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Atricle Dump - Behavioral Extensions and Its Implications at Workplaces
Picture this - clean, smooth, hairless bodies! Doesn't that sound appealing? What more, that you can permanently free yourself from waxing, tweezing and shaving? Well laser is the solution!Laser hair removal has become the rule of the day. This therapy is defined as "epilation performed by laser." Epilation means removal of hair from the body. The chief technology behind it is selective photothermolysis. The scientific definition of selective photothermolysis is - getting the right amount of the right wavelength of laser energy to the right tissue to damage or destroy only that tissue, and nothing else.So what is the role of a Laser Hair removal specialist? And how do you know that you have consulted the right specialist? There are some questions that you need to ask before deciding if this t
A demonstration of this can be seen in a person who is affected by feelings of insecurity. The reasons behind the ingrained insecurity could be familial issues, for example, of restricted finances at home which could have been the result of financial mismanagement on the part of the person’s parents. The affected person exhibits his insecurities at work too, just that, the bureaucratic constraints might not allow for a full blown expression of this insecurity. On the other hand, the home environment, being less bureaucratic, more informal, might end up providing for a better avenue for a full blown act prompted by the ingrained insecurity. This sense of insecurity is so strongly ingrained into the psyche that, getting over it, or being able to manage it, requires at first, recognition of the problem. Most people do not allow for this recognition, instead tend to disregard or skirt the issue. This has to be followed up by guidance from experts, in understanding the scale and magnitude and measures needed to manage
Much is written about the how to achieve business success. From the Balance Scorecard for business to The On-Purpose Business, business owners have a wealth of information to turn their hard efforts into bountiful success. Yet, success still eludes many.What I have recently discovered as a small business coach, is that there are 3 distinct and separate capacities that every business has regardless of size and how these are used determines The Success Advantage Factor. Planning Execution Measurement How the business leverages, balances and aligns these capacities within each area or department or dashboard is the Success Advantage Factor.Who Says Elephants
The study of Behavioral extension is important for any Human Resource Department. This function within any organization is responsible for the improvement of morale and productivity, and to limit job turnover. They also need to help the organization use the skill of its employees to the full measure and to provide training opportunities to enhance those skills, and boost employees’ satisfaction with their jobs and working conditions. This is a tall ask. More so because every employee brings a unique mindset to the workplace. Getting around to understanding that mindset is a laborious and humungous task. The behavioral extension belief guides the Human Resource Department in understanding individual mindsets. In an era that is characterized by stress at the workplace and pinning time pressures, the chances of ‘breakdowns’ at work are more than imminent. Most Human Resource functions fail to consider the employees as a ‘human’, tending to slot them as ‘resources’. The conscious effort always is to skill the employees from a technical point of view, so as to increase productivity. They fail to realize the link between an employee’s psychological makeup and his ‘productive performance’. All matters pertaining to ‘rewards’ and ‘punishments’ meted out too, are guided by this narrow perspective. For example, how many employees are rewarded for their contribution to making a workplace enjoyable? Are there not some employees who as responsible for the ‘positive cheer’ seen in the workplace? Should they not be rewarded, even though they might not necessarily directly contribute to any tangible increase in productivity? Should not their indirect contribution to this increase be recognized? A 360 degree appraisal tends to address these dynamics of evaluation.
Understanding Behavioral Extensions helps recognition of the following factors –
1. The employee behavior at the workplace cannot be seen as a disconnected act. It emanates from a deeply ingrained mindset which is part of an unalterable behavioral set.
2. Managing the actions of an employee at the workplace will be accomplished better if the underlying psyches behind these acts are understood.
3. Unalterable Behavioral Sets can be dented or a change effected in them only through ‘psyche-altering’ experiences that are drastic, or might call for persistent and long term effort.
4. The measure of efficiency for any employee must not just be tangible increases in productivity; it must also include indirect contributions that have affected issues such as team dynamics.
5. For an organization to effect productivity increases, it must not just rely on imparting technical skills. It must also consider ‘emotional’ dynamics that are a prime reason behind performance.
6. Emotionally Intelligent employees are better contributors to the workplace, both in tangible and intangible terms.
Recognition of Behavioral Extensions
It is very important for personnel dealing with employees to possess capabilities of recognizing behavioral extensions. This helps prevent judgmental branding of an employee and also opens up for better interaction with the person that can lead to building of trust. This in turn will lead to candid revelations that can help the HR personnel understand the makeup of an employee.
