Virgo Work Compatibility Virgo’s desire to become more must include mental stimulation and detailed attention added to your daily life and career to feel comfortable and satisfied in your workplace. Boredom is a real issue, as when you aren’t properly absorbed into your work, everything suffers and your career can than be felt as lacking. While helping and dealing with others, using your mind, and being able to express yourself in your own way, you can find satisfaction and success in your career. Traditional jobs are best, and those with Virgo related energy to help you to find something with routine and organized. Some jobs that are Virgo related are seen as accountant, bookkeeper, dressmaker, healer, mental heath worker, personal assistant, Purpose drives both you and your Scorpion co-worker, and both of you can stand equally as powerhouses to figure out the details and depths of how much you need to do to succeed and benefit each other in your endeavors. Boss Your Scorpion boss knows that work is work, and your serious steadfastness to getting the job done is precious to someone as determined as a Scorpio. While high standards are typical to be set, you can be sure to impress by going above and beyond much of what is expected from you just in your needs to satisfy your own desire for perfection. Virgo to Sagittarius Co-worker Passion in accomplishing your goals can’t be seen by much different outlooks and skill sets as the Virgo and Sagittarian approach couldn’t be further from common, however, the drive is there and willingness to work together is enough to make this partnership become only what can be described as tolerated differences. While problems can arise, when things are compromised and communication is used, this can be quite a great combo in the workplace. Tolerance for differences is a must, and once you show your dependability and meticulous work as a benefit, you can expect things to be much easier when working with your Sagittarian boss. Virgo to Capricorn Co-worker This is the power team that every workplace wishes they had as both you and your Capricorn coworker speak each other’s language of what is needed to get the job done. With both of you putting your minds and heads towards a common goal, you can depend on this ideal co-worker to support and help you to achieve deadlines, goals, and solve problems. Boss While neither you or your Capricorn boss are considered flexible, sometimes a difference of opinions can cause issue in how exactly a job needs done. Challenges happen when compromise isn’t easily found, however, when you both are on the same page, your Capricorn boss will see you as the most beneficial asset of all his employed team. Virgo to Aquarius Co-worker You natural earthiness grounds and stabilizes the flighty, yet innovative Aquarian that you work with. Given the chance, you can turn Aquarius’s goals into reality and become the team that everyone can expect to deliver and get things done with moxie.
Whether or not we know it, we as people are very picky, and opinionative. In everyday life as humans, we pick and choose things based on preferred criteria. Based on the features of the world around us we have become biased on the things, that do, and do not meet our criteria. Being the opinionative people we are, we set criterion for even the literature we read. Just as the world around us, books have unique characteristics that we either enjoy or could care less for. In the following paragraphs I will evaluate the stories “Blowing up on the spot” and “Virgo” and will compare them to what I feel they need. I will provide my own set of criteria for the short stories “Blowing up on the spot” and “Virgo” stating my likes and dislikes for the two stories and explain why I felt
Individuals have their own goals in their lives. Their ambitions prompt them to make great efforts to achieve their senses of accomplishments. In this way, jobs are important since they can provide many ways for ambitious people to complete their goals. Florence Nightingale was the founder of modern nursing. When she was young, she had an ambition to improve the medical environment in England. Due to her ambition, her heart told her that she had one thing to finish and should not give up. She decided to go abroad to do more researches, to give lectures, to help wounded soldiers in the Crimean War and to attend some discussions for solving this problem. Nightingale worked many years but her amb...
In the lecture presentation by Dr Homes (Homes) he discussed how the strength-finder is a tool that he uses in his operations to help and identify strengths that both compliment and fill missing gaps. These assessments help identify compatibility. Compatibility includes your co-workers, superiors, subordinates and other in the work place but also in your personal life. He discussed the need to understand the strength of others so that we can relate to them better. And by relating better, we are able to manage, motivate and lead them better. He clearly articulated the value of the strength finder assessment for better leadership.
