Have a fabulous day.
IST
Monday, May 31, 2010
Month End Monday
With a hectic day of Month-end reporting added on to our the regular reports due today, just want to wish everyone a productive day and hope we can all maintain our sanity while trying to make Dennis happy with a good Income Projection.Any questions and/or concerns regarding costing, etc, please don't hesitate to post comments so we can be there for each other.
Friday, May 28, 2010
Thursday, May 27, 2010
Inventory
Just a reminder that the Inventory count for April 30th 2010 is due.
Anyone with questions and/or concerns, please put it out there for feedback.
If you have already submitted your Inventory information to Dennis H. and it was approved....congrats :)
Anyone with questions and/or concerns, please put it out there for feedback.
If you have already submitted your Inventory information to Dennis H. and it was approved....congrats :)
What Is Your Organizational Behaviour?
The iceberg model is a good way to illustrate the difference between the visible and hidden portions of a person’s personality. The small portion ‘above the waterline’ is made up of behaviors and characteristics that others can see. Most of a person’s personality is ‘below the waterline’ and not visible. This hidden area includes deep motivations, intrinsic values and basic personality.
The Octogram questionnaire focuses on the personality traits that drive behavior in the workplace. These 8 personality traits have a strong correlation with Robert E. Quinn's Competing Values Framework description of leadership styles. These scores represent your natural inclinations, you can develop and operate in different ways, but the more your work requires you to diverge from your personal style, the more energy-demanding you will find that work to be.
The 8 work styles are grouped into the two dimensions defined by Quinn: Internal versus External and Control versus Flexibility.
Pioneer
Pioneers are innovators and dreamers, always innovative, always busy with fresh ideas and trying to do things in a different way. They take the initiative when it comes to making changes. Pioneers do not seek out change for its own sake, but that they try to be open to the possibility that new is better. They are prepared to improve on existing methods or try something new it is promising. They take calculated risks. They are, to a certain degree, creative and enterprising and spend time working on new development.
Networker
Networkers are always busy with building new contacts and maintaining existing relations. They are communicative and open. They are able to exert influence and make use of their network. Contacts are important for them and these relationships are necessary to them to have a pleasant work environment. They have flair, and can easily make contracts and build personal relationships. Their spontaneity, enthusiasm, and optimism help them to gain the trust of and influence others. They build a network of contacts and have a good feel for how to use this network to help them reach their goals.
Achiever
Achievers are driven to reach targets and achieve results. They make high demands on themselves and others. They are continuously aiming high and measure themselves against others, competitive. They love tension and time pressure finds them necessary in their work. They are ambitious and enjoy the recognition and appreciation which they get for their achievements. They put energy into the realization of their goals and are tenacious. They are competitive, set a high bar and require others to commit themselves to their goals. They are action oriented, pragmatic, and find it easy to make decisions. They are focused on business and not so interested in the feelings of others.
Strategist
The strategist is the long term thinker, focused on the future. The strategist deals with long term goals and laying out future directions. The strategist identifies fundamental problems and is creative in the sense that they look for effective solutions to problems. Attention is strongly focuses on the here and now. They do not look ahead very far ahead and are not focused on the long term. They have no desire to identify profound, fundamental problems and do not worry about finding solutions for those problems. They find it difficult to stick to a solution when it affects other people’s feelings. They attach a lot of value to participation and agreement gathering. Their pitfall: avoiding conflicts, diplomacy and tact are more heavily emphasized over speed, clarity and directness.
Anchor
Anchors are most happy when they are introducing structure or implementing procedures. They feel themselves as system builders and people who create order out of chaos. They prefer work that changes and that allows them to work on several tasks on the same time. They can focus on a single job or project, but it bores them after a short period of time. They should avoid work that consists of detailed or repetitive tasks. They want to deal with the creation of new things instead of maintaining the status quo.
Analyst
Analysts seek to break problems apart and weigh alternatives. These are the people in the organization that are ‘the voice of reason’. This is called the monitor role. Analysts analyze information, deal with facts, focus on being rational, and looking at situations from different perspectives. They are very optimistic and rarely express pessimism, their world is full of glasses that are half full. They are very trusting. They place little value in facts or rational thinking and rely more on their emotions. They do not look for other view points on a problem. They do not think critically.
Team Player
The team player is a person who works well in a team. They are the binding elements in your company that keep people working together and keep the atmosphere upbeat and supportive. Team players are focused on building consensus, team harmony, and conflict management. They are focused on creating and maintaining a good work atmosphere with their coworkers. They tend to place the same importance on the group’s performance as they do on their own. They do not focus only on their own accomplishments. They prefer to make decisions through consensus, and tend to let others control the discussion. They work hard to ‘fit in’ and help the group work harmoniously. They are not aggressive or confrontational.
