Monopolies Effect on Resource Allocation in Industry :: essays research papers

Monopolies ar under constant critics from the public and other producers of world polutive, straining to competition and they are accused of worsening resource allocation. Whether this is sure or not, depends on the specific company, but certain characteristics are possible to define. It is these I will describe in the following, and hence conclude if monopolies worsen or improve resource allocation. It is great to distinguish between competition and monopoly before describing advantages and disadvantages of both. Many monopolies are government own. This means that the incentive to strive for more profit, disclose conditions etc. is gone. This is due to the fact that, if there is a loss, the government will cover it, and government owned companies seldom strive to achieve maximum profits. A lot of the characteristics are also seen in privately owned monopolizing firms. When they become so big, that competition is practically gone, the incentive to make even more profits, and be ing innovative diminishes. In a competitive industry this is not the case. The fear of loosing your job, not being able to compete, your products becoming obsolete etc. are important factors, which stimulate productivity. It is therefor obvious that the competitive industry will try harder to allocate their resources in the most efficient way. To land, the external costs in a competitive industry will often be pollution, seeing that the firm will strive hard to diminish their costs resulting in the firm ignoring unnecessary costs. The monopoly owned by the government, would never be able to ignore such a serious matter, and they would have to pay the costs. A monopoly would also have to be thrifty not to damage its image, seeing that is, in many cases, already is unpopular. Capital, on the other hand, is often to the benefit of a monopoly, since they produce at a cosmic scale. To fully utilize capital, a lot of labour is needed, labour which a monopoly is expected to have, and a s maller competitive firm may lack. For example, a clap furnace might need a crew of 24 men working night and day, to fully utilize it. The monopolizing company may be able to bear the men, but the smaller firm might not have the money to hire all the 24 men at night, seeing wages are much higher at then. The question then is if the competitive company is so much more efficient due to hard work, that they still enkindle produce more than the monopoly.

My Teaching Philosophy Essay example -- Philosophy of Teaching Educati

My Teaching Philosophy All of my life I claim enjoyed helping others. I have also loved the classes I have had with a really good teacher. I think its a wonderful feeling to be able to help someone and to know that at that place is someone there to help me when I need it. I want to help teach the future leaders of this country, as well as those sate with just being themselves and staying out of trouble. I honestly believe in Rosseaus idea that children are born good and that things in society sacrifice to whether or not they are troublesome. I want to help these children remain good. Although I plan to teach at the high school level, I sleek over believe these bad children can be helped with the proper attention and care. I also believe that the nature of knowledge is neither relative nor absolute solely a combination of both. There are some things that people learn only because they are taught. These things would include learning the Presidents of the U.S ., the correct comma usage, a contrary language, etc. There are other things that children discover on their own or through the help of their peers. Things like the current fashion treads, valuable lessons or trust and loyalty, social skills, etc. These are reasons why a combination of cooperative learning and direct teaching techniques should be used. The overall purpose of pedagogics is to help our future generations succeed at whatever it is theyre good at. Education is essential to ru...

Exploring the Validity of Natural Theology :: Philosophy Essays

Exploring the Validity of Natural TheologyThe thought processes that underlie Creationism and Evolution argon undoubtedly very different. The fundamentalists of the former inform of thought adhere to the Biblical tenet that divine creation in six days is responsible for environmental diversity, whereas evolutionists have repeatedly stated that the innovation was created billions of years ago and is in a constant state of fluctuation. At first glance, these accounts of life on Earth seem incompatiblethe creationists base their flavors rigorously on faith and explain their surroundings based on that conclusion, while scientists practice in the opposite direction by asking questions first and arrest systematic observations that have resulted from their propositions (Moore 5-6). Ernst Mayr claims that the beliefs of creationism are in conflict with the findings of science, but the founders of Natural Theology have man maturated to unite the principles of Genesis with those of evolut ion (qtd. in Mayr 4). There are strict purists who claim that it is not viable to combine the two ideologies, but it is possible to incorporate the concept of G-d into scientific fact. Although there are several variations on the concept of Natural Theology, its advocates generally accept evolution. Whereas strict creationists reject the notion that the Earth was formed billions of years ago, natural theists accept the scientific evidence for the age of the Earth with one large discrepancy organisms could have only originated with the aid of divine intervention. However, it is acknowledged that there is no concrete evidence to substantiate the belief that the Earth was created a mere few thousand years ago, just as there isnt any geological confirmation that a global overgorge engulfed the entire planet (Science and Creationism). This liberal interpretation of Genesis and cautious acceptance of evolution allows for some flexibility with previously undisputed Biblical notions, such as the idea that the creation of the world was completed within six twenty-four hour periods. Those six days have been construed to signify as a literary device by the author of the Bible, six days separated by long time periods, or as six days from the perspective of an unceasing G-d (Commission on Creation). Thus, the essence of Natural Theory is that an omnipotent creator fashioned the physical processes that set evolution in motion and these processes resulted in the creation of life. This supposition appears to be logical, except for the notion that some aspects of life are so complex that they completely transcend human understanding and are thereby the work of an Intelligent Designer.

Use of Imagery and Metaphor in Wilfred Owens Dulce et Decorum Est

Use of Imagery and Metaphor in Wilfred Owens Dulce et Decorum Est by means of vivid imagery and compelling metaphors Dulce et Decorum Est gives the reader the exact persuasion the author wanted. The poem is an anti-war poem by Wilfred Owen and makes great subroutine of these devices. This poem is very effective because of its excellent manipulation of the mechanical and emotional parts of poetry. Owens use of exact diction and vivid figurative language emphasizes his point, showing that war is terrible and devastating. Furtherto a greater extent, the utilization of extremely bright imagery adds even more to his argument. Through the effective use of all three of these tools, this poem conveys a strong meaning and persuasive argument. To have a better visiting of the poem, it is important to understand some of Wilfred Owen?s history. Owen enlisted in the Artists? Rifles on October 21st 1915. He was eventually drafted to France in 1917. The birth of Owen?s imagery style used in his more famous poems was during his stay at Craiglockhart War Hospital, where he met Siegfried Sassoon (another great war poet). Owen?s new style (the one that was used in Dulce et Decorum Est) embelished more poems between August 1917 and Septermber 1918 (Spartacus Internet Encyclopedia). On November 4, 1918, Wilfred Owed was killed by enemy machine gun fire as he tried to get his company across the Sambre Canal (Lane 167). The poem tells of a trip that Owen and his platoon of exhausted soldiers had while they were painfully making their way back to base after a harrowing beat at the battlefront when a gas shell was fired at them. As a result of this, a soldier in his platoon was fatally gassed. Owen has place the poem in three sectio... ...rase Dulce et decorum est pro partria mori means, It is sweet and becoming to die for ones country. Owen calls this a lie by using good diction, vivid comparisons, and graphic images to have the reader feel disgusted at what war is ca pable of. This poem is extremely effective as an anti-war poem, making war seem utterly horrid and revolting, just as the author wanted it to. Works Cited Lane, Arthur E. An Adequate Response. Detroit Wayne State University Press, 1972. Owen, Wilfred. Dulce et Decorum Est. Literature and the Writing Process. Fifth ed. Ed. Elizabeth McMahhan, et al. Upper Saddle River, NJ Prentice Hall, 1999. 582-583. Owen, Wilfred, Microsoft Encarta Online Encyclopedia 2000. htt//encarta.msn.com Wilfred Owen. Spartacus Internet Encyclopedia 2000. http//www.spartacus.schoolnet.co.uk/Jowen.htm

Family and Masculinity in Jane Eyre :: Families Literature Papers

Family and Masculinity in Jane Eyre Jane does not experience a usual family invigoration throughout the novel. Her various living arrangements led her through different households, yet none were a re deportation of the norm of family life in the nineteenth century. Through research of families in the nineteenth century, it is clear that Janes life does not follow with the stereo characteristic family made up of a patriarchal incur and nurturing mother, both whose primary focus was in raising their children. Janes life was void of this true family experience so common during the nineteenth century. Yet, Jane is surrounded by men, who in giving an accurate portrayal of fathers and masculinity in the nineteenth century, fulfill on one hand the father role that had never been present in her life, and on the other hand the husband portrait that Jane seeks out throughout the novel. The reader first learns of Jane when she is an inhabitant of Gateshead. At Gateshead, Jane was excluded fr om the rest of the family. She was merely an alien looking in on a nuclear family, excluding the father, who had died. We know that Janes Uncle Reed, the father and dominant figure of Gateshead, when alive, was a kind man. He was the guardian for Jane and when decease made his wife promise to always care for Jane. After his death, his wife resented the little girl and did not want to care for her. Knowing what we know of family life in the nineteenth century, we know that Janes life would have been much different if her uncle Reed had not died. Being the master of the home one rear assume that he would have made sure that everyone in the household would have treated Jane well and with love and respect. A fathers dresser was unquestioned. Once Mr. Reed had died, the masculine dominance was somewhat given to his son who did not care for Jane and made her life miserable by all of his severity and abuse. Although he did not rule the home, due to his young age, his authority as seen by Jane was unquestioned. Jane next lived at Lowood. This institution was anything but a true family unit. However, Jane sought-after(a) out people to care for and who would care for her in return. Helen Burns and Miss Temple became very close to Jane. In ways like the mother of the typical family served as a moral guide and a nurturer, so too did Helen Burns, and to a certain extent Miss Temple.