Behavioral Extensions can be better recognized through -
1. The ability of empathy - That is, the ability to view an exhibited act from the perspective of the person who has engaged in that act.
2. The ability of Self-Awareness – To recognize extended behaviors in others, first and foremost a person must be aware of his own mental makeup.
3. The ability of Self Regulation – The Human Resource personnel must in turn be able regulate their own actions and not be provoked into premature responses as a result of an exhibited behavior.
4. The ability of Cognition – The ability to analyze and interpret an act is paramount to understanding the source of the act. A combination of Intelligence and Emotional Stability increases the ability of cognition.
Behavioral Extension at the Workplace
The behavior exhibited at the workplace is an extension to the behavior exhibited at the place of habitation, but, customized to the set of constraints that are applicable at the place of the work.
Behavioral Extensions can also proceed from the workplace to the place of habitation too. The set of constraints that are applicable at the place of habitation are less formal than those applicable at the place of work and therefore can prompt stronger extensions. The behaviors exhibited at the workplace are ‘curtailed’ extensions.
A demonstration of this can be seen in a person who is affected by feelings of insecurity. The reasons behind the ingrained insecurity could be familial issues, for example, of restricted finances at home which could have been the result of financial mismanagement on the part of the person’s parents. The affected person exhibits his insecurities at work too, just that, the bureaucratic constraints might not allow for a full blown expression of this insecurity. On the other hand, the home environment, being less bureaucratic, more informal, might end up providing for a better avenue for a full blown act prompted by the ingrained insecurity. This sense of insecurity is so strongly ingrained into the psyche that, getting over it, or being able to manage it, requires at first, recognition of the problem. Most people do not allow for this recognition, instead tend to disregard or skirt the issue. This has to be followed up by guidance from experts, in understanding the scale and magnitude and measures needed to manage t
No job lasts forever and for some, the sour taste and deflated feeling of getting fired may occur once or even more than once in a lifetime. This event may or may not have been of his or her doing. Dealing with a job termination doesn't have to be your fault; you may have exhibited a personality clash with your supervisor, manager, or head employer. A merger or downsizing might have been the cause of your job loss. Perhaps, you never found a niche within the business and weren't performing to company standards. Sometimes, you simply made a mistake that was large enough to cause the termination of your job. Whatever the act or circumstances, there are plenty of things to consider once you lose your job.Dealing With the Loss of Your JobThe way you have conducted your affairs prior to your job t
Understanding Behavioral Extensions helps recognition of the following factors –
1. The employee behavior at the workplace cannot be seen as a disconnected act. It emanates from a deeply ingrained mindset which is part of an unalterable behavioral set.
2. Managing the actions of an employee at the workplace will be accomplished better if the underlying psyches behind these acts are understood.
3. Unalterable Behavioral Sets can be dented or a change effected in them only through ‘psyche-altering’ experiences that are drastic, or might call for persistent and long term effort.
4. The measure of efficiency for any employee must not just be tangible increases in productivity; it must also include indirect contributions that have affected issues such as team dynamics.
5. For an organization to effect productivity increases, it must not just rely on imparting technical skills. It must also consider ‘emotional’ dynamics that are a prime reason behind performance.
6. Emotionally Intelligent employees are better contributors to the workplace, both in tangible and intangible terms.
Recognition of Behavioral Extensions
It is very important for personnel dealing with employees to possess capabilities of recognizing behavioral extensions. This helps prevent judgmental branding of an employee and also opens up for better interaction with the person that can lead to building of trust. This in turn will lead to candid revelations that can help the HR personnel understand the makeup of an employee.
Behavioral Extensions can be better recognized through -
1. The ability of empathy - That is, the ability to view an exhibited act from the perspective of the person who has engaged in that act.
2. The ability of Self-Awareness – To recognize extended behaviors in others, first and foremost a person must be aware of his own mental makeup.
3. The ability of Self Regulation – The Human Resource personnel must in turn be able regulate their own actions and not be provoked into premature responses as a result of an exhibited behavior.
