responsible for their own workload, this is partly because more people are working from home with new technology. Business is now thriving thanks to the work of researchers at the start of the century.

Construction Industry Profile - 1595 Words

PART- A INDUSTRY PROFILE PART-A INDUSTRIAL PROFILE |Indian Construction Industry is highly fragmented. There are mostly |[pic] | |unorganized players in the industry which work on the subcontracting basis. As| | |the construction activity being labour intensive, construction companies have | | |been mainly focusing on mechanization over the past few years. Consequently, | | |growth in quantum of laborers required has declined from 1.6% in FY 04 to 0.9%|†¦show more content†¦In Transportation, HCC has to its credit more than 300 road and rail bridges, expressways roads and marine construction. It has built over 100 Environmental Engineering projects. In addition to all this, it has also built some of Indias best-known industrial structures. | | The Indian Construction Industry registered a healthy 33.6% growth in top line during the June 2007 quarter. The aggregate | | |numbers from a sample of 51 construction companies and the industry continued to grapple with high raw material costs which grew by | | |46% during the quarter. Another challenge which the industry is contending with is retaining skilled manpower. Personnel cost during | | |first quarter grew by a sharp 54%. However a slower 20% rise in other expenses negated the impact of higher raw material and wages | | |cost. As a result of this the operating expenses grew by a slower 31% as compared to sales. | The construction sector was thus able to maintain its operating margins at around 12% for the third consecutive quarter. The same is marked a year on year expansion of 162 basis points from 10.3% to 12% in June 2006. The construction industry has started to feel the pinch of rising borrowing costs. After a 31.5% rise in the March quarter,Show MoreRelatedThe Construction Industry599 Words   |  3 PagesConstruction industry has long been criticized for its poor performance. 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