Family and Masculinity in Jane Eyre :: Families Literature Papers

Family and Masculinity in Jane Eyre Jane does not experience a typical family life finishedout the novel. Her various living arrangements led her through different households, yet none were a representation of the norm of family life in the nineteenth century. Through research of families in the nineteenth century, it is clear that Janes life does not follow with the stereotypical family made up of a patriarchal father and nurturing mother, both whose primary focus was in raising their children. Janes life was void of this true family experience so common during the nineteenth century. Yet, Jane is surrounded by men, who in giving an accurate portrayal of fathers and masculinity in the nineteenth century, fulfill on one hand the father role that had never been present in her life, and on the other hand the husband portraiture that Jane seeks out throughout the novel. The reader first learns of Jane when she is an inhabitant of Gateshead. At Gateshead, Jane was excluded from the rest of the family. She was merely an outsider looking in on a nuclear family, excluding the father, who had died. We get along that Janes Uncle Reed, the father and dominant figure of Gateshead, when alive, was a kind man. He was the guardian for Jane and when dying made his wife promise to always care for Jane. afterwards his death, his wife resented the little girl and did not want to care for her. Knowing what we know of family life in the nineteenth century, we know that Janes life would pick out been much different if her uncle Reed had not died. Being the master of the home one can assume that he would have made sure that everyone in the household would have treated Jane well and with love and respect. A fathers office was unquestioned. Once Mr. Reed had died, the masculine dominance was somewhat habituated to his son who did not care for Jane and made her life miserable by all of his cruelty and abuse. Although he did not rule the home, due to his young age, his authority a s seen by Jane was unquestioned. Jane next lived at Lowood. This institution was anything but a true family unit. However, Jane sought out people to care for and who would care for her in return. Helen ruin and Miss Temple became very close to Jane. In ways like the mother of the typical family served as a moral guide and a nurturer, so too did Helen Burns, and to a certain extent Miss Temple.

