Common Errors In Judgment I Review

While reviewing this week’s reading there were three common errors in judgment I reviewed. First error in judgment was stereotyping. Stereotypes are basically a fixed perception of a person or situation (Bethel University, 2013). I stereotyped this week reading when I read the article on mental health. I categorized all people with mental problems being the same. I quickly judged and assessed the material and realized that they're all different types of illness and factors that contribute (Bethel University, 2013). This was an eye-opener because I thought it was just a chemical imbalance in someone’s body that made them sick.

The second error was snap judgments. Snap judgment is making and assumption or plan before collecting enough knowledge

Our facility just started acquiring custodial workers and utilizing them. This was very new to me and everybody on staff. This was a good addition but also a challenging one, I was determined to come up with a solution. This solution would we the building blocks for the current custodial workers as well as the incoming custodial workers.

I brainstormed some ideas and presented them to my manager. I made a custodial worker checklist that they would have to follow. The leading person on staff duty was to go behind and check to see they did everything. This idea would be implemented and given a trial run to see how smoothly if would operate. As I implemented the plan I soon realized it would ultimately fail.

Allowing failure is important if you want growth. Failure is not necessarily a bad thing and I learned that when my idea failed. The reason it failed is because I wasn’t taking in consideration the amount of traffic we were receiving. I didn’t think about the extra duties that they would have to complete on certain days. I went back and revised my plan and implemented it for a second time to see if this time, it would

I kept a journal and evaluated the progress and growth from the custodial worker. I supported her idea and suggestions and also acknowledged when did things right (Bethel University, 2013). I practiced being consistent and stern so she didn’t have room to slack. She was doing well but, then suddenly her performance started to decline.

I was puzzled at why she was suddenly doing poor on the checklist. I analyzed the situation and couldn’t find a reason why all of sudden she wasn’t doing so well in her performance. She became careless and uninterested in her job. I analyzed all parts left, right, hers and mines. I suddenly came to realization maybe it’s not the job or me or the chart maybe it’s something internally she’s dealing with.

I called her into the office one day and asked her “what’s going on?” she replies by opening up and telling me she has social anxiety and she hasn’t been taking her medicine. I assured her everything was going to be alright and that we have counselors on post that she could talk to. I wanted to “fix” the problem before it got any worse. I told her I could tell something was off because of her performance and attitude. She and I sat in the office and came up with a solution and we definitely fixed the