Mindfulness Frontiers In Human Neuroscience: An Overview

Personality

Discuss About The Mindfulness Frontiers In Human Neuroscience?

Awareness is crucial as well as essential in every aspects of life. It is obvious that without any sort of awareness, it is difficult to understand the inner factors that are lies within and creates situation complex. Concerning to such fact, generating awareness regarding oneself is significant and necessary in every occupation. Similarly, self-awareness is the knack of an individual to recognise himself from others within an environment (Akkermans et al. 2013). It assists the individual to develop a significant recognition of the abilities that he carries within himself, which makes him stand out from the crowd. Pertaining to such, it is a considerable and vital facet to develop within self.

The main aim of this report is to create a demonstration on self-awareness as well as make identification of the strengths and weaknesses that an individual posses to achieve career oriented goals. Thereby, this would assist in understanding of the vital aspects of self-awareness profoundly and its significance at the same time.

This report comprises of several discussions that are rationale and coherent in nature with profoundly analysis of the factors involved. Considering such, a valid and consistent conclusion has been drawn to develop a clear understanding of its importance

Personality is a key aspect that helps an individual recognises his inner qualities that outline predominantly his own character.  In order to specify and cater a deeper understanding of the personality and self-awareness, applying a personality model would be effective for that matter (Lewin 2013).

The big five personality traits, which is also recognised, as the five-factor model is a conceptual model predominantly based on the dimensions of traits as well as on domain. The model primarily is a set of five wide dimensions of personality that psychologists believe as fundamental and crucial in terms (Neal et al. 2012). Concerning to the five-factor model, there are chiefly five basic dimensions of traits that an individual primarily carries and those are as follows:

Openness to experience – It indicates to such personalities or individuals who are vigorous in nature and prefers openness in every aspect of life. Primarily, they are open to learn new skills and experience, poses originality, inquisitive, intellectual and creative. They are potential to excel in every occupation that they mainly carry within themselves.

Conscientiousness – This aspect signifies personalities who are well structured, systematic in terms of approach, punctual, dedicated, passionate towards achieving goals and dependable in nature. Predominantly, such kind of personalities prefers planned approach instead of impulsive approach (Van Bommel et al. 2012).

Values and motivators

Extraversion – The extraversion trait indicates personalities who are dynamic and extrovert in nature. An individual that likes being pro-active, talkative, loves to interact with new people, sociable and enjoys communal engagements falls under this dimension principally.

Agreeableness – This kind of personalities carries the propensity to be sympathetic as well as supportive in nature. It indicates individuals who are generous, trustworthy, tolerant, sensitive and affable. They provide helping hands to the people who are in need and assist them as per their capability to comfort them.

Neuroticism – This aspect signify personalities that poses and has a tendency to experience unlikable actions such as annoyance, despair and susceptibility. These kinds of personalities are mainly moody and temperamental in nature.

Thereby, in accordance to the Big Five personality model that has been obtained. It has been identified that the personality that I carry as well as present is predominantly of Conscientiousness trait. It is because the traits that fall under Conscientiousness are the same traits that I carry upon myself. The conscientiousness traits describe personalities as efficient and organised in every occupation that they posses. In order to be specific, I am dedicated, passionate towards reaching goals, well organised, punctual and prefer systematic approach in significant activities. Thereby considering such traits, I am capable of holding as well as managing the position of Front Office Manager at any esteemed multi-national hotel industry. The requisites of a Front Office Manager match with my trait and hence, it has been obtained that I can effectively handle such important position and would outshine proficiently.

It has been observed as well as widespread understanding that a front office manager need to be punctual, well organised and efficient in dealing with end number of premium clients regarding every sort of queries. Concerning to such detail, this career choice would be best suited according to my traits and I am assured that I would perform extremely well in uplifting the organisation’s position to the next level of effectiveness.   

In accordance to organisational behavior, Attitude can be defined as the tendency to respond to an object, decision, individual and situation either negatively or positively. It influences the person’s choice to act towards a specific situation or decision based on his propensity (Vago and Silbersweig 2012).  Considering to such aspect, my attitude towards any such object, situation and decision for that matter is positive and I respect the decision made by superiors and the person who are involved in developing any effectual decisions. Besides that, I follow professionalism manner at workplaces and believed such as an ethical consideration that must be adhered by employees as well as employers of any organisation. On the other hand, I believe that in any organisation, one important aspect to behold is having an effective cooperation among the team members and jointly shares concerns that would help build healthy relationships among peers.

Emotional intelligence

Values can be defined as the particular affirm of conduct, which presents the outcomes that widely preferred by the opposite state of conduct. The way of conduct that are beneficial and effectual in nature and which creates significance for any specific aspect, can considered as value (Duval, Silvia and Lalwani 2012). Concerning to such fact, it has been obtained that my level of performance and the role I would like to play in a hotel organisation would bring significant value to accomplish organisational goal and its effectiveness. For instance, involving and take initiative in solving issues and inconvenience that has not been caused by my end and able to fix such issue effectively and at the same time bring delight upon the customer would definitely generate a effectual value for that matter.