Personality of Leader at the Workplace Essay

This paper is a critical discussion closely the egotism-assertion of die harders from the perspective of delirious familiarity by means of the psychoticism record of attr bearion in the figure. Discussions be encircling the definition of egotism-esteem, delirious parole and psychoticism trait shock challenges and outlooks.In this new millennium, mankind is to a groovyer extent and much emphasized the development of kindity seat of government as a means of homo resources in party, religion, race and nation. In situation, the development of compassionate capital should be in line in the physical and material development of the country which is the rapid development is age to time. In the equal tone, all employees in a trifleplace or organization ar an entity of human resources should be an example cognitive content of human capital in terms of ruttish intelligence in order to produce the timberland of output.In short, the attraction in the decease place should bind a st fitting perceptional intelligence for a good psycheality trait that advise table service create a fun work environment, thus change magnitude the take of employee self-esteem and motivation. However, if the attraction was pieceized by negative psychoticism trait, it was non only affects the emotion themselves, only if as well the emotional impact of workers and will be damage the quality of work. on the face of it with this situation, the self-esteem among employees is to extend to their optimum train and thus discharge help achieve the percentage of success in realizing the fancy and mission of the organization in particular and the countrys plenty in general. The end of this paper will demonstrate the posit for all leadinghip to allow the emotional intelligence that is base on the strength of the ideal affective and personality as a catalytic force to help enhance employee self-esteem at the workplace. Key word Self-esteem, Emotional Intelligence, Psychoticism spirit, Workplace scopeConstruction of a nation would brook no meaning without the function and role of men as citizens to move the process of governance, administration, pick offment, operation and stamp d profess. The statement on the meaning of a country would non be complete without the combination of the functions of the cistrons of society and globe. For a developed nation, it should be in line with the development of human capital in each of its citizens. Supposedly, determining factors of human capital is the briny emphasis on know takege and expertise among the mass for creating a developed nation.Clearly, here, human capital or human resources are the some most-valuable entity in the organization compared with other sources that involve equipment, materials or procedures. As human beings, too, the human capital of first class is the main driver of the organization and determines success or hardship of each vision and the mission of ea ch organization. Human capital is the main man against the backdrop of diverse attitudes and demeanours that are centred on elements of cognitive ( nous), affective ( disembodied spiriting) and psychomotor (physical).A retentive it, in the process of forming the personality, attitude and mentality, spate are more heavily defined by the belief system as a result of the sustained momentum of socialization experiences during her life since childhood. But at the same time, knowledge and expertise and the value entity of the factors are relevant to the variation in the decision of human attitudes and actions in the implementation of the treatment of personal responsibility, families, organizations, communities, religions, races and countries.In a akin(predicate) vein, the human capital management should be in line with emotional and spiritual dimensions which is face of noble values and personality, nor piece of workd into positive behaviour. In reality, the responsibility for man aging human capital and the organization is not a relatively simple matter, especially if it is a multinational organization. The psyche would then scratch whether a manager or a leader worthy to be a personate in an effort to evidenceing human capital finished the trait of dynamic personality. approach office of many issues today have showed the existence of bias in the attitude of a leader of an organization that ca lend oneselfs many problems exist among the leaders and the workers which is led to conflicts with the prolonged crisis that could eventually threaten the common aspirations. Similarly, humans created by the bearing of important domains in spite of appearance the genius, emotions (soul) and physical. In a series of long, flock with high in the minds and thoughts are normally admired by all and made n idol of the mutation of life strategies and the creation of a capability rocked environmental technology. The ability of the constant in the power of intellige nt thought possible that the ability of other marginal triggered the empty spaces in a more profound spirit and fictitious casingistics of emotion, soul and feelings. The gap exists among the mind and soul resulted in the progress of the past provides lessons for a thousand meanings, and refresh it back in the new round of golf and a new breath for common mind to be appreciated for generations to come.Therefore, emotional intelligence or EQ in the present has start prone special attention to the function and role in human life in order to improve the scenario the fact shortcomings, to chequer the countrys capacity to have a superior citizen in e rattling aspect. Thus, in this sentiment paper, the authors will highlight the discussion of the dimensions of psychoticism personality among leaders and the impact towards self-esteem employees through several elements in the emotional intelligence aspect.Stable personality in a person who assumed the leader to give a significant impact on the take of self-esteem workers besides will affect the climate and working environment for the production of quality work that is more focused and based on ethical values and practices are in line with the personal public humanand humanities. Strong personalities at the leaders will help the leaders in the governing of human capital more effectively and the objectives of the course will be easy to achieve it unitedly.Purpose of Study The purpose of this select is to explore and discusses the influence of leader personality from the perspective of emotional intelligence (EQ) on employee self-esteem at workplace. This study was investigates too about the personality of leader which have a significant impact on the employee self-esteem and the way we discuss it is by the element of emotional intelligence aspect. Then we will see too how the psychoticism personality among leader will be impact to the employee self-esteem at the workplace.C erstwhileptual of Self-esteem The appreciation or self is part of the elements in the theory of self-esteem where the judge is a part of you. In simple language, self-esteem likewise means that the extent of an individual is receiving, a love and view them. Thus, self-esteem have close relationship with the extent of an individual is putting himself in a situation that feels that he is appreciated by others or not.In general, the availability of several(prenominal) models that is detailed in an effort to clarify questions about the aspects and causes the formation of high self-appreciation. Self-esteem has three main models of the affective model, a model of cognitive and sociological models. Self-esteem is similarly closely linked to elements of self-concept which exists in e very(prenominal) individual human being when one sees himself through the subconscious mind self-concept is developed from childhood to become a significant element in the formation of self-esteem adulthood.Abraham Maslow put the need s of their own self-esteem at the fourth level in the hierarchy needs to be fulfilled human life afterward a level-lower level needs first obtained. The existence of some facts that show the problems arising mingled with the leaders and employees in the workplace so that employees are not be actived and result in low self-esteem (Kenneth, 2010). The effect is in any case working to provide optimal cooperation in the organization and will eventually provide a better variety of problems including the problem of interpersonal and intrapersonal issues.Communication and fundamental interaction within the organization is loose because a variety of prejudices that complicates many of the bucks interfere with the main focus of the work. Its relationship to the discussion here is to explore the employees self-esteem from the perspective of emotional intelligence that exists in the personality of the leader. It is well to emphasize the importance of each leader has a fortified emotiona l intelligence in personality as a leader to help enhance the employees self-esteem in the workplace. Conceptual of Emotional Intelligence (EQ)From the terminology of psychology, emotions, the same age with the distance of the ages in the discussion about the scope and review of mingled studies both in terms of function and importance, although not directly talk about the concept of emotional intelligence. Emotions are excessively seen as the main branch in the domain of human education and it also a peg which allows complete in any moment of human existence is more meaningful to the embroider of variations of breath feeling sad, happy, joy and calm in the intent.When the terms of the emotional intelligence st humanities to take place in results and scholarly writings and discussions about the needs assessment is as important as intellectual intelligence, the world has accepted the fact that for a man who managed the successful flavour of true, not only requires the intellectu al quotient but also the need for emotional intelligence elements arranged in various categories. Although all human beings are born has a heart and feelings, but not all dimensions of the heart is able to handle mold really is the record of humanity in total.It is synonymous with the words of Platos expression of emotion is only held by men, but not all people have the humanity. When the emotional focus as an important element in human life, then was exist the term of emotional intelligence (EQ). Emotional intelligence is seen as a set of emotional and mental skills that help each individual to identify and envision their own feelings and the feelings of others. Emotional intelligence will be able to help improve the ability of each individual to overlook his. Emotions are the unattackable feelings in people (such as sadness, peevishness, etc. . According to Oxford Advanced Learners mental lexicon (2000), in that follow was state that emotion is a strong feeling, and contain s a variety of feelings such as love, joy, hate, fear, jealousy, feelings of excitement and disturbance. The Oxford American Dictionary (1999) describes as feeling a strong emotion of the particular aspects of mental and instinct. According to Goleman (1995), emotional quotient (EQ) is the ability to monitor personal emotions and other emotions, to distinguish the good, and to use the information to help the mind and the actions of a person. In 1996, theGoleman said that emotional intelligence (EQ) is ones ability to encounter his own feelings and use them to make effective decisions in frequent life. Next is the opinion of Thorndike (1920), human emotional intelligence is related to the concept of social intelligence. Thorndike (1920) defines social intelligence as the human ability to transform and manage men, women and children to communicate effectively in human relations. He also has the emotional intelligence to categorize two main parts, to wit interpersonal (emotional co ntact with others) and intrapersonal (emotional tie-in with the relationship with yourself).Emotional intelligence can also be interpreted as a kind of social intelligence is responsible for controlling one, and a range of emotions, to discriminate against these emotions and use the information to control thought and an action (Mayer et al. , 1993433). Based of opinion Mayer et al. , (1990), the interpersonal and intrapersonal emotional intelligence is categorized into five study domains that recognize the self, emotional self-management, self-motivation, and empathy and handling relationships effectively.Empathy and handling relationships effectively are categorized in three others, while interpersonal intelligence is to know you to manage emotions and motivate myself in that category is intrapersonal. In short, the discussion here also takes elements of emotional intelligence (EQ) as the base that serves as a perspective on the influence of leader personality on self-esteem of e mployees in the workplace. For that, a model of emotional intelligence (EQ) has been explored based on the Four Branch Model of Mayer Salovey (1990), which is namely O Identifying Emotions O Using Emotions O Understanding EmotionsO Managing Emotions Emotional Intelligence from the Islamic Perspective Emotions are really closely linked to human psychology. In the Quran, has been called more about human emotions as well as in the hadith of the Prophet. Revealed a range of emotions that includes positive and negative emotions was as a guide for the people and the teachings of Islam. Through the Islamic perspective, emotional intelligence is really more to the process of cleansing the tolerater. Essential to maintain care not to strangle and not damaged very overmuch required in religion as a clean heart is the spiritual food for the Holy Spirit.With a good heart, it emerged that both the value of emotional intelligence. Heart will be dirty when people commit sin so that it became black and dark hearts. cost to the human soul and conscience will eventually lead to personality, attitudes and negative behavior that is inconsistent with the nature of the purity of human beings. As a result, people who do not learn anything from his life is said to have been run intoed blindness in her eyes, but also deaf ears not wanting to listen to the teachings of the good.Obviously here, the emotional intelligence is closely related to religious values. Whats more it is linked to the spiritual nature of spiritual intelligence. The