4. The ability of Cognition – The ability to analyze and interpret an act is paramount to understanding the source of the act. A combination of Intelligence and Emotional Stability increases the ability of cognition.
Behavioral Extension at the Workplace
The behavior exhibited at the workplace is an extension to the behavior exhibited at the place of habitation, but, customized to the set of constraints that are applicable at the place of the work.
Behavioral Extensions can also proceed from the workplace to the place of habitation too. The set of constraints that are applicable at the place of habitation are less formal than those applicable at the place of work and therefore can prompt stronger extensions. The behaviors exhibited at the workplace are ‘curtailed’ extensions.
A demonstration of this can be seen in a person who is affected by feelings of insecurity. The reasons behind the ingrained insecurity could be familial issues, for example, of restricted finances at home which could have been the result of financial mismanagement on the part of the person’s parents. The affected person exhibits his insecurities at work too, just that, the bureaucratic constraints might not allow for a full blown expression of this insecurity. On the other hand, the home environment, being less bureaucratic, more informal, might end up providing for a better avenue for a full blown act prompted by the ingrained insecurity. This sense of insecurity is so strongly ingrained into the psyche that, getting over it, or being able to manage it, requires at first, recognition of the problem. Most people do not allow for this recognition, instead tend to disregard or skirt the issue. This has to be followed up by guidance from experts, in understanding the scale and magnitude and measures needed to manage
As a normal part of business, most companies take steps to make sure that their employees are healthy and safe. They know its not just the right thing to do, but by providing benefits like insurance, wellness programs, continuing education opportunities, and the like, they are providing for their own growth and future potential. For the smartest, it just makes good business sense.More and more businesses are adding the additional benefit of in-house self-defense training. Whether in the form of seminars, on-going courses, or video programs, companies are seeing the value in providing important life-saving skills to their employees benefits package. So much so that they're becoming regular occurances in many organizations.It's easy to see why those involved in the law enforcement an
2. Managing the actions of an employee at the workplace will be accomplished better if the underlying psyches behind these acts are understood.
3. Unalterable Behavioral Sets can be dented or a change effected in them only through ‘psyche-altering’ experiences that are drastic, or might call for persistent and long term effort.
4. The measure of efficiency for any employee must not just be tangible increases in productivity; it must also include indirect contributions that have affected issues such as team dynamics.
5. For an organization to effect productivity increases, it must not just rely on imparting technical skills. It must also consider ‘emotional’ dynamics that are a prime reason behind performance.
6. Emotionally Intelligent employees are better contributors to the workplace, both in tangible and intangible terms.
Recognition of Behavioral Extensions
It is very important for personnel dealing with employees to possess capabilities of recognizing behavioral extensions. This helps prevent judgmental branding of an employee and also opens up for better interaction with the person that can lead to building of trust. This in turn will lead to candid revelations that can help the HR personnel understand the makeup of an employee.
Behavioral Extensions can be better recognized through -
1. The ability of empathy - That is, the ability to view an exhibited act from the perspective of the person who has engaged in that act.
2. The ability of Self-Awareness – To recognize extended behaviors in others, first and foremost a person must be aware of his own mental makeup.
3. The ability of Self Regulation – The Human Resource personnel must in turn be able regulate their own actions and not be provoked into premature responses as a result of an exhibited behavior.
4. The ability of Cognition – The ability to analyze and interpret an act is paramount to understanding the source of the act. A combination of Intelligence and Emotional Stability increases the ability of cognition.
Behavioral Extension at the Workplace
The behavior exhibited at the workplace is an extension to the behavior exhibited at the place of habitation, but, customized to the set of constraints that are applicable at the place of the work.
Behavioral Extensions can also proceed from the workplace to the place of habitation too. The set of constraints that are applicable at the place of habitation are less formal than those applicable at the place of work and therefore can prompt stronger extensions. The behaviors exhibited at the workplace are ‘curtailed’ extensions.