Helper
Helpers are understanding and take the time to listen to others. They have a good insight into the feelings and lives of others. Helpers understand the art of supporting the emotional well being of other people. Helpers work to improve communication, develop others, and help others achieve their full potential. Where a Team Player is more focused on the group, a Helper is more focused on individuals. They are friendly and attentive. They have a lot of empathy for how people around are feeling. They are diplomatic in all of their communications. They focus on people, and work hard to make sure that decisions in the organization do not negatively impact those people. They are skilled in human relations and in developing others to their full potential. They find it very difficult to be strict with others. Their coworkers probably see them as kind and unselfish. At this level of Helper, they might be seen as too tolerant, avoiding conflicts and not business oriented.
The Octogram questionnaire focuses on the personality traits that drive behavior in the workplace. These 8 personality traits have a strong correlation with Robert E. Quinn's Competing Values Framework description of leadership styles. These scores represent your natural inclinations, you can develop and operate in different ways, but the more your work requires you to diverge from your personal style, the more energy-demanding you will find that work to be.
The 8 work styles are grouped into the two dimensions defined by Quinn: Internal versus External and Control versus Flexibility.
Pioneer
Pioneers are innovators and dreamers, always innovative, always busy with fresh ideas and trying to do things in a different way. They take the initiative when it comes to making changes. Pioneers do not seek out change for its own sake, but that they try to be open to the possibility that new is better. They are prepared to improve on existing methods or try something new it is promising. They take calculated risks. They are, to a certain degree, creative and enterprising and spend time working on new development.
Networker
Networkers are always busy with building new contacts and maintaining existing relations. They are communicative and open. They are able to exert influence and make use of their network. Contacts are important for them and these relationships are necessary to them to have a pleasant work environment. They have flair, and can easily make contracts and build personal relationships. Their spontaneity, enthusiasm, and optimism help them to gain the trust of and influence others. They build a network of contacts and have a good feel for how to use this network to help them reach their goals.
Achiever
Achievers are driven to reach targets and achieve results. They make high demands on themselves and others. They are continuously aiming high and measure themselves against others, competitive. They love tension and time pressure finds them necessary in their work. They are ambitious and enjoy the recognition and appreciation which they get for their achievements. They put energy into the realization of their goals and are tenacious. They are competitive, set a high bar and require others to commit themselves to their goals. They are action oriented, pragmatic, and find it easy to make decisions. They are focused on business and not so interested in the feelings of others.
Strategist
The strategist is the long term thinker, focused on the future. The strategist deals with long term goals and laying out future directions. The strategist identifies fundamental problems and is creative in the sense that they look for effective solutions to problems. Attention is strongly focuses on the here and now. They do not look ahead very far ahead and are not focused on the long term. They have no desire to identify profound, fundamental problems and do not worry about finding solutions for those problems. They find it difficult to stick to a solution when it affects other people’s feelings. They attach a lot of value to participation and agreement gathering. Their pitfall: avoiding conflicts, diplomacy and tact are more heavily emphasized over speed, clarity and directness.
Anchor
Anchors are most happy when they are introducing structure or implementing procedures. They feel themselves as system builders and people who create order out of chaos. They prefer work that changes and that allows them to work on several tasks on the same time. They can focus on a single job or project, but it bores them after a short period of time. They should avoid work that consists of detailed or repetitive tasks. They want to deal with the creation of new things instead of maintaining the status quo.
Analyst
Analysts seek to break problems apart and weigh alternatives. These are the people in the organization that are ‘the voice of reason’. This is called the monitor role. Analysts analyze information, deal with facts, focus on being rational, and looking at situations from different perspectives. They are very optimistic and rarely express pessimism, their world is full of glasses that are half full. They are very trusting. They place little value in facts or rational thinking and rely more on their emotions. They do not look for other view points on a problem. They do not think critically.
Team Player
The team player is a person who works well in a team. They are the binding elements in your company that keep people working together and keep the atmosphere upbeat and supportive. Team players are focused on building consensus, team harmony, and conflict management. They are focused on creating and maintaining a good work atmosphere with their coworkers. They tend to place the same importance on the group’s performance as they do on their own. They do not focus only on their own accomplishments. They prefer to make decisions through consensus, and tend to let others control the discussion. They work hard to ‘fit in’ and help the group work harmoniously. They are not aggressive or confrontational.
Helper
Helpers are understanding and take the time to listen to others. They have a good insight into the feelings and lives of others. Helpers understand the art of supporting the emotional well being of other people. Helpers work to improve communication, develop others, and help others achieve their full potential. Where a Team Player is more focused on the group, a Helper is more focused on individuals. They are friendly and attentive. They have a lot of empathy for how people around are feeling. They are diplomatic in all of their communications. They focus on people, and work hard to make sure that decisions in the organization do not negatively impact those people. They are skilled in human relations and in developing others to their full potential. They find it very difficult to be strict with others. Their coworkers probably see them as kind and unselfish. At this level of Helper, they might be seen as too tolerant, avoiding conflicts and not business oriented.
Subscribe to:
Posts (Atom)