position of spiritual intelligence actually is it on the high when people trying to maintain its relationship with God, while the intellectual and emotional intelligence will bring people to keep in touch with himself, other humans and the environment. nevertheless God Almighty also says in Surah Ash-Shams (918-10), which means He inspired the soul of wickedness and piety, and lucky for the purified, damage for the muss. Consistent with this di scussion paper, the question of emotional intelligence is important in terms of underlying the leader personality or character in the workplace that will be assumed can help enhance employee self-esteem. Conceptual of temperament Every human being has value and the pattern of her own personality. Personality, also cognize as general it can be construed as a symbol of the personality characteristics of individuals who bring different characteristics to other individual. Personality refers to an individuals psychological development as a whole.Even the personality of an individual is also reflected by tendency to behave in a certain way. It was cover song various aspects such as temperament, intelligence, sentiments, attitudes, interests, beliefs, ideals and values. According to Mahmood (1992), personality traits are available on an individual, such as mobiliseing, acting, emotional, and perceived others to enable different from other people. The denudation of psychological resea rchers on personality characteristics found in humans is too many, for example, Allport (1937) who discovered the human personality trait of 17,953.Some of them such as locale of control, achievement motivation, authoritarianism, mechiavellisnisme and self-esteem are the personality characteristics that affect work behaviors (Ishak, 2004). The type of personality that exists in every individual human being is the nature and diversity is shown through various studies-trait of human personality. Allport (1937) view of human personality is the result of a combination of biology and environment, while the inherited characteristics are shaped by individual experience.In short personality is an organization that has the character, temperament, intellectual, physical, persuasion, feeling and behavior. From an Islamic perspective, personality is defined as a personality or character in general is. Morals are divided into two types praiseworthy character or moral misconduct (Shahabudin & Ro hizani, 2002). Both types include a two-dimensional character of this same any outward or inward. The ostensible morality could be seen and measured from outside while the inner character is implicit in the liver, but it will eventually evolves through changes in behavior.For an ideal personality, Islam emphasizes the balance among body and soul and enhanced physical health with diet and lifestyle. Similarly here, the heart of souls in need of spiritual food, a practice as a servant to God by doing everything asked of God and leave of absence all that forbidden and with the exult of the practice, the nature of a servant to remove the negative signified of pride that the behavior is manifested as a highly moral. Thus, Islam has directioned the importance of these two types of probation is admit to the nature of mans creation by God that man was created from the spiritual and physical elements, and very closely linked.For the Muslims, the outmatch character models are suppositi onal to be an idol and an example is the character of the Prophet Muhammad as a Prophet sent by God to edify his people. As expressed by Saidatina Aisyah when asked about the Prophets morals, his character was the Quran. It is clear here, all aspects of lifestyle perfection of Islam are embodied and more taught by the Holy Quran and it is translated through the character of Prophet Muhammad for guidance and follow the final days of race.In this case, the interpretation placed on probation, either the inner or outer simultaneously and has a very clear relationship with the heart that the attitude of a man. Moral evil is caused by impurities in the human heart itself. This is consistent with what was spoken by the Prophet which is means In the cavity of the sons of crack, in that respect is a piece of meat. If the meat is good, then let all his body. If the meat is bad, then his body was evil. shaft you that the meat is the heart (Hadith narrated Bukhari & Muslim).Dimension of Psy choticism Personality According the Theory of Hans Jurgen Eysenck One of the personality trait that psychologist find in the human personality is called psychoticism. One of them is Hans Jurgen Eysenck. Eysenck was know as a leading individual in the modern psychology of personality typology in the 20th century and suggests that the human personality would be great to understand if the hierarchy that consists of behaviour and sets the overall behaviour and important personalities.Eysenck strongly believe that the whole basis of personality traits derived from the seed, in the form of types and traits. He also believes that the behaviour learnedfrom the environment. According tohim, the personality is an overall pattern of actual and potential behaviour of organisms, as determined by heredity and environment. The pattern of behaviour that originated and developed through the functional interaction of the four major sectors that regulate behaviour, namely the cognitive (intelligence), the conative (character), the affective (temperament), the somatic (constitution).Eysenck has found three types of dimensions which are known as extraversion (E), neuroticism (N), and psychoticism (P), better known as PEN. Each dimension is different from each other and foreigners, until they can be combined freely between dimensions. Psychoticism can be combined together with neuroticism and extraversion, a three-dimensional shape. At first, he simply highlights extraversion personality dimensions and neuroticism. But after doing research in a mental institution in England, he later discovered the psychoticism personality dimensions.Like neuroticism, high psychoticism not mean that people are psychotic or natural to be like that, but it only shows part of the common characteristics found in the psychotic and the possibility of a person is more exposed to the environment that can cause it to become psychotic. However, it is possible also to those who have the personality to be exp osed to the psychotic go againsture continues to be controlled from more chronic. Each type in the dimensions obtained by the Eysenck personality theoryis a collection of nine traits, until it has a total of 27 traits.Traits of psychoticism are aggressive, cold, egocentric, impersonal, impulsivity (impulsive), antisocial, no empathy (unempathy), hard hearts (tough-minded). For the individual human being has a relatively high score psychoticism found by Eysenck traits often have a honorablely aggressive, cold, egocentric, not personal, impulsive, antisocial, no empathy, creative and hard-hearted (same with above). But those who score relatively lowpsychoticismisa trait, such as treating like, kind, warm, attentive, friendly, quiet, very social, empathic, cooperative and patient.Like in the extrovert and neuroticism, psychoticism has great genetic elements. Overall,by the analysis of Eysenck,three-dimensional character is a 75% hereditary and only 25% are caused by the environment. As in neuroticism, psychoticism also follows the model of stress-compensation(diathesis-stress model). Once again stressed that the high level psychoticism should not be a psychotic, but they have the potential to suffer from stress and psychotic disorders.At the time of the individual human being only suffer low stress,high scores psychoticismwhitethorn still be able to function normally. However, when the stress is relatively heavy, an individual who has become psychotic are difficult to return to normal. Special focus in the discussionof this conceptpaperis to trace the impact of personality traits that have psychoticism among the leaders towards employees self-esteem in the workplace through the perspective of emotional intelligence. In short, between emotional intelligence and personality or character s obviously a very solid relationship.Therefore, the leaders of a leading character surely have a high level of emotional intelligence and are able to create a climate that is mo re positive and able to original a regard and emulated by its employees in the workplace. Even the leader of this will always be more sensitive to the feelings of his employees to be able to perform the lift out for themselves, others and the organization. Here is a diagram to show a summary of ideas within a conceptual framework discussed in this paper. pic blow Dimensions of Psychoticism Personality among draw towards Employee self-esteem This talk will trace some elements of psychoticism personality centred on the leader and what the extent that could impact on employees self-esteem in the workplace. Dimensions of psychoticism discussed are looking for from the negative aspects of personality that needs to be changed to a more positive behaviour among leaders to help increase the level of employee self-esteem. The Impact of Aggressive PersonalityAggressive personality is one of the personality traits that exist in the personality psychoticism. In line with this issue, Baron and Newman (1996) have established a three-factor model of hostility in the workplace is the leader of feelings of hostility, and aggressive policy prevents openly. While Ryan and Oestreich (1991) also provides a model category, such as rough treatment, insulted, ignored, denounce, discredit, did not appreciate, the aggressive control of other people, make threats against workers, shouting, anger, temper and could potentially harm the physical.In fact, several studies on the existence of an aggressive personality among the leaders of the workers in the workplace also see the existence of aggressive behaviour in non-verbal and verbal. In summary, the characteristics of the nature of an aggressive leader too when the leader is also very critical of the worker, very strong, brave, do not like being manipulated and very frank manner that is not appropriate for employees in the workplace. Leader shall also have such a feeling aggressive as always feel superior to him, priority rights a nd self-interest, vindictive, ill-tempered and likes to discourage other people or employees.Associated with the scenarios in the workplace, aggressive leader who often acts as aggression, often with the employee, tempered and does not respect the workers will lead to employee frustration and low self-esteem is easy to feel at once will affect employee motivation. It is supposed to be leaders must ensure that as leaders, they need to reflect themselves about how far their personality when dealing with employees who are not necessarily a personality that far-fetched but it would have been a character, attitude, behaviour and way of thinking that is consistent in every situation as a positive personal.In exploring these issues, the authors also explore the reality that exists in relation to the scene saw several organizations in the past and present. Bruce & Adam (2007) in their book entitled30 Reasons Employees Hate Their Manager havewritten their book with a source-based view of the statistics more than 50,000 employees from 65 organizations throughThe Discovery Surveys, Inc. s Normative Database(since 1993). All respondents were from manufacturing industries and service organizations, and contain a variety of sizes as small as 150 people up to 5000 workers.The majority are from the U. S. companies and there is also a worker in another country. The study found that 46% of employees believe that management treats them with disrespect. Another study is by Abd. Ghani et al. (2008), found between the results of their qualitative research is the leader body language often shows non-verbal behaviour of rude and offensive. That caused the respondents experienced feelings of shock, disorientation and confusion at the very early stages.In line with these studies, for example, characters of the leader characteristics of an aggressive personality more in fact that is also invited negative reactions from employees and even affect employee self-esteem turn change the qual ity of work. Most effects were encircling the emotional impact among workers who contributed to the workers in a constantly fear, anxiety and chronic embarrassment honorable because the face of aggressive leaders. The Impact of Egocentric PersonalityThe next dimension is egocentric personality that leads to the question of the leader character is very selfish and always tangle that his right until fail to become leaders who can listen to any complaints and feelings of employees. The attitude of the brainpower of such a situation is certainly easy to invite rejection of support among the workers on the head itself so that it can affect the working climate of harmony in the workplace. Often a leader or manager at work are forgot to put the interests of workers as employees when in fact the main organization is the human capital to realize its vision and mission.However, due to the character of leaders who would prefer to just focus on his own circle without considering the employe es emotional, mental and potential in question and make a formal decision or determination of the direction task, the employee will ultimately result in less focused and less interested in the job. Certainly this situation also stems from a sense of self-esteem workers have deteriorated over the attitude of leaders who failed to put the employee as a valued employee.The scenario is consistent with the findings statistically by Bruce & Adam (2007) which showed 52% of employees felt free to voice their opinions openly. In fact, 66% of employees were told that management did not want to hear their words and about 67% of respondents also said that the management failed to act on the advice of staff. The study shows that there is a direct nature egocentric character is when the head does not leave room for employees to express their opinions and feelings about work and working environment, and do not want to take into account the views of workers in decision-making process.It is probable that the egocentric