A demonstration of this can be seen in a person who is affected by feelings of insecurity. The reasons behind the ingrained insecurity could be familial issues, for example, of restricted finances at home which could have been the result of financial mismanagement on the part of the person’s parents. The affected person exhibits his insecurities at work too, just that, the bureaucratic constraints might not allow for a full blown expression of this insecurity. On the other hand, the home environment, being less bureaucratic, more informal, might end up providing for a better avenue for a full blown act prompted by the ingrained insecurity. This sense of insecurity is so strongly ingrained into the psyche that, getting over it, or being able to manage it, requires at first, recognition of the problem. Most people do not allow for this recognition, instead tend to disregard or skirt the issue. This has to be followed up by guidance from experts, in understanding the scale and magnitude and measures needed to manage
There are many times in the career of a marketing person where this issue will come up - which agency should I use? From the perspective of the advertising agency or the marketing agency, the answer is simple, "Use us!"The client is usually pressured from many quarters, among which are the pressure to deliver results, the watching eyes of everyone anxious to see a "great advertisement" and of course, the pressures from various Account Executives and Account Directors to make the big decisionThere are many resources available that discuss various criteria that can be used to select the best marketing or advertising agency. Over the years, we have found that all of these boil down to just 4 key factors. Do we dare say that these are the "4P's" of selecting an advertising agency? OK, we dare.n that can lead to building of trust. This in turn will lead to candid revelations that can help the HR personnel understand the makeup of an employee.
Behavioral Extensions can be better recognized through -
1. The ability of empathy - That is, the ability to view an exhibited act from the perspective of the person who has engaged in that act.
2. The ability of Self-Awareness – To recognize extended behaviors in others, first and foremost a person must be aware of his own mental makeup.
3. The ability of Self Regulation – The Human Resource personnel must in turn be able regulate their own actions and not be provoked into premature responses as a result of an exhibited behavior.
4. The ability of Cognition – The ability to analyze and interpret an act is paramount to understanding the source of the act. A combination of Intelligence and Emotional Stability increases the ability of cognition.
Behavioral Extension at the Workplace
The behavior exhibited at the workplace is an extension to the behavior exhibited at the place of habitation, but, customized to the set of constraints that are applicable at the place of the work.
Behavioral Extensions can also proceed from the workplace to the place of habitation too. The set of constraints that are applicable at the place of habitation are less formal than those applicable at the place of work and therefore can prompt stronger extensions. The behaviors exhibited at the workplace are ‘curtailed’ extensions.
A demonstration of this can be seen in a person who is affected by feelings of insecurity. The reasons behind the ingrained insecurity could be familial issues, for example, of restricted finances at home which could have been the result of financial mismanagement on the part of the person’s parents. The affected person exhibits his insecurities at work too, just that, the bureaucratic constraints might not allow for a full blown expression of this insecurity. On the other hand, the home environment, being less bureaucratic, more informal, might end up providing for a better avenue for a full blown act prompted by the ingrained insecurity. This sense of insecurity is so strongly ingrained into the psyche that, getting over it, or being able to manage it, requires at first, recognition of the problem. Most people do not allow for this recognition, instead tend to disregard or skirt the issue. This has to be followed up by guidance from experts, in understanding the scale and magnitude and measures needed to manage
Performance Management is a process that both employer and employee often fear!Why is this so!There is much misinformation about the performance management process and performance appraisals in management circles today. We often think that best practice demands that we must performance appraise ‘no matter what’. This is not true. Best practice can involve many other mechanisms that ensure employee compliance and monitoring.The performance process can be propagated by intellectuals who themselves have not had to make the tough decisions and be accountable for the process. Any person can give advice but the application of the advice is what matters!The whole process is often viewed with a carrot and stick process and sometimes a game, a waste of time.Much of the process is
A demonstration of this can be seen in a person who is affected by feelings of insecurity. The reasons behind the ingrained insecurity could be familial issues, for example, of restricted finances at home which could have been the result of financial mismanagement on the part of the person’s parents. The affected person exhibits his insecurities at work too, just that, the bureaucratic constraints might not allow for a full blown expression of this insecurity. On the other hand, the home environment, being less bureaucratic, more informal, might end up providing for a better avenue for a full blown act prompted by the ingrained insecurity. This sense of insecurity is so strongly ingrained into the psyche that, getting over it, or being able to manage it, requires at first, recognition of the problem. Most people do not allow for this recognition, instead tend to disregard or skirt the issue. This has to be followed up by guidance from experts, in understanding the scale and magnitude and measures needed to manage the same. Such issues cannot be tided over in a short period of time and end up requiring persistent efforts over a considerably long period.
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