Motivation is essential as well as crucial in respect to work proceeding of an employee in an organisation. It is a tacit fact that an individual or employee without being motivated could not perform well and his/her performance would not be that effective as expected by the superiors of an organisation (Tedeschi 2013). Few key motivators ignite me to perform well and create value to my work that I perform. Thereby, those key motivators are setting goals to reach at the least time, starvation to learn more, knowledge, embracement of failures, walk on the path of idols and progress in performance level. These are the most important motivators for me and I adhere to such key motivators positively. Therefore, compliance to such motivators would bring significant amount of efficiency and effectiveness in work role that I would play in a hotel industry.

Emotional intelligence can be defined as the capability to become aware, control as well as express emotions to manage relationships that are interpersonal in nature with compassion and sensibly.  Moreover, it plays the key role in enhancing both interpersonal relationships with employees and employers for that matter.  Besides that, it also ensures success and accomplishment of organisational goals and objectives both in the grounds of individual and proficient (Tate et al. 2014).

Concerning to the emotional intelligence abilities, it has been obtained that there are some important abilities that I posses predominantly and which are effectual in terms of effectiveness within an organisation. In order to be specific to such aspect, the emotional intelligence abilities that I primarily posses are self-responsiveness, self-supervision, self-motivation and communal skills. Thereby, combination of these four important aspects and implementing in an organisation would definitely deliver success and create end number of possibilities to reach personal as well as organisational goals at the earliest and with effectiveness. For instance, being a front office manager of a five star hotel there are possibilities that any guest could register complaint regarding any inconvenience that has faced by him. During such period, it is important to address the issue with appropriateness and efficiency that the guest would feel better and have a positive perception on the service provided to him. In such case, the stated emotional intelligence abilities are of utmost important and of prime requisite to handle such scenarios positively and with immense concerns. Thereby, it has been well understood that the emotional intelligence abilities of mine would assist me to control any kind of situation positively and ensure effectiveness at all times (Killian 2012).  

Leadership plays an important part within an organisation in terms of influencing, motivating and directing employees towards effectiveness in every aspect that lie beneath. On the other hand, it has been considered, as the key factor that ensures the organisation would generate either value or it would incur loss from the leadership styles that it posses (Tumasjan and Braun 2012).

Concerning the leadership aspiration, that clarifies the passion of a person’s craving in terms of enhancement and recognition. The leadership aspiration that has been demonstrated by me is effectual in nature and identified to be positive in implementing within an organisation. The aspiration includes upshots, appreciation, rewards, progression, influence, good work-life balance and largely job satisfaction. These aspirations drive me towards reaching my career goals efficiently and proactively. On the other hand, the leadership style that I posses is strategic leadership style that is focused on every level of an organisation to enhance the performance level of a team to a higher level and want to create a positivity on the overall organisation.

Whereas, in terms of leadership potential, it denotes the ability of leaders that are gained by constant learning skills as well as acquiring experience to mould an organisation into profitability or effective in nature (Mittal and Dhar 2015). Leadership potential comprises of cognitive capabilities as well as state of emotional intelligence in order to solve any sort of conflicts that arise within an organisation periodically. Moreover, engagement with employees in terms of decision-making and advancement creates a motivation and a positive perception about the organisation that leads to high performance in their respective jobs. Similarly, I carry the same potentiality in terms of leading an organisation with all sorts of necessities that ensures productivity and job satisfaction of the employees that are involved within the organisation. Moreover, I believe that walking the extra mile would be beneficial for me in the long term and it would direct me towards achieving my career goals at the least time with high performance level.

Power and politics are the two important factors that have a greater influence in the effectiveness of an organisation. When these two factors merge, it creates contradictions that get hard to resolve positively. On the other hand, applying such aspects strategically and compliance with ethics would be valuable in terms of elevating the organisational effectiveness competently (Smith and Woodworth 2012).  

According to me, approaches to power, politics and influence must be ethical and should not be imposed negatively that literally hamper the effectiveness of an organisation. It has to be approached strategically by means of reviewing the overall activity of the business organisation and ensure it meets efficiency at every level of its proceedings (Bandura 2012). On the other hand, misuse of power, politics and influence would lead to conflicts that would create several hardships to resolve effectively. An organisation needs to be transparent in its proceeding as well as in terms of operations so that every employee feel satisfied to be part of the organisation and enables to minimise discrepancies from every level of an organisation. Usage of power inappropriately as well as unethically within an organisation may lead to several discrepancies that would be challenging to determine and might incur monetary loss (Schunk and Zimmerman 2012).

According to the literature review, problem solving comprise of following an orderly manner in finding a definite and effective solution that would assist in solving the problem.  The Root Cause Analysis (RCA) is a model that assists to solve a problem that is based on in-depth analysis of the root cause that was involved in the initiation of a problem. This model has been developed to identify the major issue that was involved and based on the findings; actions have been taken to resolve such issues positively (Geerling, Chernofsky and Pratt 2014).