leaders also felt the staffs were too naive at the same time shows that the leader was look down the employees capability. Leaders also are more concerned what are they think and plan itself for no consideration for the employees think and hope is. The Impact of No Empathy Personality Leader personality was not empathy is the antecedent to the level of self-esteem of workers could be affected so that it can provide a major impact on the loss of self-respect and lose confidence in them (Abd. Ghani, 2008).Should obtain with a sense of empathyto understand the emotional process in which the leader began to think why he and others so emotional. Leader whitethorn also be involved in the compare of thinking to reflect the recommendations of the capacity to analyse emotions. These conditions include a dictionary to understand the emotions and attitudes on a combination of emotional, progress and the transition from self to others. good deal that indicate the level of empathy plays an important role. Leader should do the simulations he need to try to put himself in others shoes to understand their emotions.In short, leaders who have high empathy are the ability to understand complex emotions and emotional chains and how the emotion is changed at every level. It is the same scenario at work that very much need every leader to have a sense of empathy for workers to head to penetrate the heart and the circumstances of each employee and will not misunderstand, then think that one can be prejudicial to relations within the organization. In fact, empathy of leader impact will be absorbed among the workers so that workers can strengthen their self-esteem and to cultivate empathic behaviour with colleagues.The need for leaders to understand the emotions is also important for employees to communicate emotional meaning. If the leader is able to understand about the tide, ebb and flow of emotion, the leader should also be able to anticipate what might g et hold in the future with some reasons. Thus, no presumption would arise that bad for workers and leaders also should be able to predict whether the employee may be felt as a result of its success has a carve up of emotion in his own treasury. Leader also is able to understand the emotional conflicts of employees to address the various problems that may arise in the workplace.Even if leaders do not have the characteristics of empathy, it is possible to arise various problems such as loss of respect for workers on the head, feel hate, anger and resentment that may affect the unstoppable so focused on work as well as providing a significant impact on self-esteem of workers. In fact, it may not be up to the issue as a teacher in Kedah is hurting his boss of the way of punching and kicking (Utusan Malaysia Online, 27 April 2011) which became a symbol of the long pent-up anger, which most likely also arise for a variety of taste is not satisfied since the early stages.The Impact of Ant i-Social Personality Through anti-social personality dimensions, was found people with these personality types are more likely to comport with the regulations ignore the moral and ethical standards that exist in society and the global demand. Although on the face of an individual who has seen active and the personalities of others is often acceptable, but the fact that individuals prefer to manipulate and exploit others, and often violate the law, often took usefulness and never feel guilty.Even individuals with anti-social personality traits will also be doing things without considering the feelings of others, rather impulsive and difficult to deal with failure as the feeling that everything they do will not fail. According Cleckly (1976), anti-social people with the disease is usually easy to get bored with something or the state but they have a strong feeling to find something new. They can make a good first impression. A person who anti-social personality is without consciousne ss looks like scary or electronegative other people to satisfy his own feelings.They are smart to influence others to think that they are normal people although they do not actually have a mature mind, the establishment of a wobbly, and ignored the convenience and interests of others. In an environment in the workplace, it is possible that there is often a problem to be the leader characteristics such as anti-social like the ability to exploit workers or often take advantage of the naivety and the acquiescence of its employees. The study by Abd Ghani et al. 2008) shows that the nonadaptive behaviour that exist among school principals as the school chief example is when they are often given the task demands and workload rather excessive and unreasonable. Even the head of such an attitude also shows no sense of respect for employees and free to do what is liked without thinking of working conditions are physically and emotionally. It can be seen by respondents statement in an intervi ew like the following There when he asked for the work until 4. 00 pm. After that came the night is just to the expiration of all the work.There, he was asked to come on Saturday to finish the work. We feel depressed (Source G3) The way he made the decision was autocratic. He decided him just go willingly. Select a person he will, too. No one dared to ask (Source G4) I am always afraid when the principal walk progress corridors of the class I teach. Im so stiff, new kinds of teaching out of fear for one. Sometimes the idea stuck. The voice was stuck too. I am really tension when he was last. My relationships with students are also affected.A lot of punishment than praise (Source G3) My tension is not finished until the last meal. Back home I tried to sleep but I always could not sleep for thinking of the events at the school (Source G8) Quite all the way through the examples in this interview, how the character of their leader have gave a big impact on their physical an d emotional development as an employee. Therefore, it is no doubt that the head of the anti-social personality as above is also an impact on employee self-esteem where workers also have a sense of reality and not a robot.Through the study ofBruce & Adam (2007) in various organizations industry found that a total of 7 of 10 employees said that there was no correlativity between the wages they absorb with the performance. This means they have to work hard with a lot of dumping duties would be but a little salary. In fact, 61% of respondents are not satisfied with the salaries that they have receive are not commensurate with the perceived power of sweat they have to offer. This once again implies that the head was exploiting their workers and the excessive use of labour.Leader also forget that workers are also uman beings who need quits commensurate with what is done, both in terms of the money, what more in terms of motivation and reward nor recognition of self as a gift, a certifi cate and recognition like the best employee for the month, and for that employee self-esteem can be improved in line with the increased quality of work. But the failure of leaders to appreciate the importance of the end result is too many shortcomings in terms of physical, emotional and minds among the workers and their impact in the long term. The Influence of Emotional Intelligence (EQ) towards Self-Esteem of Employee through the Personality of LeaderThe question of the interpretation of emotional intelligence has clearly shown that the existence of elements of cleansing the soul that led to the positive characteristics and values are translated to the personality and should be applied in everyday life that underlies the patterns of life. Together, the efforts to strengthen the emotional intelligence of individuals should not be considered silent because it is the main frame in order to strengthen other aspects of nature and transformed by the behavior and establish a more domina nt personality with emotional intelligence.In this discussion is accounted for dimensions that can help enhance employee self-esteem through the dynamic personality of the leader in the workplace that should be more consistent, compare than psychoticism personality which is more to unstable. Discussed below is on the basis of the Four Branch Model of Mayer & Salovey (1990) and the association. i. Identifying Emotions Individuals will begin to see, perceive and identify emotions shape whether sad, happy or scared at one time, including the stimulation of the environment in terms of the human voice, storytelling, music and the arts in this first stage process.When the individual is more focused on the emotion itself, this dimension is closely related to sensibleness of a great emotional blow will enable the individual to also be thinking about things that may arise in the emotions of others. Usually this happens when there is a level that would stimulate the emotions that make the in dividual will begin to respond. Relevance to the scene leader and worker in the workplace is where the leader is able to identify her own emotions and her employee emotions.Personality is always sensitive to the leader around what more sensitive to the feelings and emotions of employees will more easily enable leaders to identify what employees are feeling, when he also able to recognize his own feelings. Key words in this first process are appropriate when there is awareness of their own emotions and emotions of others. Leader should know how to find and label their own feelings and the feelings of workers accurately, if he wants to better understand themselves and others.When the leader is always trying to find out how they feel, they would be more aware of the increase and shift every sense. This is important for a leader track and figure out whether the employee was disappointed because of the situation caused by the A or B. With that ability, the leader would be able to talk ab out feelings and the leader can also indicate his own feelings at the same time be able to regain any change in his feelings that exist both in the environment.Indirectly, the personalities of these leaders will make employees feel valued, understood and respected. It is also an early indicator of the workers that their leaders can pave the way for discussion if the employee is found to have any problems. Consequently, the worker will be able to self-esteem improved since been directly affected by the personality of leaders who have the characteristics of a strong emotional intelligence. In fact, workers will also be more motivated to work together and strive to produce better quality work.Quite clearly, the functions and roles of leaders in the workplace are very important in influencing the emotions of employees to give effect to the level of employee self-esteem. ii. Using Emotions The second stage is the part that shows the individual uses as a medium of emotion and reason on h is mind in connection with a matter of rational, logical and creative. Using emotions may require the ability to use feelings to help some of the cognitive effort as the reason, problem resolving, decision making and interpersonal communication.Emotions can create a variety of mental set that proved to be more or less adjusted to the different types of nation work. With a discussion of the relevance of this process here is where the leader will start to focus his thoughts on the situation whether the attention, focus or motivation. Then head to the suitability of emotions associated with the situation and the leader that has the characteristics of this skill in his personality will be more creative, motivating and inspiring employees and not selfish.Even the leaders who have the emotional skills will also be using emotion as a day to increase thinking. Then supposedly leader will feel the emotions first before thinking to interpret what you can before you act. Of course this is in line with what is emphasized in Islam when it is said that the heart and soul is the priority in disclosing behavior and personality. Therefore, it should be emotional and heart is an entity that is positive and good values for the formation of behavior is also positive and generous.In the same tone, emotion is able to strengthen the mind as the emotional mind working with a more unique method. Emotions can help to improve human thinking and problem solving skills to make decisions (Schwarz N. , 2002). Even the leaders are also able to constantly motivate the employees either directly or indirectly, and motivate employees to be smart to handle the negative emotions with a systematic method of thinking through the best sense of Gods grace in solving problems while working to change the medium to more positive emotions.The momentum of the self will certainly strengthen the emotions, mentality and personality to become more excited and motivated to face any situation but also able to find solutions that are more relevant when dealing with any problems through the exploration of a wise and prudent. In Islam it has stressed that we need to work hard and try as though we will live longer, at the same time we also need to diligently serve God as if we were to die tomorrow. This expression should be a motivation to everyone if they can understand, appreciate and shine the meaning behind them.Al-Ghazali discusses the motivation for this question in terms of intention and desire to do something before (Said, 2008). Whenever a person has a goal and vision to do something, and then followed that action will realize the good intentions that are targeted to become a reality. With the strengthening of self-motivation, the leaders and workers will be clearer with the direction and goals in life. Vision and mission in the struggle to achieve success will always be a platform based on the spirit of self that is never give up to continue.Motivated individuals who are symbols of people who strove to achieve the objectives of not abandon the question of personal ethics and moral values and universal symbol of character strength. For the leader, no was losses to always provide external power and motivation to employees. Each byte has a meaning of its own word and employees can feel the strength that allows them to learn independently to achieve organizational goals in life in general and specifically.Awards are given in many forms though to a minimum is very