Humans are imperfect. It 's crucial and enlightening to step out of ourselves once a while and look back as a third person. Solicit and appreciate honest feedback that shows us our weaknesses, so that we can work on it to be real, not perfect. However, for some of us, it 's not easy and I understand it. It 's not about how senior we are, how rich we are or even how talented we are, but it 's about how real we are to accept the fact that we are still imperfect. We are born to be real, not to be perfect. Imperfections that are not worthy to be proud of, are better to give up earlier than later. We have seen even eminent folks missing the mark at times. They appear to be helpless and hold it for a long. Underestimating others & the ideas. …show more content…
If we keep holding on our past beliefs forever, we would remain stuck where we are. Irrespective of designation, authority and title, every person can bring value and new ideas. Rather than feeling insecure, we should rather be proud that we found someone with potential who is ready to take more responsibilities. Why not focus on our own strengths and enable those who have potential and ability to take calculated risks? We can 't hold everything to ourselves. Our ability to accept the fact that there can be better ways to do it and someone tomorrow might show us that, reflects our maturity. The best of today won 't be the best for tomorrow. It gets better and there is always an opportunity to shape it into even …show more content…
Smart people do their homework well in advance and in the depth. You need to trust and sell them your vision, goals, values and ideologies through your culture and actions. They can help you attain your goals with passion, work ethics and values they share. If you hire smart people and expect them to work as your "resources", that might not work. Neither for them nor for you. It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do. - Steve Jobs Calling & treating people as the "resources". Old habits die hard. It has been said again and again. We are humans and not just the resources. People can 't be replaced and one can 't expect the same results. We should respect people for what they are and how they are. Values and culture are not spread/shared by putting it on the board or printing it, but by living it, carrying it and setting up an example yourself for others to follow. It helps not to call people “human resources”. They’re people. And, as it turns out, people like to be treated like people. Go figure. - Dharmesh Shah, Founder and CTO at HubSpot. No matter what, we deserve love and
In other words, there is something that should be left “imperfect” rather than striving for their perfection. Although, we have few perfectionist who have been successful in their endeavor, the question is, for how long? How long will it last before they meet their misery? Aylmer was successful at first. “A faint smile fitted over her lips when she looked into the mirror and she recognized how barely perceptible was now that crimson hand which has once blazed forth.
Since the beginning of time humans have never been perfect. The first heroes were the gods and even they had flaws. The heroes of society have always had imperfections no matter how hard citizens try to look past them. The flaws of cultural heroes are something that all cultures have in common. No matter what story, the hero contains at least one weakness. A few examples are shown in the American, Japanese, and Brazilian cultures. I believe it is what makes our heroes realistic. Heroes are normal people who overcome obstacles in their way to make a difference in the world around them.
In today’s modern society it is known for people to be a little too concerned with the way people perceive them. What do you think when a person says they want to be perfect, do you think appearance, money, knowledge, or maybe even social status? The pursuit of perfection should not be a standard of modern society due to the effects it has on one’s health and social life.
The story of Devadatta raises a compelling argument in regards to his journey in overthrowing the Buddha. In traditional Buddhism, Devadatta is seen as a selfish, greedy, jealous, cousin to the Buddha, who attempts three different times to kill him, before growing ill. Whereas in the Lotus Sutra, Devadatta is commended for being a good friend to the Buddha in helping him become fully endowed with the six paramitas. These six paramitas consists of pity, compassion, joy, and indifference, which also included thirty-two features, eighty characteristics, the ten powers, four kinds of fearlessness, four methods of winning people, eighteen unshared properties, transcendental powers and the power of the way. Famous psychologist, Sigmund Freud, designed what he called “the structural model of psyche,” which consisted of an Id, ego, and super ego. The Id and ego pertain to this particular story the most, while ones Id is a set of uncoordinated instinctual trends and ones ego is the organized and realistic section of your conscious the mediates between the id and super ego. This story of Devadatta can be looked at from a metaphorical and psychological standpoint when relating Devadatta to ones Id and the Buddha to ones ego. It is inevitably the story of Good vs. Evil. Furthermore as you read this essay, you will see how the perception of Devadatta changes from the beginning with traditional Indian Buddhism to Chinese Buddhism and the Lotus Sutra.
To employ our technical and human resources with optimum efficiency, we must ensure that managers are carefully selected, appropriately trained, and work together to achieve our long-range goals.
Organizations must be chiefly skillful at bringing together diverse groups of people to provide distinctive services in order to achieve a common corporate purpose (2013, p. 4). The truth is that an organization cannot build a good brand and/or team without first creating great employees, talented professionals, and building a knowledge management structure. Particularly, with professionals who will be positioned or aspired to manage any given organizations. They need great employees in order to operate great divisions and departments. From managers to executives they are tasked with human resource responsibilities and obligations. Since, people are fundamentally an extension of the organizations they embody, every managing prof...
• Focus on matching the person’s strengths to the right challenge and the right role, not on improving weaknesses to the point that every employee is well rounded.
In conclusion, we as a society have to realize that individuality goes much deeper than material things and that it is okay to be different. Conforming to what society feels you should do will not only be detrimental to our growth as humans but as a world community as well.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
Sometimes, the value of mistakes are seen on a smaller scale; having a semester final turned back with more red marks than a Freshman without Clearasil. Isn't it then when we step back for a moment and look at ourselves? When on our Biology test we couldn't tell a cell from an atom, or an atom from an Eve; when on the math test, we pray to a higher power for a sign, and he give...
In the late 1960’s and 1970’s the term “human resource management” gained common usage in place of the term “personnel”. By 1974 the new term, human resource management, was appearing in media headlines and was eventually shortened to just “HR.”
For managers, the key issue regarding ability is to ensure that employees have the abilities they need to perform their jobs effectively. There are three ways to manage ability in organizations to ensure this happens; selection, placement, and training. (George & Jones, 2005)
Humans are imperfect. We often need to step out of ourselves and look back as a third person. I am imperfect. Accept constructive feedback that shows us our weaknesses, so that we can work on it to be real, not perfect. However, for some of us, it 's not easy and I understand it. It 's not about how old we are, how rich we are or even how talented we are, but it 's about how real we are to accept the fact that we are still imperfect.
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
Human resource management is the vital and intelligible way to deal with the administration of an association's most esteemed resources or assets, the general population working there who exclusively and on the whole add to the accomplishment of the targets of the business. (‘HUMAN RESOURCE MANAGEMENT & COMPANY PERFORMANCE: WHAT DO WE ACTUALLY KNOW? Keywords human resource management company performance high involvement work systems quantum human resource management JEL classification O15’, 2015) The expressions "human resource management" and "human resource" (HR) have generally supplanted the expression "personnel management" as a depiction of the procedures included in overseeing individuals in associations or organizations. Human resource management is both a scholastic hypothesis and a business practice that addresses the