Whereas, in respect of decision making which signifies that it is a process of identifying and selecting an effectual alternative that would based on beliefs, value and preferences of the decision taker for that matter.  The Normative theory of decision-making is predominantly concerned with the identification of an efficient decision to make, in terms of making assumptions of the effective decision maker who carries in-depth information and has the ability to figure out with accuracy and consistent (Kacprzyk and Fedrizzi 2012).  It is widely tacit fact, an organisation often as well as periodically faces challenges and issue that are complex in nature and difficult to resolve. Perhaps, it is important to approach to such complex issues strategically and efficiently in order to solve such issues positively and ensure positivity at every levels of an organisation. Thereby, it has been well understood that applying these two significant theories would possibly provide assistance in solving complex problems and able to take efficient decisions that would be effective in terms of addressing such issues proficiently.

Concerning to my career prospects and employment, decision making has to be effectual and proficient in nature. The location of my employment must be in a metropolitan city, which would be beneficial in terms of exploring major number of job opportunities. Moreover, the preference of salary structure must meet my cost of living requirements and some amount of savings for my future purpose. Entering into a job role would cater end number of opportunities to learn new skills constantly and assist to flourish in that particular field of job.

Conclusion

This is to conclude that the necessity of self-awareness is an essential and important factor to consider. It not only enhance the skill set of an individual, yet it also create knowledge about the strengths and weaknesses that the individual primarily posses within himself. Moreover, the identification of personal traits is significant as well as crucial for an individual as it creates self-recognition and enhances personal beliefs. This in turn, motivates such individual to perform well and enables to build a better career prospects. Besides that, recognition of self and generation of aspiration are vital that drives the individual to reach their goals at the least time and stays focused to perform their job roles efficiently and effectively. Thereby, it has been well understood that self-awareness is essential and at the same time is an important aspect that need to be developed effectively.

References

Akkermans, J., Brenninkmeijer, V., Huibers, M. and Blonk, R.W., 2013. Competencies for the contemporary career: Development and preliminary validation of the Career Competencies Questionnaire. Journal of Career Development, 40(3), pp.245-267.

Bandura, A., 2012. On the functional properties of perceived self-efficacy revisited.

Duval, T.S., Silvia, P.J. and Lalwani, N., 2012. Self-awareness & causal attribution: A dual systems theory. Springer Science & Business Media.

Geerling, J., Chernofsky, M. and Pratt, S.D., 2014. Root Cause Analysis. ASA Newsletter, 78(6), pp.46-49.

Kacprzyk, J. and Fedrizzi, M. eds., 2012. Multiperson decision making models using fuzzy sets and possibility theory (Vol. 18). Springer Science & Business Media.

Killian, K.D., 2012. Development and Validation of the Emotional Self?Awareness Questionnaire: A Measure of Emotional Intelligence. Journal of marital and family therapy, 38(3), pp.502-514.

Lewin, K., 2013. A dynamic theory of personality-selected papers. Read Books Ltd.

Mittal, S. and Dhar, R.L., 2015. Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing. Management Decision, 53(5), pp.894-910.

Neal, A., Yeo, G., Koy, A. and Xiao, T., 2012. Predicting the form and direction of work role performance from the Big 5 model of personality traits. Journal of Organizational Behavior, 33(2), pp.175-192.

Schunk, D.H. and Zimmerman, B.J. eds., 2012. Motivation and self-regulated learning: Theory, research, and applications. Routledge.

Smith, I.H. and Woodworth, W.P., 2012. Developing social entrepreneurs and social innovators: A social identity and self-efficacy approach. Academy of Management Learning & Education, 11(3), pp.390-407.

Tate, R., Kennedy, M., Ponsford, J., Douglas, J., Velikonja, D., Bayley, M. and Stergiou-Kita, M., 2014. INCOG recommendations for management of cognition following traumatic brain injury, part III: executive function and self-awareness. The Journal of head trauma rehabilitation, 29(4), pp.338-352.

Tedeschi, J.T. ed., 2013. Impression management theory and social psychological research. Academic Press.

Tumasjan, A. and Braun, R., 2012. In the eye of the beholder: How regulatory focus and self-efficacy interact in influencing opportunity recognition. Journal of Business Venturing, 27(6), pp.622-636.

Vago, D.R. and Silbersweig, D.A., 2012. Self-awareness, self-regulation, and self-transcendence (S-ART): a framework for understanding the neurobiological mechanisms of mindfulness. Frontiers in human neuroscience, 6.

Van Bommel, M., van Prooijen, J.W., Elffers, H. and Van Lange, P.A., 2012. Be aware to care: Public self-awareness leads to a reversal of the bystander effect. Journal of Experimental Social Psychology, 48(4), pp.926-930.