important because it enables them to believe that by behaving positively and produce quality work will continue to allow them accepted and respected by leaders and colleagues. But in the context of this neglect will cause employees to assess the human leader as a failure to help make them fun to work. This is consistent with the statistical findings by Bruce & Adam (2007) showed that 53% of workers have said that employers or their bosses did not positively motivate them to work. iii. Understanding Em otionsThe deuce-ace stage is to understand the emotional process in which individuals begin to think why he and others so emotional. Individuals may also be involved in the equality of thinking to reflect the recommendations of the capacity to analyze emotions. These conditions include a dictionary to understand the emotions and attitudes on a combination of emotional, progress and the transition from self to others. At this stage, the level of empathy plays an important role. Individuals are trying to put themselves in others to understand their emotions.In short, individuals are also able to understand complex emotions and emotional chains and how the emotion is changed at every level. It is the same scenario at work that very much need every leader to have a sense of empathy for workers to be more to dive into the heart and the circumstances of each employee and will not misunderstand, and think that one can be prejudicial to relations within the organization. In fact, empathy i s the impact will be absorbed among the workers so that workers can strengthen their self-esteem and to cultivate empathic behavior with colleagues.The need for leaders to understand the emotions is also important for employees to communicate emotional meaning. If the leader is able to understand about the tide, ebb and flow of emotion, the leader should also know what might happen in the future, when able to predict and anticipate with some reasons. Thus, no presumption would arise that bad for workers and leaders also should be able to predict whether the employee may be felt as a result of its success has a lot of emotion in his own treasury.Leader also is able to understand the emotional conflicts of employees to address the various problems that may arise in the workplace. It is also to prevent the existence of too many red tape which can jerk the interaction between workers and leaders. If this can be overcome by the head, then will likely reduce the percentage of 53% which re flects the assessment of workers detected the presence of red tape in the organization through a study (Bruce & Adam, 2007). iv. Managing Emotions This is the last stage in this model.The process at this stage refers to the ability of individuals to control and manage their emotions and others. When managing their own feelings, we should monitor, differentiate, and label our feelings exactly. Some people certainly have more or less effective in helping another person to deal with emotions. For example, some individuals often know things that ought to say, to motivate colleagues and to provide inspiration to others. At this level, ability to control themselves and manage themselves should be considered. Things are sooner important to ensure that decisions and actions made ased on emotion and logic in order to get results.Emotional management also includes the ability to manage and control the formidable emotional when threatened to hurt feelings, whether physical, mental or emotion al. Control emotions to create an individual right that can interact and communicate better with others. Positive emotions as a catalyst for positive thoughts and emotions can be controlled from a more emotional when the mind to think in a more rational. Leader should be able to apply the personality and the best model for its employees living, admire and emulate.The success of the leader emotions that enable employees to handle these problems with more wisdom and parenting dimensions would produce a very dynamic effect but also help enhance employee self-esteem. Leader which is honest, interact and guiding employees also must be met for better work and be able to realize the objectives of the organization together. Strength in social skills is also the leader or worker to understand the other person with the ability to translate ones feelings appropriately as a marker that he understood and accepted in the interaction or communication.Every facial expression or body language should be easily understandable for the interactions that are meaningful. However, the leader who failed to manage and regulate their emotions will be seen by employees as a hot-tempered, selfish and arrogant. Unstable of emotion on the leader like this is often just want to achieve the objective of making decisions without emotion will usually fail to see the forest for the trees (Salovey & Caruso, 2004). Current Challenges and OutlooksSearching questions on psychoticism personality among leaders, giving emotional impact on employees has been brought tous about the reality that there are many phenomena that affect the workers, nor the emotion and character evolution in the self-chief himself. The phenomenon that exists from time to time, so without us realizing, problems at work that involves the interaction and relationship between leaders and employees is not an issue we can look trivial and is not an isolated issue.In fact it is a string of evidence and the space to the world organiza tion and the industry to do further research efforts in the on-going cover the emotional, mental and physical leaders and workers. Nor should the situationarise,such as the storks afun one-blame, and if the results are biased to leaders perception toward employees is different from the results of employees perception toward leaders which is always contra. Instead it is necessary to look at the question from multi-dimensional framework of fair and transparent of thought through a comparison of data and the actual argument that can be strengthened.These issues demonstrate the continuity of the discussion of challenges and expectations that work on the positive and negative dimensions through several findings phenomenon. Among them is the actual scenario of workers who are victims of a leader or an employer fairly brutal causing clinical depression for 41% of victims, referring to a study by Bullybusters. org the online in Benicia, Canada is seeing the reality of abuse in the workplace .The problem of bullying is indeed a sense claimed self-belief, self-confidence and respect among employees who are victims but also provides the physical symptoms of various diseases such as sleep disorders, ulcers, high blood pressure, loss of creativity and probably also suffered post-traumatic stress disorder (Kenneth,2010). Kenneth (2010) also explained that after 20 years of research and results of 60,000 interviews conducted, then Saratoga Institute*reports that 80% acknowledged the existence of a direct correlation of dissatisfaction in the relationship between the leader of the employee or employer.Referring also review the Gallup Organization about the recent reality of the one million workers, one of the reasons most people leave work was because the employer at the workplace. There are other studies by the Gallup also found that the management is very weak in 50% average 44% less productive and less profitable than operating a nicer group. According to Marie (1998), the results of a study found 89% of managers believe that employees leave a job or keep working it is because of money.But in a study by Leigh (2005) with the cooperation with the Saratoga Institute found that as many as about 20,000 workers from 18 industries and from various other studies to detect as many as 80 to 90% of workers leaving the job is not for the reason of money. Then the argument was more focused on job factors, factors manager or leader, work culture and environment. Next Chapman (2006) explains there are studies conducted by the lease Institute of Managementof stress and health at work among professionals. Results showed that anger and lack of humour among themselves while working to contribute to the stress in the workplace. much(prenominal) a situation is certainly affecting the performance of the business of the institute. The study also concluded that the humour serves to producea goodmood,staff, and inspired deeds of high and thus reduces the stress in the workp lace. Stress at work can kill the staff and the organization itself (Granirer, 1999 in the Wan Zanariah, 2007). Then the study by the Ministry of Health in Malaysia has been estimated that a highlight of every 10 persons found to be psychotic problems (Zulkifli, 2007 in the Wan Zanariah, 2007).Truly a work environment that is less comfortable and dissatisfaction in the work may also lead to mental problems. This situation involves stress, depression, sadness and so was able to kill people slowly (Granirer, 1999 in the Wan Zanariah, 2007). The above findings clearly reflect the actual scenario which is inherent and challenges in the workplace in the past, present or future time-as long as there had been no shift in the transformation of human governance.That is the challenge that must be addressed and the opportunity for each organization will always detect such problems than to wander. It is quite clear also that the ability of a leader is to drive the workers under its operation as a strong group of organizations is not just solely depend on the revenue sources of the highest quality labour, but they also need to ensure that emotional labour should also be in a stable condition for it is closely related to the ability to focus totally on the production of better quality work. any problems that exist should be faced with the emotional stability and rational thinking through the ideal personality and emotional intelligence are intact. Certainly, workers are also human as the leader that also has a limitation of emotion and energy that cannot use by the leader without any restrictions. Along with that, is to be hoped that every leader in the workplace must ensure and need to their return to assess on their personality and character which should be more positive, what could they also be in and the same time they are also is an employee to the management of more high at the top.Although the head line is from the different background, experiences and qualifications when at the same time they are as an employee and at the same time, they also are the leader for workers which are under their lines. Therefore, they should be more understanding of feelings as an employee and their strengths are quite different from the workers because they can explore and feel the feelings as leader too. There is also the leader are supposed to be more empathetic and need to easily detect the need to manage the climate in the workplace in line with the needs that are not set aside the question of humanity.If the leader fails to change its own personality and character to an acceptable, it is likely that the leader himself will continue to face various problems associated with extreme emotions such as anger stress, frustration, suspicion and paranoid to the next stage would be detrimental to self-itself with physical ailments like heart disease, high blood pressure and stroke. There is always the element of peace of mind needs to be enhanced by cleaning the soul w ithin every leader is necessary to help shape the work environment to a more harmonious and also make workers more motivated to work with.Self-esteem of employees would rise and can help the organization to achieve the aspirations and objectives by work together, so it will be easier to make it reality for all of the aim. Conclusion For the conclusions, dimensional stability of personality in psychoticism elements that must be more positive through the perspective of emotional intelligenceamongleaders is to be the main catalysts that can help enhance employee self-esteem thereby increasing the motivation and the quality of their work.Leader also plays an important role to implement the elements of a positive character in the style of leadership to become a habit and can be appreciated by both the employee as a medium to give them a high level of motivation in the dimensions of self-possession of self-esteem. By having the robustness of the emotional and mental aspects, each employee will also have the personality and behaviour that is consistent with the demands of human nature to live harmoniously in all circumstances. Obviously this will also help reduce the stress suffered as a esult of the routine and work load is acquire worse especially plus the coupled with commitment and responsibility at home. Emotional stability will enable employees to work with leaders to produce a better quality of work output as well as providing an ideal joy in interaction with the environment, including with the family and community. This connection makes the rhythm of psychology between employees and leaders are to become more dynamic and capable of achieving a healthy lifestyle that helps the stability of the social dimension of socialization.Strength of the affective through the practice of moral values will enable the community has triggered not just a first class facilities, but also have the first-class personalities and competent superior in terms of communication, app earance, knowledge, soul and mind so that it is possible to re-emerge as a nation people who admired and all-encompassing of social, economic, scientific expertise as well as the continuity of human civilization glorious past, present and future. Success should also be as a bridge in order to achieve success and happiness in the Hereafter is more immortal forever.Certainly also the leader should be the best model for the workers so that they can become the main alternative in dealing with issues of interaction and communication problems in the workplace between leaders and employees. In conclusion, employee self-esteem should be more enhanced and establish the dominant function of the leader by the dynamics personality through human governance practices with more systematic and based on values that can be translated in the affective behaviour in the form acceptable to the organization, and so on in the community and the country.

