3 Minute Oral Presentation Week 10

Charles Farfan

Psychology 409, Dr. James Leon

Ways to Seize the Day

This section of the book deals with taking initiative and seizing the day. It goes on to describe that people who take initiative act without being forced by external events. This means anticipating problems so that one can avoid them or find more efficient ways to remedy encountered problems.

Having such a farsightedness may mean to take steps where no one seems the need to or when others object.

Those who constantly react to events instead of being prepared for them is a characteristic of those who lack initiative. They operate in crisis mode. Those who operate in this mode are continuously falling behind and are always forced to handle emergencies. Procrastination and not taking initiative indicates a basic failure to plan.

However, proactivity pays off. Taking the initiative can result in a greater number of rewards and in some cased may be crucial for success. For example, fields like real estate, where combing the classifieds for perspective clients may result in opportunities.

Thus, it is obvious to me that the ability to take initiative is key for success for any individual from student to CEO.

Organizational Citizenship (Page 120)

This section of the book deals with organizational citizenships. Meaning model citizens of any organization who are committed to going the extra mile.

Those who have strong organizational commitment will deal with high stress situations such as long hours and deadlines. Those who have high levels of commitment allow employees to thrive under stressful and high pressure situations.

However, if employees are not treated respectfully and fair, their levels of commitment will decrease. The more support received, the more trust and loyalty the employee will have for the organization.

Thus, organizational commitment grows from such emotional bonding. If all the workers feel “a part of the family”, the result will be a high organizational commitment. I would have to say I agree with this notion because no one wants to go out of their way to commit to an organization that does not trust their employees fairly or respectfully.

The Uncommitted (Page 121)

Uncommitment among employees can be a result of employees seeing themselves as visitors in their own organization instead of residents of the organization.

Employees who feel taken advantage of by the organization will feel little commitment to the overall goals of the organization.

Those who see themselves disconnected from an organization will be prone to using the resources of their own organization for their own benefit instead of for the organization.

This trend of self interest is growing more common. However, once the sense of commitment is gone, it is hard to rebuild.



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