Self awareness assignment Essay Example | Topics and Well Written Essays - 1500 words - 1

Self awareness assignment - Essay Example Oakes et a defined self-esteem as â€Å"emphasize efective self-regard . . . feeling of affection toward neself (779). Others define it as an overall judgment one makes about one’s worth as a person. But regardless how it is defined, self esteem includes affective and cognitive components. â€Å"High self esteem people feel good about themselves and think they have many positive qualities† (779). On the reverse, low self-esteem people hold ambivalent feelings toward themselves and are less certain that they have many certain positive qualities (Baumeister, Tice & Hutton, 1989 qtd in Oakes et al 779). To this, Anjala and Worthen added the specifics of body image and self image which comprises self-esteem (90) Inferring from these definitions in setting up a SMART Goal in developing my self esteem, I will initially target a 20% increase in positive self esteem, progressing to 40% in the second week, 60% in the third week and 80% increase in self-esteem the fourth week of assessing the development of my self-esteem. The SMART Goal is effective because it is grounded on reality and the parameters were conservative. It is not an overly optimistic goal that is difficult to achieve that would make one eventually abandon the plan. Rather, it is composed of step by step plan that only requires realistic efforts that could be done consistently. Inferring from the definition of Oakes et al and and Anjala, I will categorize the componenets of self esteem as internal and external. Internal are those whom Oakes said to feel good about myself and which is triggered by a positive stimuli that helps us cope positively with the challenges of life(Tariq 23). To achieve these goals I will engage in activities that are consistent with the internal and external components about self esteem. With regard to the internal factor of feeling good about myself, I will begin making more friends and spending more time with family

Impact of Latest Advances in Technology on the Recruitment and Essay

Impact of Latest Advances in Technology on the Recruitment and Selection Process - Essay Example In this regard, the aim of the current discourse is to review how the latest advances in technology have impacted on the recruitment and selection process. Likewise, the benefits and challenges of using new technological applications would be presented and expounded based on contemporary organizational experiences. Impact of Technological Advancement on Recruitment and Selection Process In a study conducted by Piotrowski and Armstrong (2006), the authors revealed that current recruitment and selection practices, based on the national survey of 1000 firms included in Fortune’s top organizations in the United States, included â€Å"personality testing on the Internet and the use of online testing for selection purposes† (Piotrowski and Armstrong, 2006, pp. 489-490). Organizations were thereby cautioned on their effective applicability due to lack of regulations imposed on online selection firms. Likewise, the authors cited the works of Barbian (2001) and Bates (2002) whos e studies contend that â€Å"most person job-fit tests have not been standardized, lack norms, and developers have not presented predictive validity data on their selection measures† (cited in Piotrowski and Armstrong, 2006, p. 490). Parry (2010) has cited that â€Å"70% of the organizations surveyed used the Internet or Intranet to deliver HR services to employees with most respondents planning to enhance substantially their e-HR capabilities over the two years† (p. 522). On the other hand, Capelli’s (2001) research indicated that a staggering 90% of U.S. organizations have already shifted to online recruiting due to the benefits in costs and efficiency accorded by this technological advancement (p. 140). There are options open to contemporary organizations regarding the use of technological applications to service HR functions. As Cappelli (2001) averred, organizations could use HR software programs that â€Å"automate the entire hiring process: they collect applications in a standardized format, screen them, determine where they came from (such as through job boards or classifiedads), monitor the progress of applications, and calculate how long it takes to fill various jobs or to get a new employee working productively† (p. 143). Concurrently, other organizations opt to outsource the hiring function through the use of external vendors, which would be discussed under challenges that these new technology presents. The website of Global Recruiting Roundtable (2011) indicated that â€Å"80.2% of companies are using Social Media to recruit and another 8.7% of companies are planning to begin this year (results of Jobvite survey, July 2011)† (Valkenburg 2011, par. 1). The percentage was a dramatic 18% increase from the 68% of the companies that used social media in 2009 to the 80.2% in 2011. The survey results from Jobvite revealed remarkable statistics that validate the effectiveness of using social networking sites such as Link edln, Facebook and Twitter; where Linkedln topped the survey at 95% of the respondents indicating that they have successfully hired through this social networking site (Jobvite, 2011, p. 8). Benefits of Using Technonological Advancement Parry