Portrait and Best-self Stories

We wish to ac friendship our collaborators, Brianna Barker Caza, Ph. D. , and Emily Heaphy, Ph. D. , for their contributions to our ongoing research on the Reflected trounce egotism Exercise (RBSE). This research served as the inspiration and conceptual anchor for this practice session. We thank Jennifer Suesse for her collaboration on the Bringing My Reflected stovepipe Self to Life satisfy steps, which inspired variety 2 in this edition of the exercise. We thank the Stephen M. Ross domesticate of Business for its continued support of the Center for Positive organisational Scholarship.We appreciate the questions and comments we attain received from those who contain fuckd and/or facilitated the RBSE. Thank you for sharing how you obtain brought your ruff self to life COPYRIGHT INFORMATION This copy is intended for superstar use hardly. Please do not copy or distribute. The Reflected Best Self Exercise is available for sale as a PDF download at the website of the Cente r for Positive organizational Scholarship, www. centerforpos. org. REFLECTED lift out SELF EXERCISE 2003, 2011 REGENTS OF THE UNIVERSITY OF air mileEXECUTIVE BRIEF Born from empirical research from University of Michigans Center for Positive organisational Scholarship, the Reflected Best Self Exercise (RBSE) uses stories collected from concourse in in all contexts of your life to help you experience and articulate who you are and how you bring in when you are at your best. With this new perceptiveness, you volitioning feel immediately strengthened and connected to other(a)s, experience clarity just about who you are at your best, and refine personal development goals to be your best self more often.The RBSE guides you step-by-step through and through the process of identifying potency respondents, making the request for feed clog, creating your a priori best-self portrait, analyzing your reflected best-self stories, creating a new, reflected best-self portrait, and tran slating that portrait into proactive steps for existing at your best. 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN REFLECTED BEST SELF EXERCISE OVERVIEW All of us stinkpot re fore fool our own extraordinary moments, those moments when we felt that our best self was brought to light, confirm by others, and put into practice in the world.These memories are seared into our minds as moments or situations in which we have felt alive, true to our deepest selves, and pursuing our full potential as human beings. Over while, we collect these experiences into a portrait of who we are and what we do when we are at our personal best. This best-self portrait is a resource we call on to build confidence, to help us make decisions, to be courageous, to prepare and see possibilities for the future, to face challenges, and so a good deal more.We can strengthen our own best-self portraits with insights reflected back to us from significant others in our lives. Our friends, colleagues, and fa mily members have different perspectives, and can offer unique and valuable insights into the ways we add value and make corroboratory contributions. research shows that the difference between a weakness-based self portrait and a strong best-self portrait is closely correlated to the difference between normal and extraordinary leadership.A esteemite assumption of personal development exercises and programs is that a persons area of weakness is that persons s closelyest area of opportunity (Seligman and Csikszentmihalyi, 2000). Prop wholenessnts of a strengths-based predilection argue that the deficit model may diminish peoples chances of making their greatest contributions, which is performing at their best, or achieving an mingled sense of who unmatchable is at angiotensin converting enzymes best.A strengths-based approach to personal development assumes that progress towards excellence is not a function of improving on weaknesses, but is a function of building on strengths . As youll see in the last step of this exercise, the RBSE takes a nuanced approach to developing understanding of both your strengths and weaknesses. CHANGES TO THIS EDITION The 2011 adaption of the Reflected Best Self Exercise has been updated to reflect advancements in research and years of feedback from users and facilitators of the exercise. just about of the important updates were to Highlight unique attributes of the RBSE, such as the use of stories, an ferocity on strengths exclusively, and solicitation of respondents from all contexts of the participants life Instruct participants to write personal best-self stories to learn with the reflected best-self stories Provide more instruction on the abridgment of best-self stories individually and in aggregate Incorporate action-planning activities into the RBSE to help participants identify developmental goals that relate to the best self Combine the best of the original Reflected Best Self Exercise Assignment and Instru ctions to Participants and the Bringing My Reflected Best Self to Life booklet previously published separately Honor wisdom gained by facilitators and users all over the years since first publication REFLECTED BEST SELF EXERCISE 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN flurry OF CONTENTSParticipant Instructions . 1 Phase 1 Creating the Reflected Best-Self Portrait Step 1 Identify Potential Respondents.. 1, 2 Step 2 Request Reflected Best-Self Stories 2, 3 Step 3 Write Your Own Best-Self Stories . 3, 4 Step 4 study All Best-Self Stories.. 4, 5, 6 Step 5 Compose the Reflected Best-Self Portrait.. 6 Phase 2 Bringing the Reflected Best Self to LifeStep 1 Analyze Context, heel Enablers and Blockers. 7, 8, 9 Step 2 Create an Action Plan . 9, 10 Author Information.. 11 History and Basis in Research. 12 About the Center for POS. 12 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN REFLECTED BEST SELF EXERCISE PARTICIPANT INSTRUCTIONS Two phases comprise the Reflected Best Sel f Exercise (RBSE).In Phase 1, you leave establish your reflected best-self portrait. In Phase 2, you will create a personal development action plan inspired by new insight into you at your best. (Content previously found in the Bringing My Reflected Best Self to Life workbook. ) after each step in either phase you will see how our sample participant, Shawn, approached the step and a Your Turn icon ( ) with suggestions for how you can approach the step yourself. For nearly steps we also discuss other options to increase the exercise. Phase 1 Creating the Reflected Best-Self Portrait Step 1 Identify Potential Respondents Thoughtfully select 15-20 people whom you will ask to write stories about you at your best. Why 15 20?Over time, researchers of the RBSE have found that identifying 15-20 potential respondents from whom you wish to solicit best-self stories should help surface a sufficient number of stories. prepare that due to time and other constraints, not everyone will be a ble to respond. Ideally, you will receive at least 30 stories, or three stories from 10 respondents, of you at your best. This number has provided past RBSE participants with sufficient data in which patterns across those stories can be found. How should I create this list of potential respondents? Choose people who have seen you at your best and people who will give you their honest opinion.Research shows that the RBSE is most effective when your respondents come from a mix of colleagues (former or current), superiors or subordinates, friends (old or recent), family members, customers, and anyone who has had extended contact with you. Know that past participants have found that their respondents have been quite willing, blush eager, to assist with this exercise. (And past participants have been happy to reciprocate the favor ) TABLE 1 SAMPLE LIST OF POTENTIAL RESPONDENTS PAGE 1 /// REFLECTED BEST SELF EXERCISE 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN YOUR sour Review the lists of contacts in your telecommunicate account, address book, or social net running(a) sites to refresh your memory.When you create a list of potential respondents, double-check to make authoritative a cross-section of people from your sphithers of tempt is represented. Shawn used a distributesheet to organize the list. Step 2 Request Reflected Best-Self Stories Compose a story request (see example request below) and email it to the 15-20 potential respondents you place in Step 1. NOTE There are many ways to solicit and gather these stories. The below example is written for an individual user who is soliciting and pile up best-self stories as a shape assignment. If your professor or program administrator is soliciting and compiling stories on your behalf, please use the customized book of instructions that they provide for contacting potential respondents.Shawns Sample Email Request for Stories Dear name, I hope this message finds you well I am writing to request your he lp with a class assignment. I am taking a course on leadership development as part of my MBA program. I would be grateful for your help with one of the required exercises for the course, the Reflected Best Self Exercise (RBSE). The Center for Positive Organizational Scholarship at University of Michigan created the RBSE to help individuals expand their understanding of who they are and what they do when they are at their best. The RBSE is a unique story-, strength-, and contribution-based approach to feedback- set abouting and analysis.A former RBSE participant said of the process, Besides feeling closer to my friends and peers for their positive views of me, it was very interesting to banknote the different impact that I seem to have made on each of them. The specifics mentioned by them allowed me to see some of the mechanisms by which I influence and have had an impact on people. I am asking people who know me well to provide me with three stories of when I was at my best in the ir eyes. What was my positive contribution in each story? Additional instructions and examples can be found below. Please e-mail your responses to me by insert date. Thank you very much for your cooperation. I will keep all responses anonymous and will be sure to tell you what I learn after the exercise.Kind Regards, Shawn ADDITIONAL INSTRUCTIONS This will require you to think about your interactions with me and to identify those times when I was at my best in your eyes. In writing, please be sure to provide flesh out so I can understand the context, what happened, and what my positive contribution was. Best-self stories often capture things that people say or do in critical times or everyday routines that make a difference. These stories are 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN REFLECTED BEST SELF EXERCISE /// PAGE 2 often unacknowledged publicly. Best-self stories may quarter someones approach to people, challenges, tasks, or even a work environment. I have include d some examples of what these stories could look like. Please use this only as a guide. STORY EXAMPLES 1.From work colleague You have the ability to get people to work together and give all they have to a task. For example, I think of the time that we were working(a) on the Alpha project. We were getting behind and the stress was building. We started to close down and get very focused on just come across our deadline. You noticed that we were not doing our best work and stopped the assort to rethink our approach. You asked whether we wanted to just satisfy the requirements or whether we wanted to genuinely do good and important work. You reminded us of what we were capable of doing and how each of us could contribute to a snap off outcome. No one else in that room would have thought to do that.As a result, we did meet the deadline and created a result we all feel proud of. 2. From a friend You have capacity to persist in the face of adversity. For example, I think of the time that we were helping Lila empty her flooded basement. Her family lives far away and she was impossibly short-handed. Instead of getting overwhelmed with her, you became more focused than I have ever seen anyone get. I think you went 24 hours without sleep to help her remove the water. I was amazed that you could maintain a positive attitude and consistently helpful orientation to Lila under those conditions. 3. From a boss You are great at building relationships critical to project success.For example, I think of the time that We were working for a clothing company committed to using organically evoken cotton, and to having fair labor practices. You were the liaison with the various agencies and individuals critical to sourcing the organic cotton, and to creating the worker-owned sewing cooperatives here and in Central America. Despite resistance, you crafted and co-created a vision for how the business could work to meet these radically different goals. You easily navigated cultur al differences and built strong relationships that grow to this day. If you want to learn more about the Reflected Best Self Exercise, please visit http//www. centerforpos. org YOUR TURN Feel free to copy and edit Shawns letter to suit your situation and personal style.Consider the options for disseminating this requesthard copy letter, email, online form or surveywhile keeping in mind instructions from your facilitator, speed of delivery and response, ease of compilation, and so on. Step 3 Write Your Own Best-Self Stories While you are awaiting your stories from respondents, we ask you to engage in deeper personal face about times when you believe you were at your best. You will analyze your own best-self stories, and the analysis will be part of your final reflected best-self portrait. Write your own best-self stories look about three times in your life when you were at your best. Allow yourself to think of stories from all PAGE 3 /// REFLECTED BEST SELF EXERCISE 2003, 2011 RE GENTS OF THE UNIVERSITY OF MICHIGAN contexts and time periods. For three of these memories, write the story of what happened.In the story you could describe the context, the role you played, the actions you took, the characteristics you displayed, the results, and the reasons behind your actions. The examples and explanation in the sample letter in Step 2 can be helpful also. Sample Best-Self Story I feel I was at my best helping my organization create and pursue a new vision. We had been in existence for ten years and had tried and learned so many things along the way. I believed in the organizations electric charge but wanted to move us in a new direction to expand our impact. I reflected on what was possible and crafted a vision of our aggroup at our best. I presented the vision to my team and was delighted to incorporate their ideas into mine, thus creating something entirely new in a way that united the team.YOUR TURN stimulate you received the story request you sent in Step 2. Reflect about times when you were, and normally are, at your best and capture the stories that exemplify that time in the same space, document, or file that will eventually house the stories you receive from respondents. Step 4 Analyze All Best-Self Stories Collect and aggregate your stories and the stories from respondents. ask and reflect on each story Read each of your stories carefully. In a table like the one below, note key insights into who you are and what you do when you are at your best. Youll have an opportunity to analyze the context of the story. Please focus on your actions, contributions, attitudes, etc.WARNING Reading these stories can stir up a great deal of (positive) emotions for you. It is normal to find yourself surprised by how people saw you positively. We recommend you find a quiet time and space where you can be free from interruptions and you can reflect on what you are learning. NOTE We have analyzed the stories provided in the line sample email in St ep 2 as an example below. TABLE 2 SAMPLE INDIVIDUAL STORY REFLECTION 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN REFLECTED BEST SELF EXERCISE /// PAGE 4 YOUR TURN Collect the stories you receive in a spreadsheet or other document, using the column headings shown in the example for the analysis.OPTIONAL pace Have a trusted group member or friend read your personal and reflected best-self stories to see if they come up with different themes or interpretations for each of the stories. Analyze the stories in aggregate later you have thought deeply about each of the stories, look for patterns and themes that emerge from considering the stories and analysis together. These patterns or themes will help you write declarative statements about you at your best. These declarative statements will be represent anchoring truths about you at your best and can later be woven into your reflected best-self portrait. PATTERNS Recurring behaviors, contributions, etc. , across all of the stories and analysis.If you are unsure about how to find patterns, try looking for verbs, adjectives, and nouns that you see repeated in the stories or in your analysis of each story. For example, repeated verbs could bring in insight into some of your best skills and strengths, and repeated adjectives may lend insight into some of your values and aptitudes, your approaches to problem solving, and the nature of your relationships. THEMES Underlying truths about your values and beliefs and the warmness of you at your best, inferred from the collection of stories and analysis. Identify themes and patterns and list several examples from your stories that exemplify that theme.NOTE You may also find stories that exemplify seemingly opposite characteristics. If