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
As Michael and Grover wrote: “The more skillful you are at discerning the feelings behind others’ signals the better you can control the signals you send them”. This concept is shown through: service orientation, developing others, leveraging diversity, political awareness and understanding others. (( Michael Akers & Grover Porter, n.d.) First of all, service orientation is foreseeing and meeting the clients demands in order to delivering right products to the right target market. Second, developing others is shown when recognizing other abilities and enhancing it towards the achievement. Third, leveraging opportunities is seeking for solution in a diversity environment, in order to receiving diverse solutions to solve variable of challenges. Furthermore, connect and communicate with the team to have the capability in reading the team emotion and power strong and stable relationship. The strongest team is the one that has sustainable connection where they can operate any obstacles usefully. Empathy is also understanding others feeling behind their needs to know that everyone is different and no one should be treated with the same
By my courageous nature, I can give hope to my followers in any case and give them aspirations in wait for a better future. Tough times can also be faced with much resilience (Rath & Conchie, 2008). I can direct people towards achieving goals for the organization as well as personal goals. By providing stability team cohesion is improved towards the generation of better results. By this, I can influence the employees towards having a strategic mindset and focusing on the work as well as creating a peaceful work
The second key to professionalism in the workplace is displaying a good attitude. When you enter your place of employment leave your personal issues at the door. Your mood on the job can affect others in a positive or negative way. Taking our your anger on co-workers and customers is never the way to go. You may want to take this time to find out what is causing your mood swings. If your unhappy with your current employer you may want to re-evaluate weather the position is a right fit for you. If that is simply not the case finding ways to ease stress
As I allude to above in the key issues, Knowlton’s lack of leadership in addressing the interaction between Fester and other subordinates contributed to the breakdown of the team concept promoted by Knowlton. Additionally, the text explains the behavioral issues that can ensue in the work place when an employee’s self-esteem is lowered (the book describes them as procrastination, stress, conflict, and poor working conditions). This led to a lapse in contributions from the group in pursuit of the “photon correlator.”
Likert also discovered that high producing supervisors “make clear to their subordinates what the objectives are and what needs to be accomplished and then give them freedom to do the job.” Thus, he found that general rather than close supervision tended to be associated with high productivity.
Extraversion is the tendency to experience positive emotions and moods and feel good about oneself and the rest of the world. Managers who are big on extraversion tend to be more sociable, affectionate, outgoing and friendly. The managers who are not vulnerable to this trait tend to be less prone toward social interactions and have a more negative outlook on situations. Negative affectivity is the tendency to experience negative emotions and moods, feel distressed, and are critical on themselves and others. Managers who are high in this trait can often feel angry and dissatisfied. They tend to often complain about their work and others lack of progress. Managers who are not so high on this trait tend to be less pessimistic about themselves and others. Agreeableness is the tendency to get along with others or pleasing to ones’ liking. People who lean more on this trait are prone to be affectionate and care about other people. Managers who are low on this trait tend to be distrustful to others and even sometimes aggressive. Conscientiousness is the tendency to be careful, scrupulous and preserving. Managers whom possess a high tendency of this trait are organized and self-disciplined and those whom possess a low tendency of this trait might sometimes appear to lack direction or self-discipline.
I am the kind of person who likes to be in an environment that doesn’t change to often. I’m not a fan of jumping into something new. Adapting to change is one of the hardest things for me and it is the one thing that I need to work on the most. Change happens all around us every day and I need to learn how to deal with it. Change can be good. Change can be bad. It’s just what I’m going to have to work on to become a better leader.
When people believe in astrology, what they believe is that the planets and stars directly or indirectly influence their lives and determine what happens to them in life. (Weblinkers.com Enterprises, p.1) The stars are said to show guidance and meaning for the lives of people. (Woolfolk, p.297)
F. 2010). Harmony is an important factor because groups that have harmony are able to adjust to situations efficiently and in short periods (Maxwell, L. F. 2010). Whereas those that lack harmony, have conflict and are less efficient at adapting to new situations. Furthermore, research demonstrates that employees that have workplace harmony reduce turnover and as result saves company resources (Hahn, R., Sabou, S., Toader, R., & Rădulescu, C. M. 2012). Harmony is not only emotionally beneficial in the workplace but is cost effective as
I am able to find humor in my actions as a leader and maintain modesty. I often explain to my team that I do not like the term “boss” as it has a negative connotation. We are a team and
Leadership is about change, but what reactions need to be taken if there are resistors for the change. In every organization there should be some employees who resist the change, but a smart leader is the one who try to come up with a list of resistors before applying the change and try to solve them. Some of the common resistors in most of the organizations are: lack of control, more work to be done and culture acceptance.