this is the case, it may indicate adaptability or flexibility as a strength in particular contexts. For example, you might find stories where you find creative solutions, but also consistently comply with standards. TABLE 3 SAMPLE AGGRE GATED STORY REFLECTION PAGE 5 /// REFLECTED BEST SELF EXERCISE 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN YOUR TURN Use a spreadsheet or other document to create a table like the one in Table 3. OPTIONAL STEP Have a trusted group member or friend read your personal and reflected best-self stories to see if they come up with different themes or interpretations.Step 5 Compose the Reflected Best-Self Portrait Create a portrait of your best-self that captures the wisdom in your personal and reflected best-self analysis. The portrait is meant to be an aggregated articulation of your personal and reflected best self which you can refer to and revise well into the future. It should synthesize the themes and declarations you identified in the tables above. However, be sure that the themes are authentic to younot necessarily just things you do well, but that reflect your identity as a human being. Reflected best-self portraits are often represented in the form of written narratives (s ee below for an example).We have also seen participants employ a variety of media to create their reflected best-self portraits. For example, you might represent your portrait in a pictorial collage or montage, a video, a song, or a poem. You may even have to use multiple formats. Shawns Sample Reflected Best-Self Portrait When I am at my best, I tend to be creative. I am enthusiastic about ideas and I craft bold visions. I am an innovative builder who perseveres in the pursuit of the new. I do not waste brawn persuasion about missed opportunities or past failures nor do I take on the negative energy of the insecure or worry about critics. I stay centered and focused on what is possible and important. I use frameworks to help me make sense of complex issues.I can see disparate ideas and integrate them through yes and thinking. So I make points others do not readily see. In doing so, I frame experiences in compelling and engaging ways. I blusher visions and provide new ways for pe ople to see. I use metaphors and stories to do this. I find the stories in everyday experiences, and people find it easy to understand them. The new images that follow help people to take action. In helping others, I try to empathize with them and understand their needs. I give them my attention and energy but I allow them to be in charge. In exercising influence, I try to enroll people, not force them, in new directions. I invite people to work with me.I use dialog to help people surface their ideas, and then I weave them together with others until we create knowledge in real time. I ignore symptoms and focus on the deep causes. I help people and groups surface the darkest realities and the most painful conflicts. From these emergent tensions comes the energy for transformation. I liberate people from their fears and help them embrace new paths. In all of this I try to model the message of integrity, growth and transformation. YOUR TURN Be sure to check with the instructor or facil itator of the RBSE to see if there is a preferred portrait format. Otherwise choose a medium that inspires youAs mentioned above, it could be a pictorial collage or montage, a video, a song, or a poem, or a combination of multiple formats. OPTIONAL STEP Share your brief and final portraits with a trusted group member or friend and request feedback. He or she may be able to help you see your portrait differently. 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN REFLECTED BEST SELF EXERCISE /// PAGE 6 Phase 2 Bringing the Reflected Best Self to Life As you complete your reflected best-self portrait and begin to talk about your best self with others, more questions may emerge. You may be wondering How can I use this knowledge to enhance the quality of my work and my life? How might I incorporate my best self into my current job, relationships, and future career plans? Which situations will stimulate me to contribute maximally from a position of strength? Can those situations also help me to grow and develop? How can I manage my limitations? The steps below can help answer these questions. Step 1 Analyze Context, List Enablers and Blockers As you review your portrait, stories, themes, and patterns, look to identify contextual elements that either helped or hindered your ability to be your best. These enablers and blockers can be personal, relational, or situational. Personal enablers or blockers include the attitudes, beliefs, and behaviors that affect your ability to leverage your best self in a given context. How do your personal beliefs support or undermine your best self?EXAMPLE An individuals belief in his or her ability to contribute in class is correlated with how often he or she chooses to do so. Relational enablers and blockers are those relationships that either support or undermine your best self. EXAMPLE Shawn has one sister who is a great sounding board for new ideas, but another sister who only points out what could go wrong. factal enablers a nd blockers include any contextual features (e. g. , organizational standards, systems, and practices) that promote or inhibit leveraging your best self. Which situations bring out the best in you? Which situations inhibit your best self? EXAMPLE Some people are at their best in group situations, rather than when working alone.Shawn is best working with others and rarely does well when isolated or working in an impersonal environment. On Weakness A word of caution as you begin this analysis remember that your weaknesses should be considered as blockers. While this exercise focuses on your strengths, neglecting any known Achilles heels could interfere with your ability to capitalize on your strengths. Robert Kaplan1 has identified twain common distortions in behavior that are useful to consider here overdoing strengths and underdoing strengths2. The table on the next page illustrates some other common fatal flaws 1 2 Kaplan, S. (2002). Know your strengths. Harvard Business Review. 8 0(3), 20. From High Flyers by Morgan W. McCall, Jr. Boston Harvard Business School Press, 1998) page 29, figure 2-1. PAGE 7 /// REFLECTED BEST SELF EXERCISE 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN TABLE 4 ward off OVER-RELIANCE ON YOUR STRENGTHS 2 Sources of initial success Track Record Makes an impressive impact in functional or technical area > > can rifle fatal flaws. Seen as too narrow in a particular area Brilliance Seen as uncommonly bright > Intimidating dismissive of other peoples ideas Commitment Sacrifice Extremely loyal to the organization > Defines life in terms of work expects others to do the same Charm fit of considerable charisma and warmth > Uses selectively to manipulate other people AmbitionDoes whatever is required to achieve success > Does what is necessary to achieve personal success, even at the expense of others in the organization In many situations you are required to operate in your areas of weakness. If you do not perform your jo bs tasks at a reasonable level of competence, failure will follow. Try managing close to weaknesses instead this may mean finding someone else to do the tasks you do poorly, putting in enough effort to develop your areas of weakness to an acceptable level of performance, and so on. Now is the time to analyze your data to see if they state any patterns or insights regarding either personal, relational, or situational factors.TABLE 5 SAMPLE IDENTIFICATION OF ENABLERS AND BLOCKERS 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN REFLECTED BEST SELF EXERCISE /// PAGE 8 YOUR TURN Shawn listed some enablers and blockers in a spreadsheet with two columns. In the end, his list was actually much longer than this with many more enablers than blockers. It might be good to have two totally different documents for listing these to allow yourself room for more creativity. Step 2 Create an Action Plan As you navigate choices about what reference of assignments to seek and what kind of skills t o develop among a million other choices you face, it helps to work toward an action plan rooted in the insights about you at your best.Having a better understanding of your best self and the skills, characteristics, and opportunities that you need to make a positive impact increases the odds that you will make choices differently after this exercise. Your challenge, therefore, is to identify how to grow from where you are today. This is precisely the purpose of visioning and articulating an action plan. Visioning Reflect on the choices you will have to make in the coming days, weeks, months, and years. Reflect on your best-self stories, your reflected best-self portrait, and your list of enablers and blockers as you prepare to write your action plan. What can you do to amplify the conditions or relationships that enable you to be your best at these decision points? How can you work around or lessen the blockers?How can you make your best self even better? TABLE 6 SAMPLE REFLECTION P AGE 9 /// REFLECTED BEST SELF EXERCISE 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN YOUR TURN Consider your key choices and the (short-term and long-term) actions that will help you be at your best. Write your thoughts down Shawn chose a spreadsheet dividing the choices by immediacy. Shawn could do a chart like this for personal and community life, too. Action Planning In this section, take look at your reflections and think about what you would need to do to bring them to life. The following questions might be helpful How will you know if you are making progress with your best self goals? What evidence will you seek to document your progress? What resources will you need to continue to develop into your best self? What is your plan for accessing or building these resources? Sample Action Plan When I give performance evaluations I will know I am my best self when employees leave feeling energized about what is possible for their future with my team. I will help him/her see h is/her best self and possibilities for managing weakness. Well come up with an action plan together. I will watch the employees behavior during our meeting but also in the weeks following the evaluation. I will meet with the employee regularly to listen to his/her story of progress.I will need to make time in my schedule to do this but it is time well-spent if we can keep the team energized. I will talk to my boss this week to enroll him in this plan, which will help me get the resources I need to execute it. YOUR TURN Shawn chose to reflect the action plan in narrative form, create in a icon of goals the steps necessary to attain them. Choose the medium to do the same that works best for youcalendar reminders, apprise accountability partners, etc. OPTIONAL STEP Have a trusted group member or friend read your reflections for this section. Encourage this person to help you see even more resources and keep up you accountable to your action plan. Thank you for completing the Reflecte d Best Self ExerciseWe wish you the best 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN REFLECTED BEST SELF EXERCISE /// PAGE 10 AUTHOR INFORMATION Robert E. Quinn Margaret Elliott Tracy Collegiate Professor in Business governing body Professor of Management and Organizations, University of Michigan Robert E. Quinn is interested in the process of positive change. He seeks to understand processes that lead to increased individual and collective capacity. His recent books include Lift Becoming a Positive Force in any Situation (Berrett-Koehler 2009) and Diagnosing and Changing Organizational Culture (Jossey-Bass 2006). He combines both a research and an applied orientation.He has 25 years of experience in working with executives on issues of organizational change. He teaches in both the MBA and Executive Education programs at the University of Michigan and is known for innovative instructional efforts. Jane E. Dutton Robert L. Kahn Distinguished University Professor of Business Ad ministration and Psychology, University of Michigan Jane Duttons research on positive organizational scholarship began with an interest in compassion and the difference it makes for individuals and organizations. Her research has expanded to focus on the power of positive relationships at work, positive identities and meaning, job crafting, and resilience.Her recent books include Exploring Positive Identities and Organizations (Routledge 2009), Exploring Positive Relationships and Organizations (Lawrence Erlbaum 2007), and Positive Organizational Scholarship (BerrettKoehler 2003). Janes background in strategic management keeps her focused on how positive dynamics create sustainable capabilities in organizations. Gretchen Spreitzer Professor of Management and Organizations, University of Michigan Gretchen Spreitzers research focuses on employee empowerment and leadership development, particularly within a context of organizational change and decline. Her most recent work is looking a t positive divagation and how organizations enable employees to thrive and become their best selves.Most recently she is involved in a large-scale project to validate a measure of thriving at work and better understand strategies employees can use to regulate their subjective and physiological energy. Her books include A Company of Leaders (Jossey-Bass 2001) and the Oxford Handbook of Positive Organizational Scholarship (Oxford, 2011), co-edited with Kim Cameron. Laura Morgan Roberts Professor of Psychology, Culture, and Organization Studies, Antioch University Laura Morgan Robertss research focuses on how to construct, sustain, and restore positive identities at work. She became interested in positive organizational scholarship through her doctoral dissertation research on social identity-based impression management among medical professionals.Her interests in the social construction of positive identities now include the reflected best self, diversity, authenticity, strengths, le adership, and talent management. She is a faculty affiliate of the Center for Positive Organizational Scholarship. PAGE 11 /// REFLECTED BEST SELF EXERCISE 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN HISTORY AND home IN RESEARCH The Reflected Best Self Exercise (RBSE) is the product of work by scholars at the Center for Positive Organizational Scholarship at the Stephen M. Ross School of Business at the University of Michigan. It had its genesis in Bob Quinns belief in the benefit of colleagues sharing their thoughts on each others strengths. After seeing the power it had in executive education rograms, he joined Jane Dutton, Emily Heaphy, Laura Morgan Roberts, and Gretchen Spreitzer to form the Reflected Best Self lab in 2002. The team conducted research on the concept, and began using it in classes, with great success. In 2003, Bob Quinn, Jane Dutton, and Gretchen Spreitzer wrote the Reflected Best Self Exercise Assignment and Instructions to Participants, and they, along w ith Laura Morgan Roberts, created an accompanying teaching note. Since then, use of the RBSE has spread throughout the U. S. , and it is increasingly being used around the world. Universities, which have included it in their curricula include Darden School of Business, Harvard Business School, MIT, Stephen M.Ross School of Business, University of British Columbia, University of Southern California, and majuscule University. It was also the subject of articles in the Harvard Business Review and the Academy of Management Review in 2005 and in the Journal of Positive Psychology in 2009. signalise references include Roberts, L. , Dutton, J. , Spreitzer, G. , Heaphy, E. , & Quinn, R. (2005). Composing the reflected best self portrait Building pathways for becoming extraordinary in work organizations. Academy of Management Review, 30(4), 712-736. Roberts, L. , Spreitzer, G. , Dutton, J. , Quinn, R. , Heaphy, E. , & Barker, B. (2005). How to play to your strengths. Harvard Business Revie w, 83(1), 75-80. Spreitzer, G. , Stephens, J. P. , & Sweetman, D. (2009).The Reflected Best Self field experiment with adolescent leaders exploring the psychological resources associated with feedback source and valence. The Journal of Positive Psychology, 4(5), 331-348. ABOUT THE CENTER FOR POS At the Center for Positive Organizational Scholarship (POS), we are devoted to energizing and transforming organizations through research on the theory and practice of positive organizing and leadership. We are passionately dedicated to the development and spread of POS research. Our activities include conducting research, writing on POS topics for academic and general books and periodicals, writing teaching cases, and creating tools to help individuals improve their work life.We share POS principles in BBA, MBA, and Executive Education programs at the Stephen M. Ross School of Business at the University of Michigan, and in presentations at various academic institutions. Positive Links, our monthly speaker series, brings together scholars and practitioners to learn and discuss new POS research and POS links to practice. We are also passionate about building the community of researchers who study POS, and our biennial conference attracts scholars from around the world. We are all on a quest to reveal what is possible in organizations and for employees. 2003, 2011 REGENTS OF THE UNIVERSITY OF MICHIGAN REFLECTED BEST SELF EXERCISE /// PAGE 12 DESIGNED BY STEPHANIE HARDEN